The amount of wages of an employee is set differentially depending on the qualifications of the employee, the complexity, quantity and quality of the work performed, as well as working conditions. Wages are paid for the actual hours worked, recorded in the documents of the employer on the accounting of working hours. There is no maximum monthly wages limit.

The employment contract stipulates an hourly tariff rate, or a monthly wages.

KPI for an employee is set individually, depending on the specifics of his work.

Wages are established and paid in cash in the national currency of the Republic of Kazakhstan at least once a month not later than the first decade of the next month. The date of payment of wages is provided for by labor, collective agreements.

When changing the MMW (minimum monthly wage), established annually for the corresponding financial year by the law of the Republic of Kazakhstan.

Guaranteed payment for overtime work and work on weekends (holidays) in accordance with the labor legislation of the Republic of Kazakhstan.

Depending on the working conditions, working hours are set: normal duration or reduced duration. The duration of the daily work shift, the time of the beginning and end of daily work, the time of breaks in work are determined in compliance with the conditions established by the labor regulations, labor and collective contracts.

Employees are provided with the following types of vacation: paid annual labor vacation and social vacation. Paid annual vacation for the employee for the first and subsequent years of work by agreement of the parties is provided at any time of the working year.

According to the Labor Code of the Republic of Kazakhstan.

1. The probationary period is a certain time period that is set for an employee to check whether the level of his qualifications, knowledge, experience, skills and mastery meets the qualification requirements of the assigned work, profession and/or position. At the end of the established period, the employer decides whether to continue or terminate the employment relationship with the employee. In turn, during this period, the employee is given the right to objectively assess his capabilities, take a closer look at the workforce, get acquainted with the requirements and also decide on the possibility of continuing to work in the Partnership.

2. The probationary period is set for all newly hired to the structural divisions of Kazakhmys Smelting LLP.

The duration of the probationary period is established during the interview with the manager prior to accepted hiring, and is indicated in the documents when registering the employment relationship. The duration of the probationary period to be appointed depends on the personality of the accepted employee and on the nature of the activity performed by him. In accordance with paragraph 2 of Article 36 of the Labor Code of the Republic of Kazakhstan, the probationary period is included in the length of service of the employee and cannot exceed three months. For heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices of organizations, the probationary period may be extended to six months.

1. An employee accepted with a probationary period is a full-fledged subject of labor relations on an equal basis with all other employees of the labor collective. It is fully subject to all provisions of the labor legislation of the Republic of Kazakhstan, legal and local regulations containing labor law norms, and the collective contract.

2. The employment contract concluded with a new employee must indicate the wages (wages and tariff rates) provided for by the staffing table, approved in the prescribed manner, for a particular profession/position. The appointment of a lower salary during the probationary period is not provided for by law.

Based on the plan for passing the probationary period with an assessment of the work performed, the results of a questionnaire survey of the employee, opinions and feedback from members of the labor collective and responsible persons, the immediate supervisor fills out an evaluation sheet based on the results of the probationary period and prepares a memo addressed to the employer on the results achieved by the employee during the period probationary period, makes a conclusion and proposes a decision on this issue, to consider the employee as having passed the probationary period or not having passed the test.

After signing the employment contract and issuing an order for employment on the first day of work:

1. The immediate supervisor introduces the new employee to the labor collective where he is to work, familiarizes himself with the workplace, local acts of Kazakhmys Smelting LLP (Kazakhmys Smelting), working conditions, working hours, demonstrates equipment, places for storing documents, methodological literature, other working materials of general use, introduces the document management system, the procedure for working and the rules for handling office equipment, means of communication, internal e-mail, conducts a brief briefing on the requirements and norms of labor protection, on the use of technical means and operation of equipment, on safety rules, if involved complex or dangerous equipment and is responsible for enforcing ten days of training on the day shift only;

2 The immediate supervisor in a free form in the working order conducts an interview with a new employee, answers his questions, considers wishes, explains the tasks and requirements for work, informs: a) about the status of his position or the prestige of the profession; b) official duties, rights and powers, reporting system provided for this position; c) the importance and necessity of its activities, the expectation of significant results; d) about professional, material and status prospects; e) the need and importance of continuous self-development and self-training; f) on the system of motivation and remuneration; g) norms and rules of conduct and requirements for clothing and appearance;

3. A small introductory tour may be provided.

Compulsory training is training provided for by the requirements of the current legislation of the Republic of Kazakhstan.

For effective adaptation, full development in a new work team and assistance and support during the probationary period, an employee can be assigned both a curator and a mentor at the same time. If the conditions of the production process do not allow assigning a mentor to a new employee, then the functions of a mentor, if necessary, should be performed by a curator.

The duties of the employee are detailed out in the job description for the profession (position).

According to Labor Regulations.

Master the profession, join the team and adapt to the workplace.

According to job responsibilities.

Head of structural unit.

In the work team.

Individually, according to the position.

Depending on qualifications, ambitions and availability of full-time vacancies.

For violation of labor discipline, for inconsistency with the position held, etc.