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SOCIAL POLICYdismissals take place in stages;when employees are to be dismissed, they receive upon their consentassistance in finding employment with other organisations,including those in other locations, and are then compensated forrelocation;those notified of a dismissal receive at least 8 hours a week of paidleave (at their average rate) to look for new employment.It is also helpful to employees that they retain some of their benefits(their place on a housing waiting list, health insurance, etc) after dismissal.Such methods were used, for instance, during the reorganisation ofLUKOIL Group enterprises in the Perm region. A special Programmefor Employment and Compensations for Dismissed Employees ofOOO LUKOIL-Perm provided for additional social support to dismissedworkers of pre-retirement age beyond the guarantees provided by theapplicable labour laws. Specifically, they were awarded a monthlybonus of at least 2,500 roubles to be paid until they reach the age ofretirement. In addition laid-off workers had help in finding employmentwith subsidiaries.Remuneration and motivation policies"Taking into account the fundamental natureof its labour remuneration and motivation policiesin employee relations, the Company shall base thispolicy on the following principles: integrity of …policies; transparency; use of flexible bonus systems..."LUKOIL Social Code, Part I, p.1.1.2The Company has established a corporate system of remunerationwhose purpose is to ensure a decent standard of living for its employeesand their families while at the same time encouraging higher productivityand economic effectiveness. The level of pay remains one ofthe key factors in social perception of well-being. Therefore theCompany employs a systemic approach to issues of remuneration47