How to achieve multiple growth in traffic and sales from your website?

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Taking into account the established judicial practice, as well as the position of the Constitutional Court and amendments to the Labor Code of the Russian Federation, it is better to change the procedure for paying for work outside the schedule and adjust local regulations governing the procedure for paying for labor activity, including overtime.

To make adjustments to the current procedure for paying overtime work that does not comply with the new position of the Constitutional Court, the employer must:

Edit the regulations on remuneration and canada mobile phone numbers database other local regulations of the director governing the procedure for remuneration for labor activity.

Specify in the documentation all payments related to compensation and incentives, included in the wage system and taken into account when calculating payment for work in excess of the norm.

Correct errors in the algorithm for calculating overtime pay using special software.

Specify the period from which overtime work will occur according to the new procedure.

Notify employees of all changes within 2 months.

Calculate payment for work in accordance with all changes.

Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
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I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.

And I know that such leaps are always the result of painstaking work in five areas:

Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager needs an increase in sales and the number of applications from the site at the moment.

To get this growth, download our step-by-step template for increasing sales from the site:
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Actions of an employee in case of non-payment of overtime
Dishonest employers often try to avoid the mandatory paperwork for recording overtime and do not pay employees for overtime. To protect their rights and substantiate claims in court, the employee must confirm:

the fact that the employer has given an order to perform certain work within a specific time;

their actual implementation.

If an employee voluntarily stays late at work, and there were no assignments to perform work at that time, this cannot be called overtime work.

Actions of an employee in case of non-payment of overtime

Source: shutterstock.com

In judicial practice, evidence of overtime may include: timesheets, information obtained from time tracking programs, recording when employees come to work and go home, all kinds of orders, explanations on the case, and waybills.

For example, during one of the court proceedings, an employee presented pay slips to the court as evidence, as well as a certificate from an accountant about working overtime, and put forward a demand for payment of wage arrears for 2 years. The court fully satisfied them.

It is important to remember that the existence of an order to perform work overtime is very difficult to prove, so the courts side with the employer in this matter. An indisputable argument will be an order to involve in overtime. The court generally does not accept other evidence.

Let's look at the situation: during one of the court proceedings, an employee presented a work time log, forms, duty schedules and routes as evidence of overtime. But the court could not recognize the existence of overtime, since the employee himself entered the entries in the log, and the rest of the documentation was planned. The court stated that the applicant did not provide evidence indicating that his immediate superior had assigned him the work. On this basis, the claim was dismissed. Other cases have the same content.

In circumstances where the information contained in timesheets and timekeeping programs differs, courts have relied primarily on the information in the timesheet. Their reasoning is that printouts from an electronic timekeeping program do not guarantee that work was performed in excess of the norm or by order of the director.