What is the rate of the accompanist of the house of culture. Working hours of the head of club formations

Recently, cases have become more frequent when, when establishing official salaries for leaders and accompanists - accompanists of amateur club groups, the number of teams, the number of hours worked and the number of circles assigned to one unit of the leader and accompanist - accompanist are made dependent. In this regard, we explain that, according to the instructions "On the procedure for calculating salaries for employees of the Communist Party of Ukraine", approved by the USSR MK of 9.12.1978.

The official salary of an accompanist - accompanist is set depending on: firstly, on education, work experience, and in accordance with this, the ETS category. And, secondly, from the load of the set hours per month - 105.6 hours. (4 hours per day X26.4 days per month).

The norm of working out includes: independent work on learning the repertoire, classes with the team - 3 times a week.

The official salary of the team leader is set depending, firstly, on education, length of service, and, in accordance with this, the category and category of the ETS and, secondly, on the load of the established hours per month 76.2 hours (3 hours per day X 26.4 days per month); the norm of working off includes: hours of independent work on learning the repertoire, hours of classes with the team - 3 times a week. When concluding an employment contract, the head of the club, with the consent of the head of the team, can set specific days of classes and days of independent work.

The concepts of "circle" and "collective" are not equivalent in their meaning, since the "circle" is a small form that is a component of the collective.

Example: a folk choir is a team, and it includes a vocal circle (soloists), a duet, a quartet, an ensemble, which have independent forms of work, and most importantly, they require work separate from the team with the leader and with the accompanist - accompanist.

Thus, for these employees, only monthly summarized accounting of working hours is established according to the scheme given above.

The occupancy and size of the club formation (team) in accordance with the Model Regulations on club formations of the KDU, approved by the board of the RF MK of March 29, 2002, is determined by the head of the club formation (team) and approved by the head of the club institution, then entered into the employment contract.

Approximate occupancy of club formations by members of collectives

The State Cultural Institution "Regional Center of Folk Art" informs that in accordance with the Instruction "On the procedure for calculating the wages of workers - cultural and educational institutions", approved on 09.12.1978. official salaries for the leaders of circles, folk, exemplary groups (director, choirmaster, conductor, choreographer) are set for 3 hours of circle work per day.

According to the decision of the collegium of the Ministry of the USSR No. 121 of May 24, 1978. classes in all teams are held systematically at least twice a week for 3 academic hours (a training hour is 45 minutes).

In the resolution of the Ministry of Labor and Social Development of the Russian Federation of June 30, 2003 No. No. 41 states that cultural workers have the right to carry out part-time work - the performance of other regularly paid work on the terms of an employment contract during the summary time from the main job at the place of their main job or other organizations, including in a similar position, specialty, profession, and in cases where a reduced working time is established (with the exception of work for which sanitary and hygienic restrictions are established by the regulatory legal acts of the Russian Federation). The duration of part-time work of cultural workers during the month is established by agreement between the employee and the employer and for each employment contract it cannot exceed: working hours, calculations from the established duration of the working week. Payment to the arranger must be made under the contract for the actual work performed.

XIIdischarge. Concertmaster II category. Working in a team wearing

The title of "folk". Requirements: higher musical education and experience

At least one year of work or secondary special education and work experience

At least 2 years in the specialty.

XIIIdischarge. Concertmaster of the 1st category. Requirements: have a higher musical education and work experience in the specialty for at least 2 years or a secondary musical education and work experience in the specialty for at least 3 years.

Requirements for the profession: must meet the requirements of an accompanist of the II category and could be able to edit musical works.

Master the skills of improvisation and composition. Rewrite musical works from scores, tape recordings.

The categories of the accompanist, on the proposal of the cultural authorities, are assigned by the Regional Art Council under the State Cultural Institution "Regional Center for Folk Art"; the category is established by the attestation commission at the cultural body.

VI – VIIIdischarge. Accompanist of an amateur group that does not have the title of "folk".

Requirements for a choirmaster working in a choir with the title of "folk".

Icategory.XI – XIIdischarge. Higher professional education. Professional experience of at least 5 years in an artistic group with the title of "folk" or "exemplary", as well as in professional theaters and creative groups.

XIIIdischarge. Higher professional education. Professional experience of at least 10 years in artistic groups and professional theaters and creative teams.

The categories are assigned on the proposal of the cultural body by the regional art council of the State cultural institution "Regional center of folk art", the category is established by the attestation commission under the cultural body.

The chapter gives grounds that, given some uncertainty in the use of the terms "Plan", "Program", "Forecast" in the practice of activities of cultural institutions, where the term "Work Plan" is mainly used, and we can only assume about forecasting without any financial economic calculations, we will try to highlight several properties that are essential and most fully characterize the chosen topic of the chapter.

Planning - it is, first of all, a conscious process in which a comprehensively justified concrete plan is developed.

Plan - a certain state of a particular system in the future.

Program - this is a set of events, actions, decisions, activities, arranged in a certain sequence and aimed at transferring a specific system from the state that was at the time prior to the start of planning, to the state of the system, which is determined by the plan.

Programming - it is the process of program formation.

Forecast - this is the expected state of the system, to which it can approach with some probability if the intended measures are applied.

Forecasting - it is the process of forecasting.

Individual events, decisions, actions, activities included in the program, and inherently characterizing a dynamic process, in turn, may require the necessary planned support. Accordingly, separate plans will be formed in relation to them.

It is necessary to understand what the "Task" is, which the developers of the program or action plan set for themselves, what results can be achieved thanks to the task set.

All tasks solved in the field of culture can be divided into 5 groups:

Creative and production tasks;

Economic and financial tasks;

Administrative and state tasks;

Sociological and cultural tasks;

Tasks for cultural and leisure creative self-realization.

All these groups of tasks are sequentially considered, since it is necessary in programming and practical activities for the organization of management in the field of culture.

The legal framework governing this issue, unfortunately, has not been updated. Therefore, both in regional regulations and in local acts of cultural and leisure institutions ...

The legal framework governing this issue, unfortunately, has not been updated.

Therefore, both in regional regulations and in local acts of cultural and leisure institutions, the following are still reflected:

the provisions of the Instruction on the procedure for calculating the wages of employees of cultural institutions, approved by the USSR Ministry of Culture on December 29, 1976 (hereinafter referred to as the Instruction).

Decrees of the Secretariat of the All-Union Central Council of Trade Unions of September 11, 1987 "On approval of the regulation on circles (studios) organized on the principles of self-sufficiency by trade union committees, cultural and educational, out-of-school institutions of trade unions" (Further - Resolution No. 25-15),

Guidelines for organizing the work of local governments in addressing issues of creating conditions for the development of local traditional artistic creativity, approved by order of the Ministry of Culture of Russia dated May 25, 2006

According to the above documents, salaries for the leaders of circles are set for 3 hours of circle work per day, and for accompanists - for 4 hours of work per day (for example, clause 3 of the notes to clause 21 of the Instruction). This refers to the astronomical clock.

Monthly summed accounting of working time is established for the said employees. In cases where the leaders of circles and accompanists cannot be fully loaded with work, their work is paid for the established amount of work at hourly rates (see materials in the ES "Culture" -).

At the same time, according to section 4 of the Labor Code of the Russian Federation dated December 30, 2001 No. 197-FZ (hereinafter referred to as the Labor Code of the Russian Federation), the maximum (or normal) working time is set at 40 hours per week.

The full-time leaders of club formations should “finish” the missing 85.8 astronomical hours in accordance with the provisions included in the contract with the head of the team (accompanist), which should specify how many hours a week are allotted for classes with team members, how many for organizational methodological work, how much for the preparation of events, the selection of repertoire, etc. and so on.).

In connection with the transition to the sectoral wage system, the existing working time standards for the leaders of club formations can be considered the basis for determining the minimum base salary (in accordance with the qualification group).

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The Ministry of Culture of the Russian Federation, in order to provide methodological assistance, sends, according to the specifics of the introduction of standard industry labor standards, to work performed in cultural and leisure institutions and other organizations of a cultural and leisure type, with explanations on the application of orders of the Ministry of Culture of Russia dated December 30, 2015 No. 3448 “On approval of standard sectoral labor standards for work performed in cultural and leisure institutions and other organizations of a cultural and leisure type”, dated December 30, 2015 No. 3453 “On approval of the Methodological recommendations on the formation of the staffing level of employees of state (municipal) cultural and leisure institutions and other organizations of cultural and leisure leisure type, taking into account industry specifics.

These orders are posted on the official website of the Ministry of Culture of Russia mkrf.ru in the sections "Main", "Ministry", "Departments", "Department of Economics and Finance", "Orders" / "Methodological recommendations" and can be used in the work.

We draw attention to the need to introduce standard industry labor standards in institutions and indicate the relevant information as part of the monitoring report of the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018, approved by order of the Government of the Russian Federation dated November 26, 2012 No. 2190- R.

At the same time, we inform you that in order to organize the management of planning processes and control the formation of staffing tables for cultural institutions based on the approved labor standards of the Ministry of Culture of Russia, an interactive electronic service has been developed that provides:

calculation of labor costs by types of activity and operations;

calculation of the optimal staffing of the institution;

distribution of activities and calculation of labor costs, headcount by categories: administrative and managerial personnel, main personnel and auxiliary personnel;

formation of the staffing of institutions, taking into account a certain standard number in accordance with the scope of work performed in the institution.

Currently, this service is available for libraries, museums, zoos. In the IV quarter of 2016 it will also be available for cultural and leisure institutions.

Access to this service is provided to all institutions in accordance with the requests received. To gain access, you must send a written request indicating the TIN and the name of the organization to the e-mail address s [email protected] then follow the instructions provided.

Application: for 9 l. in 1 copy.

Application

Recommendations
on the features of the introduction of standard industry labor standards for work performed in cultural and leisure institutions and other organizations of a cultural and leisure type (hereinafter referred to as the Recommendations)

I. General provisions

1. These Recommendations have been developed in order to provide methodological assistance for the introduction of standard industry labor standards for work performed in cultural and leisure institutions and other cultural and leisure-type organizations (hereinafter referred to as labor standards KDU), approved by order of the Ministry of Culture of Russia dated December 30, 2015 No. 3448 (registered by the Ministry of Justice of Russia on February 2, 2016, registration No. 40938) (hereinafter - Order No. 3448) and in addition to the Methodological Recommendations for the Formation of the Staff Number of Employees of State (Municipal) Cultural and Leisure Institutions and Other Cultural and Leisure Type Organizations, Taking into Account Industry Specifics ( hereinafter - the Institution), approved by the order of the Ministry of Culture of Russia dated December 30, 2015 No. 3453 (hereinafter - Methodological recommendations No. 3453).

3. Labor standards of the KDU are developed on the basis of calculations of research results and their approbation in institutions.

4. Labor standards of the KDU characterize the optimal level of tension (intensity) of labor in the performance of work (provision of state (municipal) services) for the main activity.

5. The introduction of labor standards and the number of staff, as well as their revision, is carried out in accordance with the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), taking into account the opinion of the representative body of employees.

6. When introducing labor standards of the KDU in the Institutions, an assessment is made of the need for qualifying jobs in accordance with the state task, on the basis of which the relevant positions and professions are introduced.

II. Development of labor rationing in the Institution

7. The process of labor rationing in the Establishment is based on the determination of labor cost norms, which are understood as the amount of work established for the employee per hour, day (shift), week, month, year, which he is obliged to perform under normal working conditions. The norms of labor costs are the initial base for the work carried out in the institution on the organization of labor. With their help, effective (requiring the least expenditure of working time) options for the technology of rendering services, the most rational forms of division and cooperation of labor, effective methods and ways of performing work are determined.

8. When implementing the norms of labor costs, the prescribed work regulations are established, which must be observed by each employee at his individual or collective workplace.

9. The development of labor rationing in the Establishment is carried out in accordance with the Guidelines for the development of labor rationing systems in state (municipal) institutions, approved by order of the Ministry of Labor of Russia dated September 30, 2013 No. 504 (hereinafter - Guidelines No. 504).

10. On the basis of standard labor standards, the following can be determined for use in the Establishment:

norms of time (expenditure of working time for the performance of a unit of work (function) or the provision of a service by one or a group of employees of the appropriate qualification);

service standards (the number of objects (jobs, equipment, areas, etc.) that an employee or a group of employees of appropriate qualifications are required to service during a unit of working time);

headcount norms (the established number of employees of a certain professional and qualification composition, necessary to perform specific production, management functions or scope of work).

Recommended methods for determining the population rate based on standard time standards and standard service rates, determining the service rate based on typical time rates are given in Appendix No. 1 to Methodological Recommendations No. 504.

1) when creating more progressive organizational and technical conditions for the implementation of technological (labor) processes or their non-compliance with standard labor standards, it is recommended to use standard labor standards as a basis for determining and justifying labor standards by adjusting them taking into account the actual organizational and technological conditions for performing technological (labor) ) processes in the Institution.

Examples (algorithms) for calculating labor standards by correcting standard labor standards, taking into account the organizational and technological conditions for the implementation of technological (labor) processes in an institution, are given in Appendix No. 2 to Methodological Recommendations No. 504;

2) when planning measures to improve the efficiency of the provision of state (municipal) services, it is recommended to use standard labor standards as a reference:

for institutions in which the organizational and technical conditions are below the level for which the standard norms are designed;

in the study of the cost of working time and the analysis of the loss of working time.

After taking measures to change the organizational and technical conditions for the implementation of technological (labor) processes, labor standards in the Establishment may be revised in the manner prescribed by law;

3) in the absence of standard labor standards for certain types of work and workplaces, the relevant labor standards are developed in the Establishment, taking into account the recommendations of the organization exercising the functions and powers of the founder, or with the involvement of relevant specialists in the prescribed manner;

analysis of the labor process based on the standard for the provision of state (municipal) services, dividing it into parts;

selection of the optimal variant of technology and organization of labor, effective methods and techniques of work;

designing modes of operation of equipment, techniques and methods of work, systems for servicing workplaces, modes of work and rest;

determination of labor standards in accordance with the characteristics of technological and labor processes, their implementation and subsequent adjustment as the organizational and technical conditions for the implementation of technological (labor) processes change;

5) along with labor standards established in the Establishment for an indefinite period, temporary and one-time labor norms can be applied for technological (labor) processes that are stable in terms of organizational and technical conditions.

Temporary labor standards are established for the period of development of certain works in the absence of approved regulatory materials for labor rationing.

The period of validity of temporary labor standards determined by the Institution is recommended to be set no more than 3 months.

One-time labor standards are determined by the employer for individual work that is of a single nature (unscheduled, emergency).

III. Establishment of a labor rationing system in the Establishment

12. The system of labor rationing in the Establishment is recommended to be established in the Regulation on the labor rationing system of the institution (hereinafter referred to as the Regulation), which is either approved by the local regulatory act of the institution, taking into account the opinion of the representative body of employees, or is included as a separate section in the collective agreement.

13. It is recommended that the opinion of the representative body of employees be taken into account in the manner in which local regulations are adopted, established by labor legislation.

1) "Labor standards applied in the institution", which provides:

the applied methods for determining the population rate based on the typical time rate, the number rate based on the typical service rate and the service rate based on the typical time rate (if calculations were made);

calculation of the correction of standard labor standards, taking into account the organizational and technical conditions for the implementation of technological (labor) processes in the institution (if a correction was carried out);

methods and means of establishing labor standards for individual positions (professions of workers), types of work (functions) for which there are no standard labor standards;

2) "Procedure for the implementation of labor standards";

3) "The procedure for organizing the replacement and revision of labor standards";

4) "Measures aimed at compliance with established labor standards."

15. When concluding an employment contract with an employee, it is recommended to familiarize him with labor standards. If the employee establishes norms of time for the performance of work (provision of services) or service norms, it is recommended to indicate in the employment contract with the employee that their performance is carried out within the limits of the working time established for him.

16. Employees are notified of the introduction of new labor standards no later than two months before their entry into force. In a similar period of time, employees are notified of the correction of erroneous labor standards (labor standards, when establishing which the organizational and technical conditions for the implementation of technological (labor) processes were incorrectly taken into account or inaccuracies were made in the application of regulatory materials or in calculations).

Taking into account the opinion of the representative body of workers on the reduction of erroneous labor standards, workers can be notified in a shorter period.

17. The form of notification of the introduction of new labor standards is determined by the institution independently. At the same time, it is recommended to indicate the previously existing labor standards, new labor standards, the factors that served as the basis for the introduction of new labor standards or their adjustment.

18. It is recommended that before the introduction of new labor standards, instruct and train employees in the most effective methods and techniques for performing work, while both individual and group forms of their implementation can be used.

19. When carrying out work on the development of labor standards, it is recommended to analyze the degree of mastery of work by each employee based on data on the implementation of standards.

When mastering labor standards in connection with the introduction of new equipment and technology, when, along with mastering rational methods of labor, employees need to acquire new theoretical and practical knowledge, it is recommended to train employees.

When mastering new types of work (standards for the provision of state (municipal) services or discrepancy between the actual organizational and technical conditions for the implementation of technological (labor) processes designed in the newly introduced labor standards, it is recommended to apply correction factors.

20. It is recommended that a period of review be undertaken to determine whether it is appropriate to review applicable labor standards at least once every five years. Based on the results of the analysis, a decision can be made to maintain the established labor standards or to develop new labor standards. Until the introduction of new labor standards, the previously established ones continue to apply.

Labor standards may be revised as new equipment, technology is improved or introduced, and organizational or other measures are taken to ensure the growth of labor productivity, as well as in the case of the use of physically and morally obsolete equipment.

Other grounds for revising labor standards are not established by labor legislation. Overfulfillment of labor standards by individual employees, including due to a high level of personal professional qualities, the use of new methods of work on their initiative and the improvement of workplaces cannot be considered as a basis for revising the labor standards established in the institution.

The revision of erroneous labor standards is carried out as they are identified, taking into account the opinion of the representative body of workers.

good condition of premises, structures, machines, technological equipment and equipment;

timely provision of technical and other documentation necessary for work;

proper quality of materials, tools, other means and items necessary for the performance of work, their timely provision to the employee;

working conditions that meet the requirements of labor protection and production safety.

IV. Features of the introduction of standard industry labor standards for work performed in cultural and leisure institutions and other organizations of a cultural and leisure type

22. The headcount of the Establishment's employees is calculated on the basis of labor costs and the standard headcount by types of norms established by Order No. 3448, taking into account the procedure for determining the headcount of employees established in Section II of Methodological Recommendations No. 3453.

23. On the basis of the state task, first of all, it is necessary to determine the total labor costs for the scope of work of the team leaders of the planning period (Tot.) according to the following formula:

Ttot = N x m where

N - the number of classes per week, according to the schedule of classes, but at least twice a week;

m - the duration of one lesson in the number of training hours (at least three training hours), taking into account the time for rest, 15 minutes per lesson.

So, for example, classes in a team are held 2 times a week (N) for 3 training hours (t) each lesson (60 minutes, taking into account 15 minutes of rest time):

Chn \u003d Tot. / Frv, where

Frv - working time fund for the planned period, hour;

For example: the time fund of the head of 1 club formation per week, intended for conducting classes (Frv), is 18 hours per week, the norm for the number of the head of one club formation per week (Chn) = 6 hours / 18 hours = 0.33 pcs. units

Then we determine the planned coefficient of absenteeism of employees in the Establishment (Kn):

For example, an employee was absent from work for 38 days, of which:

28 days - paid vacation;

10 days - absence for a good reason (sick leave, administrative leave, etc.);

247 days - the number of working days per year according to the production calendar for 2016.

At the same time, we determine the % of absenteeism:

The total absenteeism rate is:

Taking into account the absenteeism rate, the staffing of the head of the 1st club formation (Nsh) is calculated, which is determined by the following formula:

Chsh \u003d Chn x Kn

In this example, Nsh = 0.33 x 1.15 = 0.38 (= 0.5 units per 1 club formation).

If necessary, leaders can invite teams to rehearse more often than the scheduled time, for example, during the preparation for a concert, festival, competition, review and other similar events. At the same time, the time of the class schedule must be agreed with the administration of the Institution and notified to the team members in advance.

The working time fund of the head of the club formation in accordance with Article 91 of the Labor Code of the Russian Federation is determined on the basis of a 40-hour working week.

24. Taking into account the staffing of the head of the club formation, the norms for the number of creative workers of amateur art groups, club formations, studios, circles are determined as a percentage of the number of the head (table 1 of order No. 3448).

In the event that, in accordance with the established state task and the schedule of classes in a (children's) amateur art group, several (age) groups are engaged at the same time, but in different rehearsal rooms, the norms for the number of creative workers for conducting such classes are multiplied by the number required groups.

25. The calculation of the staffing level of employees involved in the organization and holding of cultural events is determined on the basis of indicators of aggregate labor intensity standards (the number of cultural events, the number of visitors per 1 event, the number of halls, classes, stage platforms and other indicators) established by order No. 3448.

One of the most important indicators of the labor intensity of this category of workers is the “Number of cultural events” indicator.

So, for example, (tables 4, 7 of order No. 3448), the state task established the number of cultural events of a general orientation for the year - 75 events with a total number of visitors to cultural events - 16,500 people, while the calculation of the staffing includes:

director - 1 pc. units;

director of mass performances - 0.75 pcs. units;

methodologist - 1.25 pcs. units;

ticket clerk = 16,500 / 75 = 220 people (number of visitors per 1 event) - 1.75 pcs. units;

ticket controller (220 people - the number of visitors per 1 event) 3.5 pcs. units

The norms of the number of employees involved in the organization and holding of cultural events and art and production part, taking into account the production requirements, may include additional positions necessary to fulfill the tasks set by the state task (for example, tables 3 and 8 of order No. 3448).

26. For those jobs for which there are no norms in tables 18 and 19, the norms of tables 1-17 are applied, taking into account the requirements for the introduction of positions, in accordance with the established state task.

27. Job categorization (chief, leading, senior, category 1, category 2) is established taking into account the qualification requirements provided for by the Unified Qualification Directory for the positions of managers, specialists and employees, tariff categories - taking into account the requirements for professional knowledge and skills of workers, according to Unified Tariff and Qualification Directory of Works and Occupations of Workers.

28. If the organizational and technical conditions for the performance of work differ from those presented in the labor standards of the KDU, the Institution independently makes changes to the indicators of labor standards, based on the established goals and objectives.

29. In the absence in order No. 3448 of indicators of labor standards for work that is performed in the Establishment in accordance with the established state assignment, labor standards are developed according to them, in the manner established by order No. 3448 and Methodological recommendations No. 3453, and approved by local regulations of the institution.

30. The formation of the staffing of administrative and managerial and auxiliary personnel is carried out on the basis of standard collections of labor standards approved by the Ministry of Labor of Russia.

Document overview

It also reports on the development of an interactive electronic service that provides the calculation of labor costs by type of activity and operations, the calculation of the optimal staffing of a cultural institution, the distribution of activities and the calculation of labor costs, staffing by personnel categories (administrative and managerial, main and auxiliary). With its help, it is also possible to form the staffing table of cultural institutions, taking into account a certain standard number in accordance with the scope of work performed.

The service allows you to analyze the activities of the institution in the context of types and labor operations, calculate the standard staffing level and form staffing tables in accordance with the accepted standards of labor, time and number.

Currently, this service is available for libraries, museums, zoos, and in the fourth quarter of 2016 cultural and leisure institutions will be able to use it.

To gain access, you must send a written request indicating the TIN and the name of the organization to the e-mail address [email protected].

Views: 2

Harp

Hello. I am the head of the circle in the rural house of culture. I was issued part-time for 0.5 rates with the number of hours per month 38.1 - it's all spelled out in the employment contract. Literally today, a message was received from colleagues that "Based on the methodological recommendations for organizing the work of local governments in resolving issues of creating conditions for the development of local traditional artistic creativity, approved by order of the Ministry of Culture of Russia dated May 25, 2006 No. 229. In this regard, from 13 March, everyone needs to revise their work schedule.Today, the working time for the rate should be 40 hours a week, i.e. 8 hours a day (of which 48 minutes are lunch breaks).You must decide on working hours: how many hours a week is allotted for classes with team members, how much organizational and methodological work, how much for preparing events, selecting repertoire, etc., etc. + lunch break hours." I would like to understand whether such a fleeting change in the work schedule is legal? Should the employer notify the employee in advance in an official form, order or some other document? At the same time, I have two children: for 4 years she has been attending kindergarten and for 2 years she has not attended kindergarten, does this affect the working regime, and how many hours should the head of the circle work? And was the employer supposed to familiarize me against signature with the job description when applying for a job?

The question refers to the city of Voskresensk, MO

Request for clarification received. March 11, 2017 - 00:54
Do not confuse anything by the mode of operation established in the employment contract. How is it for 0.5 rates you get 38.1 hours per month?

Answers:

Hello!

Order of the Ministry of Culture of the Russian Federation of May 25, 2006 N 229

"On Approval of Guidelines for the Implementation of Local Issues in the Sphere of Culture of Urban and Rural Settlements, Municipal Districts and Guidelines for Creating Conditions for the Development of Local Traditional Folk Art" does not affect the working hours of club employees, it describes the types of services provided by the club .

Perhaps, they meant revisions of the work schedules of the same circles so that they work at a more convenient time for the population (for example, in the evenings or on weekends).

As for working hours.

According to Article 92 of the Labor Code of the Russian Federation and other federal laws, reduced working hours can be established for other categories of workers (pedagogical, medical and other workers).

According to the Decree of the Supreme Council of the RSFSR of 01.11.1990 N 298 / 3-1

(as amended on 24.08.1995)

"On urgent measures to improve the situation of women, the family, the protection of motherhood and childhood in the countryside", which act in the part that does not contradict the norms of the Labor Code of the Russian Federation, women working in rural areas have a 36-hour

working week, unless a shorter working week is provided for by other legislative acts. At the same time, wages are paid in the same amount as for the full duration of weekly work.

So your part-time work should be no more than half of the monthly norm of working time

Article 284

[Labor Code] [Chapter 44] [Article 284]

The length of working time when working part-time should not exceed four hours a day. On days when the employee is free from the performance of labor duties at the main place of work, he can work part-time full-time (shift). Within one month (another accounting period), the duration of working hours when working part-time should not exceed half of the monthly norm of working hours (norm of working hours for another accounting period) established for the corresponding category of employees.

So, we found out that the leader of the village circle (woman) on a full-time basis should work 36 hours a week or 18 hours if she works part-time.

You need to change the working hours for women (down) and optimize your work. Specifically write in your work plan, for example, "how many hours a week are allotted for classes with team members, how much organizational and methodological work, how much for preparing events, selecting repertoire, etc."

There are no changes to the terms of the employment contract.

Irina Shlyachkova

Hello!

Mandatory for inclusion in the employment contract is the condition on the working hours and rest time (if for this employee it differs from the general rules in force for this employer) (Article 57 of the Civil Code of the Russian Federation). Changing the terms of the employment contract determined by the parties is allowed only by agreement of the parties to the employment contract. An agreement to change the terms of an employment contract determined by the parties is concluded in writing.

Therefore, if in the case you indicated, the regime of working hours and rest is changed, then the employer will have certain obligations.

Alternatively, the employer has made changes to the internal local acts of the organization (if there were contradictions in them), and coordinates such a regime with you by concluding an additional agreement to the employment contract. That is, based on the agreement of the parties.

If, however, everything was in accordance with the norms in local acts and only in your employment contract the labor regime was determined differently than in such acts, then this will be the initiative of the employer and will be carried out in accordance with Art. 74 of the Labor Code of the Russian Federation.

In the state of the municipal institution of cultural and leisure type (rural house of culture) there are employees working in the position of "circle leader".

What is their working hours?

If an external part-time worker is hired for the specified position, what should be his working hours?

After considering the issue, we came to the following conclusion:

A cultural worker holding the position of "circle leader" may be assigned a working time of no more than 40 hours per week. In combination, a cultural worker can work as a leader of a circle for no more than 20 hours a week.

Rationale for the conclusion:

According to the general rule established by the second part of Art. 91 of the Labor Code of the Russian Federation, normal working hours cannot exceed 40 hours per week. For certain categories of workers (pedagogical, medical and other workers), the Labor Code of the Russian Federation and other federal laws may establish reduced working hours.

The position of the head of the circle is assigned to the positions of workers in culture, art and cinematography (Unified qualification directory of positions of managers, specialists and employees in the section "Qualification characteristics of positions of workers in culture, art and cinematography" (hereinafter referred to as the EKS), approved by order of the Ministry of Health and Social Development of the Russian Federation dated 03/30/2011 N 251n; order of the Ministry of Health and Social Development of the Russian Federation of 08/31/2007 N 570). Federal legislation does not establish a reduced working time for persons holding the positions of workers in culture, art and cinematography. Therefore, the maximum working time for the position of "circle leader" is 40 hours per week.

Regarding the duration of the working time of a cultural worker who performs the work of the head of the group part-time, we note the following.

As follows from the first part of Art. 284 of the Labor Code of the Russian Federation, part-time work should not exceed four hours a day, but on days when the employee is free from the performance of labor duties at the main place of work, he can work part-time full-time (shift). During one month (or other accounting period), the duration of working hours when working part-time should not exceed half of the monthly norm of working hours (norm of working hours for another accounting period) established for the corresponding category of employees. According to the second part of Art. 284 of the Labor Code of the Russian Federation, this restriction does not apply to employees who have suspended work at their main place of work in the event of a delay in paying wages for more than 15 days (see part two of Article 142 of the Labor Code of the Russian Federation), and to employees temporarily suspended from work at their main place of work due to the fact that, in accordance with a medical report, they need a temporary transfer to another job for up to four months, but refuse to transfer or the employer does not have the corresponding job (see part two and part four of article 73 of the Labor Code of the Russian Federation).

Part six of Art. 282 of the Labor Code of the Russian Federation, it is determined that the features of regulating the part-time work of pedagogical, medical and pharmaceutical workers, cultural workers, in addition to the features established by the Labor Code of the Russian Federation and other federal laws, can be established in the manner determined by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social labor relations. In pursuance of this norm, the Government of the Russian Federation delegated the authority to determine the relevant features to the Ministry of Labor of Russia (Decree of the Government of the Russian Federation of April 4, 2003 N 197). According to sub. "a" clause 1 of the Decree of the Ministry of Labor of the Russian Federation of June 30, 2003 N 41 "On the features of part-time work of pedagogical, medical, pharmaceutical workers and cultural workers" (hereinafter - Resolution N 41), cultural workers have the right to work part-time. Restrictions on the duration of such work are established sub. "b" paragraph 1 of Resolution N 41. So, in particular, the duration of part-time work of cultural workers involved as teachers of additional education, concertmasters, choreographers, choirmasters, accompanists, artistic directors, within a month is established by agreement between the employee and employer and under each employment contract, it cannot exceed the monthly norm of working time, calculated from the established duration of the working week.

As you can see, this norm does not establish that the duration of the working time of a cultural worker who works part-time as the head of the circle can be more than half of the monthly norm of working time. The position of the artistic director, as well as the position of the head of the circle, is assigned to the positions of workers of culture, art and cinematography (EKS), however, these positions are not identical. Therefore, sub. "b" paragraph 1 of Resolution N 41 does not apply to the leaders of circles.

Thus, since there are no special norms regulating the working hours of a cultural worker holding the position of the head of a circle, such an employee is subject to the general requirements of Art. 282 of the Labor Code of the Russian Federation, according to which the duration of his working time can be no more than half of the monthly norm of working hours established for the corresponding category of workers, that is, no more than 20 hours per week.

Prepared answer:

Legal Consulting Service Expert GARANT

Tsezareva Tatiana

Response quality control:

Reviewer of the Legal Consulting Service GARANT

Sutulin Pavel

Norms of hours for the base salary (official salary, wage rate) of workers of culture, art and cinematography of municipal cultural and leisure institutions

Working hours (norm of hours for the base salary (official salary, wage rate) for workers of culture, art and cinematography of municipal cultural and leisure institutions by position head of a circle, amateur association, interest club, accompanist, accompanist-concertmaster, accompanist is set on the basis of from a reduced working time of not more than 36 hours per week, which includes work provided for by official duties and working hours approved in the prescribed manner.

The norms of hours for the base salary (official salary, wage rate), which are the normalized part of the workers of culture, art and cinematography of municipal cultural and leisure institutions, are established:

24 hours a week - accompanists, concertmaster accompanists, concertmasters and assistant concertmasters;

18 hours a week - for the leaders of a circle, an amateur association, an interest club, the leaders of a club formation - an amateur association, an interest club.

Official salaries of other workers of culture, art and cinematography of municipal cultural and leisure institutions not listed in paragraphs 4.1.-4.2. including heads of institutions, their deputies and heads of structural divisions are paid for work with a 40-hour working week.

The normative number of services per hour of the base salary (wage rate) provided by workers of culture, art and cinematography of municipal cultural and leisure institutions

The recommended standard number of services per hour of the base salary (wage rate) provided by workers of culture, art and cinematography of municipal cultural and leisure institutions is:

15 students - for the leaders of a circle, an amateur association, an interest club, the leaders of a club formation - an amateur association, an interest club.

For directors, choreographers, directors of mass performances, stage directors, choreographers, production designers of municipal cultural and leisure institutions, the annual norms for staging performances, concerts, mass performances are established by the founders of these institutions in agreement with the trade union body.

For assistants and assistant directors, the norms for participation in performances, concerts and mass performances are established by the head of the municipal cultural and leisure institution.

For vocalists and orchestra artists, the monthly norm of performances in concerts is established by the head of the institution in agreement with the trade union body.

If the artists have quarterly accounting for the fulfillment of monthly performance norms, their remuneration during the first two months of the quarter is made at the rate of one third of the monthly performance norm, and payment for the third month is made taking into account the fulfillment of the quarterly performance norm.

Additional remuneration for the work of accompanists, accompanist-concertmasters, accompanists of creative groups for performances as accompanists in concerts organized by the institution, as well as for playing in the orchestra on a one-time basis, is made in the amount of at least 0.5 daily rate for each performance.

The procedure for the formation of salaries (official salaries) of workers of culture, art and cinematography of municipal cultural and leisure institutions

The salary of workers of culture, art and cinematography of municipal cultural and leisure institutions is calculated by the formula:

Or

The salary of workers of culture, art and cinematography of municipal cultural and leisure institutions;

- the standard number of performances (concerts), productions per month;

- the actual number of performances (concerts), productions per month;

The actual number of hours of work of workers of culture, art and cinematography of municipal cultural and leisure institutions;

The norm of hours for the base wage rate (base salary) of workers of culture, art and cinematography of municipal cultural and leisure institutions, adopted in accordance with the Labor Code of the Russian Federation and Section 4 of these Guidelines;

- the actual number of services rendered for the norm of an hour of working time for workers of culture, art and cinematography of municipal cultural and leisure institutions;

- the standard number of services rendered for the norm of an hour of working time of a worker of culture, art and cinematography of municipal cultural and leisure institutions, adopted in accordance with Section 5 of these Guidelines;

The official salary of workers of culture, art and cinematography of municipal cultural and leisure institutions is calculated by the formula:

,

where - official salary of workers of culture, art and cinematography of municipal cultural and leisure institutions.

Incentive payments

Incentive payments include payments aimed at stimulating the employee to a qualitative result of labor, as well as encouragement for the work performed.

Incentive payments include:

Payments for intensity and high performance;

Payments for work experience in the profile;

Payments for the qualification category;

Payments to specialists for work in rural areas;

Payments for the quality of work performed;

Bonuses and other incentive payments.

Payments for intensity and high performance are divided into:

payments for specific activities;

payments for the complexity of the work;

management fees;

payments for the presence of honorary titles, state awards.

Payments to specialists for work in rural areas are provided to workers of culture, art and cinematography of municipal cultural and leisure institutions, who are members of the professional qualification groups of workers of culture, art and cinematography of the middle, leading link and management, and are calculated according to the formula:

– payment to specialists for work in rural areas;

The amount of the salary (official salary) of the first rate of the four-digit tariff scale for the remuneration of workers of culture, art and cinematography of municipal cultural and leisure institutions;

- the size of the allowance for specialists for work in rural areas.

The size of the allowance for specialists for work in rural areas is assumed to be 25%.

Payments for the qualification category are provided to employees employed in specialties that, in accordance with the tariff and qualification characteristics, provide for the assignment of qualification categories based on the results of certification in the context of professional qualification groups, taking into account the fulfillment of indicators for assessing the effectiveness of the employee's performance. Payments for the qualification category are calculated according to the formula:

– payment for the qualification category;

- the amount of the allowance for the qualification category. The recommended allowance for the qualification category is given in Table 4 of these Guidelines.

The change (establishment) of payments for the qualification category is made according to the date of the order of the body (institution) under which the certification commission was created.

	The amount of the allowance
Professional qualification group

Payments for the specifics of activities are provided to employees of professional qualification groups of culture, art and cinematography of the middle, leading link and management in individual institutions and is calculated according to the formula:

Payments for specific activities;

The amount of the allowance for the specifics of the activity. The recommended amounts of allowances for the specifics of activities are given in Table 4 of these Methodological Recommendations;

- actual hours worked, for which payment is provided for the specifics of the activity.

The list of positions of employees who, taking into account the specific conditions of work in a given institution, division and position, are given bonuses for the specifics of their activities, is approved by each institution in agreement with the elected trade union body (or other body authorized to represent the interests of workers).

	Grounds for assigning a bonus for the specifics of the activity		The amount of the allowance
	Work in neuropsychiatric boarding schools, psychiatric hospitals with strict and enhanced supervision, as well as in institutions for the blind and deaf	Positions of workers of culture, art and cinematography of the middle level
		Positions of workers of culture, art and cinematography of the leading link
	Out-of-hospital services for population groups	Positions of workers of culture, art and cinematography of the leading link

Payments for management are provided to employees of the professional qualification group of positions of workers of culture, art and cinematography of the leading link and management and is calculated according to the formula:

– management fees;

Name of professional qualification group	Basis for assigning a management allowance	Allowance range
Positions of the management of institutions of culture, art and cinematography	Position in an institution assigned to the 1st group in terms of remuneration of the head
	Position in an institution assigned to the 2nd group in terms of remuneration of the head
	Position in an institution assigned to the 3rd group in terms of remuneration of the head
	Position in an institution assigned to the 4th group in terms of remuneration of the head
	Position in an institution that is not classified as a manager's remuneration group

Payments for the presence of honorary titles, state awards are provided to employees included in the professional qualification groups of positions of workers in culture, art and cinematography and are calculated according to the formula:

– payment for the presence of honorary titles, state awards;

- the size of the allowance for the presence of honorary titles, state awards.

Establishment of the amount of payments for the presence of honorary titles, state awards is made from the day the honorary title, state award is awarded. For employees with two or more honorary titles, payment for the presence of honorary titles, state awards is established for one of the honorary titles (state awards) at the choice of the employee.

Payments for the complexity of work are provided for positions to employees of professional qualification groups of positions of workers of culture, art and cinematography of the leading link and management and is calculated by the formula:

Payments for the complexity of the work;

The basis for assigning an allowance for the complexity of the work	Name of the professional qualification group	The amount of the allowance
Work in studios by types of art and folk art, amateur groups with the title of "folk", "exemplary", laureates of All-Russian interregional and regional competitions	Positions of the management of institutions of culture, art and cinematography

Payments for the length of service according to the profile are established by seniority groups in the context of professional qualification groups, depending on the duration of work in the profile of activity, taking into account the fulfillment of indicators for evaluating the effectiveness of the employee's activities and is calculated by the formula:

– payment for work experience according to the profile;

- the amount of the allowance for the length of service in the profile. The recommended amounts of allowances for the length of service according to the profile are given in Table 7 of these Methodological Recommendations.

Name of the professional qualification group	Internship group	The amount of the allowance
Professional and qualification group of positions of workers of culture, art and cinematography of the middle level	over 3 years
	3 to 6 years old
	from 6 to 10 years
	10 to 15 years old
	over 15 years

The establishment (change) of the amount of payments for the length of service according to the profile when the length of service is changed is made from the day the length of service is reached, giving the right to increase the amount of payments for the length of service according to the profile, if the documents confirming the length of service are in the institution, or from the day the necessary document is submitted, confirming experience.

The length of service according to the profile is determined on the basis of the work book of the employee. The length of service in the profile, not confirmed by entries in the work book, can be established on the basis of properly executed certificates signed by the heads of the relevant institutions, sealed, issued on the basis of documents confirming the length of service in the profile (orders, service and pay lists, books of accounting for personal composition, time books, archival inventories, etc.). Certificates must contain information about the name of the institution, the position and time of work in this position, the date of issue of the certificate, as well as information on the basis of which the certificate of work was issued.

In case of loss of documents on work experience in the profile, the specified length of service can be established on the basis of certificates from previous places of work or on the basis of written statements of two witnesses, whose signatures must be notarized. Witnesses can confirm the experience only for the period of joint work.

In exceptional cases, when it is not possible to confirm the length of service by the testimony of witnesses who knew the joint worker, and for the period of this work, the bodies subordinate to which the institutions are located may accept the testimony of witnesses who knew the joint worker in one system.

Payments for the quality of work performed are established for employees of professional qualification groups of positions of workers of culture, art and cinematography of municipal cultural and leisure institutions based on the results of work for a certain period of time. The main criterion affecting the amount of payments for the quality of work performed is the achievement of threshold values ​​for the criteria for assessing the effectiveness of institutions.

The criteria for evaluating the effectiveness of the activities of institutions are approved by the founder of the institution in agreement with the body that ensures the state-public nature of the management of the institution. The specific values ​​of the criteria for evaluating the effectiveness of institutions and the conditions for making payments are determined annually based on the tasks facing the institution.

The size, procedure and conditions for making payments for the quality of work performed are determined by the local acts of the institution and collective agreements.

Payments for the quality of work performed are calculated according to the formula:

- payments for the quality of work performed j-th employee;

Wage Fund provided for payments for the quality of work performed;

normalized i-th criterion for evaluating the effectiveness of j-th employee;

- relative weighting factor i-th criterion for evaluating the effectiveness of activities;

- the number of criteria for evaluating the effectiveness of activities;

- the number of employees of the institution.

The normalization of performance criteria ensures the comparability of performance criteria of different dimensions. Rationing consists in choosing the range of values ​​of the activity efficiency criterion (the best and the worst), one of which corresponds to the zero value of the normalized criterion, the other to the unit value. When the actual value of the efficiency criterion is found within the range of values ​​of the performance criterion, the normalized performance criterion takes values ​​from 0 to 1. If the actual value of the efficiency criterion is below the worst value, the value of the normalized criterion is taken equal to 0, if it is higher than the best - 1.

The dependence of the value of the normalized performance criterion on the value of the performance criterion can be direct (positive dynamics is determined by an increase in the value of the criterion) and inverse (positive dynamics is determined by a decrease in the value of the criterion).

The normalized criterion with a direct dependence of its value on the value of the criterion is calculated by the formula:

- the actual value of the performance criterion;

The best value of the performance criterion;

– the worst value of the activity efficiency criterion.

The normalized performance criterion with an inverse relationship between its value and the value of the criterion is calculated by the formula:

Weight coefficients determine the degree of priority of the activity efficiency criterion. The highest priority criterion is assigned the highest coefficient. The relative weighting factor is calculated by the formula:

-weight coefficient i-th criterion for evaluating the effectiveness of activities.

Typical criteria for the effectiveness of the activities of the institution and their weighting factors in the context of the types of institutions of cultural and leisure institutions are approved by the Ministry of Culture of the Republic of Tatarstan.

Bonuses and other incentive payments are set for employees at a time for a certain period of time (month, quarter, year), by anniversaries, receiving distinctions, letters of thanks, diplomas, awards, etc.

The amount, procedure and conditions for the implementation of bonus and other incentive payments are determined by the local acts of the institution and collective agreements.

The procedure for determining the salary of the head of the institution, deputy head of the institution, chief accountants

The salary of heads of institutions, their deputies and chief accountants consists of official salaries, compensation and incentive payments.

The official salary of the heads of municipal cultural and leisure institutions is established by the founder of the institution on the basis of an employment contract, in multiples of the average salary of employees belonging to the main staff of the institution headed by him, and amounts to three times the specified salary. When calculating the due salary of the head, salaries (official salaries), certain types of incentive payments to employees (staff) for the calendar year preceding the year in which the official salary was set for the head are taken into account.

The main staff of the institution includes employees who directly ensure the performance of the main functions for the implementation of which the institution was created. Approximate lists of positions of employees of institutions that relate to the main personnel are established by the Ministry of Culture of the Republic of Tatarstan.

Official salaries of deputy heads and chief accountants of institutions are set at 10-30% lower than official salaries of the heads of these institutions.

The official salary of the heads of the institution of cultural and leisure institutions is calculated by the formula:

- official salary of the head of the institution;

The number of positions of employees of the main staff of the institution;

- coefficient by groups of remuneration of heads of institutions, taken in accordance with Table 8 of these Guidelines.

Table 8

Coefficients by groups of remuneration of heads of institutions

Group on remuneration of heads of institutions	The value of the coefficient by groups of remuneration of heads of institutions
Out of group

The group for the remuneration of the heads of the institution is determined on the basis of the volumetric characteristics of the activities of the institution, presented in tables 9, 10.

Table 9

Volumetric indicators characterizing the group on remuneration of heads of municipal cultural and leisure institutions

Cinemas
Cinemas	Average annual number of sessions
	from 1000 to 1300
	from 700 to 1000
	Staffing (persons)
	from 20 and more
Club type establishments
Houses and Palaces of Culture	Number of points
	from 300 to 400
	from 150 to 300
	from 100 to 150
Type of institution / group on remuneration of heads of public institutions	Name / value of the indicator

Table 10

Volumetric indicators characterizing the group on remuneration of heads of municipal cultural and leisure institutions of the club type

	Volume indicators	Terms of payment	Number of points
	Club formations
	Amateur art groups	for each formation
	Other teams	for each formation
	Number of members permanently operating during the year of club formations
	In amateur art groups	for every 20 people
		for every 20 people
	Cultural and leisure activities	for each
		for each on a paid basis (except for film screenings)
	The presence of teams with the title of "People's", "Exemplary"	for every
	Participation of creative teams in reviews, festivals, competitions
	International	for each in the presence of the Regulations on the event
	All-Russian, republican
	Municipal
	The volume of income from entrepreneurial and other income-generating activities	for every 10 thousand rubles.

The wage group is determined no more than once a year by the cultural management body of the municipality in the manner established by it on the basis of relevant documents confirming the existence of the indicated volumes of work of the cultural and leisure institution.

The wage group for newly opened cultural and leisure institutions is established on the basis of planned (design) indicators, but not more than for 2 years.

Compensatory payments are established for managers, their deputies and chief accountants of institutions in accordance with the list of types of compensation payments approved in accordance with Section 9 of these Guidelines.

The founder of an institution may establish incentive payments to the head of the institution. The amount of incentive payments is determined taking into account the results of the activities of institutions, determined on the basis of criteria for the effectiveness of the activities of institutions. For these purposes, the founder of the institution has the right to centralize 2 percent of the appropriations allocated for the remuneration of employees and personnel for incentive payments to the head of the institution. Distribution of centralized budget allocations can be carried out monthly, quarterly, based on the results of the year, for the performance of important and especially important tasks.

In order to make an objective decision on incentive payments to the head of the institution, a commission may be created for the distribution of centralized budget allocations for incentive payments to the heads of institutions, the composition and powers of which are determined by the founder of the institution. If a commission is formed, the head of the institution has the right to attend its meetings and give the necessary explanations. The decisions of the commission are formalized in a protocol, on the basis of which a regulatory legal act of the founder is issued on stimulating the head of the institution.

The provisions on the provision of incentive payments are reflected in the employment contract concluded between the head of the institution and the founder, by concluding an additional agreement to the employment contract. An additional agreement to the employment contract is concluded for a period of up to 1 year. At the end of the calendar year, the supplementary agreement to the employment contract may be revised in terms of changing the size of the general labor incentive fund for the head of the institution, as well as the lists and values ​​​​of the criteria for the effectiveness of the activities of institutions.

Compensatory payments

Compensatory payments in institutions include:

payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;

payments for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal.

Compensatory payments, the amounts and conditions for their implementation are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms.

Compensatory payments are calculated according to the formula:

compensation payments;

The amount of the allowance for the payment of a compensatory nature;

- actual hours worked, for which the legislation provides for compensation payments.

Payments for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal are established in the following amounts:

each hour of work at night is paid at an increased rate compared to work under normal conditions, but not lower than the rates established by laws and other regulatory legal acts.

in the event that an employee is involved in work on a day off or a non-working holiday established by his schedule, work is paid at least in double the amount:

employees who receive an official salary - in the amount of at least a single daily or hourly base rate in excess of the salary, if work on a weekend and non-working holiday was carried out within the monthly norm of working hours, and in an amount of at least a double hourly or daily rate in excess of the base salary, if the work was done in excess of the monthly norm.

At the request of an employee who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a non-working holiday is paid in a single amount, and the day of rest is not subject to payment.

Compensatory payments to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions are established on the basis of attestation of workplaces, in the amount of not more than 0.24 of the base salary.

The list of heavy work, work with harmful, dangerous and other special working conditions is determined by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

The procedure for the formation of the wage fund of municipal cultural and leisure institutions

The formation of the wage fund of municipal cultural and leisure institutions is carried out within the scope of the institution's funds for the current financial year, determined in accordance with the standard of financial costs, the number of services provided and is reflected in the estimate of the cultural and leisure institution.

The wage fund of municipal cultural and leisure institutions is calculated according to the following formula:

– wage fund of municipal cultural and leisure institutions;

- the standard of financial costs of municipal cultural and leisure institutions;

The share of the wage fund in the standard of financial costs of municipal cultural and leisure institutions;

- the actual number of services provided by municipal cultural and leisure institutions.

The founder of a municipal cultural and leisure institution forms a centralized incentive fund for the heads of municipal cultural and leisure institutions, the volume of which is calculated by the formula:

– incentive fund for heads of municipal cultural and leisure institutions;

The share of the wage fund to stimulate the heads of municipal cultural and leisure institutions.

Municipal cultural and leisure institutions independently determine in the total amount of funds calculated on the basis of the standard of financial costs and the amount provided, the share of funds for logistics and staff salaries, provided that the volume of funds for the provision of incentive payments for the quality of work in the amount of at least 25% of the wage fund of the institution, excluding incentive payments to specialists for work in rural areas.

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