About Company/
Ombudsman
The main activity of JSC «Republican Center of Space Communications» is the development and operation of national communications and broadcasting spacecraft, ground-based flight control complexes, and the provision of services based on the KAZSAT series communications and broadcasting spacecraft to individuals and legal entities.

The Company operates on the principles of fairness, integrity, responsibility, transparency, professionalism, and competence, and in strict compliance with the legislation of the Republic of Kazakhstan, generally accepted principles of business ethics, its Charter, and its contractual obligations.
In order to promote the observance of employees’ rights and legitimate interests, as well as to foster a culture of constructive dialogue and business ethics, the Ombudsman institution has been established within the Company.

The Ombudsman’s activities are carried out in accordance with the Constitution of the Republic of Kazakhstan, the Labor Code of the Republic of Kazakhstan, other regulatory legal acts, and the Company’s internal documents.

More About the Ombudsman
The Ombudsman acts as an independent person within the scope of his or her competence and carries out activities without interference from the Company’s officials or structural divisions.

The independence of the Ombudsman is aimed at ensuring an objective and impartial review of employees’ appeals.

In his or her activities, the Ombudsman is guided by the principles of legality, confidentiality, objectivity, impartiality, and professionalism.

Information obtained during the review of appeals is handled in compliance with the legislation of the Republic of Kazakhstan on the protection of personal data and confidential information.

The Ombudsman reviews appeals from the Company’s employees regarding labor relations, ethical matters, workplace conflicts, and other issues within his or her competence.

Employees have the right to contact to the Ombudsman without the risk of retaliation or negative consequences related to such contact.

The prohibition of retaliation against employees in response for contacting the Ombudsman is one of the key principles of his or her activities.

The Ombudsman does not issue decisions that are legally binding and does not replace judicial or other remedies provided by the legislation of the Republic of Kazakhstan for the protection of rights.

Contacting the Ombudsman does not limit an employee’s right to contact state authorities or to apply to a court in accordance with the procedure established by the legislation of the Republic of Kazakhstan.



PRINCIPLES AND APPROACHES

Independence

Independence is a key principle of the Ombudsman’s activities and means performing his or her functions without interference from the Company’s officials or structural divisions, within the limits of the established competence.

Confidentiality

Confidentiality implies careful handling of information obtained during the review of appeals. Information contained in appeals is used solely for the purpose of their consideration, in compliance with the legislation of the Republic of Kazakhstan and the Company’s internal documents.

Objectivity and Impartiality

Objectivity and impartiality ensure that appeals are reviewed on the basis of facts and circumstances, without bias or conflicts of interest, taking into account the positions of all parties involved.

Professionalism

Professionalism is expressed through a competent approach to analyzing appeals, the application of the legislation of the Republic of Kazakhstan and the Company’s internal documents, and adherence to business ethics.

Respect and Good Faith

Respect and good faith imply a courteous and attentive attitude toward the applicant and other participants in the process, regardless of the content of the appeal or the status of the individuals involved.

Non-Retaliation

Non-retaliation is an essential element of the Ombudsman’s approach. Employees are protected from any form of pressure, adverse treatment, or negative consequences related to contacting the Ombudsman.


The application of these principles is aimed at building trust, fostering a culture of constructive dialogue, and strengthening the sustainability of corporate processes within the Company.


ETHICS AND DIALOGUE CULTURE
Dialogue as an Element of the Corporate Environment
Ethics and dialogue culture are regarded within the Company as a vital part of the internal corporate environment, influencing the quality of interaction, the level of trust, and the stability of work processes.

The Ombudsman operates on the principle that constructive communication and respectful treatment of one another create conditions for timely discussion of issues and help reduce the potential for conflict.
Conscious and Responsible Interaction
A culture of dialogue implies a conscious approach to communication, a willingness to consider different perspectives, and a commitment to finding mutually acceptable solutions in workplace situations.

Ethical behaviour in a professional environment is expressed through correctness in statements, maintaining a professional tone, and respecting colleagues’ personal and professional boundaries.
Conflict Prevention and Maintaining Trust
Maintaining open and respectful dialogue helps prevent misunderstandings and reduces tension within the team.

Timely discussion of work-related issues and differences in viewpoints allows for balanced solutions and helps preserve trust among participants in interactions.
Shared Responsibility for Communication Culture
The formation and maintenance of a dialogue culture is a shared responsibility of all participants in the workplace.

Every employee influences the corporate atmosphere through daily interactions, choice of wording, and respect for the opinions of others.
Alignment with Corporate Values
The Ombudsman’s approaches to ethics and dialogue culture reflect the Company’s commitment to the principles of respect, good faith, and responsibility.


QUESTIONS AND INQUIRIES
Employees of the Company may contact the Ombudsman regarding matters related to their work activities and issues arising in the course of labor relations.

The Ombudsman reviews inquiries concerning ethical situations, employment relations, workplace conflicts, as well as matters related to interaction between employees and organizational units.

Inquiries may involve situations that require clarification, assistance in establishing constructive dialogue, or the development of recommendations within the Ombudsman’s area of competence.

The Ombudsman considers inquiries regardless of the employee’s position, length of service, or status, provided that the matter pertains to the activities of the Company.

However, the Ombudsman does not address matters that fall within the exclusive competence of government authorities, judicial bodies, or that pertain to the disciplinary and supervisory functions of organizational units.

All inquiries are handled in accordance with the principles of confidentiality, objectivity, and impartiality.

Inquiries are reviewed on the merits exclusively with identification of the submitter. Anonymous communications are accepted solely for the purposes of analyzing potential risks and systemic issues.
About Company
Communication channels of the Ombudsman

Employees and officials of the Company, as well as other interested parties, have the right to contact the Ombudsman

Tel:
+7 (7172) 61-31-71 (285)
Email: ombudsman@rcsc.kz

In hard copy at:
Zhibek Zholy Street, Building 16, Akkol, Akkol District, Akmola Region, Republic of Kazakhstan, 020100

Personal Appointments

The Ombudsman provides responses to inquiries verbally or in writing, depending on the form in which the inquiry was submitted.
To write