Remuneration Scheme. The University uses a semi-monthly pay scheme. Pay dates are: the 1st and the 16th days of the month (before December 31, 2019); the 5th and the 20th days of the month (starting from January 1, 2020). Employee remuneration is either transferred to the employee’s MIR payroll card, or paid in cash in the University Pay Office, which is situated in the IKBFU Administrative building (00, X. Xxxxxx Street). Further details on employee remuneration are provided in the Staff Pay Policy. STAFF EMPLOYMENT POLICY Introduction This Policy is designed to govern the following issues and procedures: hiring and dismissal of employees; work schedules; basic rights, obligations, and responsibilities of the Employer and employees; employee incentives and sanctions; other issues related to employment relationships. The Policy complies with the Labor Code of the Russian Federation, the Federal law “On Higher Education in the Russian Federation”, and other legal acts of the Russian Federation. Hiring of Employees Labor relations between employees and the University are based on an employment contract, which shall be concluded, amended, or terminated in accordance with the legislation of the Russian Federation. The employment contract stipulates professional obligations which shall be scrupulously fulfilled by the employee. When signing the employment contract, the new employee shall submit: a passport or other identity document, an employment record (unless it is the employee’s first employment contract or a part-time employment contract), a state pension insurance certificate, including its electronic version, a military service documents (for reservists and persons liable for military service), an educational degree, qualifications or training certificates (if special knowledge or skills are required for the given position), a certificate of no criminal record, other documents, if relevant and required in accordance with the Russian legislation.
Remuneration Scheme. Future regulation shall define a symmetric mitigation mechanism of the volume effect (in case of unforeseen changes of electricity demand) and of the price/volume effect in the calculation of the allowed losses. The introduction of a symmetric mitigation mechanism of the volume effect is necessary considering that in the definition of the unitary tariff starting from the allowed revenues, the Regulator uses the energy consumption, forecast or actual historical value. Consequently, in case of unforeseen changes of electricity demand, the unitary tariff could be not sufficient to recover the allowed costs. The symmetric mitigation mechanism could be necessary also in the definition of the allowed losses for the price/volume effect.
