•
Risk of underfunding
Within
the
framework
of
the
pandemic,
the
risk
of
access
to
available
sources
of
financing
of
working
capital
increases
and,
as a consequence, the risk of an increase in the cost of financing due to the general decline in the economy.
To
prevent
such
situation,
negotiations
are
being
held
with
existing
lenders
on
the
terms
of
access
to
credit
opportunities,
new
sources
of
additional
financing
are
monitored,
and
cash
flows
are
being
adjusted
depending
on
the
current
financing
situation.
Personnel
In
2016
IMC
implemented
crucial
policies
that
are
extremely
important
for
staff
to
understand
that
the
company
they
work
in
is
respectful
to
its
employees
and
human
rights.
IMC
employs
people
based
on
principles
of
equal
opportunity,
without
distinction
to race, color, gender, sexual orientation, religion, descent or origin.
IMC standards related to employees and human rights are declared in the following documents:
-
Non-discrimination and equal opportunities in employment Policy
-
Non-discrimination on grounds of sexual orientation and gender identity Policy
-
Policy of collective bargaining
-
Policy on freedom for workers to form or join trade unions
-
Policy of nursing and expectant mothers
-
Policy on working hours and overtime
-
Employment of young person under the age of 18 Policy.
Policies
are
freely
available
to
all
employees
and
guests
of
IMC.
The
company
policy
prohibited
discrimination
based
on
color,
ethnic
or
social
origin,
sex,
pregnancy,
civil,
family
status
or
status
of
a
person
caring
for,
language,
religion
or
other
opinion,
political
or
other
opinion,
national
or
social
origin,
citizenship,
economic
status,
association
with
a
national
minority,
gender
identity,
age,
disability,
state
of
health,
genetic
characteristics
of
a
person,
and
other
signs
or
combinations
of
any
of
these
attributes,
actual
or
imaginary,
as
well
as
prohibited
discrimination
on
the
basis
of
association
for
any
of
the
above
listed
features.
IMC
adheres
to
10
Rules
of
IMC,
according
to
which
the
following
is
banned
in
the
company:
discrimination
of
employees
in
any
form;
lies
and
dishonesty
in
the
relations
between
colleagues;
dishonesty,
indiff
erence,
negligence
and
irresponsibility;
harassment
and
other
behaviour
that
can
off
end
or
suppress
another;
theft,
excessive
usage
and
waste
of
the
Company
resources
and
working
time;
any
types
of
corruption.
In
2019,
IMC
established
the
IMC
Corporate
Misconduct
Hotline
based
on
Ethicontrol
platform,
which
main
idea
of
the
tool
is
to
set
up
and
adjust
the
channels
of
two-way
communication
with
IMC
stakeholders,
both
internal
and
external,
as
well
as
to
create
the
logic
mechanism
for
consideration
and
registration
of
complaints
and reports.
In 2021, the IMC enterprises applied the following principal policies related to the personnel:
-
On Forbidding Consumption of Alcohol Drinks, Narcotic or Toxic Substances at Work;
-
On Forbidding Discrimination Based on Sexual Orientation and Gender Identity;
-
On Collective Bargaining Agreements;
-
On Employment of the Minors;
-
On the Working Hours and Overtime Work;
-
On the Freedom of Association, Membership with Trade Unions;
-
On Labour Relations with Pregnant Women and Women with the Children under Three;
-
On Equality (Non-Discrimination Policy);
-
On Considering Complaints and Proposals;
-
On Providing Accommodation to the Employees;
-
On the Target Aid to the Employees.
