Remuneration for work is a mandatory and periodic benefit resulting from the employment relationship, which the employee can effectively demand – this is as clear as the sun for all employees. However, not everyone knows the rules for, for example, granting an employee other work-related benefits.
The remuneration is not only a basic salary, but also a number of additional benefits and security. Knowledge of the regulations allows you to effectively enforce your rights and protects you against abuse by your employer. It is also a guarantee of minimum employment standards for all employees.
Remuneration for work. Payment rules, allowances and employee benefits
Remuneration conditions are specified in collective labor agreements, remuneration regulations or employment contracts. An employer employing at least 50 people must have remuneration regulations, and smaller ones – if requested by a trade union. In the absence of an agreement or regulations, the conditions are determined individually in the contract.
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As the Ministry of Family, Labor and Social Policy reminds, remuneration for work should be set in such a way that it corresponds in particular to:
- type of work performed,
- qualifications required for its performance,
- and also took into account the quantity and quality of work performed.
Remuneration is generally a benefit paid in arrears, i.e. for work already performed. The subject of remuneration is work performed not defectively, but also for reasons not attributable to the employee.
Remuneration for work. You may not know about these extras
The remuneration may be single-component or multi-component. Includes basic remuneration (e.g. monthly rate, piecework, commission).
The employee retains the right to remuneration, among others: for sickness (up to 33 or 14 days a year), downtime through no fault of your own or special leave. The amount of sick pay is 80%. or 100 percent in certain cases.
In the case of multi-component remuneration, the basic remuneration and additional components are separated. This means that in addition to salary, there are bonuses, awards, commissions and allowances.
As the Ministry of Family, Labor and Social Policy reminds us, the bonus is a complementary and non-permanent component of remuneration. Its payment depends on meeting certain conditions contained in the bonus regulations. The bonus is mandatory. After meeting the conditions for its payment, the employee may request its payment.
Bonus, commission, severance pay. What can an employee receive apart from salary?
As explained by the Ministry of Labor, commission is an additional component of remuneration determined as a percentage of the work results achieved. Therefore, it is a permanent component that is automatically due.
In addition, remuneration allowances are available to employees, which may be fixed or variable. Generally applicable labor law provisions include, among others: allowances for overtime or night work.
In some cases, company remuneration regulations also include allowances, e.g. for function, internship or for work in harmful, strenuous and dangerous conditions.
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As explained by the Ministry of Labor, other benefits include: severance pay provided for under generally applicable provisions (retirement severance pay, death severance pay, severance pay for dismissal for reasons not attributable to employees, severance pay due to an employee employed on the basis of election).
They also include benefits that some employees are entitled to under pragmatics, collective labor agreements or remuneration regulations (e.g. jubilee bonus, higher retirement severance pay).
An employee cannot waive his or her salary or transfer it to another person (except his or her spouse). Deductions from wages are strictly regulated – alimony takes priority and the minimum wage is free from deductions (with exceptions).
