Samruk-Energy JSC. Annual Report / 2013

Human Rights 

The main aim of the Company with regard to sustainable development in relationships with personnel is to exercise the human rights to labor.

With this aim in mind, the Company solves the problems with regard to provision of the employees with comfortable and safe labor conditions, well-deserved salary and social safeguards, opportunities for professional and personal development.

The human right guidelines and requirements are envisaged in such regulatory documents as Code of Conducts, labor contracts, Work Order Regulations, Rules for Remuneration and Bonuses and Rules on Business Trips of Company Personnel, etc.

To regulate and protect the economic, socially labor rights and professional interests of the employees, to enforce the terms and conditions of labor contracts, 11 trade unions consisting of more than 18,000 employees operate in Samruk-Energy JSC Group. 

Thus, Federation of Powerman Trade Unions Public Association and AlmatyEnergoSbyt LLP Trade Union Organization were established in 2013.

Social protection and protection of personnel rights is the main concern and responsibility of the trade union organizations. The trade unions of Samruk-Energy JSC Group solve such tasks as timely response to personnel needs, achieving a balance between the interests of the parties of a social partnership.

Along with the trade union organizations, the standing Commissions on Settlement of Social and Labor Disputes were established in Samruk-Energy Group for management of social and labor relationships.

To detect a psychological climate within the collectives, a social stability rating in Samruk-Energy Group of Companies was studied in 2013. The social stability rating of the company is a strategic social key performance index (KPI) of Samruk-Energy JSC. 

Rating is aimed to assess a level of social attitudes of personnel, including social strain of manufacturing personnel, a level of the company social development and to make recommendations on improvement of the company social policy.

Social stability index in Samruk-Energy Group of Companies is evaluated as average and is 63%. In other words, Samruk-Energy JSC Group successfully solves the social tasks occurring during its activity; however there are still problems to be resolved, or the prerequisites for social destabilization. 

To register inner complaints of the employees, Samruk-Energy Group of Companies has implemented hot lines, special complaint and application boxes, personal blogs of the heads of organizations. Thus, the inner complaints of the employees received by the heads of organizations on their blogs, complaint and application boxes and Conciliation Committee in 2013 were registered in 5 (five) Samruk-Energy JSC subsidiary organizations to the number of 41 applications, 7 of which were proved and satisfied after consideration.

Furthermore, the Company respects religious convictions and political preferences of its employees provided that they do not conflict with existing regulatory framework of the Republic of Kazakhstan. Also, the Company does not prevent its employees from participation in political, religious and social activities as private individuals and out of hours. 

Over a period of 2013, Samruk-Energy Group of Companies fulfilled strictly the requirements that prohibited the use of labor of people under 18 years old at the locations with harmful and/or hazardous labor conditions, and prevented any discrimination against the employees and business partners.


  • The Company operates as required by legislation on prevention of abuse of human rights in any form;
  • In 2013, Samruk-Energy Group of Companies did not have any incident related to the abuse of human rights and/or discrimination of employees;
  • In 2013, Samruk-Energy Group of Companies did not have any cases related to the use of forced or compulsory labors;
  • In 2013, Samruk-Energy Group of Companies did not have any violation which affected the rights of indigenous people and minorities. The Company recognizes equality of rights and opportunities. Employees have a right of association and of assembly and conduct of collective negotiations within the limits of applicable legislation;
  • The Company and its subsidiaries and associates advocate an abolition of forced and child labors. The Company does not have any activity related to this kind of labors.