The Year of Working Professions is the first step in implementing a large-scale program to form a new working elite in the country at all levels: state, public and corporate. A comprehensive approach to this task includes not only the ideological component related to raising the prestige of working professions under the patronage of the state and developing a national vocational education system, but also practical work on the ground – in every work collective, according to AlES JSC.
Here, employer-employee relations evolve from year to year and are regulated by a comprehensive collective agreement. The rights and obligations of the parties enshrined in it largely ensure labor and production stability, social security, mutual trust, regulate social and labor relations, and outline the prospects and development paths for both the company and its employees.
The next three-year collective agreement of Almaty Electric Power Plants JSC for 2025–2028 was signed on 20 June 2025 and came into force on 1 July. The document is legally binding and must be approved with by all parties. This is already the eighth edition of the main document of the social and industrial partnership, which was developed, agreed upon and concluded thanks to the responsible work of the bilateral commission.
On a parity basis
The commission itself is formed on a parity basis from representatives of employees – eight chairmen of trade union committees of structural divisions of AlES JSC – and representatives of the employer – also eight heads of departments, led by Chairman of the Management Board Yerik Mashirov.
“We understand that energy is not just a cutting-edge industry. It is people who work every day. It is our duty to create decent conditions for them. And we will do so,” said Yerik Mashirov, Chairman of the Board of AlES JSC, at the recent signing ceremony.
It is important to note that the current document contains a number of new provisions that improve the position of employees not only in comparison with the previous version of the Collective Agreement, but also with the labor legislation of the Republic of Kazakhstan, general, sectoral and regional agreements. At the same time, the total cost of implementing the changes and additions to the Collective Agreement that improve labor relations will exceed 400 million tenge per year for AlES JSC. The new version of the corporate document was adopted in the declared Year of Working Professions, which undoubtedly influenced its content.
As noted by the company, over the course of almost a year, while the collective agreement was being prepared, many employees sent in their suggestions and requests. Work on the agreement brought the entire team together – both management and the trade union – and demonstrated the high level of initiative among energy workers. All suggestions were considered by the commission, every voice was heard, and the most important suggestions and ideas were reflected in the document.
“People shared what is important in their daily lives. And I am glad that all of this was reflected in the final document,” emphasizes Nazira Kadyrkulova, chair of the trade union committee of PRP Eneroremont and TsPVT. ’In particular, the new version of the collective agreement includes provisions that are important to each of us: increased payments for important life events; additional assistance for parents of schoolchildren and families with children with disabilities; increased contributions to sports and cultural events; strengthened occupational health and safety provisions; updated standards for workwear and its wear period, and much more.
In total, the AlES JSC Collective Agreement consists of 13 sections. They regulate labor relations, working hours and rest periods, remuneration, safety and health conditions, the financial liability of the parties, social benefits, guarantees and compensation, and many other issues, which are set out in detail in 11 appendices.
“Every new version of the Collective Agreement guarantees that the employer's existing obligations will not be reduced. Therefore, each new version of the agreement is a step forward. It is a document that cares about people, emphasises Yuri Shashkin, Head of the Labor and Salary Department at AlES JSC.
Overall, the document aims to retain the company's core workforce and maintain high productivity in normal operating conditions, as well as to further develop employees' skills, promote career growth and increase work motivation. That is why the document is so comprehensive and covers every detail.
The power of words, trust and agreements
“Given that state policy in the field of human resources development has reached a new level, the work of trade unions and employers in this area is becoming more responsible and effective,” says Serik Tymbasbayev, head of the Local Trade Union ‘Energia’ of AlES JSC. "Having received such an impetus, trade unions have actively joined in the implementation of tasks to form a new working class in the country. The role of trade unions in this work is growing. These tasks were recently discussed at the 27th Congress of the Federation of Trade Unions of the Republic of Kazakhstan. The forum welcomed the head of state's initiative to declare 2025 the Year of Working Professions, considering it an important step ‘towards raising their status and prestige, promoting the ideas of hard work and professionalism.’ The basic principles of trade union activity have been and remain the protection of the rights and interests of workers, and the working person is the main value of our society. These tasks, goals and principles are reflected in the new Collective Agreement of AlES JSC.
It is important to emphasize the consistency of Almaty's energy workers and their trade union in this matter. The previous three-year collective agreements – and there have been seven of them – undoubtedly fulfilled their functions, including protective ones, in years of varying complexity. Even at a time when collective agreements in many companies were considered an anachronism, a relic of the past, a formality that did not bind the employer in any way and was therefore not accepted at all, Almaty energy workers believed in their power.
Therefore, this socially important document of AlES JSC has been repeatedly recognized as one of the best in Kazakhstan in previous years. For example, it won the ‘Best Collective Agreement among Large Enterprises’ category in the ‘Paryz-2015’ competition. In 2020, the collective agreement of AlES JSC was recognized with letters of appreciation from the Ministry of Labor and Social Protection of the Population of the Republic of Kazakhstan and the Almaty City Administration based on the results of the ‘Paryz’ competition. The company's seventh collective agreement, which expired this year, was also recognized with a letter of appreciation from the Ministry of Labor and Social Protection of the Population of the Republic of Kazakhstan based on the results of the ‘Paryz-2023’ competition.
The company's systematic work in building labor relations, by the way, allowed energy workers to go through such a difficult period as quarantine during the COVID pandemic in a very organized manner and in normal mode. Almost immediately after the declaration of a state of emergency, the work of all divisions of the company was subject to strict quarantine requirements. The company demonstrated its high mobilization capabilities and was able to maintain normal operations in all production areas throughout the state of emergency and quarantine.
While the administration dealt with production issues, the AlES trade union took control of the company's employees' pressing social issues. In resolving urgent issues within the framework of mutual obligations under the collective agreement, the company's management provided for the payment of housing rental costs for employees, and its implementation was entrusted to the AlES trade union branch.
By also addressing issues of sanitary protection for people, the company saw the full commitment of its staff. Although the workload on the team increased significantly during this period, as the number of employees actually working at production facilities decreased by 23%, everyone worked with redoubled energy and responsibility. It was then calculated that during the quarantine period (from 16 March to 11 May 2020), the number of technological violations across the company as a whole decreased by 23% compared to the same period in 2019. This is just one example of the mutual understanding and responsibility between the employer and employees, reflected in specific production indicators.
Relying on our own staff
Obviously, the main part of the contract is about work stuff: making sure it's safe, keeping things running smoothly, and helping people grow and move up. These things were on the agenda from the start. Given that the vocational education system declined significantly in the 1990s, the company was forced to address staff training issues. Since then, AlES JSC has developed a functioning multi-level system for training, retraining and upgrading the qualifications of its personnel.
Given the complex technological nature and ongoing modernization of the company's production assets, as well as high safety requirements, a personnel training department was established at AlES JSC back in 2007 to meet the need for qualified personnel. Its specialists systematically provide advanced training for the company's employees in the main energy professions and industrial safety.
Now, every year, the company provides advanced training for several thousand people. In 2023, 5,299 AlES JSC employees were trained, in 2004 – 6,340 people, and since the beginning of this year – 3,311 employees. More than half of them are trained at the OPP, and the rest – at third-party organisations. These include Almaty University of Energy and Communications and Almaty State College of Energy and Electronic Technologies. There are also internships abroad, which allow leading specialists to keep abreast of new technologies and trends in the energy sector and to prepare a personnel reserve for the company's modernised enterprises, taking these into account.
In particular, the task of training and retraining personnel for the TPP-2 named after A. Zhakutov is currently relevant. The first selection of personnel – about 30 people – has already been made for the first group to train specialists for the gas station under construction. They will undergo theoretical and practical training. According to the feasibility study, about 300 people will work at the new station.
The foundation for success
As for the details of the new collective agreement, in addition to the basic obligations of the parties, the updated version includes specific increased amounts of funds transferred to the union's current account. These funds are intended for cultural, physical education, health and sports events, as well as other social purposes. The deduction has been increased from 0.5% of the actual annual wage fund to 1%.
Also, from 1 July 2025, the minimum amount of the one-time health allowance (financial assistance for holidays) has been increased from 90 to 100 MCI; financial assistance in connection with the birth of a child from 100 to 130 MCI and other payments. This includes one-time cash incentives for employees who are awarded state and departmental awards, medals from non-profit and other organisations, honorary titles, certificates of honour and gratitude, inclusion on the Honour Board, and winners of various competitions and contests.
In addition, from 1 July 2025, the employer's additional obligations related to the payment of various child benefits and allowances will be increased. Additional obligations of the trade union are also included.
Already this year, as part of its obligations and the country's labor legislation, AlES JSC has implemented a number of social projects. These include the improvement of the production area, the improvement of sanitary and domestic rooms, the development of sports grounds, and the modernization of canteens with the introduction of free lunches – a total of about three thousand company employees will be provided with meals in the enterprise's canteens. Not to mention the existing Energetik children's camp, where hundreds of employees' children vacation every year.
A collective agreement is not a mere formality. It is a set of rules and mutual obligations confirming that the company, striving to achieve its production goals, thinks first and foremost about the people who are the true creators of business success,” says Serik Tymbasbayev. “When an employee understands that they are cared for, they repay this attitude with their work. This creates a spirit of involvement in the common cause, strengthens the corporate culture, and shapes the true strength and success of the company. We are convinced that a strong company begins with respect for the people who create its results. We consider investments in the social sphere as investments in the sustainability, motivation, and future of AlES.”
