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 Âñå íîâîñòè îò 30 íîÿáðÿ 2005 ã.
Social Policy
TMK’s social policy recognises the Company’s responsibility to its employees and their families, first and foremost to provide stable working conditions and a decent standard of living. The implementation of the social policy is structured in accordance with the following main principles: TMK acts as a responsible business partner. The Company works according to the legal and ethical norms of doing business, building its relations with its partners on the principles of adhering to professional standards of activity and fulfilling its financial responsibilities. TMK acts as a responsible employer. The Company acts in accordance with the norms of the Labour Code of the Russian Federation and often exceeds them, providing its employees with additional benefits. The Company shows concern for the working conditions and the social wellbeing of its employees. It devotes much attention to making sure that its employees have work that is meaningful to them, while helping them to develop and realise their potential. TMK acts as a participant in social relations in the regions where its plants are located. The Company actively works to support the wellbeing of society, strives to develop the territories where its plants are located and makes a tangible contribution to their economic and social development. TMK considers social partnership to be a system of mutual relations between employees, the employer, governmental agencies and agencies of local government ensuring that common interests are agreed upon across the entire spectrum of labour and social relations. TMK bases its reasoning on the mutual understanding that the joint efforts of all parties in the social partnership are directed towards increasing the effectiveness of production. This in turn creates conditions for improving the material wellbeing of its employees, increases tax payments to government at all levels. Thereby the Company assists in alleviating social problems in the regions where the plants are situated, and promotes the development of the regions generally.
The social partnership system is based on the following founding documents and institutions: The TMK Public Council for Social Partnership. This body consists of representatives of the employer and employees of TMK’s plants represented by the chairpersons of the plant labour union committees. Its purpose is to consider matters related to the Company’s social development on a consensus basis and submit proposals. Collective agreements regulate relations between employees of TMK’s plants represented by labour union committees and the employers represented by the plant administrations. An industry-wide agreement for the mining and metallurgical complex in the Russian Federation. Agreements with the administrations of the regions on collaboration in the socio-economic sphere.
The main areas of TMK’s social policy are: 1. Socially responsible restructuring The Company undertakes the following to ensure socially responsible restructuring: constantly informs employees and labour union organisations of the goals, tasks and plans of restructuring as organisational changes are made strives for mutually beneficial cooperation with newly-created companies, promoting their economic and social stability.
2. Labour Protection and Ecology In accordance with the principles underlying the staffing policy, the Company’s priorities in the field of labour protection are: (a) to preserve the life and health of employees in their labour activities, (b) provide guarantees of employees’ rights to labour protection and (c) provide a healthy and safe working environment in the plants. 3. Health protection, physical education and therapeutic work, and sports An important component of TMK’s social policy is its continuing commitment to provide an appropriate benefits package to its employees. The benefits package includes: partial payment of the cost of fares to holiday homes, recreation centres and health resorts to ensure quality rest and the necessary medical treatment for employees, as well as meal allowances and therapeutic programmes. Employees can make use of athletic equipment, rest zones, public canteens and a network of health care providers. An optional health insurance programme is also being developed. The main goals in the field of health protection are: to preserve and strengthen employees’ health and shorten recuperation times by putting into practice modern diagnostic methods and integrated therapeutic programmes in the medical divisions of the Company’s plants to improve the quality of medical service by upgrading the facilities to organise special oversight over the health of employees who perform strenuous work or work with hazardous elements and to provide regular medical checkups to provide effective medical evaluations when investigating accidents on the production lines, as well as to expand the system of medical assistance stations in the immediate vicinity of the workplaces.
4. Improving housing conditions Efforts to attract and retain promising employees and provide incentives for them are reflected in the plants residential programmes. To ensure further development of this most important component of the benefits and guarantees provided to employees, the Company is developing and improving a mortgage programme for both the construction and acquisition of housing. In 2005 more than 200 families improved their housing situation. 5. Youth programme TMK’s staffing policy regarding its main goal of working with youth is to attract and retain qualified young employees, provide assistance in their mastery of production processes and professional growth, instill loyalty to the plant and the Company, instill the values of citizenship, patriotism and ethical behaviour and achieve an optimal proportion of personnel according to age, groups, With this in mind we are: developing and implementing programmes applicable to newly hired employees, including mentoring and internships both at the plants and at the corporate level promoting the participation of young employees and their families in the housing programmes supporting young employees and their families when significant events occur in their personal lives providing material assistance to young employees returning to work for the Company after serving in the army supporting young employees who are combining work with training providing on-the-job training opportunities for students interested in professions that are in demand providing the possibility of career growth to young employees and including them in the staff reserve according to their professional qualities providing professional and technical development including holding scientific and practical conferences, as well as competitions on professional knowledge developing plant and corporate youth events
The Company’s participation in the life of society. The development of regional communities is one of the important areas of the Company’s social policy that is carried out voluntarily. The Company’s plants are involved in the life of their regional communities by carrying out various social programmes in support of the socially unprotected strata of the population, providing support to childhood and youth, support for the preservation and development of the social infrastructure and objects of cultural and historical significance, sponsorship of regional cultural, educational and athletic organisations and events, participation in charitable events, and the conducting of joint projects with the regional administrations.
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