Reasons for depriving employees of bonuses
Posted: Wed Jan 29, 2025 7:25 am
Many employers believe that even for a minor offense or several minor violations, employees can be deprived of their due material reward. Meanwhile, deprivation of bonuses to employees must be seriously justified.
The most correct approach is to journalist email list list specific reasons directly in the contract or regulation on wages and bonuses:
failure to comply with internal work regulations, namely: failure to appear for work (without good reason), negligence, causing damage (unintentional), appearing at work intoxicated;
failure to comply with safety regulations concerning labor protection, use of electrical equipment, personal protective equipment, etc.;
failure to implement planned plans and standards or untimely implementation, which negatively affects the overall results of the enterprise;
causing material damage in the form of damage to property, for example;
presence of complaints from clients or partners;
failure to fulfill one's direct duties or orders from superiors;
other reasons specified in the internal documentation of the enterprise, such as, for example, an unpaid fine, disorder in the workplace, violation of basic dress code rules, etc.
If an employee is often ill or, for example, lacks initiative, he cannot be deprived of material compensation for this. Here, one can only take into account the personal contribution or share of labor participation and, based on this, determine the coefficient for calculating payments.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Are there categories of employees who should never be deprived of their bonus (or part of it)? According to the Labor Code of the Russian Federation, no. The situation with dismissals is somewhat different (for example, the law prohibits dismissing a pregnant woman). However, depriving employees of bonuses must be well-reasoned, and the following points should be taken into account:
the punishment must be reasonable - you can't deprive a person of his annual bonus because he was late for work once;
To determine the amount of penalties, it is necessary to define a clear system and set it out in a special regulation or use the same approach in relation to all employees;
the amount to be withheld should be determined reasonably, based on the available documentary evidence of the violation (reports and explanatory notes from persons involved in the episodes in question);
Personal motives cannot be a reason for depriving an employee of material compensation, and if the case goes to court, such an approach will be regarded as a deliberate violation of human rights.
Important point! According to the law, two penalties cannot be imposed for the same violation. That is, if a fine has already been imposed for the offense, then the employee cannot be deprived of a bonus at the same time.
The most correct approach is to journalist email list list specific reasons directly in the contract or regulation on wages and bonuses:
failure to comply with internal work regulations, namely: failure to appear for work (without good reason), negligence, causing damage (unintentional), appearing at work intoxicated;
failure to comply with safety regulations concerning labor protection, use of electrical equipment, personal protective equipment, etc.;
failure to implement planned plans and standards or untimely implementation, which negatively affects the overall results of the enterprise;
causing material damage in the form of damage to property, for example;
presence of complaints from clients or partners;
failure to fulfill one's direct duties or orders from superiors;
other reasons specified in the internal documentation of the enterprise, such as, for example, an unpaid fine, disorder in the workplace, violation of basic dress code rules, etc.
If an employee is often ill or, for example, lacks initiative, he cannot be deprived of material compensation for this. Here, one can only take into account the personal contribution or share of labor participation and, based on this, determine the coefficient for calculating payments.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
Are there categories of employees who should never be deprived of their bonus (or part of it)? According to the Labor Code of the Russian Federation, no. The situation with dismissals is somewhat different (for example, the law prohibits dismissing a pregnant woman). However, depriving employees of bonuses must be well-reasoned, and the following points should be taken into account:
the punishment must be reasonable - you can't deprive a person of his annual bonus because he was late for work once;
To determine the amount of penalties, it is necessary to define a clear system and set it out in a special regulation or use the same approach in relation to all employees;
the amount to be withheld should be determined reasonably, based on the available documentary evidence of the violation (reports and explanatory notes from persons involved in the episodes in question);
Personal motives cannot be a reason for depriving an employee of material compensation, and if the case goes to court, such an approach will be regarded as a deliberate violation of human rights.
Important point! According to the law, two penalties cannot be imposed for the same violation. That is, if a fine has already been imposed for the offense, then the employee cannot be deprived of a bonus at the same time.