Regulations on Remuneration, Incentives, Social Benefits and Guarantees for Employees of EI “Almaty Management University”
of 3 June 2022
1. Purpose of the document
2. Scope of the document
3. Terms and abbreviations
4. General regulations
5. Basic principles and regulations
6. Wages and other benefits provided for in the Labour Code
7. The University's employee incentive scheme
7.1. General provisions for bonuses, premiums and allowances
7.2. Recruitment bonus
7.4. Bonuses, premiums and extra payments at the end of the year
7.5. Bank of ideas. Stimulating innovation
7.6. Stimulating publication activities
7.7. AlmaU Awards
7.8. One-time bonus
8. Social benefits and guarantees
8.1. Conditions, amount and procedure for the provision of material assistance
8.2. Discounts and study grants at the University for employees and their close relatives
8.3. Voluntary health insurance (medical care) and additional rest days
9. Final provisions
1.Purpose of the document
This Regulation on remuneration, incentives, social benefits and guarantees for employees of the EI "Almaty Management University" (hereinafter - the Regulation) establishes the procedure for remuneration, additional payments, various forms of incentives, one-time incentive payments and benefits to employees of the EI "Almaty Management University" (hereinafter - the University) and is designed to approve the system, conditions and procedure for remuneration at the University.
The purpose of the financial incentive system at the University:
2.Scope of the document
These regulations shall apply to all employees of the University.
3.Terms and abbreviations
Bonus - a cash payment based on performance equal to a percentage of the cost of the programme or project.
Close relatives - parents (parent), children, adoptive parents, adopted children, spouses.
Documentolog – the University's electronic document management system.
One-time material assistance - a voluntary payment by the employer.
Commission - Commission on Educational Grants and Discounts.
Commercial projects - projects where measures to implement it are aimed at making a profit.
The best rationalisation proposal - recognised as a rationalisation proposal, accepted for implementation and having an economic effect.
Innovation - rationalization proposal with no economic effect, recognised and accepted.
Educational grant of the EI “Almaty Management University” - the right to study at no cost or reduction of the cost of education by the amount/percentage, the amount (-s) of which is (are) set in accordance with the acts of the employer.
President - Executive Body of AlmaU LLP, which is the Founder of EI “Almaty Management University”.
Employer - the University with which the employee has an employment relationship.
Employee - a natural person who has an employment relationship with an employer and directly performs work under a contract of employment.
The resources of the University - the means available to carry out educational and business activities, such as tangible resources, human (labour) resources, which are necessary for the implementation of the statutory objectives of the University.
University - Educational Institution “Almaty Management University”.
Fundraising - the process of raising external, third-party resources for the University needed to achieve strategic and statutory objectives, to realize a material or non-material objective, to implement a project.
Members of the project team - University staff employed to carry out the project from among the administrative staff, full-time and part-time teaching staff with the necessary qualifications, as well as students of the University.
Advisory Council (AC) - an advisory group comprising the Vice Rector for Science, the Director of Project Coordination, the Risk Advisor, the Director of Finance, the Director of Legal Affairs, which makes recommendations on project implementation issues.
AMS - administrative and managerial staff. All employees of the University except for teaching staff.
Faculty - teaching staff.
RK - The Republic of Kazakhstan.
EC - Employment contract.
LC RK - Labor Code of the Republic of Kazakhstan.
HRD - HR Department.
PCD - Project Coordination Department.
LCF – Labor compensation fund.
4.1. These Regulations shall be agreed by the President and approved by the Rector. Any amendments and additions to these Regulations shall be valid after agreement by the President and approval by the Rector.
4.2. These Regulations shall apply to all employees of the University and shall be binding on all structural units and employees of the University.
4.3. The requirements of these Regulations should be applied at all stages of the negotiation and approval of remuneration, incentives, benefits and guarantees for University employees.
4.4. These Regulations govern:
5.Basic principles and regulations
5.1. The University establishes the following types of remuneration of employees in accordance with the current legislation of the Republic of Kazakhstan, these Regulations, and internal acts of the University:
5.2. Incentive payments include:
5.3. Social benefits and guarantees include:
6.Wages and other benefits provided for in the Labour Code
6.1. The University employee's salary is determined by the employment contract and cannot be lower than the minimum wage set for the relevant financial year by the law of the Republic of Kazakhstan on the national budget.
6.2. The salary shall be paid in cash in tenge at least once a month by the 10th (tenth) day of the month following the reporting month. If the payday coincides with a weekend or public holiday, the payment takes place on the day before.
6.3. The employer has the right to make payments in part and earlier than the deadlines set out in point 6.2. of these Regulations, but the full payment of salaries must be made no later than the deadline set out in point 6.2. of these Regulations.
6.4. In agreement with the Director of Finance, the Employee may be paid an advance of not more than 30% of the salary due to the Employee. An advance of not more than 50% of the salary due to the Employee may be paid upon agreement with the Rector of the University.
6.5. The employer assumes the obligation to pay individual income tax, mandatory pension contributions and other mandatory deductions in accordance with the legislation of the Republic of Kazakhstan.
6.6. Deductions from an employee's salary are made in cases prescribed by the legislation of the Republic of Kazakhstan.
6.7. Deductions from an employee's salary to pay off debts owed to the University shall be made by an employer's act with written notification to the employee:
6.8. The parties shall sign an undertaking when paying out money on account.
6.9. The monthly deduction from the salary under several writs of execution, as well as in cases stipulated by the legislation of the Republic of Kazakhstan, may not exceed fifty per cent of the salary due to the employee.
6.10. Procedures for setting and reviewing salaries.
6.11. The salary of an employee may be revised at the initiative of the employer in the following cases:
6.11.1. The head of unit is responsible for initiating all necessary pay changes for his or her employees.
6.11.2. In the case of an increase in job responsibilities or a significant increase in the volume of work, an employee's salary revision shall be based on a Note from the employee's head, detailing the justification for the need for the revision.
6.11.3. Salary reassessment on transfer of an employee to another position, as well as on transfer to another region, is initiated by the employee's future direct head.
6.11.4. The approval of the Salary Review Note shall be made by the supervising Vice Rector / Managing Director, Managing Director of HR and shall be approved by the Rector.
6.12. Remuneration for combining jobs, extending service areas and acting (replacing) the duties of a temporarily absent employee:
6.12.1. Employees who perform, in addition to their main job under a contract of employment, additional work in another or the same position, or the duties of a temporarily absent employee without being released from their main job, shall receive an additional payment as follows;
6.12.2. A supplement of 500 tenge per day shall be paid to an employee for performing (replacing) the duties of a temporarily absent employee in the event that the substitution of a temporarily absent employee is not part of the job description of the substituting employee. No additional payment shall be paid to an employee if a temporarily absent employee's substitution is included in the job description of a substitute employee;
6.12.3. A supplement of thirty per cent (30%) of the salary of the combining employee shall be paid for combining equivalent or higher positions for a vacant position. The duties of an equivalent or higher position for a vacant unit may be shared by two or three co-employees. In this case, the overlap allowance is set in proportion to the amount of work allocated, but no more than:
6.12.4. The head of the unit of the absent worker is responsible for initiating a timely cancellation of the overlap pay when a vacant position is filled.
7.The University's employee incentive scheme
7.1.General provisions for bonuses, premiums and allowances
7.1.1. Payments of bonuses, premiums and surcharges on projects and programmes are made upon full completion, on the basis of submission of the required reports and receipt of cash payment from the client. Positive operational and financial performance and sufficient sources of funding are prerequisites for all types of payments, except for established bonus figures.
7.1.2. Bonuses, premiums and allowances are calculated on the basis of the Rector's order, taking into account all taxes, fees and other obligatory contributions (Gross) provided for by the legislation of the Republic of Kazakhstan.
7.1.3. No bonuses and bonuses will be paid for unprofitable projects and/or programmes.
7.1.4. Bonus and premium amounts in the approved budget and estimates are mandatory.
7.1.5. Payments shall be formalised by an employer's act, based on Notes of Service, stating the aims and objectives, the composition of performers and the amount of personal remuneration of the persons to be rewarded.
7.1.6. The University management has the right to withhold all or part of the bonuses and premiums to individual staff members for the following operational irregularities:
7.1.7. The amount and procedure for remuneration of employees for participation in projects shall be in accordance with the relevant internal regulations governing the University's project activities.
7.4.Bonuses, premiums and extra payments at the end of the year
7.5.Bank of ideas. Stimulating innovation
7.5.1. A process of introducing, implementing ideas and suggestions that rationalise, improve or optimise any work at the University. A rationalisation proposal is deemed to be:
7.5.2. An innovation proposal or idea is not recognised as an improvement if:
7.5.3. Procedure for the submission and consideration of proposals for innovations:
7.5.4. Design requirements:
7.5.5. Rewards can be tangible or intangible.
18.104.22.168. For innovation, the author is awarded a certificate of merit and receives his or her choice of reward:
22.214.171.124. For the best rationalisation proposal, the author is awarded a certificate of merit and receives his or her choice of reward:
7.5.6. No remuneration will be granted if a disciplinary sanction has not been withdrawn.
7.6.Stimulating publication activities
7.7.1. In order to create an effective corporate culture aimed at the development and achievement of strategic goals, the University holds an annual competition "AlmaU Awards", aimed at identifying and encouraging the most effective employees.
7.7.2. Contest categories, prize fund, rules and procedure shall be determined by the Rector's order.
7.7.3. The prize fund for the competition should be budgeted by the University.
7.7.4. The organisation and running of the competition is carried out by HR.
8.Social benefits and guarantees
8.1.Conditions, amount and procedure for the provision of material assistance
8.2.Discounts and study grants at the University for employees and their close relatives
8.2.1. The main rules for receiving grants or discounts, criteria for retention and renewal are set out in the Educational Grants and Discounts Regulations of the EI “Almaty Management University” and apply for the entire period of study for all University employees and their close relatives using grants and discounts of the University.
8.2.2. The amount of the training grant/discount depending on the programme, the participants and their length of service are defined in Table 3.
8.2.3. A discount/grant is available for the whole period of study.
8.2.4. The decision to grant a discount/grant is taken by the Commission. The application for a discount/grant, agreed with the direct supervisor and supervising member of the rectorate is sent via the Documentolog to the HR Department for verification of compliance of the rules for grants or discounts/grantees with the requirements of this and the Regulation “On Educational Grants and Discounts” and further submission to the Commission meeting for decision making on granting a discount/grant.
8.2.5. An application for a discount/grant will not be considered if there are outstanding disciplinary penalties at the date of application.
8.2.6. If the student does not meet the performance conditions (GPA level), the grant or discount will be withdrawn, without the right to reapply.
8.2.7. An employee may not receive more than one discount/grant for the same programme per academic year.
8.3.Voluntary health insurance (medical care) and additional rest days
8.3.1. The University may provide employees (other than part-time employees) with a health care and/or health insurance scheme at the expense of the University. However, health care/insurance schemes are a benefit to employees and not an obligation of the University.
8.3.2. The terms and conditions of the health care/insurance programme shall be determined by the Rector's order and the University budget for the relevant period.
8.3.3. The HR Department is responsible for organising the purchase of the health care/insurance programme and for coordinating with the service provider.
8.3.4. Additional leave days and other additional rest days are governed by the internal regulations governing the granting of leave. Additional time off may be granted to employees as an incentive or benefit at the discretion of the University management.
9.1. The conditions laid down in these regulations are binding on both the employer and the employees.
9.2. In matters not regulated by these Regulations, the Parties shall be governed by the applicable legislation of the Republic of Kazakhstan.
9.3. The university watches after the pay scale equity including a commitment to measurement and elimination of gender pay gaps.
9.4. The university measures pay scale gender equity.