“Social” category

Human resources policy is based on the objectives of the Company's Development Strategy and aims to contribute to the most efficient implementation of strategic initiatives.

Human resources policy is a basic document in human resources management and focuses on development of human potential and determines the need for the development of personnel competencies for the successful implementation of the activities described in the Strategy.

The personnel management policy is aimed at creating attractive conditions for employees and becoming one of the key and most prestigious employers in the regions of presence.

The mission of personnel policy 

A single effective corporate culture aligned to the values of each employee, which contributes to the growth of human potential and dynamic sustainable business development.

Human Resources Policy Vision

Combining the efforts of human resources to achieve strategic goals of the Company in the long term and provide a competitive advantage in the market.

The strategic role of the HR function is expressed primarily in the planning of labor resources for the future in quantitative and qualitative terms.

The personnel policy of the Company is based on the principles of sustainable development – it is respect for the interests of stakeholders, respect for human rights, openness, accountability, transparency, legality, ethical behavior, personal example, intolerance to corruption, inadmissibility of conflicts of interest, provision of equal employment opportunities, non-discrimination, prevention of sexual harassment and others.

On March 07, 2019, the company signed a statement of support for the Women's Empowerment Principles, developed as part of the UN Women partnership and the United Nations Global Compact.

The company aims to develop a human rights policy and focus on key issues related to promoting gender equality in the workplace, empowering women. The signing of this statement demonstrates the Company's commitment to the principles of gender equality as a key element of sustainable development, as well as the conviction that organizations that provide equal opportunities for women and men are more successful and achieve better results.

“Samruk-Energy” JSC is one of the largest employers in the Republic of Kazakhstan. As of December 31, 2021, the Company's headcount amounted to 17,645 people.

“Samruk-Energy” JSC group’s personnel structure has remained stable over the past years. The average length of service of employees – 13 years.

The share of full-time employees in the reporting period was 100%.

In 2021, 2 341 people were hired across the Company's group

STAFF TURNOVER BY GENDER FOR 2021

In connection with the production specifics of the Company's operations, male employees are involved in the main production areas, whose share of the total staff in 2021 was 74%.

“Samruk-Energy” JSC supports 7 Principles for the Empowerment of Women, developed through a partnership between UN-Women and the United Nations Global Compact. This document involves the commitment to the principles of gender equality as a key element of sustainable development, as well as the conviction that companies that provide women and men with equal opportunities are more successful and achieve better results. To achieve this goal, the Company has adopted the Action Plan.

The share of top-ranking managers in significant regions of operation, hired from representatives of the local population during the reporting period amounted to 100%.

Staff profile

In 2021, the employee turnover rate was 10%. The main reasons are the prospect of getting a higher salary elsewhere and the lack of career and professional development and training.

Because of specifics of its operations, “Samruk-Energy” JSC has no risk of using child and forced labor, as well as performance of hazardous work by young employees.

To retain internal talents and attract highly competent staff, as well as improve the quality of "Human Capital", the Company secures the mainstreaming of selection and recruitment of employees in accordance with the principles of meritocracy and transparency, as well as development of internal competencies and participation in the implementation of projects "Zhas-Orken" and “Digital Summer”.

This approach will contribute to the accumulation of competencies and skills necessary for business development, achievement of specific results and sustainable development of the Company.

The Company strictly complies with the current legislation, in the event of other significant changes relating to business, including the termination of an employment contract, it notifies employees in writing at least one month in advance.

The company aims to create attractive conditions for employees and the task of becoming one of the key and respected employers in the regions where it operates. As part of this goal, the Company will continue working on development of HR branding, including the approval of an approach to creating an EVP (employer value proposition), as well as the approval of a roadmap (action plan) for creating “Samruk-Energy” JSV EVP.

The main priority areas for the development of “Samruk-Energy” JSC in social aspect as part of the implementation of the ESG principles and in accordance with the Development Strategy for 2022-2031 are:

1. increasing the level of social responsibility, adherence to the principles of the UN Global Compact.
2. Introducing high ethical standards, developing a value system, and building a corporate culture based on trust, investing in human capital and professional development.
3. Provision of social guarantees and social stability in the Company (growth of personnel involvement, regulation of social and labor relations based on the principle of social partnership and social responsibility).
4. Social security (prevention of discrimination, prevention of violations of human rights, equal rights, and opportunities).
5. Promoting the principles of gender equality (increasing the number of women in the labor force, ensuring the optimal number of women in leadership positions, increasing the number of women in the personnel reserve).
6. Staff turnover control. Retention of internal talents and attraction of highly professional personnel (talent management, development of internal competencies.
7. Development of HR branding.
8. Improving the occupational health and safety management system and improving its results (increasing the transparency of reports on occurred incidents in order to prevent cases with more severe consequences (deaths, accidents); improving safety culture through the involvement of employees in occupational safety management system and increasing efficiency control over occupational safety management system using international standards.

“SAMRUK-ENERGY” JSC VALUES

“Samruk-Energy” JSC strives to constantly improve the working conditions of employees, safety measures and other social aspects to improve people's well-being. The company sees the balance between production approaches and social priorities as one of the main tasks in the regions of where it operates.

Occupational health and safety

Guided by the principles of sustainable development, the Company implements a policy aimed at reducing workplace injuries and improvement of working environment for employees.

One of priority areas for the development of “Samruk-Energy” JSC as part of the further implementation of the ESG principles and the updated Development Strategy for 2022–2031 is:

1. Improving the occupational health and safety management system and increasing its results (more transparency of reports on occurred incidents to prevent cases with more serious consequences (deaths, accidents);
2. Improving the safety culture through the involvement of employees in the OHS management system and improving the efficiency of control over occupational safety management system using international standards.

In this regard, the Company's HSE best practices:

• The SKE 01.01 project "Introduction of the new integrated safety management model" was implemented as part of Transformation program.
• A pilot project "Safe Production" is implemented within the framework of the Concept of a unified automated system for registering incidents and violations in occupational health and safety; 
• "Visualization of performance management" pilot project was implemented.
• HSE department employees complete trainings on the topics such as audits of management systems, proactivity, and internal coaching of the system is conducted, an info session is held for the top management of the Company and its subsidiaries.
• Competitions in OHS are held.
• An Action Plan for addressing health, safety and environmental protection issues as a motivational KPI for chief executive officers of an enterprise, are developed.
• Summing-up meetings on health and safety issues are held quarterly, which are chaired by the Company’s Chairman of the Management Board.
• Memorandums of cooperation in occupational health and safety were concluded with leading companies to exchange experience.

All subsidiaries and affiliates developed and approved OHS work plans, a set of organizational and preventive measures in accordance with the Action Plan for the Management of Occupational Health and Environmental Protection at the Company’s group for 2021 and the Company’s Policy on Occupational Safety and Health.

In compliance with Article 203 of the Republic of Kazakhstan Labor Code, production councils in charge of occupational health and safety issues operate throughout “Samruk-Energy” JSC group of companies. It consists of representatives of the employer, representatives of employees, including OHS technical inspectors on a parity basis.

Workplace assessment in terms of working conditions was conducted at all subsidiaries and affiliates of the Company. Following workplace assessment, workplaces with harmful and dangerous working conditions have been identified. At the same time, all employees are provided with appropriate benefits, including personal protective equipment and clothing in accordance with the legislation of the Republic of Kazakhstan.

In accordance with Article 185 of the Labor Code of the Republic of Kazakhstan, employees, which are engaged in works associated with increased danger, machines and mechanisms, undergo a pre-shift and post-shift medical examination.

“Samruk-Energy” JSC group regularly conducts vaccinations for its employees, and also uses other forms of maintaining immunity in order to prevent diseases, the condition of sick employees is monitored, and the use of the Ashyq app has been introduced. Preventive measures have been taken to avoid the spread of COVID-19, employees’ temperature is measured at the entrance, and the mask regime is observed.

The Company has adopted the practice of conducting scheduled and unscheduled (sudden) inspections to ensure compliance with the requirements of international standards, laws, and regulations of the RK, internal regulatory documents of the Company in occupational health and safety. During the reporting period, 11 scheduled inspections and 6 unscheduled (sudden inspections) were conducted.

Despite the large number of preventive and corrective measures implemented, 6 work-related accidents were reported in 2021: 4 of them with a severe outcome, 2 with a mild outcome.

Prevention and elimination of natural disasters and emergencies in activities

All enterprises that are part of “Samruk-Energy” JSC group are provided with primary fire extinguishing equipment: portable and mobile fire extinguishers, equipped with fire hydrants, provided with boxes with a powder composition (sand), as well as fire-resistant fabrics (mat, felt, etc.).

Supervisory state bodies, representatives of “Samruk-Energy” JSC employees, as well as OHS officers of an enterprise, monitor the availability of serviceable fire extinguishing equipment during scheduled and unscheduled inspections.

The Company conducts safety briefings, as well as training and preparing employees to act during emergencies. Measures taken to prevent occupational injuries.

Measures taken to prevent industrial injuries

To reduce occupational injuries across “Samruk-Energy” JSC group, the following measures are taken:

1. The circumstances and causes of accidents are communicated to all employees.
2. An unscheduled briefing is conducted for all production staff.
3. Extraordinary test of Operating and maintenance rules, safety regulations is conducted for employees of departments, in which occurred an accident.
4. Safety Days are held monthly with the participation of top managers of enterprises. Measures aimed at eliminating of violations identified are developed following such safety days.
5. Occupational safety and health services organize comprehensive inspections of equipment, buildings and structures, workplaces. Action plans with deadlines and responsible persons are developed following these comprehensive inspections.
6. All production personnel are trained in accordance with the Rules for training, instructing, and testing the knowledge of employees on OHS issues.
7. Prior to repair campaign, seminars-meetings are held at all enterprises of the Company with engineering and technical employees of structural units who have the right to issue job orders, be managers and site supervisors, with practical exercises on the correct admission of the team to performance of works and execute the job order.
8. Enterprises conduct workplaces assessment in terms of working conditions no less than once in every five years.
9. Planned replacement of equipment that has exhausted its service life and poses a danger to production personnel is conducted.
10. The practice of conducting leadership behavioral security audits is introduced.
11. The risk maps/registries are updated at workplaces, considering additional training/education of personnel on hazard identification and risk assessment.

Motivation and remuneration

The company adheres to the following policy of remuneration and motivation:

1. setting a minimum guaranteed level of remuneration in the Company for all employees at a level exceeding the legislatively established minimum amount of remuneration, taking into account the need to meet basic living needs and provide a certain income, taking into account local conditions;
2. wage indexation based on the consumer price index;
3. periodic increase in wages resulting from better performance;
4. the use of flexible bonus systems for complete consideration of an individual labor contribution of an employee;
5. the objectivity and unity of the system of payment and motivation of workers and its competitiveness at the national level;
6. rewarding with corporate and industry awards.

The average salary of employees at “Samruk-Energy” JSC group of companies in 2020 increased in relation to the same indicator by 14% – from 273,628 tenge to 311,652 tenge. The growth of the average salary of production staff amounted to 14% – from 256,611 tenge to 292,092 tenge, administrative staff amounted to 15% – from 467,305 tenge to 535,282 tenge.

The minimum wage across the group of companies is 137,021 tenge. The ratio of the minimum wage for women to the minimum wage for men is 100%. The wage is set based on the salary scheme and the tariff rate.

In order to increase the content of wages and compensate for inflationary processes, as well as in accordance with the concluded Collective Agreements at “Samruk-Energy” JSC group of companies, the indexation of wages was carried out by an average of 5% in 2021. 

In order to motivate employees, “Samruk-Energy” JSC, in recognition of merit, develops types of non-material motivation and forms of indirect additional financial remuneration – social protection programs for employees and additional benefits.

The Company, in accordance with the Collective Agreement, provides for: overtime pay, pay for work on holidays and weekends, at night, allowances and surcharges, pay for employees engaged in heavy work, work with harmful (especially harmful), dangerous working conditions, additional paid annual leave, financial assistance in connection with the birth of a child, financial assistance for the wedding and one-time bonus in connection with the anniversary (50, 60 and 70 years). According to the Collective Agreement, upon termination of the employment contract, employees are paid a compensation payment in the amount of 3 wages in connection with retirement.

Employees who combine work with education in educational institutions are also provided with additional leave for the period of examination or adjustment sessions, the preparation and protection of the graduation project (thesis), and the passing of final exams.

To motivate and encourage employees across “Samruk-Energy” JSC group of companies, the honoring of distinguished employees with state, departmental and industry awards was held as part of the corporate culture development.

According to the results of 2021, “Samruk-Energy” JSC group employees were presented for awarding the following merits:

• Order of the Republic of Kazakhstan "Kurmet" – 1 employee, Medal of the Republic of Kazakhstan "Eren Enbegi Ushin" – 3 employees;
• Anniversary medal for the 30th anniversary of the Independence of the Republic of Kazakhstan – 35 people;
• Badge for the 100th anniversary of GOELRO – 141 employees;
• Medal "KAZENERGY" – 3 employees, Certificate of honor "KAZENERGY" – 5, "KAZENERGY" letter of gratitude – 7 employees;
• Awarded with a badge of “Samruk-Kazyna” JSC in honor of the 30th anniversary of Independence of the Republic of Kazakhstan – 11 employees, Certificate of Honor of “Samruk-Kazyna” JSC – 15 employees;
• The title of "Honored Power Engineer of the CIS" – 3 employees, Certificate of Honor of the Electricity Council of the CIS – 2 employees;
• The title of "Enbegi Singen Energetik. Kazakhstan Elektr energeticalyk Kauymdastygy" (well earned power engineer title given from Kazakhstain Power Indsutry Union) – 2 employees; "Kurmetti Energetik Kazakhstan Elektr Energetikalyk Kauymdastygy" (Honored power engineer title given from Kazakhstani Power Industry Union) – 2 employees, "Kazakhstan Elektr Energetikalyk Kauymdastygynyn qurmet gramatasy" (Honorary Diploma from Kazakhstani Power Industry Union) – 6 employees;
• Medal "Elektr energetica salasyna koskan ulesi ushin" (for contribution made to the power industry), badge "Enbek Sinirgen Energetic" (well deserved power engineer), badge "Kurmetti Energetic" (honored power engineer), Certificate of Honor of the RK Ministry of Energy and Letter of Gratitude from the RK Ministry of Energy – 50 employees;
• Certificate of honor from "Samruk-Energy" JSC, Letter of gratitude from "Samruk-Energy" JSC – 144 employees.

Development and career growth

One of the priorities of the Human Resources Policy is to provide massive opportunities for staff training and development. The Company sees staff training as an integral project that provides employees with the level of competence required for addressing tasks at work, and contributes to the growth of loyalty of employees of the Company and SA, creates a favorable social climate in the team and has a direct impact on the development of corporate culture.

The specifics of power industry require constant continuous training and retraining of personnel for admission to work and maintaining a high level of professionalism. “Samruk-Energy” JSC group strives to constantly develop and train employees. Personnel training and development are a key success factor in ensuring economical, trouble-free, and efficient operation of the equipment and the company.

The main directions of staff development of the Company’s group:

• Leadership Development Program;
• Operation of coal-fired boiler / steam turbines of thermal power plants;
• Training courses “Mentorship”, “Preparation of internal trainers”;
• MBA and EMBA programs;
• Corporate English language and state language courses;
• Seminars, trainings, and conferences on the functional orientation of employees’ occupation.

The processes of training, reskilling and upskilling of employees are systematized at “Samruk-Energy” JSC group.

Furthermore, “Samruk-Energy” JSC group creates all the necessary conditions for training and development of the pool of talents, the main principle of which is the targeted training of management personnel in order to ensure the continuity of management, as well as provide employees with opportunities for development and career growth at the Company’s group.

The execution of the Calendar plan for training employees is monitored regularly as part of the Leadership Development Program. To implement the Roadmap for the Company's Transformation, in order to develop the mandatory Leadership Program for 2021, the schedule for training of CEO, CEO-1, CEO-2 was approved by the Order No. 40-P dated February 2, 2021.

As of December 2021, leadership program training were completed by CEO – 100%; CEO-1 – 100%, CEO-2 – 100%. Trainings under programs such as "People Management", "Public Speaking", "Strategic Management", "Coaching Skills", "Digital Skills", "Change Management" and "Strategic Management" were arranged.

A Mentoring Program was developed and approved as part of the development of leadership in the Company. This program aims at facilitating the achievement of following goals:

• development of mentoring culture;
• reduction of staff turnover;
• the Company's employees’ performance management. 

In 2021, the Company created three pairs of Mentor and Mentee. The mentors analyzed strengths and weaknesses while working with Mentee and shared their experience, knowledge, and expertise with Mentee.

A mentee, who participated in the Program, fully realized capacity, received the support and experience of the Mentor.

In 2021, the total expenditures for education amounted to 306,428 thous. tenge. The number of trained employees is 13,873 (79% of the headcount in the Company's group).

The average number of training hours per employee was 49.5 hours per year

Talent management

The Company’s Talent Management Rules were updated to bring the Talent Management Rules in compliance with the Corporate Standard, as well as to improve HR functions.

On December 21, 2021, the members of the Appointment and Remuneration Committee of the Company held an annual meeting with the most promising employees included in the succession plan and the talent pool. The meeting was held online using the Zoom remote video conferencing platform.

Performance appraisal

In line with the recognized international practice of effective human resource management, the assessment procedure is based on an assessment of the business and leadership competencies of employees, considering the performance appraisal, received by employees during the reporting year.

The following types of assessment are conducted in compliance with current Rules for performance appraisal of the Company's employees:

• a comprehensive (final) assessment of goals and competencies, which includes: self-assessment, review meetings, a review of skills, potential, assessment and providing employees with guidelines to improve performance and development opportunities;
• an interim review of employees performance, which is carried out on a quarterly basis, in order to monitor the degree of achievement of goals for the reporting period.

To maintain and unravel competitiveness, proactively respond to external and internal challenges, build the potential of promising, highly professional and involved employees, educate own executive staff, the Company develops a system of succession and talent management.

“Samruk-Energy” JSC group of companies creates a single personnel reserve for occupying key positions and introduces selection and appointment procedures from the talent pool based on the principles of objectivity, transparency and fairness, voluntariness, and efficiency.

The process of formation and development of the personnel reserve is closely integrated with the annual employees' performance appraisal, based on which a talent map is created and individual development plans (IPR) of succession pool members are prepared, involved mentoring, internship programs and a succession program are developed.

As part of the development of corporate governance, “Samruk-Energy” JSC Board of Directors and company management bodies pay a great deal of attention to the preparation and implementation of a plan for succession to senior positions.

Provision of social guarantees and social stability at “Samruk-Energy” JSC

The annual measurement of indicators of social stability and employee involvement allows taking timely measures on increasing employee loyalty and trust, social welfare, and employee involvement, improving working conditions and processes associated with staff work, developing communication systems, and informing about any changes.

In 2021, the methodology for determining the engagement index and social stability rating was updated. The purpose of updating the methodology is to increase the practical significance of results and the value of recommendations to ensure social stability in a team.

In 2021 the study was conducted by telephone survey within Samruk Research Services platform.

According to the research resuls, the Social Stability Index across “Samruk-Energy” JSC group was 76% in 2021.

The indicator of the survey of administrative and management staff engagement across “Samruk-Energy” JSC group in 2021 amounted to 83%, which has not changed if compared with 2020.

The indicator of the survey of the Company’s (Head office) administrative and management staff involvement in 2021 was 89% and is in the positive zone.

Conciliation committees are formed and operate in the Samruk-Energy JSC group of companies, consisting of representatives from the employer and representatives of trade union workers, whose main function is explanatory work among employees, complaints and appeals consideration procedures.

“Samruk-Energy” JSC group of companies strives to provide a competitive social package, the availability of which allows attracting qualified employees. Compensation and benefits are designed to improve the welfare and level of social protection of employees and their families. The number of social payments and benefits provided to employees of the Company’s Group in accordance with signed collective agreements include:

1. financial assistance for health care provided at vacation, for the birth of a child;
2. financial assistance for burial (an employee and immediate relatives), for the treatment of retired employees, for emergency situations, etc.;
3. financial assistance in connection with loss of income (registration of maternity leave or leave due to the adoption of a newborn child);
4. voluntary health insurance;
5. health resort treatment;
6. a one-time incentive payment in connection with employees anniversary celebration (50, 60 and 70 years);
7. expenses for holding festive, cultural and sports events;
8. payment of loans;
9. allowance for injury and loss of primary income earner;
10. New Year's gifts to children, etc

Share of employees under collective bargaining agreement

The Company implements the following activities for health improvement, and recreation organization:

1. the provision of additional days to paid annual labor leave for years of employment;
2. regular promotion of healthy lifestyle among employees using corporate media;
3. partial compensation for the cost of trips to health camps and children's health centers for children with disabilities and orphans for employees of the Company.

Payments and benefits provided to full-time employees which are not provided to employees who work under conditions of temporary or part-time employment, broken down by core activities

The process of managing corporate culture has been regulated to create and develop a system of behavior and values that contribute to the effective achievement of companies’ goals.

The main goal of this process is to ensure the formation and development of a system of provisions of behavior and values, compliance with which will contribute to the achievement of the Company's goals, and also facilitate the Company to interact with the external environment.

Young employees’ relations policy

An important direction of the personnel policy of “Samruk-Energy” JSC group is young experts’ relations. “Samruk-Energy” JSC group applies a comprehensive approach to work with young staff. There is a Council of Young Professionals at “Samruk-Energy” JSC group, the purpose of which is the creation and implementation of a unified youth policy.

The objectives of this area are:

• creation and development of the Youth Council under the management of the Company from among the youth assets of companies;
• interaction with public youth associations;
• participation of young specialists in scientific and practical conferences, forums, competitions and other events;
• the work with specialized educational organizations within cooperation on matters like training, search and selection of best graduates, organization of internships for students, participation in the improvement of curricula and the development of dual training, the development of scholarship programs, etc.;
• development of social support programs for young professionals, young families;
• development of adaptation systems, internships, mentoring, training, career and professional planning in relation to young specialists.

Every year this youth movement strengthens its position. Young active members of the Company participate in work-related and social life. There are many creative talents among them who are involved in organizing corporate events.

Young specialists implemented several activities in 2021 in order to considerably support the volunteer movement:

•  The Jas Energy Youth Council organized a charity event "Shyn Zhurekten" (from the bottom of heart). On frosty days, members of Jas Energy Youth Council treated to hot coffee employees of the public utilities of Yesil district of Nur-Sultan city, who clean snow and garbage from the streets of the city all day long:
• in the framework of implementation of charity project, the volunteers of the united youth movement of “Bogatyr-Komir” LLP organized a fair in “Shakhter” park;
• as part of implementing "Road to School" campaign, the youth asset of "Ekibastuz SDPP-1 named after B. Nurzhanov" LLP purchased and prepared sets of school supplies for 100 students of schools No. 9 and No. 11 of Ekibastuz city;
• on the eve of the New Year, the Jas Energy Youth Council made the wishes of children who suffer from cancer come true with the help of the annual Magic Tree charity event.

Human rights

“Samruk-Energy” JSC is guided by the current legislation of the Republic of Kazakhstan in the field of human rights protection. Guided in its operations by the Constitution of the Republic of Kazakhstan, the Company recognizes, guarantees and ensures the observance of human rights and freedoms. “Samruk-Energy” JSC does not tolerate actions that violate human rights or that may indirectly cause such violations.

“Samruk-Energy” JSC also recognizes the importance and value of the fundamental human rights and freedoms proclaimed by the UN, the Universal Declaration of Human Rights of 1948, the International Covenant on Civil and Political Rights of 1966 and the International Covenant on Economic, Social and Cultural Rights of 1966, including freedom of association, recognition of the right to collective bargaining, labor rights, the right to a healthy environment, health protection.

The principles of human rights observance are reflected in the Code of Conduct of “Samruk-Energy” JSC, which sets high professional and ethical standards that activities of “Samruk-Energy” JSC employees must comply with, regardless of their position. Human rights are secured by the standards of equal employment and work conditions enshrined in the Code of Conduct, the prohibition of discrimination and harassment. Compliance with the norms and provisions of the Code is obligatory for all employees of the Company, members of the Board of Directors, Management Board and third parties who work with “Samruk-Energy” JSC. 

Follow this link to learn more about the Code of Conduct: https://www.samruk-energy.kz/ru/corporate-governance/corporate documents #2.

One of the main documents in the Company is the Sustainable Development Guidelines, which govern the provision of fundamental human rights and freedoms. The document outlines the Company's position on supporting internationally proclaimed human rights not only within the Company's activities, but also in relation to third parties with whom “Samruk-Energy” JSC works.

As a Company adhering to high standards of ethical behavior, responsible for ensuring that any areas of its activity do not contribute directly or indirectly to the violation of human rights, to strengthen relationships with Suppliers, the Company has developed guidelines for Suppliers. The Supplier Guidelines are based on the belief that corporate social responsibility is fundamental to long-term commercial success and must be reflected in the relationships and actions we take in the marketplace, workplace, and community.

The Sustainable Development Guidelines is available on the Company's website at the link: https://www.samruk-energy.kz/ru/navigation-and-support/sustainabledevelopment #tab18.

Employees have the right to collective bargaining in the context of current legislation through permanent Conciliation Commissions, Committees for the settlement of social and labor conflicts.         

The recruitment at “Samruk-Energy” JSC is carried out in accordance with the Rules for the competitive selection of personnel for vacant positions and the adaptation of new employees at “Samruk-Energy” JSC using the elements of testing and by complying with principles of transparency and meritocracy, taking into account professionalism, personal qualities of a candidate and his compliance with the qualification requirements and competencies for the position, as well as the principles of fair and equal treatment of employees. “Samruk-Energy” JSC provides maximum assistance in preventing any form of discrimination, the use of child and forced labor, as well as the selection and promotion of personnel solely based on professional skills and knowledge.

12 trade union organizations comprising 15,567 members operate at “Samruk-Energy” JSC in order to regulate and protect the professional, economic, and social labor rights and professional interests of “Samruk-Energy” JSC employees. 

“Samruk-Energy” JSC trade union protects the interests of employees – members of the trade union of “Samruk-Energy” JSC, in terms of compliance with labor laws, established social guarantees and fulfillment of the provisions of the contract.

Presentation of health and safety issues in formal agreements with trade unions

“Samruk-Energy” JSC establishes dialogues with stakeholders on various aspects of its operations. In particular, to obtain information on concerns and complaints, a mechanism for submitting and reviewing complaints was developed using the feedback system on “Samruk-Energy” JSC external website – a written request or a telephone call to the “hot line”.

Thus, 118 appeals were registered across the Company in 2021, all of them were settled during the reporting period.

Number of complaints about the practice of labor relations filed, processed, and settled through formal grievance mechanisms

Cases of discrimination, violation of human rights and freedoms among the employees of “Samruk-Energy” JSC group during the reporting year were not reported.

“Samruk-Energy” JSC group of companies respects the religious beliefs and political preferences of its employees, if they do not conflict with the current legislation of the Republic of Kazakhstan. In addition, “Samruk-Energy” JSC does not interfere with the participation of its employees in political, religious, and social activities as private individuals and during non-working hours.

Due to the specifics of the activity, there is no risk of using child and forced labor for the group of companies of “Samruk-Energy” JSC and for suppliers.

If available, job openings are regularly posted on the Company's website to ensure equal access to employment for all qualified candidates.

When hiring employees, discrimination based on gender, age, nationality, or any other grounds that infringe on human rights to work is not available.

Social initiatives in the regions of operation

For many years, as part of the social responsibility of business, the Company has been contributing to the development of the regions where it operates and maintains continuous interaction with local communities on the Company's participation in the development of local infrastructure, improving the environmental situation in the region, social support, and others.

To facilitate employment of the population, the enterprises of the Company's group provide information to the local employment authorities on the availability of vacancies, indicating working conditions and wages for inclusion in the database of current vacancies and future jobs.

Employees of “Samruk-Energy” JSC group systematically participate in charity: providing financial assistance to victims of natural disasters, low-income families.

All employees of “Moynak HPP" JSC were provided with company housing (77 apartments building) – comfortable houses with 3, 4, 5 bedrooms with all amenities. Houses have personal plots of land with an area of 6 acres with household outbuildings. A trade point was opened to provide food and essential goods. There is a kindergarten for 30 children in the operation service camp for the children of the Company's employees. “Moynak HPP” JSC provides ongoing support to the kindergarten located on the territory of Moynak village.

"SDPP-2" JSC is a city-forming enterprise for "Solnechny" rural area, where 60% of the total number of employees work.

"SDPP-2" JSC comprises social facilities: a medical and preventive service, a swimming pool, a hotel-type hostel, work is constantly being carried out to improve and landscape the territory. Funds are allocated from the station's budget for their maintenance and operation.

Each year the station's budget allocates funds for their maintenance and operation.

The enterprises of the Company's group regularly participate in citywide community workdays, landscaping, and gardening of surrounding area, interact with religious denominations and public funds, provide financial assistance as monthly subsidies, one-time cash payments, food baskets, preferential vouchers, etc.to retired employees, veterans of the Great Patriotic War, low-income families, the disabled, single mothers.

The companies fully support various social initiatives aimed at improving the quality of life of people, actively participate in urban social programs.

In 2021, all enterprises carried out landscaping and planting of assigned and adjacent territories, lawns, and green spaces.

Moreover, it is worth noting that “Samruk-Energy” JSC group shares the main provisions of the precautionary principle. Before launching new projects and facilities, as part of the environmental impact assessment, the Company must take several actions aimed at informing the public about the planned activity and its possible impact, to know public opinion and take it into account in the impact assessment process.

On November 28, 2015, the Law of the Republic of Kazakhstan “On Charity” came into force, and amendments were made to the Law of the Republic of Kazakhstan “On the National Wealth Fund”, in accordance with which a moratorium was announced on independent sponsorship and charitable activities in the portfolio companies of “Samruk-Kazyna” JSC. According to the new model, all charitable and sponsorship activities of the group are carried out by a single Operator – the “Samruk-Kazyna Trust” Social Projects Development Fund, including as part of investments in sustainable development.