Social policy

Implementation of the Collective Bargaining Agreement

In 2015, the social policy implemented by the Company was based on the provisions of FPC’s Collective Bargaining Agreement for 2013–2014, which was extended till 1 January 2017.

The benefits and guarantees set out in the Collective Bargaining Agreement and corporate regulations of the Company provide additional social security measures in excess of social guarantees specified in the labour law.

In 2015, social benefits per FPC employee amounted to RUB 48,000, while social benefits per retired pensioner were RUB 5,800.

In 2015, expenses in the Company under the Collective Bargaining Agreement totalled RUB 6.985 billion.

The Company’s system of social benefits and guarantees is centred on sustaining, stimulating and improving the employees’ performance and maintaining social stability among the staff.

Housing Policy

An ability to improve their housing conditions is an important factor for employees. The Company grants subsidies for mortgage loans to employees who need to improve their housing conditions and are registered accordingly by the Company, including non-repayable subsidies to certain categories of employees for purchasing (building) their own homes.

Monthly subsidies are paid to more than 960 employees of the Company to repay their mortgage loans. In 2015, the Company spent RUB 108.5 million on its housing policy.


Employee healthcare programmes are a priority of the Company’s social policy and aim to provide conditions for proper rest and medical treatment and, as a result, improve the staff performance.

In the reporting year, 2,900 trip vouchers were sold to the Company’s employees, retired pensioners and their family members, including 1,600 vouchers to resorts owned of JSC RZD HEALTH RESORT and 1,300 vouchers to local recreational facilities.

In accordance with the corporate regulations, employees pay only a portion of the voucher price.

FPC is committed to protecting and improving the health of employees’ children, preventing children’s diseases, and providing conditions for proper rest and engagement of children in the summer. Children healthcare programmes in the Company offer trips to health improvement camps, health resorts, sports camps, etc. In 2015, the summer health improvement campaign involved 2,500 children of FPC employees. Expenses of the Company totalled over RUB 64.7 million.


In 2015, the Company placed an increased emphasis on the introduction of non‐financial incentives, fostering competitive spirit and a drive for success.

Based on the results of the 2015 FPC staff team competition, the following teams were announced winners:

  • Northwest Branch;
  • Moscow – Yaroslavl carriage site of the Moscow Branch;
  • Saint Petersburg – Moscow passenger carriage depot of the Northwest Branch;
  • Siberian railway agency of the West Siberian Branch.

Following 2015, the First Among the Best corporate competition was won by the crew of Passenger Train No. 55/56 on the Krasnoyarsk – Moscow route headed by the train master Alla Shuvarova (Yenisey Branch – Krasnoyarsk depot of the Yenisey Branch).

Поездная бригада пассажирского поезда № 55/56 сообщением Красноярск — Москва
Crew of Passenger Train No. 55/56 Krasnoyarsk – Moscow

Crew of Passenger Train No. 55/56 Krasnoyarsk – Moscow

A.V. Shuvarova, train master

I.N. Lezhankov, train electrician3

Carriage attendants:

A.G. Grishchenko
M.V. Doronina
L.V. Ivantsova
I.Y. Kosalapova
O.O. Litvinova
G.V. Mantikova
N.A. Markelova
N.P. Romanchenko
O.M. Simonova
N.N. Smirnova
A.I. Shuvarov
N.V. Shcherbakova

Occupational Health

The Company takes care of the occupational health of its front‐line employees, having introduced the Health Management system that assesses the psychoemotional status (PES) of employees and prevents professional burnout.

Over 5,000 employees had their PES assessed in 2015, with 95% of them being front‐line personnel. Following the assessment, 70% of the employees were found able to efficiently perform their professional duties while maintaining a high rate of contacts with customers/passengers.

Over 5,000 employees had their PES assessed in 2015, with 95% of them being front‐line personnel. Following the assessment, 70% of the employees were found able to efficiently perform their professional duties while maintaining a high rate of contacts with customers/passengers.

Psycho-emotional state of employees

Assessment method Total, people Employees with emotional burnout syndrome (EBS), people Employees with EBS, %
PES assessment, including 5 329 1 576 30
front‐line employees 5 055 1 496 30
managers, skilled employees, etc. 274 80 30
psychological support offices (3 branches) 550 110 20

Depending on the degree of professional burnout, employees are welcomed to take one or two sessions or a complete course (5 sessions) of corrective (rehabilitation) therapy. The Company’s statistics show that optimal employee performance is recovered in 80% of cases. Psychological support offices are particularly popular with carriage attendants during the summer peak season and right afterwards since these offices enable them to restore their psychoemotional balance and high performance within 15 to 20 minutes.

Youth policy

In 2015, FPC held its 6th Youth Assembly. Young employees took part in training sessions and business games. They demonstrated an ability to solve current business tasks when defending their innovative project in front of the Company’s managers. Delegates to the Assembly defined basic objectives and new methods of delivering the corporate youth policy as part of a broader effort to develop the FPC Youth 2016–2020, a new targeted programme. Young employees of the Company were active in the round‐table discussion involving the top management of the Company, division managers and trade union representatives. Skills gained at such assemblies will enable young employees to raise their professional and corporate competencies and become better qualified professionals.

Corporate Pension System

Corporate pensions are a component of employees’ social benefits and meet basic principles of the Long‐Term Pension System Development Strategy of the Russian Federation.

As at the end of the reporting period, over 25,000 employees (36% of the Company’s total headcount) joined the non‐government pension agreement with the Blagosostoyaniye (Welfare) private pension fund.

In 2015, the Company invested a total of RUB 635.5 million in private pension plans.

The Company provides comprehensive support for its veterans. At the moment, FPC has over 60,000 pensioners on its register.

Social benefits for retired pensioners of the Company are provided via the Pochet (Honour) charity fund.