In 2019, the Labour Code had crucial changes in how remuneration was paid. From now on, according to the fresh rules, the remuneration should only be paid to the employee's bank account. erstwhile a individual wishes to receive a cash remuneration, it is essential for him to submit a request for payment of remuneration in individual to the employer. What information should be included in specified a document? What else is worth knowing about pay? We invitation you to read the following article.
Payment of remuneration
By the Act of 10 January 2018 amending certain legal acts to shorten the retention and electronicisation of worker documents, the Labour Code, which entered into force in 2019. 1 of the key changes introduced by the amendment is to find the default form of payment of remuneration – from now on the preferred method is transfer to the employee's bank account.
In accordance with Article 86(3) of the Labour Code
The remuneration shall be paid to the payment account indicated by the staff member, subject to the application made in writing or electronically by the staff associate for payment of the remuneration personally to the employer.
However, in accordance with Article 221 §3(5) of the Labour Code, in the absence of an application for individual payment by an employee, the employer may require the worker to supply a bank account number.
Terminology for payment of remuneration
Regardless of the method of payment, in accordance with Article 86(1) of the Labour Code, the employer is obliged to comply with payment deadlines. This means that in the case of non-cash transfers, funds should be transferred in specified a way that they are entered in the employee's bank account at the latest on the date fixed as the date of payment according to the company's interior regulations. On the another hand, if the date of the fixed payment falls on the day off, the remuneration shall be paid on the day before.
In accordance with the provisions of Article 85(1) of the Labour Code, remuneration for work must be paid at least erstwhile a period within a fixed period of time. This period may not be later than the 10th day of the period following the period for which payment is to be made. The employer is so free to set a circumstantial day for payment of remuneration for a given month. Information on this must be included in the Staff Regulations or Collective Agreement. However, if there is no work to lay down the Staff Regulations or a collective agreement, that information should be included in the papers on the Conditions of Employment.
Delay in payment of remuneration may be considered a serious breach of the employer's obligations. The employer has the right to change the payment deadline, but any specified change or fresh rules should be communicated to all employees. This can happen through various forms of communication, including e.g. by advertising on the bulletin board or by electronic means.
Any change in remuneration issues which have not been passed on to employees is fundamentally invalid. The treatment of the employer in the event of a change in the payment deadline depends on where that deadline is set. If this results from the remuneration rules or collective agreement, the amendment should be made straight in those documents.
How do I compose a wage application in person? What should it contain?
The application for payment of remuneration in individual is simply a simple paper that should not make workers difficult. The text of that letter includes:
- The employee's data.
- Employer data.
- Place and date.
- Request for cash payment.
- The employee's signature.
The application shall be submitted to the employer in paper or electronic form.
The provisions shall not specify the period within which the individual may apply for cash payment. Therefore, an worker has the right to apply at any time. It is besides crucial that preferences on how remuneration is paid can be changed respective times, as the Labour Code does not impose any restrictions on this.
In addition, the application for remuneration must be accepted by the employer. The employer may not besides order the worker to open a bank account, even if it is the only worker in the company to whom wages in cash are paid, which could make it hard for the employer.
Summary
In accordance with the Labour Code, the employer is obliged to pay remuneration at the place, time and form specified in the labour regulations or labour law. However, the form of payment depends on the employee’s preference – if he submits a request for payment of remuneration in person, he will be paid in cash. Otherwise, the worker shall supply the employer with the bank account number.
Get a free model application for payment to your own hands [LINK]
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