LUKOIL recognizes, respects, and observes human rights, including freedom of speech, and is guided in its activities by the fundamental principles established by the UN Universal Declaration of Human Rights and other UN documents (including the UN Guiding Principles on Business and Human Rights and the UN Global Compact), the OECD Guidelines for Multinational Enterprises, and the Voluntary Principles of Security and Human Rights, as well as the conventions of the International Labor Organization (ILO).
The Company has also adopted the relevant provisions of the voluntary Extractive Industries Transparency Initiative (EITI) and standards of the International Finance Corporation (IFC).
人权are a comprehensive concept that affects all aspects of the Company's activities, including labor rights, the right of regional residents to a healthy environment, the right of clients to quality products, the rights of indigenous peoples, etc.
人权commitments of LUKOIL Group are set out in the following corporate documents:
Code of Business Conduct and Ethics of PJSC "LUKOIL"
Anticorruption Policy
The Social Code of PJSC "LUKOIL"
The Human Capital Management Policy of PJSC "LUKOIL"
The Health, Safety, and Environment Policy of LUKOIL Group in the 21st century
Global Framework Agreement between IndustriALL Global Union, the Russian Oil, Gas and Construction Workers' Union, PJSC "LUKOIL" and the IATUO of PJSC "LUKOIL"
Agreement between the Company and the Trade Union Association of Public Joint-Stock Company LUKOIL Oil Company
Agreement between PJSC "LUKOIL" and the IATUO of PJSC "LUKOIL" for the foreign entities.
Our commitments were accepted by the Company as part of its membership in the UN Global Compact and apply to all the Company's regions of operation and areas of activity. Risk assessments related to human rights form part of the general risk management system. If a violation of human rights is committed as a result of the activities of the Company and/or its individual representatives, LUKOIL takes the necessary measures to eliminate the consequences of such violations.
卢克石油集团和禁止一切形式的暴力basement of human dignity, aggression of any kind, and the use of child, forced, or slave labor.
In terms of labor rights, the Group's entities comply with established norms related to working hours, create a favorable environment for professional training and career development, and ensure equal pay for employees in the same job positions. The Company regularly organizes meetings to discuss human rights issues, such as the right to fair and favorable working conditions and social security rights, arranges sessions with trade union representatives, and maintains a high level of collective agreement coverage for employees.
The company considers it unacceptable to obstruct the activities of human rights defenders and shows due respect for human rights activities carried out within the legal framework.
The Company's position on human rights applies to relations with partners and contractors. Entering contractual relationship with our partners, we inform them of our high requirements for ethical business conduct and respect for human rights, and urge them to follow these requirements, defining it as a condition for long-term cooperation with LUKOIL.
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Commitments
Compliance with international documents
Code of Business Conduct and Ethics
Global Framework Agreement
The Social Code
Other corporate documents
No child labor, forced and compulsory labor ILO Conventions No. 29, 105, 138, 182
Principles 4, 5 of the United Nations Global Compac
• • • Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining ILO Conventions No. 87 и 98
Principle 3 of the United Nations Global Compact
• • Recognition of equal opportunities for men and women.
Equal payment for equal work, no discrimination
ILO Conventions No. 100, 111
EITI
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The Human Capital Management Policy
Recognition of the value of family relations, support for working women ILO Convention No. 156
• • No discrimination on any grounds (hiring, labor pay, career development, retirement, gender, race, religious beliefs, etc.) ILO Convention No. 111
Principle 3 of the United Nations Global Compact
• • • •
The Human Capital Management Policy
No violence in any form • Compliance with the working time standards ILO Conventions No. 47, 106, 132, 171
• • Maintenance of favorable working conditions, workers' health, sanitary and hygienic standards (access to clean water, hot meals, sanitary conditions) ILO Conventions No. 155, 161, 187
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The Human Capital Management Policy
Attention to security issues (including protection of personal data and protection of employees from criminal encroachments and pressure) UN Universal Declaration of Human Rights, Article 12
• Respect for the rights of local communities, including resource use, environmental conservation, etc. UN Declaration on the Rights of Indigenous Peoples
ILO Convention No. 169
EITI
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The Health, Safety, and Environment Policy of LUKOIL Group
Businesses should avoid the resettlement of local residents, where possible, and mitigate the impact on those who have been affected by such measures International Finance Corporation Performance Standard 5 “Land Acquisition and Involuntary Resettlement” • •
The Health, Safety, and Environment Policy of LUKOIL Group
Compliance with the indigenous peoples’ Free Prior and Informed Consent (FPIC) principle when implementing projects International Finance CorporationPerformance Standard 7 “Indigenous Peoples •
The Health, Safety, and Environment Policy of LUKOIL Group
Preservation of national and cultural traditions, values, arts and crafts International Finance Corporation Performance Standard 8 “Cultural Heritage”
• • Contribution to the preservation of healthy environment Principles 7, 8, 9 of the United Nations Global Compact
EITI
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The Health, Safety, and Environment Policy of LUKOIL Group
Anti-corruption and bribery
Fair access to benefits received from mining operations
Principle 10 of the United Nations Global Compact
EITI
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Anticorruption Policy
LUKOIL routinely monitors the observance of human rights.
As part of the LUKOIL Group's production activities the Company regularly organizes meetings to discuss human rights issues, such as the right to fair and favorable working conditions and social security rights, etc. Moreover, it arranges sessions with trade union representatives.
Periodically, training or information events are held on the issues of compliance with labor rights, information security, safe behavior in places of mass gathering of people in public. Twice a year, Professional Training Days for managers of LUKOIL Group entities are organized, where the most current issues are discussed.
The Company has a mechanism for filing complaints and proposals, through which users can report, among other things, violations of human rights. All requests are processed by the Business Ethics Commission.
The main monitoring tools include:
social partnership;
corporate audits of HR services to verify compliance with labor laws and corporate requirements (HR audits);
surveys on the moral and psychological environment in labor groups.
Recognizing the right of employees to freedom of association and collective bargaining for the protection of labor rights, LUKOIL has been cooperating on an ongoing basis in the long term with the International Association of Trade Union Organizations of PJSC "LUKOIL" (IATUO) and IndustriALL Global Union. The exchange of experience helps LUKOIL to implement best practices in complying with labor rights and serves as a platform for social dialogue.
During negotiations with trade unions, the scope of the Company's social commitments, which are set forth in collective agreements, is revised and updated on a regular basis. These collective agreements cover all full-time staff. Moreover, the Russian entities that did not conclude collective agreements are directly covered by the Industry Agreement for Organizations of the Oil and Gas Sectors and the Construction of Oil and Gas Facilities of the Russian Federation
HR audits involve auditing the processes associated with the documentation of labor relations, payroll, the compliance with national labor laws, the Company's regulations, and other requirements covering labor law provisions.
Another objective of the HR audits is to review effective management systems, including those ensuring non-discrimination and compliance by employees with the Code of Business Conduct and Ethics. Based on the results of the audits, the Company develops recommendations for the enhancement of personnel management processes.
Monitoring of psychological context is conducted by regular surveys (no more than once every two years at the same enterprise). The survey diagnoses the level of employee satisfaction with labor conditions and identifies the most significant and most challenging aspects of work according to employees. The survey uses the methodology of the Stockholm School of Economics based on the Employee Satisfaction Index (ESI) model, which is widely used in Europe and in Russia.
卢克石油公司股票的原则体现在联合国Declaration on the Rights of Indigenous Peoples and the Resolution of the World Conference on Indigenous Peoples, and is committed to ensuring a harmonious balance between the economic activities of LUKOIL Group entities in the territories of indigenous minorities of the North and the latter's interests in preserving their traditional lifestyle and economic activity.
LUKOIL respects the rights of indigenous minorities of the North (IMN) provided for by Russian laws, including the right to use land and other natural resources. The Company fulfills its commitments in relation to IMN in four regions of our operations: the Khanty-Mansi Autonomous Area – Yugra, the Yamal-Nenets Autonomous Area, the Nenets Autonomous Area, and the Krasnoyarsk Territory. The most numerous indigenous groups here are Khanty and Mansi.
In Russia, subsoil use, including the allocation of land plots in traditional settlement areas and/or areas of economic activity of IMN, is regulated by state authorities (under license agreements or other documents that entitle companies to use such subsoil sites). The terms and conditions of the use of licensed areas, including providing compensation to indigenous communities, are established by federal and regional authorities. Hence, issues related to respect for the rights of indigenous peoples, including resettlement issues, are governed by Russian federal and regional legislation.
Interaction with IMN is carried out within licensing obligations of LUKOIL Group entities, as well as federal and regional programs to support indigenous peoples. LUKOIL regularly contacts with representatives of the indigenous community, takes their opinion into account when planning and implementing exploration and production projects.
The Company strives to avoid involuntary resettlement of subjects of the right of traditional resource use from the territories occupied by them and applies the principle of Free Prior Informed Consent. In order to obtain such a consent, the Company engages representatives of IMN to participate in decision-making on projects that affect their rights at various stages of project implementation: public hearings prior to starting operations (in accordance with the legislation of the Russian Federation), and information events as projects are implemented.
Compensation payments are made annually under licensing obligations, economic agreements with the heads of areas of traditional resource use, and agreements on social and economic development with reindeer farms.
The Company collaborates with indigenous community organizations and supports them through grant financing in the framework of the Competition for Social and Cultural Projects of PJSC "LUKOIL".
