How to compensate for the shortage

If, according to the results of the inventory, a shortage was discovered, the employer has the right to recover losses from the salaries of the responsible or guilty employee. Moreover, the legislation has a number of rules and restrictions that must be taken into account in this operation.

Instruction manual

1

Make an agreement on full liability. Only with this document you can reimburse the employee for the full amount of the shortage, and not only the amount agreed upon by the Labor Code of the Russian Federation equal to the average monthly earnings. This document is drawn up as an appendix to the employment contract. If an employee refuses to sign it, then this can be regarded as a refusal to fulfill his labor duties. In this case, the employer has the right to impose a disciplinary sanction and terminate the employment contract on his own initiative.

2

Take an inventory, which will reveal the shortage of material or monetary values. Based on the results, a comparison sheet is filled out. The document is made in two copies, one of which is handed over to the employee, and the second remains with the employer.

3

Determine the amount of damage that is equal to the actual losses calculated taking into account market prices. Moreover, this amount should not be lower than the value of property accepted in accounting, taking into account depreciation. Remember that the employee is exacted for shortage, and not for lost profit.

4

Contact the employee to make up for the shortage. If he refuses to do this, then the employer has the right to collect the required amounts forcibly. Make an order for collection within a month from the date of the inventory to establish the amount of shortage. The monthly deduction from wages should not exceed 20%.

5

Please file a lawsuit in court if more than a month has passed after the inventory, the shortage is more than the average monthly income, or the employee refuses to recognize the results of the audit. In this case, there is no need to continue the employment relationship with the employee. Dismissal will not relieve him of liability. In this regard, do not take additional measures of influence on him after dismissal, as this may adversely affect the court decision.