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Enterprise Rent-A-Car Branch Manager Annual Salaries

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$48K
Tempe, AZ
Branch Manager Average Salary at Enterprise Rent-A-Car
·

-$11K (20%) less than national average Branch Manager salary ($59K)

+$10K (23%) more than average Enterprise Rent-A-Car salary ($38K)

“I saw a good pay when I was an assistant. But I didn’t have a branch manager. When I grew my business I didn’t receive the help I needed. The shifts at the airport caused me to have sleep anxiety. When I returned to home city the quality of upper management was ridiculously terrible. Lazy as ever and did nothing but email all day while it cost you money. I was on pace of making $7k less than I did the previous 2 years.”

$50K
Atlanta, GA
Branch Manager Average Salary at Enterprise Rent-A-Car
·

-$9K (16%) less than national average Branch Manager salary ($59K)

+$12K (27%) more than average Enterprise Rent-A-Car salary ($38K)

“I feel like I could earn more. “

$54K
Lakeland, FL
Branch Manager Average Salary at Enterprise Rent-A-Car
·

-$5K (8%) less than national average Branch Manager salary ($59K)

+$16K (34%) more than average Enterprise Rent-A-Car salary ($38K)

“The pay is good, but for the work that we do is not worth.”

$54K
Avondale, AZ
Branch Manager Average Salary at Enterprise Rent-A-Car
·

-$5K (8%) less than national average Branch Manager salary ($59K)

+$16K (34%) more than average Enterprise Rent-A-Car salary ($38K)

“Underpaid for the amount of damage I had to correct from the previous branch manager. Poor upper management support. Was monetarily penalized for previous unethical activity that went ignored.”

$55K
Austin, TX
Branch Manager Average Salary at Enterprise Rent-A-Car
·

-$4K (7%) less than national average Branch Manager salary ($59K)

+$17K (36%) more than average Enterprise Rent-A-Car salary ($38K)

“The pay at Enterprise Rent a Car is decent. I started off as a Management Trainee making only about $42000 and worked my way up, after 5 promotions in 4 years to Branch Manager. I now make $55,000 and I am very grateful for it.”

$60K
Phoenix, AZ
Branch Manager Average Salary at Enterprise Rent-A-Car
·

+$1K (1%) more than national average Branch Manager salary ($59K)

+$22K (44%) more than average Enterprise Rent-A-Car salary ($38K)

“You are underpaid for the risk you have to take every day to try and make a buck. The return is not worth the stress and headache.”

$78K
Williston, ND
Branch Manager Average Salary at Enterprise Rent-A-Car
·

+$19K (27%) more than national average Branch Manager salary ($59K)

+$40K (68%) more than average Enterprise Rent-A-Car salary ($38K)

“My salary ranked among the highest in a 5 state region. I was able to earn this through performance at 3 other branches.”

$80K
Louisville, KY
Branch Manager Average Salary at Enterprise Rent-A-Car
·

+$21K (30%) more than national average Branch Manager salary ($59K)

+$42K (71%) more than average Enterprise Rent-A-Car salary ($38K)

“I feel the pay at Enterprise is good. I say good because the pay is extremely nice however the expectation to receive that pay is too high. 12-13 hour days are not the most ideal environments no matter the pay.”

$90K
Suitland, MD
Branch Manager Average Salary at Enterprise Rent-A-Car
·

+$31K (41%) more than national average Branch Manager salary ($59K)

+$52K (81%) more than average Enterprise Rent-A-Car salary ($38K)

“I am being compensated well for my work. However, I question sometimes if the sacrifice is worth the benefit.”

$35K
Windsor, ON
Branch Manager Average Salary at Enterprise Rent-A-Car
·

-$24K (51%) less than national average Branch Manager salary ($59K)

-$3K (8%) less than average Enterprise Rent-A-Car salary ($38K)

The salary for Branch Manager at Enterprise Rent-A-Car is $0 annually.

Technology Integration Group pays the highest salary for the Branch Manager position at $162,000 annually.

Bank AL Habib pays the lowest salary for the Branch Manager position at $19,000 annually.

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• Enterprise Rent-A-Car – Tampa, FL

• Enterprise Rent-A-Car – Concord, CA

• Enterprise Rent-A-Car – Washington, PA

• Enterprise Rent-A-Car – Monroeville, PA

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Branch Rental Manager Enterprise Salary

Branch rental manager enterprise salary –

How much does a branch rental manager at enterprise make?
This estimate is based upon 676 enterprise branch rental manager salary report(s) provided by employees or estimated based upon statistical methods.
Skilled in operations management, team.
How much does a branch rental manager at enterprise make?
Ryder pays the lowest salary for the.
802 reviews from enterprise holdings employees about working as a branch manager at enterprise holdings.
The typical enterprise branch rental manager salary is $41,757 per year.
Search results 1993 branch manager jobs.
Average branch manager, rental services salary at enterprise holdings $47,929 / year avg.
What company pays the lowest salary for the branch rental manager position?

How much does enterprise holdings in the united states pay?
Experienced branch rental manager with a demonstrated history of working in a fast paced, continually changing automotive industry.
The typical enterprise branch rental manager salary is $53,919 per year.
The average enterprise holdings salary ranges from approximately $21,912 per year for detailer to $124,568 per year for software engineering manager.
The typical enterprise branch rental manager salary is £24,262 per year.

Enterprise Rental Management Trainee Salary EDUACS

The typical enterprise branch rental manager salary is $41,757 per year.
This estimate is based upon 676 enterprise branch rental manager salary report(s) provided by employees or estimated based upon statistical methods.
The highest paid branch managers work for technology integration group at $162,000 annually and the lowest paid branch managers work for bank al habib at $19,000 annually.

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Enterprise Rental Management Trainee Salary EDUACS

The average enterprise holdings salary ranges from approximately $21,912 per year for detailer to $124,568 per year for software engineering manager.
Ryder pays the lowest salary for the.
Hourly rate can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.

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Enterprise Rent A Car Manager Trainee Salary LESALQ

The highest paid branch managers work for technology integration group at $162,000 annually and the lowest paid branch managers work for bank al habib at $19,000 annually.
Skilled in operations management, team.
When factoring in bonuses and additional compensation, a branch rental manager at enterprise can expect to make an average total pay.

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Crm Enterprise Rent A Car Case Study

Hourly rate can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.
Ryder pays the lowest salary for the.
How much does a branch rental manager at enterprise make?

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PPT Customer Relationship Management Enterprise RentA

The typical enterprise branch rental manager salary is $41,757 per year.
Base salary ( usd) 10% $35k median $48k 90% $63k the average salary for a.
What company pays the highest salary for the branch rental manager position?

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Meet Cape Bev’s New Operations Manager… Justin Vitti

The highest paid branch managers work for technology integration group at $162,000 annually and the lowest paid branch managers work for bank al habib at $19,000 annually.
The typical enterprise branch rental manager salary is $41,757 per year.
Average branch manager, rental services salary at enterprise holdings $47,929 / year avg.

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Working at Enterprise Glassdoor

Ryder pays the lowest salary for the.
How much does enterprise holdings in the united states pay?
How much does a branch rental manager at enterprise make?

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PPT Customer Relationship Management Enterprise RentA

How much does a branch rental manager at enterprise make?
The highest paid branch managers work for technology integration group at $162,000 annually and the lowest paid branch managers work for bank al habib at $19,000 annually.
802 reviews from enterprise holdings employees about working as a branch manager at enterprise holdings.

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Graduate Management Trainee job with Enterprise RentACar

Experienced branch rental manager with a demonstrated history of working in a fast paced, continually changing automotive industry.
Penske pays the highest salary for the branch rental manager position at $55,000 annually.
Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.

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Enterprise Locations Austin Tx Austin Show

The typical enterprise branch rental manager salary is £24,262 per year.
Ryder pays the lowest salary for the.
When factoring in bonuses and additional compensation, a branch rental manager at enterprise can expect to make an average total pay.

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The typical enterprise branch rental manager salary is £24,262 per year.
Hourly rate can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.
How much does a branch rental manager at enterprise make?
How much does a branch rental manager at enterprise make?
The highest paid branch managers work for technology integration group at $162,000 annually and the lowest paid branch managers work for bank al habib at $19,000 annually.
How much does enterprise holdings in the united states pay?
Experienced branch rental manager with a demonstrated history of working in a fast paced, continually changing automotive industry.
Search results 1993 branch manager jobs.
When factoring in bonuses and additional compensation, a branch rental manager at enterprise can expect to make an average total pay.
How much does a branch rental manager at enterprise make?

Average branch manager, rental services salary at enterprise holdings $47,929 / year avg.
The typical enterprise branch rental manager salary is $41,757 per year.
The average enterprise holdings salary ranges from approximately $21,912 per year for detailer to $124,568 per year for software engineering manager.
What company pays the lowest salary for the branch rental manager position?
What company pays the highest salary for the branch rental manager position?
This estimate is based upon 676 enterprise branch rental manager salary report(s) provided by employees or estimated based upon statistical methods.
802 reviews from enterprise holdings employees about working as a branch manager at enterprise holdings.
Penske pays the highest salary for the branch rental manager position at $55,000 annually.
The typical enterprise branch rental manager salary is $53,919 per year.
Base salary ( usd) 10% $35k median $48k 90% $63k the average salary for a.

Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.
Skilled in operations management, team.
Ryder pays the lowest salary for the.

State Salaries Query | Department of Administration

The South Carolina Freedom of Information Act provides that all compensation for employees with earnings equaling $50,000 or more annually may be released. Compensation below that amount is available only in ranges.

Compensation information is entered by individual agencies into the Human Resources Information System (HRIS), the state’s legacy personnel information system, or the South Carolina Enterprise Information System (SCEIS), and the South Carolina Department of Administration (Admin) cannot guarantee the accuracy of data presented.

Questions about the compensation information presented or requests to fix errors should be directed to the HR department of the agency in question.

The compensation information provided in this database is for employees in full-time equivalent positions in all state agencies, colleges, and universities except those exempt from oversight by Admin’s Division of State Human Resources (DSHR).

DSHR posts salaries in the State Salary Database for those agencies over which DSHR has some oversight function and for which DSHR has access to employee salaries for those agencies.

Agencies not included in this data are:

• ADMINISTRATIVE LAW COURT
• EDUCATION OVERSIGHT COMMITTEE
• LEGISLATIVE AUDIT COUNCIL
• LEGISLATIVE COUNCIL
• LEGISLATIVE PRINTING, INFORMATION AND TECHNOLOGY SERVICES
• LOTTERY COMMISSION
• MEDICAL UNIVERSITY HOSPITAL AUTHORITY
• SANTEE COOPER
• S. C. COMMISSION ON PROSECUTION COORDINATION
• S.C. HOUSE STAFF
• S.C. JOBS — ECONOMIC DEVELOPMENT AUTHORITY
• S.C. JUDICIAL DEPARTMENT
• S.C. RESEARCH AUTHORITY
• S.C. SENATE STAFF
• S.C. STATE PORTS AUTHORITY
• OFFICE OF REGULATORY STAFF

The information reflects compensation for employees divided among two fields: total compensation and bonuses. The total compensation field is the employee’s current annual salary or actual earnings, whichever is greater, and would include bonuses, if awarded. Actual earnings and bonuses are cumulative based on the current fiscal year. For employees employed by state agencies whose payroll is processed through SCEIS, compensation includes payroll data, which includes overtime, bonuses, on-call, and call back pay. Compensation data does not reflect any pay reductions that would result from employee furloughs. The bonuses include both discretionary and legislative bonuses awarded throughout the current fiscal year. For compensation information provided by colleges and universities, total compensation does not include all types of pay and bonuses. Additionally, employees of colleges and universities whose data is migrated to SCEIS are not included if they are dually employed with other state agencies.

Due to the limitations of the data included, the compensation information provided in this database should not be used for comparison purposes.

Download State Salaries Above $50,000 File

(Last Updated: August 31, 2022)

Agency
AllADJUTANT GENERALS OFFICEAIKEN TECHNICAL COLLEGEARTS COMMISSIONATTORNEY GENERAL’S OFFICECENTRAL CAROLINA TECH COLLEGECLEMSON UNIVERSITYCOASTAL CAROLINA UNIVERSITYCOMMISSION FOR THE BLINDCOMMISSION ON HIGHER EDUCATIONCOMMISSION ON INDIGENT DEFENSECOMMISSION ON MINORITY AFFAIRSCONFED RELIC RM AND MIL COMMDENMARK TECHNICAL COLLEGEDEPARTMENT OF ADMINISTRATIONDEPARTMENT OF AGRICULTUREDEPARTMENT OF COMMERCEDEPARTMENT OF CORRECTIONSDEPARTMENT OF EDUCATIONDEPARTMENT OF INSURANCEDEPARTMENT OF MENTAL HEALTHDEPARTMENT OF MOTOR VEHICLESDEPARTMENT OF NAT. RESOURCESDEPARTMENT OF PUBLIC SAFETYDEPARTMENT OF REVENUEDEPARTMENT OF SOCIAL SERVICESDEPARTMENT OF TRANSPORTATIONDEPARTMENT ON AGINGDEPT OF ALCOHOL&DRUG ABUSE SVCDEPT OF ARCHIVES AND HISTORYDEPT OF CHILDREN’S ADVOCACYDEPT OF CONSUMER AFFAIRSDEPT OF DISABILITIES&SPEC NEEDDEPT OF EMPLOYMENT & WORKFORCEDEPT OF HEALTH AND ENV CONTROLDEPT OF HEALTH AND HUMAN SVCSDEPT OF PARKS, REC AND TOURISMDEPT OF PROB, PAROLE & PARDONDEPT OF VETERANS’ AFFAIRSEDUCATIONAL TELEVISION COMMELECTION COMMISSIONETHICS COMMISSIONFINANCIAL INSTITUTIONAL BOARDFLO-DARLINGTON TECH COLLEGEFORESTRY COMMISSIONFRANCIS MARION UNIVERSITYGOVERNOR’S OFF-MANSION & GRNDSGOVERNOR’S OFF-SLEDGOVERNOR’S OFFICEGREENVILLE TECHNICAL COLLEGEHIGHER EDUCATION TUITION GRANTHORRY-GEORGETOWN TECH COLLEGEHOUSING AUTHORITYHUMAN AFFAIRS COMMISSIONJOHN DE LA HOWE SCHOOLLABOR LICENSE & REGULATIONLANDER UNIVERSITYLAW ENFORCEMENT TRNING COUNCILMEDICAL UNIVERSITY OF SCMIDLANDS TECHNICAL COLLEGEMUSEUM COMMISSIONNORTHEASTERN TECHNICAL COLLEGEOFFICE OF INSPECTOR GENERALOFFICE OF RESILIENCEOFFICE OF THE COMPTROLLEROFFICE OF THE STATE TREASURERORANGEBURG-CALHOUN TEC COLLEGEPATRIOT’S POINTPIEDMONT TECHNICAL COLLEGEPUBLIC EMPLOYEE BENEFITS AUTHPUBLIC SERVICE COMMISSIONRETIREMENT SYS INVESTMENT COMMREVENUE AND FISCAL AFFAIRS OFFRURAL INFRASTRUCTURE AUTHORITYS C CONSERVATION BANKSC AERONAUTICSSC DEPT JUVENILE JUSTICESCHOOL FOR THE DEAF AND BLINDSEA GRANT CONSORTIUMSECRETARY OF STATESOUTH CAROLINA STATE UNIVSPARTANBURG TECHNICAL COLLEGESTATE ACCIDENT FUNDSTATE AUDITOR OFFICESTATE FISCAL ACCT AUTHORITYSTATE LIBRARYTEC & COMPREHENSIVE EDUC BOARDTECH COLLEGE OF THE LOWCOUNTRYTHE CITADELTHE S C INFRASTRUCTURE BANK BDTRI-COUNTY TECHNICAL COLLEGETRIDENT TECHNICAL COLLEGEUNIVERSITY OF CHARLESTONUNIVERSITY OF SOUTH CAROLINAVOCATIONAL REHABILITATIONWIL LOU GRAY OPPORTUNITY SCHWILLIAMSBURG TECHNICAL COLLEGEWINTHROP UNIVERSITYWORKERS COMPENSATIONYORK TECHNICAL COLLEGE

Job
AllACADEMIC PROGRAM DIRECTORACADEMIC PROGRAM MANAGERACCOUNTANT/FISCAL ANALYSTACCOUNTANT/FISCAL ANALYST IACCOUNTANT/FISCAL ANALYST IIACCOUNTANT/FISCAL ANALYST IIIACCOUNTING/FISCAL DIRECTORACCOUNTING/FISCAL MANAGER IACCOUNTING/FISCAL MANAGER IIACCOUNTING/FISCAL MANAGER IIIACTIVITY THERAPIST IIACTIVITY THERAPIST IIIACTUARYADMINISTRATION-GOV OFFICEADMINISTRATIVE ASSISTANTADMINISTRATIVE COORDINATOR IADMINISTRATIVE COORDINATOR IIADMINISTRATIVE MANAGER IADMINISTRATIVE MANAGER IIADMINISTRATIVE MANAGER IIIADMINISTRATORAFFILIATE LIBRARIANAGENCY HEADAGR MARKETING SPECIALIST IIIAGR MARKETING SPECIALIST IVAGRICULTURAL/ANIMAL ASSOC IAGRICULTURAL/ANIMAL ASSOC IIALUMNI PROFESSORALUMNI/DEVELOPMENT COORD IIALUMNI/DEVELOPMENT MANAGER IALUMNI/DEVELOPMENT MANAGER IIAPPLICATION DEVELOPER IAPPLICATION DEVELOPER IIAPPLICATION DEVELOPER IIIAPPLICATION DEVELOPER IVARCHAEOLOGIST IIARCHITECT IARCHITECT IIARCHIVAL SUPERVISORARCHIVIST IVARTS COORDINATOR IIASSISTANT COACHASSISTANT DEANASSISTANT DEPARTMENT CHAIR/HDASSISTANT LIBRARIANASSISTANT PRINCIPALASSISTANT PROFESSORASSISTANT SCIENTISTASSISTANT VICE PRESIDENTASSOC ACADEMIC PROG DIRECTORASSOCIATE DEANASSOCIATE LIBRARIANASSOCIATE PROFESSORASSOCIATE PROVOSTASSOCIATE SCIENTISTASSOCIATE VICE PRESIDENTASST ACADEMIC PROG DIRECTORASST DIRECTOR-EXEC COMPATHLETIC TRAINERATHLETICS ADMINISTRATORATHLETICS COACHATHLETICS DIRECTORATTORNEY IATTORNEY IIATTORNEY IIIATTORNEY IVATTORNEY VATTORNEY VIATTORNEY-UNCLASSIFIEDAUDITOR IIIAUDITOR IVAUDITS DIRECTORAUDITS MANAGER IAUDITS MANAGER IIBENEFITS COUNSELOR IBENEFITS COUNSELOR IIBENEFITS MANAGERBENEFITS MANAGER IBENEFITS MANAGER IIBENEFITS SPECIALISTBRIDGE INSPECTORBROADCAST/ENG MAINT TECHN IIIBROADCAST/ENG MAINT TECHN IVBUILDING/GROUNDS SUPV IBUILDING/GROUNDS SUPV IIBUILDING/GROUNGS MGRBUSINESS CONSULTANTBUSINESS DEVELOPMENT MGR ICAMPUS DEVELOPERCASE WORKER ICASE WORKER IICASE WORKER IIICERTIFIED TEACHERCHANCELLORCHAPLAIN IICHAPLAIN IIICHEMIST ICHEMIST IICHEMIST IIICHIEF DEVELOPMENT OFFICERCHIEF INVESTMENT OFFICERCHIEF OF STAFF-EXEC COMPCHIEF PILOTCLASSIFICATION & COMPENSATION CONSULTANTCLASSIFICATION & COMPENSATION MANAGERCLIENT ADVOCATE IICLIENT ADVOCATE IIICLIMATOLOGIST IICLINICAL ASSISTANT PROFESSORCLINICAL ASSOCIATE PROFESSORCLINICAL COUNSELORCLINICAL INSTRUCTORCLINICAL PROFESSORCLINICAL SENIOR LECTURERCOMMANDANT OF CADETSCOMMISSIONERCOMMUNICATIONS COORDINATORCOMMUNICATIONS MANAGERCOMMUNICATIONS TECHNICIANCONSTRUCTION PROJECT MANAGER ICORRECTIONAL OFFICER ICORRECTIONAL OFFICER IICORRECTIONAL OFFICER IIICORRECTIONAL OFFICER IVCOUNSELOR ICOUNSELOR IICOUNSELOR IIICURATOR IICURRICULUM COORDINATOR ICURRICULUM COORDINATOR IICURRICULUM MANAGER IDATABASE ADMINISTRATOR IDATABASE ADMINISTRATOR IIDATABASE SPECIALISTDEANDENTISTDEPARTMENT CHAIR/ASSISTANT PROFESSORDEPARTMENT CHAIR/ASSOCIATE PROFESSORDEPARTMENT CHAIR/HEADDEPARTMENT CHAIR/PROFESSORDEPT CHAIR/ASSOC PROFESSORDEPT CHAIR/PROFESSORDEPUTY-CONSTITUTIONAL OFFICERDEVELOPMENT OFFICERDEVELOPMENT OFFICER IDEVELOPMENT OFFICER IIDEVELOPMENT OFFICER IIIDIETITIAN DIRECTOR/CONSULTANTDIR OF PLANNING AND RESRCHDIRECT SUPPORT MANAGERDIRECT SUPPORT PROFESSIONAL IIIDIRECTORDIRECTOR OF ENGINEERING IDIRECTOR OF ENGINEERING IIDIRECTOR OF INFO SVCSDIRECTOR OF LIBRARYDIRECTOR OF PROJECT MANAGEMENTDIRECTOR OF STRATEGIC COMMUNICATIONSDIRECTOR/ADJUNCT FACULTYDPTY/DIV DIRECTOR-EXEC COMPDRAFTER IIIECON DEVELOPMENT MGR IECON DEVELOPMENT MGR IIIECONOMIC DEVELOPMENT MANAGER IECONOMIC DEVELOPMENT MANAGER IIECONOMIC DEVELOPMENT OFFICER IECONOMIC DEVELOPMENT OFFICER IIECONOMISTEDUCATION ASSOCIATEELECTRICIAN IELECTRICIAN IIELECTRONICS TECHNICIAN IIELECTRONICS TECHNICIAN IIIELECTRONICS TECHNICIAN IVELIGIBILITY COORDINATOR IELIGIBILITY COORDINATOR IIELIGIBILITY MANAGER IELIGIBILITY MANAGER IIEMERGENCY PREPAR COORD IEMERGENCY PREPAR COORD IIEMPLOYEE RELATIONS CONSULTANTEMPLOYEE RELATIONS MANAGERENDOWED CHAIRENDPOINT TECHNICIAN IENDPOINT TECHNICIAN IIENG/ASSOC ENG IIENG/ASSOC ENG IIIENG/ASSOC ENG IVENG/ENG ASSOC IIENG/ENG ASSOC IIIENG/ENG ASSOC IVENGINEERING ASSOC IENGINEERING TECHNICIAN IIENGINEERING TECHNICIAN IIIENGINEERING TECHNICIAN IVENVIRONMENTAL HEALTH MANAGER IVENVIRONMENTAL/HEALTH MGR IENVIRONMENTAL/HEALTH MGR IIENVIRONMENTAL/HEALTH MGR IIIEPIDEMIOLOGIST IEPIDEMIOLOGIST IIEPIDEMIOLOGIST IIIEXECUTIVE ASSISTANT IEXECUTIVE ASSISTANT IIEXECUTIVE ASSISTANT IIIEXECUTIVE STAFF-GOV OFFICEEXTENSION AGENTEXTENSION AGENT-ASSISTANTEXTENSION AGENT-ASSOCIATEEXTENSION ASSOCIATEEXTENSION DIRECTOREXTENSION DIRECTOR-ASSISTANTFACILITIES MAINTENANCE MANAGER IFACILITIES MAINTENANCE MANAGER IIFACILITIES MAINTENANCE MGR IIFIELD SPECIALIST IIFIELD SPECIALIST SUPVFINANCIAL AID COORDINATORFINANCIAL AID DIRECTORFINANCIAL AID DIRECTOR IFINANCIAL AID MANAGER IFINANCIAL AID MANAGER IIFINANCIAL AID TECH SVCS MGRFIRE SAFETY OFFICER IFIRE SAFETY OFFICER IIFIRE SAFETY OFFICER IIIFIRE SAFETY OFFICER IVFIRE SAFETY OFFICER VFISCAL TECHNICIAN IFISCAL TECHNICIAN IIFOOD SERVICE SPECIALIST VFOOD SERVICE SPECIALIST VIFORENSIC TECHNICIAN IIFORESTER IFORESTER IIFORESTER SUPERVISOR IFORESTER SUPERVISOR IIFTS MANAGER IFTS MANAGER IIFTS TECHNICIAN IIIGENERAL MAINTENANCE TECHNICIAN IIGENERAL MAINTENANCE TECHNICIAN IIIGENERAL MAINTENANCE TECHNICIAN IVGEOLOGIST/HYDROLOGIST IIGEOLOGIST/HYDROLOGIST IIIGIS ANALYSTGIS MANAGER IGIS MANAGER IIGLASS SHOP MANAGERGRANTS ADMINISTRATOR IGRANTS ADMINISTRATOR IIGRANTS ADMINISTRATOR IIIGRANTS COORDINATOR IIGRAPHIC ARTIST IIGRAPHICS MANAGER IGRAPHICS MANAGER IIGUIDANCE COUNSELORHEAD LIBRARIANHEARINGS OFFICERHEARINGS OFFICER MANAGERHIGHER EDUCATION ATTORNEYHIGHWAY MAINTENANCE WORKER IIHIGHWAY MAINTENANCE WORKER IIIHIGHWAY MAINTENANCE WORKER IVHIGHWAY MAINTENANCE WORKER VHUMAN RESOURCE MANAGER IHUMAN RESOURCE MANAGER IIHUMAN RESOURCES ASSISTANTHUMAN RESOURCES CONSULTANT IHUMAN RESOURCES CONSULTANT IIHUMAN RESOURCES COORDINATORHUMAN RESOURCES DIRECTOR IHUMAN RESOURCES DIRECTOR IIHUMAN RESOURCES DIRECTOR IIIHUMAN RESOURCES DIRECTOR IVHUMAN RESOURCES MANAGER IHUMAN RESOURCES MANAGER IIHUMAN RESOURCES SPECIALISTHUMAN SERVICES COORDINATOR IIHUMAN SERVICES COORDINATOR IIIHUMAN SERVICES SPECIALIST IIHVAC/ENERGY MANAGEMENT SYSTEMS TECH IHVAC/ENERGY MANAGEMENT SYSTEMS TECH IIINCIDENT RESPONDER IINCIDENT RESPONDER IIINFO SYSTEMS/BUS ANALYST IINFO SYSTEMS/BUS ANALYST IIINFO SYSTEMS/BUS ANALYST IIIINSPECTOR IIIINSTRUCTORINSTRUCTOR/TNG COORDINATOR IIINSURANCE ANALYST IIINSURANCE ANALYST IIIINSURANCE ANALYST IVINTERPRETER IIIINVESTIGATOR IIINVESTIGATOR IIIINVESTIGATOR IVINVESTIGATOR VIT BUSINESS ANALYST IIT BUSINESS ANALYST IIIT BUSINESS ANALYST IIIIT CONSULTANT IIT CONSULTANT IIIT CUSTOMBER SUPPORT SPECIALIST IIIIT CUSTOMER SUPPORT SPECIALIST IIIT DIRECTOR IIT DIRECTOR IIIT MANAGER IIT MANAGER IIIT MANAGER IIIIT MANAGER IVIT SECURITY ADMINISTRATORIT SECURITY SPEC/ANALYST IIT SECURITY SPEC/ANALYST IIIT SECURITY SPEC/ANALYST IIIIT SECURITY SPECIALIST IIT SECURITY SPECIALIST IIIT SENIOR BUSINESS ANALYSTIT SERVICES SPECIALIST IIIT SERVICES SPECIALIST IIIIT SUPERVISOR IIT SUPERVISOR IIIT TECHNICIAN IIIT TECHNICIAN IIILAB SPECIALIST IILAB SPECIALIST IIILABORATORY TECHNOLOGIST IILABORATORY TECHNOLOGIST IIILABORATORY TECHNOLOGIST IVLAW ENFORCEMENT OFFICER ILAW ENFORCEMENT OFFICER IILAW ENFORCEMENT OFFICER IIILAW ENFORCEMENT OFFICER IVLAW ENFORCEMENT OFFICER VLAW ENFORCEMENT OFFICER VILECTURERLEGAL ASSISTANTLIBRARIANLIBRARIAN ILIBRARY MANAGER ILIBRARY MANAGER IILIBRARY SPECIALISTLICENSED PRACTICAL NURSE IILIVESTOCK CONTROL OFFICER IIMASTER EXTENSION ASSOCIATEMASTER TEACHERMECHANIC IIIMECHANIC IVMEDIA RESOURCES CONSULTANTMEDIA RESOURCES SPECIALIST IIMEDICAL ASSISTANT TECHN IIMENTAL HEALTH PROFESSIONAL IMENTAL HEALTH PROFESSIONAL IIMENTAL HEALTH PROFESSIONAL IIIMICROBIOLOGIST IIMICROBIOLOGIST IIINAMED PROFESSORNATURAL RESOURCE TECHN IIINATURAL RESOURCE TECHN IVNETWORK & SYSTEMS ADMIN INETWORK & SYSTEMS ADMIN IINETWORK ADMINISTRATORNETWORK ENGINEERNETWORK TECHNICIAN INETWORK TECHNICIAN IINON CERTIFIED TEACHERNOT ASSIGNEDNURSE ADMINISTRATOR/MANAGER INURSE ADMINISTRATOR/MANAGER IINURSE ADMINISTRATOR/MGR IIINURSE PRACTITIONERNURSE PRACTITIONER INURSE PRACTITIONER IINUTRITIONIST IIINUTRITIONIST IVOCC THERAPY ASSTOCCUPATIONAL THERAPISTOFFICE DIRECTOR-EXEC COMPOPERATIONS MANAGER IOPERATIONS MANAGER IIOPERATIONS MANAGER IIIOSHA OFFICER IIOSHA OFFICER IIIPANELIST – EXEC COMPPARALEGALPARK MANAGER IPARK MANAGER IIPARK MANAGER IIIPHARMACISTPHARMACIST IPHARMACIST IIPHYSICAL THERAPIST ASSTPHYSICAL THERAPIST IPHYSICAL THERAPIST IIPHYSICIANPHYSICIAN ASSISTANTPHYSICIAN ASSISTANT IPHYSICIAN ASSISTANT IIPHYSICIAN’S ASSTPILOT IIPLANNING AND RESEARCH DIRECTOR IIPLUMBER IPLUMBER IIPOST DOCTORAL FELLOWPOSTAL CENTER DIR IPOSTAL CENTER DIR IIPRESIDENTPRESIDENT-GOVERNOR’S SCHOOLPRESIDENT-TECHPRINCIPALPRINCIPAL LECTURERPRINTING MANAGER IPRINTING MANAGER IIPRINTING MANAGER IIIPROBATION & PAROLE LAW ENF MANAGER IPROBATION & PAROLE LAW ENF MANAGER IIPROBATION & PAROLE LAW ENF MANAGER IIIPROBATION & PAROLE LAW ENF OFFICER IIPROCUREMENT DIRECTORPROCUREMENT MANAGER IPROCUREMENT MANAGER IIPROCUREMENT SPECIALIST IIPRODUCTION MANAGER IPRODUCTION MANAGER IIPRODUCTION MANAGER IIIPRODUCTION MANAGER IVPROFESSIONAL AUDITORPROFESSORPROFESSOR OF PRACTICEPROGRAM ASSISTANTPROGRAM COORDINATOR IPROGRAM COORDINATOR IIPROGRAM DIRECTOR-EXEC COMPPROGRAM MANAGER IPROGRAM MANAGER IIPROGRAM MANAGER IIIPROGRAM MANAGER IVPROJECT COORDINATORPROJECT MANAGER IPROJECT MANAGER IIPROVOSTPSYCHIATRISTPSYCHOLOGIST IPSYCHOLOGIST IIPUBLIC INFORMATION COORDINATORPUBLIC INFORMATION COORDINATOR IPUBLIC INFORMATION COORDINATOR IIPUBLIC INFORMATION DIRECTOR IPUBLIC INFORMATION DIRECTOR IIPUBLIC INFORMATION SPECIALISTRATES ANALYSTRECORDS ANALYST IIIREGISTERED NURSE IREGISTERED NURSE IIREGISTERED NURSE IIIREGISTRARRESEARCH & PLANNING ADMINISTRRESEARCH ASSISTANT PROFESSORRESEARCH ASSOCIATERESEARCH ASSOCIATE PROFESSORRESEARCH INSTRUCTORRESEARCH LABORATORY MANAGERRESEARCH PROFESSORRESEARCH SPECIALIST IRESEARCH SPECIALIST IIRESEARCH SPECIALIST IIIRESPIRATORY THERAPISTREVENUE OFFICER IIRIGHT OF WAY AGENT IIIRISK MANAGEMENT & COMPLIANCE ANALYST IRISK MANAGEMENT & COMPLIANCE ANALYST IIRISK MANAGEMENT & COMPLIANCE MANAGER IRISK MANAGEMENT & COMPLIANCE MANAGER IIRISK MANAGEMENT & COMPLIANCE MANAGER IIISCHOOL PSYCHOLOGISTSCIENTISTSECRETARY TO THE BOARDSENIOR ACCOUNTANT/FISCAL ANALYSTSENIOR AUDITORSENIOR BRIDGE INSPECTORSENIOR CONSULTANTSENIOR DATABASE ADMINISTRATORSENIOR ENDPOINT TECHNICIANSENIOR EXTENSION AGENTSENIOR EXTENSION DIRECTORSENIOR HEALTH EDUCATORSENIOR INFORMATION RESO CONLTSENIOR INSTRUCTORSENIOR IT SECURITY ADMINISTRATORSENIOR LECTURERSENIOR NETWORK ADMINISTRATORSENIOR NETWORK ENGINEERSENIOR PARALEGALSENIOR RESEARCH ASSOCIATESENIOR SCIENTISTSENIOR SYSTEMS ARCHITECTSENIOR SYSTEMS ENGINEERSENIOR VICE CHANCELLORSENIOR VICE PRESIDENTSENIOR WEB DEVELOPERSOCIAL WORK DIRECTORSOCIAL WORK MANAGERSOCIAL WORKERSOCIAL WORKER DIRECTORSOCIAL WORKER IIISPECIAL EDUCATION TEACHERSPEECH-LANGUAGE PATHOLOGISTSPEECH-LANGUAGE PATHOLOGY ASSISTANT IISR CRIMINALISTSR DATABASE ADMINISTRATORSR NETWORK & SYSTEMS ADMINSR SYSTEMS ARCHITECTSR. INFO SYSTEMS/BUS ANALYSTSTAFF – RSICSTATE APPRAISER ISTATE APPRAISER IISTATE PLANNER IIISTATE PLANNER IVSTATISTICAL & RESRCH ANALY IIISTATISTICAL & RESRCH ANALYT IISTATISTICIAN IIISTUDENT SERVICES MANAGER ISTUDENT SERVICES MANAGER IISTUDENT SERVICES MANAGER IIISTUDENT SVCS PROG COORD ISTUDENT SVCS PROG COORD IISUPERINTENDENT OF EDUCATIONSUPPLY MANAGER ISUPPLY MANAGER IISYSTEMS ADMINISTRATORSYSTEMS ARCHITECTSYSTEMS ENGINEER ISYSTEMS ENGINEER IISYSTEMS PROG/DEVELOPER ISYSTEMS PROG/DEVELOPER IISYSTEMS PROG/DEVELOPER IIISYSTEMS PROG/DEVELOPER IVTEACHERTECHNICAL MEDICAL ASSO IITECHNICAL MEDICAL ASSOC ITECHNICAL MEDICAL ASSOC IIITRADES MANAGERTRADES SPECIALIST IIITRADES SPECIALIST IVTRADES SPECIALIST VTRAINING & DEVELOPMENT DIR ITRAINING & DEVELOPMENT DIR IITRAINING COORDINATOR I/INSTRUCTORTRAINING COORDINATOR II/INSTRUCTORTRAINING DIRECTORUNCLASSIFIEDVETERINARIANVICE CHANCELLORVICE PRESIDENTVICE PROVOSTVISITING ASSISTANT PROFESSORVISITING ASSOCIATE PROFESSORVISITING INSTRUCTORVISITING PROFESSORVISUAL MEDIA DESIGNER IIVISUAL/DIGITAL DIRECTOR IVOCATIONAL TEACHERVP BUSINESS/FINANCEVP STUDENT AFFAIRSWARDEN IWARDEN IIWATERCRAFT CAPTAIN IWATERCRAFT CAPTAIN IIWEB DEVELOPERWILDLIFE BIOLOGIST IIWILDLIFE BIOLOGIST IIIWILDLIFE BIOLOGIST IVWORKFORCE CONSULTANT IWORKFORCE CONSULTANT IIWORKFORCE CONSULTANT IIIWORKFORCE SPECIALIST II

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Salaries for managers: motivation for the development of the company

Productive work of the enterprise, mutual understanding in the team, implementation of production plans are possible if the manager is motivated. Does motivation have to be material and how wages affect the efficiency of company management, said the founder of W-business, HR specialist Yulia Grechko.

Payment for results

The expert believes that the manager’s salary must be tied to the results of the enterprise. And measure this effectiveness quarterly. Part of the salary remains unchanged, but bonus or bonus should increase as business performance grows.

“The bonus part depends on the performance of the entire unit. Here it is necessary to mention the KPI system (key performance indicators) – a financial and non-financial evaluation system that helps the company determine the achievement of strategic goals. KPI in our case should reflect both personal indicators and the department or department headed by the head. If this is, for example, a sales area, you need to add to the KPI the fulfillment and overfulfillment of the sales plan not only by the head, but by the entire department. Therefore, it is necessary to proceed from the product produced by the department, and become attached to it, – says Yulia Grechko. – I support the KPI accrual system, where you can put several indicators, the performance of which will determine the bonus. For example, the development of subordinates, the implementation of sales, the absence of penalties, etc.”

Market orientation

“The salary of a manager is 20-30% higher (meaning the rate) than that of subordinates. Usually this is the average for the market, because the employer does not want to pay more, – the expert notes. “At the same time, there is a practice of increasing the bonus part, which is higher than the market, of course, if the company can afford it and needs to keep people.”

So, a prerequisite for establishing the level of the manager’s salary and its bonus part is the real financial position of the enterprise and an assessment of the level of salaries of competing enterprises.

If the salary of the director of your enterprise is significantly lower than in a similar company, there is a risk of losing qualified personnel and management. This means that you need to regularly monitor the level of salaries in your market segment and region. A simple and effective way to determine the competitive level of salaries is cooperation with job search portals.

Bonuses and strategy

An essential factor in the formation of wages for a certain period is the introduction by the manager of promising ideas and projects at the enterprise that will increase income, but not immediately, but in the future. In this case, the bonus to the manager for the implementation of the project should be paid in two parts: the first – after the completion of the introduction of innovation, and the second, a large one – upon achieving the desired economic result.

It is important that the manager understands the prospect of increasing his salary for 1-5 years. This will motivate him to do his job effectively and purposefully.

“The practice of paying bonuses based on the results of the year is also practiced,” says the expert. – The bonus part is paid in an amount comparable to the annual salary. It is very important not to allow a critical gap of more than 10 times with employees of the main professions of the enterprise, since this demotivates the team.”

An effective lever of influence on the work of a manager is considered to be a deduction of bonuses if the company’s planned results are not achieved by more than 15-20%. This is the principle of carrot and stick known since the times of Ancient Rome.

If an enterprise pays a gray salary, this can demotivate both the manager and the staff, since officially it is part of the social protection package for employees. And the smaller this part, the less effective the labor collective.

Confidentiality and talent pool

It is important to keep the level of the manager’s salary confidential, because the team often believes that the one who has the highest salary is the one who works.

“The formation of a personnel reserve for his position and the introduction of a progressive system of motivation for his deputies become a powerful incentive for the effective work of a manager,” Yulia Grechko suggests. “This will stimulate internal competition and allow us to achieve better results in the company’s activities.”

Sometimes, unfortunately, the level of salary depends on the personal preferences of the owner of the company. This is unacceptable, since the manager loses the desire to develop the enterprise, and the staff loses the motivation to work.

Autonomy of management and company shares

For motivation, the manager is given some leverage that allows him to independently set the level of remuneration in the enterprise entrusted to him, but within a certain budget. This adds responsibility and at the same time encourages the manager to take independent actions aimed at the efficiency of his department. However, with this model, systemic control by the owner of the company is very important.

“In many legal practices, a successful leader or manager can become a partner in a company, that is, receive an owner’s share or share in the enterprise,” says the expert. – Top managers are given certain dividends from the company, business shares and percentages of profits. For example, Facebook recently motivated employees in this way by selling them their shares.

In conclusion, Julia notes: “In the companies where I worked, the most important indicators of an effective manager were the ability to keep people in the team, the implementation or sales performance of the company’s products, as well as strategic planning.”

Kontur.Salary (AMBa) – a program for calculating salaries (wages) – SKB Kontur

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Antonova Lyubov Petrovna, head of the settlement department of the Vietnamese enterprise Mareven Food Central LLC (Rollton enterprise), Serpukhov

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Antonova Lyubov Petrovna, head of the settlement department of the Vietnamese enterprise Mareven Food Central LLC (Rollton enterprise), Serpukhov

The Kontur. Salary program successfully solves the problem of automating payroll in an enterprise.
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Klimin A.G., deputy director of the branch

The Kontur.Salary program makes it possible to automate calculations at an enterprise with various forms of remuneration and a large number of employees – about 15 thousand people.
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Elena Vekshina, Deputy Head of Human Resources

Using Kontur.Salary, we can be sure of the safety of all information: even in the event of a computer malfunction, the databases will not be lost.
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Svetlana Senatorova, programmer of the first category

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Responsibility of the head of a separate subdivision

to the owner

7 minutes to read

03.2019″> March 18, 2019

Checked for relevance October 15, 2020

Author:
Svetlana Valyunina
chief accountant-consultant 1C-WiseAdvice

Contents
What is a separate division
Responsibilities of the director of a separate division
Types of responsibility of the head of a separate subdivision

Branches, representative offices and other types of separate divisions perform part of the functions of the organization, while not being considered independent legal entities. It must be understood that due to unsuccessful decisions of the heads of these structural units, the entire company may suffer losses.

Is it possible to demand compensation for losses from the director of a separate division – we tell in this material.

To begin with, let’s understand the concepts of “separate subdivision”, “branch”, “representative office” and learn not to confuse them.

So, a separate division, according to
Clause 2 of Art. 11 of the Tax Code of the Russian Federation, has characteristic features:

• its location is separate from the head office;
• in a separate subdivision there are stationary jobs created for a period of more than 1 month.

These two facts are enough for the tax authorities to recognize the separate subdivision as such, even if the Charter of the LLC does not say anything about it, and put it on record.

Important!

A branch and a representative office are always separate subdivisions, but not all separate subdivisions are representative offices and branches.

A branch is a separate subdivision of the company, which is empowered to perform the same functions (or part of them) as the head office, including the functions of a representative office.

A representative office is a separate division of a company that represents its interests and protects them.

For branches and representative offices, the Civil Code of the Russian Federation establishes the following requirements:

• a legal entity is obliged to develop regulations on the activities of a branch/representative office;
• the fact of establishing a branch must be recorded in the Unified State Register of Legal Entities;
• directors of the branch/representative office are appointed by the heads of the parent organization.

The second paragraph of Article 19 of the Tax Code of the Russian Federation says that separate divisions of companies, being part of them, are obliged to pay taxes and fees at their location. However, they are not independent taxpayers.

Separate divisions may or may not maintain a separate balance sheet. From the balance sheets of all separate divisions and the parent company, a consolidated balance sheet of the organization is compiled.

Important!

The powers of the head of a separate subdivision cannot be based only on the instructions in the constituent documents of the legal entity or the provision on representation, but must be confirmed by an appropriate power of attorney.

An individual is appointed to the position of head of a separate subdivision. By the way, the law does not prohibit concluding a contract for the provision of services for the management of a separate subdivision with an individual entrepreneur. In such cases, the individual entrepreneur will have to regularly report on the services rendered to him, and the head office will have to sign acceptance certificates for the services rendered and pay for them.

The job description of the director of a separate division usually indicates such duties as:

• maintenance of economic activity;
• conducting training, briefing and testing knowledge on labor protection of employees;
• ensuring the fulfillment by a separate subdivision of the assigned tasks, functions, obligations assigned by the parent organization;
• monitoring compliance with sanitary and epidemiological standards, fire safety requirements;
• control over labor discipline, etc.

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Recall that a legal entity is fully responsible for the activities of its separate divisions. The responsibility of the general director (as an official) for the activities of the branch may be civil, administrative and criminal.

Let us dwell in more detail on the types of responsibility of the head of a separate unit:

1. Disciplinary . The head of a separate division is responsible for what is included in his direct duties. That is, you can only demand from him what is indicated in the employment contract and job description. Accordingly, the manager can be held disciplinary liable for the poor performance of his duties if he does not do what is set out in the job description and the employment contract.

Disciplinary responsibility of the head of the organization

1. Material . The director of the branch cannot bear full financial responsibility, since this position is not included in the
   Scroll. But you will have to compensate for the damage in full if the head of the isolation:
   • intentionally ruined an item,
   • broke something while under the influence of alcohol/drugs,
   • divulged a trade secret, lost the values ​​entrusted to him by a special agreement.

1. Administrative . So, the head of a separate subdivision (on a separate balance sheet) may be subject to administrative liability for intentional concealment of income, violation of the accounting procedure (or lack of it), distortion of reports, failure to submit information to the tax authority (declarations, reports, balance sheets, calculations, etc.). .). Recall that there are three ways to organize accounting – full-time accounting, an accountant under a service agreement, and outsourcing. How to transfer bookkeeping to outsourcing, we told here.
2. Criminal . It is possible to prosecute the head of a branch of an organization (and any separate subdivision) for tax evasion and insurance premiums by distorting accounting information in documents, only if the separate subdivision maintains an independent balance sheet. It is clear that if such actions were committed by a group of persons, then the measures will be more severe. In addition, the director of the isolation, according to
   Art. 201 of the Criminal Code of the Russian Federation, you will also have to be responsible for the use of your powers contrary to the interests of the company for personal gain or in the interests of other persons, as a result of which the organization has suffered significant damage.

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The head of a separate subdivision bears disciplinary, material, administrative and criminal liability for his actions or inaction.

The head of a branch of an LLC is subject to criminal liability for tax evasion and contributions to state non-budgetary funds.

The ability to prosecute the head of the branch depends on what is written in the job description and the employment contract.

The absence of a job description or its incorrect compilation leads to great difficulties in the event of the dismissal of a deputy due to dishonest performance of duties.