KHMS Politikk

Integrated Management System Policy

Compliant with ISO 9001, ISO 14001, and ISO 45001

Introduction

YABIMO provides services in the areas of project management, recruitment, and the supply of highly qualified personnel. Our goal is to deliver high-value services to our Clients while ensuring workplace safety, environmental protection, and consistent quality. The functioning of our Integrated Management System forms the foundation of our organizational culture.

Quality and Service Standards

We are committed to providing services in accordance with Client requirements, legal regulations, and industry standards. We ensure process transparency, effective operational oversight, and full traceability of activities. We monitor performance, analyse deviations, and implement improvement actions.

Occupational Health and Safety

Ensuring safe and healthy working conditions is our top priority. We identify hazards, assess risks, and implement control measures in accordance with the hierarchy of hazard elimination. We strengthen our safety culture through training, supervision, and active employee involvement.

Environmental Protection

We minimize environmental impact by preventing pollution, using resources responsibly, and applying solutions that reduce emissions and waste. We promote ecological behaviour and support initiatives contributing to sustainable development.

Risk Management

We analyse risks at all stages of planning, execution, and monitoring of processes. We continuously track quality, environmental, and occupational safety factors, identify areas requiring improvement, and implement preventive measures. We ensure readiness to respond to emergency situations.

Competence Development

We develop employee competencies through training, mentoring, and access to knowledge. We encourage the submission of improvement ideas, support communication, and promote active participation in the Integrated Management System.

System Improvement
The Integrated Management System is continuously reviewed and enhanced. The results of audits, management reviews, and performance indicators are used to guide improvement decisions. Management provides the resources necessary for the effective functioning of the system.

Michał Olesiński
President of the Management Board & CEO

Retningslinjer for samfunnsansvar og etisk atferd

YABIMO Corporate Social Responsibility Policy & Code of Conduct

1. Purpose and scope
This Policy sets out the fundamental principles for conducting YABIMO’s business responsibly, ethically and in compliance with the law. It applies to all employees, associates, members of governing bodies, business partners, suppliers and subcontractors in all countries where YABIMO operates.

YABIMO complies with the laws applicable in each country in which it operates. Where YABIMO standards or international standards provide a higher level of protection and their application does not conflict with local law, YABIMO strives to apply the higher standard.

2. Frameworks and standards
YABIMO is committed to complying with applicable laws and to following the principles of ISO 26000, the UN Global Compact, the OECD Guidelines for Multinational Enterprises, the ILO Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights (UNGPs). ISO 26000 provides guidance and is not a certifiable standard.

3. Human rights and decent working conditions
YABIMO respects internationally recognised human rights and assesses the risk of adverse impacts of its operations and supply chain on people.

• prohibition of forced labour, human trafficking, modern slavery and child labour;
• prohibition of retaining identity documents and charging employees unauthorised recruitment fees;
• respect for the right to freedom of association and collective bargaining;
• provision of lawful conditions of employment, remuneration, working time, rest and accommodation;
• implementation of preventive, corrective and remedial actions appropriate to the identified risk or violation.

4. Business ethics and anti-corruption
YABIMO does not tolerate corruption, bribery, fraud, extortion, money laundering or unfair practices. Employees and partners are required to avoid conflicts of interest and to disclose any actual or potential conflict. Gifts and hospitality may be accepted or offered only if they are lawful, have a legitimate business purpose, do not affect impartiality and cannot be regarded as an attempt to obtain an improper advantage.

5. Equality, respect and appropriate conduct
YABIMO ensures equal treatment of employees and job applicants. Discrimination, workplace bullying, harassment, intimidation, violence, degrading conduct and retaliation are prohibited. These principles apply in the workplace, during business travel, at project sites, in camps and in dealings with clients.

6. Occupational health and safety, alcohol and intoxicating substances
Every person performing work for YABIMO is required to comply with occupational health and safety rules, use the required personal protective equipment, report hazards and refrain from work that poses an immediate danger. Reporting for work, a project assignment or company-provided accommodation in a condition that compromises safety due to alcohol or intoxicating substances is prohibited, as is their use in violation of the law or the client’s rules.

7. Environmental protection and responsible use of resources
YABIMO identifies significant environmental aspects and impacts, prevents pollution, monitors relevant indicators, sets environmental objectives and strives to reduce emissions, energy and material consumption, waste generation, and the adverse impacts of travel and purchasing. Waste is managed in accordance with the law and the principles of the ISO 14001 management system.

8. Information, data and company assets
Employees and partners protect confidential information, personal data, intellectual property and the assets of YABIMO and its clients. Information and resources are used solely for authorised purposes, in accordance with the principle of least privilege and applicable security procedures.

9. Supply chain
Suppliers and subcontractors are assessed and, where justified, audited based on the level of risk, the nature of the supply, the country of operation and the potential impact on human rights, working conditions, the environment and business ethics. Where nonconformities are identified, YABIMO expects corrective actions to be implemented within an agreed timeframe. A serious violation, failure to cooperate or ineffective action may result in the suspension or termination of the business relationship.

10. Reporting violations and protection against retaliation
YABIMO provides safe and confidential channels for reporting violations and prohibits retaliation. Detailed rules for receiving and reviewing reports, taking follow-up action and protecting reporters are set out in the “Whistleblowing and Whistleblower Protection Policy” and YABIMO’s applicable Internal Reporting Procedure.

11. Responsibilities, training and review
The Management Board approves this Policy, while HSEQ coordinates its review and monitoring. Managers are responsible for communicating the requirements and responding to violations. Persons covered by this Policy are required to familiarise themselves with its contents and participate in required training. Violations may result in corrective or disciplinary action or termination of cooperation, subject to applicable law and the principle of proportionality. The Policy is reviewed periodically and following significant legal, organisational or risk-related
changes.

Michał Olesiński
The President of the Board & CEO

Alkohol- og ruspolitikk

YABIMO Alcohol and Drug Policy

1. Purpose
The aim of this policy is to ensure a safe and healthy working environment by preventing the presence of alcohol and psychoactive substances in the workplace. The policy supports international OSH standards and promotes a culture of responsibility and sobriety.

2. Scope
The policy applies to all employees, subcontractors, guests and other persons staying on the premises of Yabimo, as well as on the premises of implemented projects and places of accommodation of YABIMO employees, both in Poland and abroad.

3. General rules
YABIMO has a zero-tolerance policy towards the presence of alcohol and drugs in the workplace. Working under the influence of psychoactive substances is unacceptable and constitutes a violation of health and safety rules. The Company reserves the right to conduct sobriety checks in accordance with applicable law and with respect for the dignity of the employee.

4. Liability
Each employee is responsible for complying with this policy. Management and designated coordinators are responsible for enforcing the rules, conducting audits and documenting results. Employees are required to report any suspected violations of the policy.

5. Consequences of the breach
Violation of the policy may result in dismissal from work, referral for medical examinations, the imposition of disciplinary sanctions, including termination of the employment contract. In the event of a positive test result or refusal to take it, the company takes action in accordance with the applicable labor law and internalprocedures.

6. Compliance with international law
The policy complies with international regulations, including the Norwegian Work Environment Act (AML § 9 1, § 9-2, § 9-4), the General Data Protection Regulation (GDPR) and industry collective agreements in force in the gas & oil sector.

7. Data protection
Any personal information related to sobriety checks is stored securely and encrypted. Only authorized persons have access to the data. Data processing is carried out in accordance with GDPR.

Michał Olesiński
The President of the Board & CEO

Retningslinjer for antikorrupsjon

Anti-corruption Policy of the YABIMO Company

The guiding objective of our anti-corruption policy is to continuously look for and analyse the possible corruption hazards at all management levels, that may occur in tasks implemented by us and to take immediate preventive measures reducing the risk of hazard occurrence.

Such defined anti-corruption policy is implemented by:

1. Performance of tasks, pursuant to the applicable law and the adopted national strategy for the anti-corruption strategy
2. Monitoring all processes implemented in company in terms of risks of corruption hazard occurrence and taking, in the case of high risk occurrence, the appropriate preventive measures.
3. Introduction of clear and explicit procedures reducing the probability of corruption hazard – known and available both for our customers and our cooperative a entities and employees.
4. Raising the employee’s awareness and strengthening their bond with the company by increasing the organizations culture, improving the internal communication and motivational system, leadership, etc.
5. Continuous improvement of the employee’s professional qualifications by realization of specialist trainings, including trainings in the field of corruption.
6. Implementation of the Code of Professional Conduct – Good Management Practise.
7. Controls and Sanctions -The company applies internal control procedures. Violations of the policy result in disciplinary actions, including possible termination of cooperation and reporting the matter to the relevant authorities.
8. Legal Compliance -The policy complies with applicable national and international laws, including:

• United Nations Convention against Corruption,
• FCPA (Foreign Corrupt Practices Act),
• UK Bribery Act,
• ISO 37001 standard.

9. Responsibility -The implementation and oversight of the policy are entrusted to the designated Compliance Manager. Every employee is obliged to comply with the policy

Michał Olesiński
The President of the Board & CEO

Policy mot trakassering, mobbing og diskriminering

Policy mot trakassering, mobbing og diskriminering

I. FORMÅL

YABIMO skal tilby et arbeidsmiljø fritt for trakassering, mobbing, psykisk trakassering, diskriminering og andre former for upassende behandling. Vi bygger en kultur basert på gjensidig respekt, samarbeid, åpen kommunikasjon og psykologisk trygghet. Vi praktiserer nulltoleranse for upassende atferd og gjengjeldelse.

II. OMFANG

Denne policyen gjelder for ansatte, ledelsen, formenn (Foremen), koordinatorer, underleverandører, konsulenter og andre personer som utfører arbeid for YABIMO eller oppholder seg på YABIMOs kontorer, verksteder, lagre og prosjektområder, uavhengig av samarbeidsform eller arbeidssted.

III. HVA VI ANSER SOM UPASSENDE ATFERD

Upassende atferd omfatter blant annet:

• trakassering, mobbing, psykisk trakassering, trusler, fornærmelser og krenkende kommentarer;
• offentlig ydmykelse eller latterliggjøring, spredning av rykter og sosial isolasjon;
• utestenging fra kommunikasjon eller teamet samt hindring av tilgang til informasjon som er nødvendig for arbeidet;
• vedvarende og uberettiget kritikk, psykisk press og krenkende elektronisk kommunikasjon;
• gjengjeldelse mot en person som rapporterer en bekymring, et vitne eller en støttespiller.

En enkelt hendelse med upassende atferd, selv om den ikke oppfyller kriteriene for mobbing, kan være i strid med en persons verdighet og YABIMOs standarder. Rimelig oppfølging, faglige tilbakemeldinger og forholdsmessig håndheving av arbeidsplikter anses ikke som mobbing.

IV. KONFLIKTER, ANSVAR OG RAPPORTERING

Konflikter skal løses så tidlig som mulig, på en konstruktiv måte og med respekt for alle parters verdighet. Alle som er knyttet til YABIMO skal behandle andre med respekt, reagere på upassende atferd og rapportere brudd. Ledelsen, prosjektledere, formenn og koordinatorer skal reagere uten unødig forsinkelse, opprettholde konfidensialitet og håndtere saken i samsvar med gjeldende prosedyrer.

Alle som opplever eller er vitne til upassende atferd, kan benytte YABIMOs gjeldende rapporteringskanaler. Meldinger behandles konfidensielt, upartisk og med respekt for alle parters rettigheter. Personer som varsler i god tro, samt personer som deltar i avklaringen av en sak, er beskyttet mot gjengjeldelse. Nærmere regler fremgår av YABIMOs gjeldende prosedyrer for rapportering og varslervern.

V. YABIMOS FORPLIKTELSE

YABIMO forplikter seg til å forebygge trakassering, mobbing og psykisk trakassering, gjennomføre opplærings- og informasjonsaktiviteter, beskytte personer som rapporterer forhold, samt iverksette nødvendige undersøkelser og korrigerende og forebyggende tiltak når brudd identifiseres.

Michał Olesiński
President & CEO

Retningslinjer for menneskerettigheter

Human Rights Policy

1. Child Labour
We do not employ children and do not tolerate child labour in our operations or business relationships. The employment of young workers may only take place in accordance with applicable legal requirements.

2. Freely Chosen Employment
We do not tolerate forced, bonded, slave or involuntary labour in any form. We do not retain employees’ identity documents and do not accept unlawful recruitment fees charged to workers.

3. Equal Treatment and Dignity
Employment-related decisions are based on competence, qualifications, experience and job requirements. We do not tolerate discrimination, harassment, bullying, intimidation or retaliation. Detailed requirements are set out in the YABIMO Anti-Harassment and Anti-Bullying Policy.

4. Health and Safety
We are committed to providing a safe and healthy working environment. We identify hazards, assess risks, and provide the necessary training, information and protective measures. Everyone has the right to report hazards without fear of retaliation.

5. Wages, Working Time and Rest
We provide lawful, timely and transparent remuneration and comply with applicable requirements regarding working hours, overtime, leave and rest periods.

6. Freedom of Association
We respect employees’ rights to join or not join lawful organisations, elect representatives and engage in social dialogue without discrimination or retaliation.

7. Accommodation, Transportation and Privacy
Where YABIMO provides accommodation or transportation, we require conditions that are safe, lawful and respectful of human dignity. We protect privacy and personal data in accordance with applicable requirements.

8. Responsible Business and Community Relations
We expect our suppliers and subcontractors to comply with the law and with principles consistent with this Policy. We respect the rights and legitimate interests of communities that may be affected by our activities.

REPORTING, RESPONSE AND OVERSIGHT
Any person may report suspected violations to their supervisor, Coordinator, Project Manager, HR, HSEQ or through the available reporting channels. Reports are handled confidentially and impartially. Individuals who report concerns in good faith are protected against retaliation. YABIMO identifies human rights risks, implements preventive and corrective actions, monitors their effectiveness, and ensures ongoing oversight by the Management Board. This Policy is subject to periodic review.

Michał Olesiński
The President of the Board & CEO

Retningslinjer mot moderne slaveri og menneskehandel

Modern Slavery and Human Trafficking Policy

YABIMO has zero tolerance for modern slavery, including slavery, servitude, human trafficking, forced or compulsory labour and debt bondage. We are committed to preventing these practices in our operations and business relationships and to complying with applicable law and internationally recognised human rights principles.

SCOPE AND PRINCIPLES
1. Scope
This Policy applies to all YABIMO employees, managers, agency workers and persons acting for or on behalf of YABIMO. We expect suppliers, subcontractors, recruitment agencies and other business partners to follow equivalent standards.

2. Freely chosen employment
Employment must be voluntary. YABIMO prohibits forced, bonded, prison or compulsory labour, trafficking, coercion, restriction of movement and retention of identity documents.

3. Fair recruitment and employment
Workers must not bear unlawful recruitment fees. Employment terms shall be communicated clearly. YABIMO provides lawful, timely and fair remuneration and complies with applicable requirements concerning working time, overtime, leave and rest.

4. Child labour
YABIMO does not employ children or tolerate child labour. Young workers may only be employed in accordance with applicable law and with appropriate protection of their health, safety and education.

5. Responsibility and reporting
Everyone covered by this Policy must prevent, identify and report concerns. Suspected violations may be reported to a supervisor, Coordinator, Project Manager, HR, HSEQ or through YABIMO reporting channels. Reports are handled confidentially and impartially, and good-faith reporters are protected against retaliation.

6. Human rights due diligence
YABIMO periodically assesses human rights risks in its operations and business relationships, including recruitment and supply chains, and applies proportionate preventive, corrective and monitoring measures.

7. Business partners
Human rights criteria may be included in supplier qualification, contractual requirements, questionnaires, risk monitoring and audits. Confirmed breaches may require corrective action and may affect the business relationship.

8. Training and oversight
YABIMO communicates this Policy, provides appropriate awareness measures and monitors implementation. Management is responsible for oversight, and the Policy is reviewed periodically.

Confirmed violations may result in corrective or disciplinary action, subject to applicable law. YABIMO will cooperate with competent authorities where required.

Michał Olesiński
The President of the Board & CEO

Retningslinjer for varsling

Whistleblowing Policy and Protection of Whistleblowers at YABIMO

1. Purpose of the Policy

The purpose of this policy is to ensure compliance with the Act of 14 June 2024 on the protection of whistleblowers and to create a working environment in which every person associated with YABIMO can report violations of law in a safe, confidential manner, free from any retaliatory actions.

2. Scope of Application

This policy applies to all employees, associates, persons providing work for YABIMO, and other individuals entitled to report violations of law in connection with their work.

3. Definitions

• Whistleblower – a natural person who reports or publicly discloses information about a violation of law obtained in a work-related context.
• Violation of law – any act or omission that is unlawful or intended to circumvent the law, particularly in areas specified by the Act.
• Retaliatory actions – any actions or omissions that may infringe the rights of the whistleblower in connection with the report.

4. Principles of Reporting Violations

YABIMO provides designated reporting channels for violations of law, both named and anonymous. Every report is treated with the highest confidentiality and considered impartially. The whistleblower is protected against any retaliatory actions, regardless of the validity of the report, provided they acted in good faith. Reports may concern violations of law within the scope defined by the Act, in particular: corruption, public procurement, environmental protection, consumer protection, personal data protection, product safety, public health, labor law, and other areas specified in the regulations.

5. Personal Data Protection

All personal data processed in connection with the reporting of violations of law are protected in accordance with GDPR regulations. The whistleblower and persons concerned by the report receive an appropriate information clause.

6. External Reporting

The whistleblower has the right to make an external report to the competent public authority if they believe that the internal report did not bring the expected result or if there is a risk of retaliatory actions.

7. Final Provisions

The policy is available to all interested parties at HRP and on the company website. Any questions regarding the policy should be directed to the designated Whistleblower Officer.

Michał Olesiński

The President of the Board & CEO

Klimahåndtering

Climate Change Management

Managing climate change is a key element of Yabimo’s sustainable development strategy. Being aware of the impact of our activities on the environment, we consistently introduce and develop initiatives that minimize our carbon footprint and promote sustainable practices. Below are the actions we have undertaken as part of our environmental policy:

Waste Segregation

To reduce waste, YABIMO has introduced rigorous waste segregation rules at our locations. Each office has a system that allows waste to be separated into categories such as paper, plastic, glass, and organic waste. We regularly educate our employees on proper segregation practices through training, visual signage and information boards in offices.

Installation of Tap Water Filtration Devices (the replacement of plastic bottles)

To limit the use of single-use plastic bottles, we have installed tap water filtration devices in our offices. This action reduces the use of plastic bottles by thousands annually, significantly impacting the environment.

Use of Mineral Water in Glass Bottles Only

Another step towards reducing plastic waste is the decision to use mineral water and beverages only in glass bottles. The employees and clients have access to drinks provided in returnable and reusable glass bottles in each office, thus reducing plastic pollution.

Car Sharing Program

The car-sharing program we have launched in all our locations reduces CO2 emissions by limiting the number of vehicles needed for daily company operations. The employees have access to a fleet of cars they can share for business purposes, not only contributing to environmental protection through emission reduction, but also through operational cost optimization while promoting sustainable mobility.

Environmental Management System (ISO 14001:2015)

The certified Environmental Management System, according to ISO 14001:2015, which we have implemented, confirms our commitment to sustainable operations. This system helps us identify, monitor and manage environmental issues while continuously improving our eco-friendly practices. We consistently implement this system across all locations, ensuring a uniform approach to environmental protection throughout the organization.

Electronic Document Circulation (PIT)

By introducing electronic document circulation for tax declarations, we have significantly reduced paper consumption and related natural resources in all our offices. We shorten document processing time through automation and digitization, which not only increases operational efficiency, but also supports environmental goals by significantly reducing the carbon footprint associated with paper production and logistics.

Tree Planting Campaign

Green area reclamation plays an important role in our activities. We organize regular tree-planting campaigns, involving our employees in collaboration with the Niepolomice Forest District, helping to increase the number of trees in Krakow and the surrounding areas. This initiative aids in carbon capture and storage, improves air quality, and creates friendly spaces for local communities. Last year, we planted about 400 beech seedlings, contributing significantly to the fight against global warming.

YABIMO emphasizes its commitment to managing climate change through comprehensive, multifaceted actions in all our locations. Our goal is to minimize environmental impact, promote sustainable development, and inspire others to take similar steps.

Michał Olesiński

The President of the Board & CEO

Mangfoldspolitikk

Diversity Policy

Introduction

Our company is committed to promoting diversity, equality and integration in every aspect of our operations. We believe that a diverse working environment fosters innovation, increases employee engagement and helps better understand and meet the needs of our customers. Our diversity policy is an integral part of our ESG (Environmental, Social, and Governance) strategy, emphasizing our commitment to creating a fair and inclusive workplace.

Goals and Commitments

1. Promoting Equal Opportunities

• Ensuring equal opportunities in recruitment, promotion, training and remuneration processes.
• Eliminating all forms of discrimination based on race, gender, age, sexual orientation, religion, ethnic origin, disability or any other characteristic.

1. Creating an Inclusive Working Environment

• Building a culture where every employee feels respected, valued, and included.
• Promoting open communication and cooperation between different groups of employees.

1. Supporting Diversity in the Board and Management

• Striving to ensure diversity in the composition of the board and management team.
• Promoting internal promotions with a focus on diverse talents.

1. Education and Awareness

• Organizing training on diversity, equality and integration for all employees.
• Increasing awareness of the benefits of diversity in the workplace.

1. Cooperation with Stakeholders

• Cooperating with suppliers, clients and business partners who also promote diversity and integration values.
• Participating in social and industry initiatives promoting diversity.

Strategies and Actions

1. Recruitment and Employment

• Applying transparent and fair recruitment processes that ensure equal opportunities for all the candidates.
• Actively seeking talents from diverse backgrounds and demographic groups.

1. Development and Promotion

• Ensuring equal access to training and development programs.
• Setting clear and fair promotion criteria that encourage diversity in management.

1. Anti-Discrimination Policy

• Implementing and enforcing zero-tolerance policies against all forms of discrimination and harassment.

1. Employee Support

• Promoting flexible work arrangements that address the diverse needs of employees.

Monitoring and Reporting

1. Monitoring System

• Regularly monitoring and analysing data on diversity in our company.
• Setting measurable goals and performance indicators (KPIs) in the area of diversity and integration.

1. Reporting Progress

• Regularly publishing reports on our actions and progress in diversity according to the international ESG standards.
• Maintaining an open dialogue with stakeholders about our efforts to promote diversity.

Continuous Improvement

1. Strategy Evaluation and Adjustment

– Regularly reviewing and updating a diversity policy based on the changeable needs and best practices.

– Introducing corrective actions and innovative solutions on the basis of the data collected and the employee opinions.

2. Promotion of Best Practices

– Sharing experiences and best practices with other organisations and industries.

Summary

Our diversity policy is the foundation of our commitment to creating a fair, inclusive and innovative working environment. We believe that diversity drives our success and contributes to achieving our business and social goals. We are convinced that by implementing the above actions, we can create a workplace where every employee can develop his / her full potential, contributing to joint success.

Michał Olesiński

The President of the Board & CEO

Ansettelsespolicy

Employment Policy

Introduction

Our company is committed to conducting a transparent, ethical and responsible employment policy that is compliant with ESG (Environmental, Social, and Governance) principles.
Our employment policy aims to ensure equal opportunities, promote diversity, support professional development and provide a safe and friendly working environment for all
the employees.

Goals and Commitments

1. Equal Opportunities and Non-Discrimination

• Ensuring equal opportunities in recruitment, employment, promotion and training processes.
• Eliminating all forms of discrimination based on race, gender, age, sexual orientation, religion, ethnic origin, disability or any other characteristics.

1. Promoting Diversity and Inclusion

• Creating a diverse and inclusive working environment where every employee feels respected and valued.
• Encouraging open communication and cooperation between different groups of employees.

1. Professional Development and Training

• Providing opportunities for professional development for all employees through access to training, courses and development programs.
• Promoting internal career paths and promotions.

1. Workplace Safety and Health

– Ensuring a safe and healthy working environment in compliance with the effective regulations and best practices.

– Regularly reviewing and updating safety procedures and providing occupational health and safety (OHS) training for employees.

1. Transparency and Ethics

• Conducting transparent recruitment and human resources management processes.
• Promoting ethical behaviour and compliance with the effective labour laws.

Strategies and Actions

1. Recruitment Processes

• Applying transparent, fair and open recruitment processes.

1. Anti-Discrimination Policy

• Implementing and enforcing a zero-tolerance policy against all forms of discrimination and harassment.
• Enabling reporting of discrimination and harassment cases and ensuring proper handling of these reports.

1. Training and Development Programs

• Offering training and development programs that support the professional and personal growth of the employees.

1. Employee Support

• Promoting work-life balance through flexible working hours and remote work options.

Monitoring and Evaluation

1. Monitoring System

• Regularly monitoring and analysing data on employment, diversity, training and professional development.
• Setting measurable goals and performance indicators (KPIs) in employment.

1. Reporting Progress

• Regularly publishing reports on our actions and progress in employment according to the international ESG standards.
• Maintaining an open dialogue with stakeholders about our efforts to promote diversity and inclusion.

Continuous Improvement

1. Strategy Evaluation and Adjustment

• Regularly reviewing and updating an employment policy based on changeable needs and best practices.
• Introducing corrective actions and innovative solutions on the basis of the data collected and employee opinions.

2. Promotion of Best Practices

– Sharing experiences and best practices with other organisations and industries.

– Actively participating in conferences, workshops and initiatives which promote diversity and integration.

Summary

Our employment policy reflects our commitment to creating a transparent, ethical and responsible working environment. We believe that by implementing the above actions, we can create a workplace where every employee can develop his / her full potential, contributing to joint success. We are convinced that our commitment to ESG principles will contribute to building a sustainable future for our employees, clients and the communities in which we operate.

Michał Olesiński

The President of the Board & CEO

Miljøpolicy

 Environmental Policy Statement

It is YABIMO policy to carry out all activities in a manner that minimizes environmental impacts. To that end, Yabimo is committed to making environmental management an integral core value and vital part of the Yabimo culture by:

• Integrating environmental considerations into work practises at all levels; Informing employees and associates of applicable environmental regulations and YABIMO requirements
• Providing the resources necessary for employees and associates to conduct their work in accordance with applicable environmental regulations and YABIMO requirements
• Promoting the effective use of innovative environmental technologies and practices
• Continually improving the effectiveness and efficiency of environmental management through assessments and performance and cost metrics
• And Complying with applicable laws, regulations and other promulgated environmental requirements

In addition, every individual at YABIMO is expected to:

• Continually strive to improve environmental performance in their work area
• Be aware of the potential environmental consequences of their actions at all times and take care to minimalize any adverse consequences
• Promptly report environmental incidents
• Effectively disseminate information and lessons learned from any incidents; and
• Correct deficiencies and take actions to prevent incidents from occurring

Michał Olesiński

The President of the Board & CEO

Vesentlighet av påvirkning, risiko og muligheter for YABIMO

Materiality of Impact, Risk and Opportunities for YABIMO

Introduction

YABIMO influences many aspects of environmental, social and governance (ESG) factors. Understanding these impacts, along with associated risks and opportunities, is crucial for sustainable and responsible company management.

1. Environmental Impact (E)

Impact:

• CO2 Emissions: The nature of the work often involves CO2 emissions. YABIMO must be aware of how their employees contribute to these emissions.
• Waste Management: The operations generate some waste. YABIMO must ensure proper management of this waste.
• Use of Natural Resources: YABIMO must focus on minimizing resource use and promoting efficiency.

Risks:

• Environmental Regulations: Strict environmental regulations can lead to high costs and legal risks for YABIMO.
• Climate Change: Extreme weather conditions can affect the safety and efficiency of work.

Opportunities:

• Green Technologies: Investments in eco-friendly technologies can improve efficiency and reduce negative environmental impact.
• Environmental Certifications: Obtaining certifications confirming compliance with best environmental practices can enhance competitiveness.

2. Social Impact (S)

Impact:

• Working Conditions: YABIMO must ensure fair treatment of employees, provide safe working conditions, and adequate remuneration.
• Training and Development: Providing safety and professional development training is crucial in this industry.
• Impact on Local Communities: Operations may affect local communities, including their employment and environment.

Risks:

• Health and Safety at Work: The risk of accidents and occupational diseases in the industry can lead to compensation costs and loss of reputation.
• Cultural Diversity: The issues related to cultural and linguistic diversity can lead to misunderstandings and conflicts in the workplace.

Opportunities:

• Skill Building: Investing in employee skills development can increase their productivity and loyalty.
• Social Responsibility: Engaging in social initiatives and supporting local communities can improve the company’s image and stakeholder relations.

3. Governance (G)

Impact:

• Ethics and Law Compliance: YABIMO must operate in accordance with strict labour laws and employment regulations.
• Transparency and Accountability: Transparency in actions and accountability for decisions are crucial for building stakeholder trust.

Risks:

• Legal Risk: Non-compliance with labour, health and safety regulations can lead to penalties and reputational loss.
• Corruption and Abuse: The risk of corruption and abuse requires strong internal control mechanisms.

Opportunities:

• Strong Leadership: Effective management and strong leadership can attract investors and clients.
• Risk Management: Proactive risk management can help avoid problems and maximize business opportunities.

Michał Olesiński

The President of the Board & CEO

Avfallshåndteringspolicy

YABIMO Waste Management Policy

Introduction

Waste management is an essential element of our ESG (Environmental, Social and Governance) strategy. We are committed to minimizing the negative impact of our activities on the environment by implementing effective and sustainable waste management practices.

Goals and Commitments

1. Waste Reduction

• Minimizing the amount of waste generated at every stage of our operations.

1. Safe and Responsible Waste Processing

• Ensuring proper processing of hazardous waste in compliance with the effective regulations.
• Collaborating with certified companies engaged in waste disposal and recycling.

1. Employee Education and Engagement

• Training employees on best waste management practices.
• Encouraging employees to actively participate in waste reduction and recycling programs.

Waste Management Strategies

1. Segregation and Collection of Waste

• Introducing waste segregation systems at workplaces to enable easy separation into categories: paper, plastic, metal, glass, organic waste and hazardous waste.
• Regular collection and transportation of waste to appropriate recycling or disposal points.

1. Partnerships with Suppliers and Recipients

• Cooperating with suppliers who adopt sustainable waste management practices.
• Promoting responsible waste management practices among our business partners.

Monitoring and Evaluation

1. Waste Management System

• Implementing a waste management system compliant with ISO 14001.

1. Continuous Improvement

• Identifying areas for improvement and implementing corrective actions.
• Promoting innovation and best practices in waste management.

Summary

Our commitment to sustainable waste management is an integral part of our ESG strategy. By implementing the above actions, we aim to minimize our environmental impact, promote sustainable development and create value for our stakeholders. We believe that responsible waste management will contribute to the protection of natural resources and improve the quality of life for current and future generations.

Michał Olesiński

The President of the Board & CEO