Management approach

GRI 3-3, 2-23, 2-24, 2-30

Uzbektelecom JSC is a leading provider of telecommunications services, offering a wide range of digital opportunities to the people of Uzbekistan. The company’s mission is to provide high-quality and convenient digital services that improve everyday life and business efficiency, while developing an ecosystem of digital products and solutions.

The Company’s human resources management is focused on adhering to high social and ethical standards. The main goal is to make workplaces safe and attractive. The most important areas of influence include employee health and safety, training and development, corporate culture, human rights, and equality and inclusiveness.

Uzbektelecom JSC is building a human resources management system in accordance with the legislation of the Republic of Uzbekistan in the field of labor resources, occupational safety, and internal regulatory documents, including:

Uniform Collective Agreement;
Human Resources Policy;
The Law of the Republic of Uzbekistan on Trade Unions;
Code of Business Ethics;
Regulations on Remuneration;
Internal Labor Regulations;
Procedures for personnel management and training.

In implementing its personnel policy, the Company is guided by the principles of social responsibility, transparency of the personnel management system, customer focus, individual responsibility, the interconnection of the interests and goals of the Company and its employees, and the evaluation of personnel effectiveness. The collective agreement is based on the Constitution of the Republic of Uzbekistan, the Labor Code of the Republic of Uzbekistan, the Laws of the Republic of Uzbekistan «On Employment”, «On Labor Protection”, «On Trade Unions”, «On Social Partnership”, as well as the resolutions of the Cabinet of Ministers of the Republic of Uzbekistan, the Federation of Trade Unions of Uzbekistan, the Confederation of Employers of Uzbekistan, the General Collective Agreement adopted between the Republican Council of the Trade Union of Information Technology and Mass Communications Workers and the Ministry of Digital Technologies of the Republic of Uzbekistan, and other regulatory and legal acts.

The company develops and implements modern management and IT technologies, taking into account the latest domestic and international achievements and experience in this field, applying this knowledge in the following processes of the personnel management system:

Planning, selection, and placement of personnel;

Personnel record keeping;

Personnel performance and activity assessment;

Personnel motivation;

Knowledge management;

Corporate culture.

The main areas of focus in 2024 were:

Development of an Environmental and Social Management System, within which the following regulatory documents were developed:

Social financing policy;
Human rights compliance policy.

Establishing direct contacts with educational institutions and employment services;
Organization of performance reviews for employees in the Company’s nomenclature positions, familiarization of employees with the review procedure, participation in the analysis of results, and implementation of the review committee’s decisions;
Monitoring compliance with established standards in providing employees with social guarantees, organizing re-employment of dismissed employees, and providing them with benefits and compensation in accordance with the law;

Organizing internships and pre-graduation practical training for students of the Tashkent University of Information Technologies named after Muhammad al-Khwarizmi and vocational and technical colleges;
Conducting interviews for applicants for part-time and evening courses at the Muhammad al-Khwarizmi Tashkent University of Information Technologies;
Interaction with the St. Petersburg State University of Telecommunications named after Prof. M.A. Bonch-Bruevich on issues related to students enrolled in targeted programs.

GRI 2-30

In accordance with the Labour Code of the Republic of Uzbekistan, the conclusion of a collective agreement between an employer and employees is not a mandatory requirement, but rather a voluntary process. This is explicitly stated in Article 468 of the Labour Code (as amended on April 30, 2023).

In this context, the coverage of employees by collective agreements within the Company depends on the initiative of the workforce and/or trade union representatives. in certain branches and structural units, such agreements have not been concluded due to the absence of such initiatives, which affects the overall proportion of employees covered by collective arrangements.

As of 2024, 91% of employees are covered by a collective agreement, compared to 100% coverage during the period from 2021 to 2023.

The change in coverage rate is primarily due to the restructuring of organizational units and the expiration of certain agreements without subsequent renewal.

Nevertheless, the Company remains committed to the principles of social dialogue and is open to concluding collective agreements whenever there is a corresponding request from employees.