Moscow, 2019
REGULATION ON CONFLICT OF INTERESTOF GDP LLC
1. Regulation Purpose and Objectives
1.1. This Regulation on Conflict of Interest of GDP LLC (hereinafter — the Conflict of Interest Regulation) was developed in accordance with the provisions of the Constitution of the Russian Federation, the Anti-Corruption Law, other regulations of the Russian Federation, and is based on generally recognized moral principles and tenets of Russian society and the state.
1.2. Employees shall respect the Company interests, especially with regard to the purposes of its business, and shall not take advantage of the opportunities that relate to performance of their job duties, or allow such opportunities to be used for the purposes contrary to the purposes specified in the Company Articles of Association.
1.3. Employees shall avoid any conflicts of interest, shall be independent of the conflicts of interest affecting the Company.
1.4. Efficiency of the work on prevention and settlement of conflicts of interest implies full and timely identification of such conflicts and coordination of actions of all structural units of the Company.
2. Measures to Prevent Conflicts of Interest
2.1. The main measures to prevent conflicts of interest are as follows:
— strict observance by the Director General, employees of the obligations established by law, the Company Articles of Association, other local regulations, job descriptions;
— approval and maintenance of the Company’s organizational structure that clearly delineates responsibilities, powers, and reporting;
— allocation of authorities between the Director General and his/her deputies subject to the order on allocation of responsibilities;
— issuing powers of attorney to particular employees to perform actions, and certain types of transactions;
— allocation of employees’ official duties in such a way as to exclude conflicts of interest and the conditions for occurrence thereof, the possibility of committing offenses and crimes, and other unlawful actions when performing statutory activities;
— introduction of the practice of making collective decisions on all the most responsible and large-scale issues, using all the information available in the Company, including data from accounting, statistical, management, and other reports;
— exclusion of actions that will lead to a conflict of interest: the Director General and employees shall abstain from participating in transactions or deals involving persons and (or) organizations with whom employees of the Company or members of their families have personal relations or financial interests;
— prohibition of use and transfer of official or commercial secrets with the aim of making transactions by third parties.
3. Responsibilities of the Director General and Employees to Prevent Conflicts of Interest
3.1. In order to prevent conflicts of interest, the Director General and employees of the Company shall:
— perform duties taking into account delineation of powers established by local regulations;
— comply with the requirements of the law of the Russian Federation, the Company Articles of Association, local regulations, this Conflict of Interest Regulation;
— when making decisions on personnel, organizational, technical, financial, material and technical issues, or when preparing drafts of such decisions, be guided by the Company interests without taking into account their personal interests, interests of their relatives and friends;
— abstain from taking actions and making decisions that may lead to conflict situations, including those implying taking material and (or) other benefits due to performance of their job duties;
— notify the direct supervisor in writing, as soon as they become aware, of the conflict of interest that has already arisen or of the possibility of occurrence thereof;
— ensure effective management of financial, material and personnel resources of the Company;
— exclude the possibility of involving the Company, managers and employees in illegal activities;
— ensure maximum possible efficiency in transactions;
— ensure reliability of financial statements and other published information;
— timely consider reliability and objectivity of negative information about the Company in mass media and other sources, timely response to each fact of negative or invalid information;
— respect business etiquette and principles of professional ethics;
— provide comprehensive information on the issues that may cause conflict of interest;
— ensure safety of money and other property of the Company;
— ensure timely identification of conflicts of interest as early as possible and close attention thereto by the Company, the Director General, and employees.
4. Procedure for Preventing or Resolving Conflicts of Interest
4.1. An official responsible for implementation of the Regulation on Compliance with Anti-Corruption and Antitrust Laws shall settle (eliminate) conflicts of interest.
4.2. Employees shall promptly inform about any conflicts of interest to the Director General and (or) the official responsible for implementation of the Regulation on Compliance with Anti-Corruption and Antitrust Laws, indicating the parties to such conflict and substance thereof, and until getting the recommendations shall avoid any relations or action that may interfere with making objective and honest decisions. Selection of appropriate procedures and method for conflict of interest settlement in each case depends on the nature of such conflict.
4.3. A person responsible for the Anti-Corruption Policy implementation shall, within seven business days upon receipt of the notice, issue written recommendations to the employee on the way of the conflict of interest settlement.
4.4. Prevention or settlement of conflicts of interest may consist of:
— restricting the employee’s access to specific information that may affect the employee’s personal interests;
— voluntary refusal of the employee or his/her suspension (permanent or temporary) from participating in the discussion and decision-making process on the issues that are or may be influenced by a conflict of interest;
— review and change of the employee’s work responsibilities;
— temporary dismissal of the employee for his/her office if his/her personal interests are in conflict with his/her job duties;
— transfer of the employee to a position providing for performance of job duties not related to a conflict of interest;
— transfer by the employee of his/her property, being the cause of the conflict of interest, into trust management;
— refusal by the employee of his/her personal interest that has given rise to the conflict with the Company’s interests;
— dismissal of the employee at the initiative of the employee;
— dismissal of the employee at the initiative of the employer for such employee’s commission of a disciplinary misconduct, i. e. for non-fulfillment or improper fulfillment of the employee’s job duties due to his/her fault.

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