Maroon Petrochemical, which continued its production activities during the war and is recognized as a "resilient organization," is now facing new ambiguities regarding bonus payments and hiring policies. Reports from this organization raise numerous questions about the method of bonus payments and discrimination between managers and employees.
Unresolved Bonuses and Claims
Despite continued production throughout the war, special bonuses for this period have not yet been paid to employees. Additionally, claims such as overtime for operational staff and production bonuses remain unresolved. Meanwhile, informed sources claim that during the same period, bonuses were allocated for senior managers and company officials, and million-toman gift cards were given to the managers' spouses.
Furthermore, the receipt of the resilience plaque for the war period occurred under conditions where, according to some of the company's administrative staff, senior managers avoided being present at the company site as much as possible during the conflicts, and it is unclear why maintaining production by workers resulted in hidden bonuses for managers during the war period.
Funding for Managers
It is claimed that the company has funded the purchase of Elantra cars for about 100 managers. This issue, given the announced budget shortage for employee bonuses, raises questions about the financial resources for these expenses. Sources also recall that about four years ago, amounts equivalent to the value of a Dena Plus vehicle were paid to managers.
Criticism of Managerial Performance
The managerial performance of Amin Emraei and Mohammad Azadi, the company's operations deputy, has also been questioned. According to employees, Mohammad Azadi, in one of the sessions addressing personnel issues, responded to the protest of an employee who has worked at Maroon for over a decade but has not yet been regularized or received a personnel code and organizational chart, with an example that met with a negative reaction from the employees.
Employment Favoritism and Discrimination
Reports of employment favoritism in this company have been raised. According to informed sources at Maroon, Mohammad Hossein Pahlavan, the company's human resources manager, has employed his daughter, brother, and son-in-law in the company and obtained high job grades for them. Yasaman Pahlavan, without having the employment conditions, has been introduced as one of the Tehran office staff. Additionally, sources claim that merely being a classmate of Amin Emraei at Omidiyeh University is considered an advantage for recruitment at Maroon, and even some 18 to 20-year-olds have been employed in this company solely because they are the children of the CEO's university classmates.
Corruption and Collusion in Contracts
This series of violations has occurred under conditions where Amin Emraei's performance at Maroon is filled with corruption and collusion, and besides administrative and employment violations, major corruption in the company's contracts and agreements has amassed a great wealth for Emraei and managers aligned with him.
Feydus has previously published several cases of Amin Emraei's major economic violations, and it is unclear why regulatory bodies remain silent on the continued activity of this corrupt figure in the country's petrochemical industry.
