Salary History
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It allows to consult and change the salaries individually per worker. In case of collective salary adjustments, the system automatically updates this item.
It keeps the record of individual salaries per worker.
Changes (inclusions, changes, and deletions) made on this screen can be monitored through the Monitors Salary in the Positions and Salaries module, in: Miscellaneous> Ticketing.
Enter the type of employee. Each type has a different use within the Gestão de Pessoas | HCM, below the characteristics of each one:
- Employee: is the type used for employees, employees or employees registered in the company;
- Third Party - is indicated for workers from other companies who render temporary service. For this type there is the Predicted Period field, in which the initial and final dates of the service rendering of this third party can be typed;
- Partner: distinguishes itself from the third because it is a registered employee in another company located inside the factory park of the company that owns the Gestão de Pessoas | HCM. This is an intermediate type between the employee and the third party.
All types are processed in the evaluation, cafeteria and payroll integration routines; all types also are considered in the access routines.
Enter the registration number of the employee, third party or partner.
Enter the date of the salary change. The record will keep this information.
Important
When the salary change is due to agreements with retroactive amendments, the fields Change and Closing Date Dissidio have particularities that impact on the correct generation of the layout S-2206 for eSocial.
To understand these particularities and how to use these fields, refer to the topic corresponding to the S-2206 documentation on collective bargaining.
It allows multiple adjustments always on the same date, always starting from 01.
Position on date
It shows the worker job on the date of the salary record.
Current position
Shows the position of the collaborator on the current date.
Reason
Please state the reason for the salary change.
Indicate the type of salary of the employee, as follows:
If "1 - Monthly" is informed and the salary value is reset, the Salary Type "7 - Not applicable" will be taken to eSocial leaiute S-2200 pertaining to this field. In this way, companies that treat commissioned as monthly, for example, can send this information to eSocial without causing inconsistencies.
Information on type "1 - Monthly"
Calculation of salary day / hours - always 30 days for Monthly Paid Workers
To better understand the treatment performed by the Personnel Management module, some legal aspects are presented, as well as quotations from indoctrinators in their books, and at the end our understanding to justify the current calculation form.
Brief study about quantitative of worked hours, absence hours, paid rest, and calculation of value-hour of Monthly and Hourly Paid Employees.
Art. regular work duration, for employees in any private activity, it will not exceed eight (8) daily hours, since another limit is expressly fixed.
Art. 64. The normal hourly wage, in the case of the monthly employee, will be obtained by dividing the monthly salary corresponding to the duration of the work, referred to in art. 58, for thirty (30) times the number of hours of that duration.
Sole paragraph. Being the number of days less than 30 (thirty), adopt to the calculation, instead of this, the number of working days per month. Art. 65. In the case of the day-labor employee, the normal hourly wage will be obtained by dividing the daily wage corresponding to the duration of work, established in art. 58, by the number of hours of actual work.
Julpiano Chaves Cortez, in Prática Trabalhista Cálculos, 8th reviewed and extended edition, has written:
Constitution of 1988 sets the duration of regular work non-superior to eight daily-hours and forty-four hours a week (Art. 7, XIII). With the institution of normal working time of forty-four working hours in six days, the uniformity of eight-hours daily work has been discontinued *. Therefore, if known the daily earning value, and if desired finding the hour value, it is not possible dividing by eight (8) and then proceed as seen in the letter the ...:
- 25 x 30 = 750 : 220 = 3.41
- ...
Explanation:
1) 25 daily value;
2) 30 the days of the month;
3) 750 value of monthly salary;
4) 220 hours month (for those working week of 44 hours)
5) ...
Furthermore, José Serson , 37th edition, page 184, The unjustified absences at job, under compensation regime (of Saturday) cause deduction, besides the salary of regular hours, also the minutes corresponding to the compensation, because the employee, when does not go to work, frustrates the contracted schedule accomplishment.
In the Consolidated Labor Laws (CLT), the Art. 64 orients on how to find the regular hour-salary if monthly paid worker, and it says to divide the monthly salary by thirty (30) times the number of hours of its duration (daily workday). (of course we have to respect, if there is, daily workdays different from its proportionality, E.g.: days with eight hours and days with four hours - Saturdays).
è Aristeu de Oliveira, of Labor Practice - 32a. edition, is directed to page 125, which for the monthly worker will always be considered 30 days for the calculation of working days per month, even if the month is less or more than 30, and the reduction of the working day to 44 hours weekly, the number of hours per month of the monthly charge is also 220 hours.
è José Serson de Labor Routines - 37ª. edition, presents to page 455, item 3 - The common system this option as valid, but comments be the 30 days payment always, as the most common to be found in business practice. An that this practice helps the employee in the overtime calculation, because the salary is divided by 220, but it prejudices in the unjustified absences, because the deduction will be more than 1/31.
It is important to remember that this treatment will not occur only in the treatment of vacation, but will be revealed as criterion of evaluation of value-hour and value-day respectively, for all ways of calculation that the payroll requires, as: absences, vacation, overtime, premiums etc.
It should be noticed that, neither José Serson nor IOB present legal foundation for their orientation of calculation in month with 31 days, they only use this indication as mathematically correct. (Serson, 455, item 1). Then, we can understand it, as suggestion, but not as legal imposition.
It was opted to define in the Personnel Management module, the procedure based on higher acceptance criteria by the company and better comprehension by the employee, also taking into consideration, the legal aspects above mentioned, relating to the quantification of hours of one day or one month. It can be noticed advantages and disadvantages in this procedure, however, for sure its relative uniformity and homogeneity of treatment, that makes it more common and usually accepted by companies and employees. Let's see it:
· It is difficult to the employee accepting that, if working overtime in a 31 days month it will receive a value less than the one if working overtime in months with 30 days;
· Its value of one-third vacation and/or vacation premium, if there is, will be lower if the vacation is fully granted in a month with 31 days;
· The premiums of insalubrity, hazard and nightly will be inferior when calculated in months with 31 days, since its salary will be divided by 31 days to receive the application of due percentage, the same for the minimum wage.
· The minimum wage itself is defined for a 30 days month, being its value day conditioned to the division by 30 and not by 31 according to the month to be paid.
· If being absent in a 30 days month, it will lose a greater value than being absent in a 31 days month, considering that the value hour will be lower in relation to the day that would be 1/31 worth.
A treatment considering divider of monthly salary as being of 31 days or 30 according to the situation, it is complicated to employees understand it, generating doubts, waste of time with explanations and persuasion. On the other hand, if the rule is always of 30 days, the calculation becomes uniform, then using for all purposes the same criterion, and there is no reason for no acceptance and misunderstanding.
The value of hours month is influenced by the Centesimal Hours indication only in the Personnel Management module. In Charges and Salaries the hours are presented in sexagesimal.
Enter the salary structure code of the employee, if any. If the company does not use this routine, leave zeros.
Situations:
- When the Work Desk routine is active, if there is Salary Structure information registered by the Work Desk, it brings in the information the Structure of the Salary Structure by Job Location and the structures registered with the field It consists Est./Cla./Niv = "N";
- If there is Salary Structure information registered by Branch (button Structure of the Register of Charges) brings in the information the Structure of Salary Structure by Branch and the structures registered with the field It consists Est./Cla./Niv = "N";
- If there is no information registered by Branch, you will verify the information registered in the Salary Information folder of the job file, and will bring the information of the Salary Structure of the Job Register Salary and the structures registered with the field It consists Est./Cla./Niv = "N";
- If there is no information about Salary Information registered per Branch and neither in the Salary Information folder of the job information, it will bring all structures registered (R076DES).
Inform the class of the structure to which it belongs.
Situations:
- When the Work Desk routine is active, if there is information from the Salary Structure registered by the Work Desk, and the structure is registered with the field It consists Est./Cla./Niv = "S" will restrict the search according to the Initial Class and Final Class reported on the Salary Information tab of the job registry;
- If there is Salary Structure information registered by Branch or in the Salary Information folder of the job registry and the structure is registered with the field It consists Est./Cla./Niv = "S" will restrict the search according to the Initial Class and Final Class informed in the register by Branch or in the information registered in the Salary Information tab of the charge register;
Indicate to which class level the salary belongs.
Situations:
- If there is Salary Structure information registered by Job Post and the structure is registered with the field It consists Est./Cla./Niv = "S" will restrict the search according to the Class / Initial Level and Class / Final Level reported in the Salary Information tab of the job registry;
- If there is Salary Structure information registered by Branch or in the Salary Information folder of the job registry and the structure is registered with the field It consists Est./Cla./Niv = "S" will restrict the search according to the Class / Initial Level and Class / Final Level informed in the register by Branch or in the information registered in the Salary Information tab of the charge register.
Value Salary
Enter the current salary
Enter the salary complement when it is available. When a salary increase for a dismissed employee occurs, if the basis for the advance notice is set on the basis of the supplementary salary and you do not want the calculation to be proportional, please inform the salary value prior to the change.
This field is available when the Reason is related to legal reasons (type "L - Legal"), making it mandatory.
Important
When the salary change is due to agreements with retroactive amendments, the fields Change and Closing Date Dissidio have particularities that impact on the correct generation of the layout S-2206 for eSocial.
To understand these particularities and how to use these fields, refer to the topic corresponding to the S-2206 documentation on collective bargaining.
Performance Percentage
It presents the worker performance percentage, according to the salary in relation to the value of the class/level of its salary structure.
For more information, access field information Recalculate% Performance in Miscellaneous> Ticketing.
Adjustment Percentage
It presents the adjustment percentage of the salary record in relation to the previous record.
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