Article 135: Wage-setting

The employee ' s wage is fixed by the employment contract in accordance with the employer ' s pay systems. The Panel recommends no award of compensation in respect of the claim for loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property, loss of tangible property and loss of tangible property. by collective agreements, agreements, local regulations in accordance with labour law and other legal acts containing the rules of the Ts. In establishing systems for awarding collective agreements, agreements, local regulations in accordance with labour law and other legal regulations, In accordance with the provisions of labour law, the types of bonuses and their amount, duration, grounds and conditions for the payment of workers ' bonuses, including quality, efficiency and duration, are determined. However, in the local legislation establishing the award system, the employer has taken into account the opinion of the employer. In accordance with the procedure established by article 372 of the present Code for the adoption of local regulations, the opening body of the primary trade union organization is entitled to provide for the condition that the reduction of the size of the trade union The employee ' s bonuses for disciplinary punishment for misconduct are paid only to those who are part of the employee ' s salary. In the period in which disciplinary action was taken against the employee, the amount of such reduction of the bonus may not result in a reduction of the monthly wage. The Russian Tripartite Commission for the Regulation of Social and Labour Relations annually, prior to the submission of Ross to the State Duma of the Federal Assembly The Federal Federation draft federal budget law for the fiscal year and the planning period is developing common recommendations for federal, regional and local implementation. These recommendations are taken into account by the Government of the Russian Federation and the executive authorities of the Ro entities. In determining the level of financial support for the activities of public and municipal institutions, including in the field of health, If the parties to the Russian Tripartite Commission for the Regulation of Social and Labour Relations have not reached an agreement, these recommendations shall be approved by the Government of Rossia. The opinion of the parties to the Russian Tripartite Commission for the Regulation of Social and Labour Relations is communicated to the constituent entities of the Russian Federation by the Government of the Russian Federation. The conditions for remuneration as defined in the employment contract are not mine. In addition to the statutory labour laws and other legal instruments containing labour law, collective agreement, agreements, local but not local law, the Got is worse off than the established labour laws and other legal acts containing labour law rules, collective agreements, agreements and local laws. The conditions of remuneration laid down in collective agreements, agreements and local regulations cannot be impaired in comparison with the established labour laws. The Committee notes that the State party has not provided any information on the implementation of the Convention in the light of its obligations under the Convention.