231

 

The following information is provided to employees and operators within SICURLIVE GROUP S.R.L. to increase internal awareness with reference to Organizational Model 231.

The following questionnaire is received exclusively by the Supervisory Body of SICURLIVE GROUP S.R.L. who uses it in order to evaluate the correct assimilation of the information provided and for the time necessary to prove correct organization on the part of SICURLIVE GROUP S.R.L.

The members of the Supervisory Body are Dr. Alessandro Remonato (as well as President), the engineer. Francesco Agazzi, the lawyer. Valentina Remonato.

The Supervisory Body of SICURLIVE GROUP S.R.L. can be contacted at the president's Email address alessandro@remonatograssi.it.

Legislative Decree n. 231/2001

SICURLIVE GROUP S.R.L. has adopted its own Organizational Model 231, in compliance with Legislative Decree no. 231/2001. This decree regulates the liability of legal persons, companies and associations, introducing the notion that such entities can be held liable for crimes committed in their interest or to their advantage by key figures within the organization or by those who are under their direction or supervision. The list of crimes considered includes, but is not limited to, crimes in relations with the public administration, computer crimes, crimes against industry and commerce, environmental crimes, and many others, expanded over the years to also include crimes such as manslaughter and serious negligent injury following violations of accident prevention regulations.

The sanctions provided for by the decree are severe and can include the ban on carrying out the activity, the suspension or revocation of licenses, the ban on contracting with the State, exclusion from financing and subsidies, up to considerable fines. The potentially devastating effect of such sanctions, including those of suspension and ban from business activities, underlines the importance of adopting and maintaining an effective internal governance system to prevent the commission of crimes.

To avoid liability, companies must demonstrate that they have adopted and effectively implemented, before the commission of the crime, a compliance model (Model 231) suitable for preventing crimes of the same nature. The effectiveness of this model is assessed on the basis of its ability to prevent specific crimes and is subject to the control of a Supervisory Body (SB), which has the task of supervising the functioning and observance of the organization and management model. The SB can be made up of a single individual or a group, depending on the specific needs of the entity, and is appointed by the management body of the entity with the task of ensuring the competence, independence and autonomy necessary to effectively carry out its role.

It should be noted that the organizational model is available at the administrative office and includes the adopted code of ethics by the Company.

KEY ELEMENTS OF THE 231 ORGANIZATIONAL MODEL ADOPTED BY SICURLIVE GROUP S.R.L.

REGULATORY INFORMATION D. LGS. 231/2001

The decree Legislative Decree no. 231/2001 (later also decree or legislation) introduces the administrative liability (also interpreted as criminal liability) of entities for certain crimes committed in their interest or to their advantage, marking a turning point in the Italian legal system regarding the liability of legal persons.

Effect of suspension and disqualification sanctions

The sanctions of suspension and prohibition from business activities provided for by the Decree can have permanent effects for the companies that are subject to them. This demonstrates the importance for SICURLIVE GROUP S.R.L. to maintain an effective compliance system to avoid the commission of crimes.

Subjects covered by the legislation

The legislation holds entities responsible for crimes committed by people who hold public representation, administrative or management roles, people who exercise the management and control of the entity, and people subject to their management or supervision.

Main news

The significant innovation introduced is the administrative liability of legal persons for certain crimes committed in the interest or to the advantage of the same entities, introducing an important change in the liability of legal persons in the Italian legal system.

Exemption from liability according to Legislative Decree no. 231/2001

The entity is exempted from liability by demonstrating that it has adopted and effectively implemented the compliance model before the commission of the crime. The model adopted is structured to be suitable for preventing crimes.

 

CRIMES OF PARTICULAR RELEVANCE FOR SOCIETY

1. Manslaughter or serious or very serious injuries with violation of workplace safety regulations

• Explanation: This crime occurs when a worker is seriously injured or dies because workplace safety regulations were not followed correctly.
• Example: A company does not provide necessary protective equipment for workers (such as helmets or harnesses). If an employee falls and is seriously injured, or loses his life, the company may be liable for failing to comply with safety regulations.

2. Crimes against the individual personality

• Explanation: Includes crimes such as exploitation, harassment or human trafficking, which violate people's rights and dignity.
• Example: A company forces employees to work long hours without taking breaks or pays them much less than the minimum wage. This could be considered worker exploitation and the company could be prosecuted for violating personal dignity.

3. Undue receipt of payments, fraud against the State or public bodies

• Explanation: This crime occurs when a company obtains public funds, subsidies or state financing fraudulently, for example by presenting false documents or false data.
• Example: A company applies for government funding to improve workplace safety, but does not use the money for the declared project. Instead he allocates it to other corporate activities, deceiving the State.

4. Embezzlement, extortion, corruption

• Explanation: Corruption occurs when someone offers or accepts money or favors to influence a decision. Embezzlement concerns the embezzlement of public money.
• Example (peculated): A company manager uses public security funds for personal purposes, such as purchasing non-work-related goods.
• Example (corruption): A company pays a public official to illegally obtain a contract for the supply of safety equipment, bypassing normal tender procedures.

5. Crimes against industry and commerce

• Explanation: These are illegal actions that harm competition, such as commercial fraud, selling counterfeit products, or spreading false information about competitors.
• Example: A company sells safety equipment that does not meet quality standards, but declares it compliant. This misleads customers and harms other businesses that follow the rules.

6. Employment of illegally staying third-country nationals

• Explanation: Occurs when a company hires foreign people who do not have a regular residence permit and therefore cannot work legally.
• Example: A company hires foreign workers without checking their documentation or ignoring the fact that they do not have a valid residence permit. This is illegal and the company can be fined.

7. Counterfeiting of coins, credit cards and other valuables

• Explanation: This crime involves the creation or use of fake money, credit cards or other payment instruments.
• Example: An employee forges company checks or credit cards to purchase personal property. This type of fraud can be very damaging to the company and its relationship with banks and suppliers.

8. Tax crimes

• Explanation: These are crimes that concern non-payment of taxes or tax evasion, for example, declaring less income than actual income or hiding part of earnings.
• Example: The company declares less turnover than the real one to pay less taxes. This is illegal and can result in large fines and legal consequences for the company.

9. Infringement of copyright

• Explanation: Occurs when you use copyrighted works without permission, such as software, text, images, or music, in violation of copyright laws.
• Example: A company uses pirated (unlicensed) software to reduce costs. This constitutes a violation of copyright and can result in heavy fines and damage to the company image.

10. Corporate crimes

• Explanation: Concerns illegal conduct in the management of the company, such as falsifying financial statements, failing to properly communicate financial information or misleading shareholders.
• Example: The company falsifies financial statements to appear more financially sound in the eyes of investors or banks, hiding losses or debts. This can lead to serious legal consequences.

11. Computer crimes and illicit data processing

• Explanation: These crimes concern the illegal use of computers and networks, such as hacking, or the improper management of personal data, violating privacy.
• Example: An employee accesses the personal data of customers or colleagues without authorization, or the company does not adequately protect the data, violating the GDPR on privacy.

12. Environmental crimes

• Explanation: These are crimes that occur when a company causes damage to the environment, such as water or soil pollution, or does not properly dispose of waste.
• Example: A company illegally dumps chemicals into a river, polluting the water and putting public health at risk. Even if the company does not use hazardous materials, it must still comply with environmental regulations.

 

STRUCTURE OF THE ORGANIZATIONAL MODEL

Operation of the 231 Organizational Model

The 231 Organizational Model integrates with other management systems through a process approach and the PDCA methodology (PLAN, DO, CHECK, ACT i.e. planning, implementation, control, improvement), guaranteeing harmonious cohesion of company risk management and compliance policies.

In the “PLAN” phase of the PDCA methodology, emphasis is placed on identifying processes and planning activities to prevent the risk of crime, establishing the foundations for an effective risk management system.

The “DO” phase focuses on the concrete implementation of the planned actions, excluding the updating of the management system for administrative responsibility, which occurs in subsequent phases of the PDCA cycle.

In the "CHECK" phase, the Supervisory Body (SB) is responsible for monitoring the effectiveness of the measures adopted, ensuring that the management system for administrative responsibility is effectively implemented and maintained over time.

The objective of the "ACT" phase is the standardization of planned and implemented actions, ensuring that effective practices become an integral part of the company management system.

The definition of "acceptable risk" and the risk assessment takes place in the "PLAN" phase, where the processes are identified and the activities are planned to minimize the risk of crimes.

Purpose of the adoption of the Organisation, Management and Control Model

The adoption of the Model aims to raise awareness of all those who operate in the name and on behalf of the company to behave correctly to prevent the risk of committing the crimes envisaged by Legislative Decree no. 231/01, promoting a work environment based on integrity and ethical responsibility.

Supervisory Body (SB)

The Supervisory Body of SICURLIVE GROUP S.R.L. has the task of supervising the functioning and observance of the 231 organization and management model, ensuring that the model itself is updated to ensure continuous effectiveness in preventing the commission of crimes.

The SB must possess the requirements of autonomy and independence, professionalism, and guarantee continuity of action to effectively carry out its role of control and supervision of the Organizational Model.

The Supervisory Body also has the task of verifying the implementation of the Code of Ethics and suggesting updates, ensuring that the Code remains an effective ethical point of reference for the organization.

Internal control

The internal control system adopted aims to provide a reasonable guarantee in achieving the objectives of operational efficiency, reliability of financial and management information, and compliance with the law.

Internal control activities are aimed at reasonably preventing the risks of crimes and reporting any non-compliance to the Supervisory Body, thus contributing to maintaining an intact working environment that complies with regulations.

The internal control schemes are based on the separation of roles, the traceability of choices and the objectification of decision-making processes, to ensure transparent and responsible management of the entity.

CODE OF ETHICS

General principles of the Code of Ethics

The Code of Ethics, foundation of the company Organizational Model, adopted by SICURLIVE GROUP S.R.L. is based on the principles of transparency, correctness and loyalty, essential to ensure that company operations comply with the law and the highest ethical standards.

The Code of Ethics undertakes to respect fundamental principles of integrity, repudiation of any discrimination, and centrality of human resources, ensuring an ethical commitment in the context of company operations.

Changes to the Code of Ethics are subject to the approval of the Sole Director, after consultation with the Supervisory Body, ensuring a responsible review and updating process.

The Code of Ethics establishes the imposition of maximum confidentiality and protection of company information, guaranteeing the security of data and sensitive information. 

Function managers have the responsibility to report violations and set an example for subordinates, promoting adherence to company ethical principles.

The Code of Ethics requires avoiding activities in conflict of interest and informing the Supervisory Body of any potential conflict, guaranteeing the integrity of company decisions.

The company is committed to respecting the principles of truth, accuracy, completeness, and transparency in accounting, supporting trust and integrity towards stakeholders.

The company is committed to environmental protection by respecting regulations and promoting awareness, demonstrating a commitment to sustainability and environmental responsibility.

The Code of Ethics bases relationships with Public Administrations on principles of correctness and loyalty, ensuring adherence to high ethical standards in interactions with public bodies.

Misure per la sicurezza e la salute dei lavoratori

The company adopts preventive measures and promotes a culture of safety to ensure the safety and health of workers, demonstrating its commitment to the well-being of its employees.

Violations of the Organizational Model

Violations of the Organizational Model consist of actions or behaviors that do not comply with the provisions of the Model or the omission of prescribed actions or behaviors, requiring corrective action to maintain the integrity of the compliance system.

Sanctions in case of violation of the Model

In case of violation of the Organisation, Management and Control Model by employees, disciplinary sanctions are envisaged that are proportionate to the seriousness of the violation, regardless of whether a crime has been committed.

RISK MANAGEMENT

Prevention of the risk of embezzlement

Through the audit system and dividing financial responsibilities, the company can effectively prevent the risk of misappropriation of company assets.

Reduction of the risk of falsification

By adopting systems to guarantee transparency and following the procedures adopted, the company can significantly reduce the risk of falsification or use of untruthful documents.

Minimization of the risk of corruption

By adopting a company policy aimed at transparency and quality of service, the company can effectively minimize the risk of corruption in relations with the public administration.

Prevention of the risk of environmental pollution

By following strict safety protocols and adopting best environmental practices, the company can prevent the risk of environmental pollution.

Management of computer data and protection of IT systems

By relying on an IT expert or an IT company to guarantee the security of the network and devices in use, and by adapting to the GDPR, the company can ensure effective management of IT data and protection of IT systems.

The General Data Protection Regulation (GDPR / General Data Protection Regulation) together with the Italian Privacy Code (Legislative Decree no. 196/2003), aims to guarantee that the processing of personal data takes place in full respect of the rights, fundamental freedoms and dignity of people, with a particular focus on confidentiality and personal identity.

The GDPR defines essential rules on how to manage and protect the personal data of customers, employees and any natural person dealing with the company. Key definitions include:

Personal Data is any information relating to an identifiable individual, which may include data such as names, identification numbers, workplace information or workplace health and safety details.

Processing is any operation performed on personal data, ranging from collection to storage to deletion, regardless of the process used.

The Data Controller is the Company when it determines the purposes and means of the processing of personal data.

The GDPR gives individuals specific rights regarding their personal data, including the rights of access, rectification, to be forgotten, restriction of processing and data portability. This implies that the Company must take measures to ensure transparent, secure and compliant data management, collecting only the strictly necessary information and informing subjects about the processing of their data.

Adherence to safety principles in the workplace

Even in the absence of specific certifications, a company can guarantee adherence to effective safety principles in the workplace by voluntarily adopting best practices and safety principles recognized as a reference for its policies.

Sicurlive Group Srl has adopted and effectively implemented the ISO45001 organization model in compliance with art. 30 of Legislative Decree 81/2008, ensuring a company system for the fulfillment of all related legal obligations.

 

VIDEO ⇑

QUESTIONNAIRE

 

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FULL TEXT OF THE SICURLIVE GROUP S.R.L. CODE OF ETHICS. pursuant to Legislative Decree no. 231/2001 and subsequent amendments.

0.1 Introduction

This document, called the Code of Ethics, regulates the set of rights and responsibilities that the company expressly assumes towards those with whom it interacts in carrying out its business.

In full harmony with the positions expressed and protected by the accreditation system to which it adheres, the organization is aware of contributing with its work, with a sense of responsibility and moral integrity, to the development process of the Italian economy and to the civil growth of the country.

The company believes in the value of work and considers legality, correctness and transparency of action to be essential prerequisites for achieving its economic, productive and social objectives.

The Code of Ethics makes the principles and rules of conduct relevant for the reasonable prevention of the crimes indicated in Legislative Decree no. 231/2001 binding for the company.

The Code of Ethics, considered as a whole and together with all the specific implementation procedures approved by the company, is considered an integral part of the subordinate employment contracts in place and to be stipulated, pursuant to art. 2104 c.c. (Diligence of the employee).

Violation of its provisions will therefore constitute an offense of a disciplinary nature and, as such, will be prosecuted and sanctioned by the company pursuant to and for the purposes of Art. 7 (Disciplinary sanctions)  of Law no. 300/1970 (Workers' Statute - Rules on the protection of the freedom and dignity of workers, freedom of association and trade union activity in the workplace and rules on placement) and may lead to compensation for damages caused to the organization

As for collaborators, consultants and self-employed workers (specified below among the recipients) who provide their services for the company and other third parties, the signing of this Code of Ethics or an extract of it or, in any case, adhering to the provisions and principles set out therein represent a conditio sine qua non of the stipulation of contracts of any nature between the company and such subjects. The provisions thus signed or, in any case, approved, even for conclusive facts, constitute an integral part of the contracts themselves.

Based on what has been described so far, any violations by the subjects referred to in the previous paragraph of specific provisions of the Code of Ethics, based on their severity, may legitimize the company's withdrawal from existing contractual relationships with said subjects.

0.2 Recipients of the company's Code of Ethics

Through the adoption of the Code of Ethics, the company intended to define moral values, clear rules and procedures to comply with.

The Code of Ethics is aimed at:

• ▪ Members of the corporate bodies.
• ▪ Dipendenti (sia a tempo determinato che a tempo indeterminato).
• ▪ Interns / trainees.
• ▪ Collaborators.
• ▪ External and internal consultants.
• ▪ Suppliers of goods and services.
• ▪ Any other person who can act in the name and on behalf of the company either directly or indirectly, permanently or temporarily or those who establish relations or relationships with the company and work to pursue its objectives.

I destinatari del presente Codice Etico sono tenuti ad apprenderne i contenuti ed a rispettarne i precetti.

Il Codice Etico sarà messo a loro disposizione, secondo quanto di seguito specificato.

The sole director, or a delegate, of the company is responsible for the effective implementation of the Code of Ethics and its dissemination inside and outside the organization.

Company employees, in addition to respecting the regulations in force and the provisions of collective bargaining - where applicable - undertake to adapt the methods of performing their work to the purposes and provisions of this Code of Ethics.

This is true both in intra-company relationships and in relationships with parties external to the company and, in particular, with Public Administrations and other public authorities.

An essential requirement of any relationship of profitable collaboration with the company is represented by the respect, by the other recipients, of the principles and provisions contained in this Code of Ethics.

In this sense, at the time of stipulating contracts or agreements with other recipients, the company provides its interlocutors with a copy of this document.

  General index of section 1

Code of Ethics – Section 1 – “Principles of conduct for the organization”

• 1.0 Introduction
• 1.1 Integrity of behavior and compliance with Laws and Regulations
• 1.2 Repudiation of any discrimination
• 1.3 Centrality, development and valorisation of human resources and equity of authority
• 1.4 Territorial roots
• 1.5 Transparencies and business ethics
• 1.6 Quality
• 1.7 Diversity
• 1.8 Legality and the fight against terrorism and crime

Premise

The principles listed below are considered fundamental, therefore our organization is committed to respecting them towards everyone.

Furthermore, it is essential that these values ​​do not remain mere statements, but are translated into conduct and behavior inherent to the company.

As an organization and as individuals, all recipients in the work environment are required to apply them in both internal and external operations and relationships.

The fundamental values ​​on which the company's activity is based are:

• 1.1 Integrity in compliance with Laws and Regulations
• 1.2 Repudiation of any discrimination
• 1.3 Centrality, development and valorisation of human resources and equity of authority
• 1.4 Territorial roots
• 1.5 Transparency and business ethics
• 1.6 Quality
• 1.7 Diversity
• 1.8 Legality and the fight against terrorism and crime.

These values ​​define the identity of the company.

1.1 Integrity of behavior and compliance with Laws and Regulations

The company undertakes to create and provide quality services and to compete on the market according to principles of fair and free competition and transparency, maintaining correct relationships with all public, governmental and administrative institutions, with citizens and with third-party companies.

Everyone is required to operate, in any situation, with integrity, transparency, coherence and fairness, conducting every business relationship with honesty. The company operates in strict compliance with the Law and works to ensure that all staff act in this sense: people must behave in compliance with the Law, whatever the context, the activities carried out and the places in which they operate.

This commitment must also apply to consultants, suppliers, customers and anyone who has relationships with our organization.

The company will not start or continue any relationship with anyone who does not intend to align with this principle.

1.2 Repudiation of any discrimination

In decisions that influence relationships with interested parties (personnel management and work organization, selection and management of suppliers, relationships with the surrounding community and with the institutions that represent it), our

organization avoids any discrimination based on the age, sex, sexuality, state of health, race, nationality, political opinions and religious beliefs of its interlocutors.

1.3 Centrality, development and valorisation of human resources and equity of authority

The company recognizes the centrality of human resources and believes that an essential factor of success and development is the professional contribution of the people who work there.

The company places the professionalism and individual contribution of people at the center of its work, giving continuity to a relationship style that aims to recognize everyone's work as a fundamental element of corporate and personal development.

At the same time, the company places dialogue, the exchange of information - at any level -, the enhancement and professional updating of its collaborators and the establishment of a corporate identity and the related sense of belonging at the center of its daily work.

This value translates:

▪ In the creation of a work environment capable of enhancing the contribution and potential of the individual through the gradual empowerment of staff.

▪ In the creation of a relationship system that favors teamwork over hierarchical relationships.

▪ In the daily effort aimed at sharing skills and knowledge also through the use of innovative systems.

The company attributes the utmost importance to those who work within its organization, contributing to its development as it is precisely through human resources that the company is able to provide, develop, improve and guarantee optimal management of its services.

Without prejudice to the legal and contractual provisions regarding workers' duties, employees are required to have professionalism, dedication to work, loyalty, a spirit of collaboration, mutual respect, a sense of belonging and morality.

In the management of contractual relationships that imply the establishment of hierarchical relationships, our company is committed to ensuring that authority is exercised with fairness and correctness and that any form of abuse is avoided: in particular, the company guarantees that authority is not transformed into the exercise of power detrimental to the dignity and autonomy of the person.

These values ​​must in any case be safeguarded when making choices regarding the organization of work.

1.4 Territorial roots

The company aims to carry out projects aimed at directly involving citizens, public and private institutions, entrepreneurs and associations in everything relating to health education, prevention and taking charge of their well-being. The company takes action and will continue to take action to ensure that the companies collaborating with it comply with the same behavioral regulations and orient their activities towards the same principles and values.

The company also promotes local development through a strong connection with the various actors of the local community of reference. It therefore acts in the local community for the development of a rich and generative society, capable of recognizing and enhancing the resources that compose it, the skills and potential present, the gender, cultural and ethnic differences, promoting well-being, integration and social development and enhancing the recognition of

themselves by the users and those who physically offer the service.

1.5 Transparencies and business ethics

Business ethics is based on:

▪ Reliability understood as a guarantee of absolute seriousness in the projects launched, transactions and commitments undertaken.

▪ Solidity relating to an entity that rests on the defined capital bases, as demonstrated by its prolonged activity.

▪ Transparency

consequent to the conception of the social role which requires not only respect for ethical principles and work but also the implementation of methods that allow the communities of reference and social actors to have access to the information to be able to reconstruct their actions.

▪ Correctness in the contractual context, avoiding that, in existing relationships, anyone operating in the name and on behalf of the company tries to take advantage of contractual gaps or unforeseen events in order to renegotiate the contract for the sole purpose of exploiting the position of dependence or weakness in which the interlocutor has found himself.

▪ Protection of competition by abstaining from collusive, predatory and abuse of position behaviour.

1.6 Quality

Quality is a distinctive element of our company. The organization is committed to and responsible for ensuring quality in every activity, consistent with its long-term strategy.

The activities are implemented by the company through a set of processes managed through a quality management system that offers uniformity, transparency and improvement of the service to the outside world.

1.7 Diversity

The company requires from its operators, for example administrators, employees and collaborators, behaviors that guarantee the utmost respect for the dignity of people, therefore the organization:

▪ Guarantees the most scrupulous observance of the rules protecting child and child labour, workers' freedoms and rights.

▪ Guarantees the conditions of free membership of trade union organisations.

▪ Does not tolerate human rights violations.

▪ Promotes, in the complex social fabric, integration as a form of collective enrichment.

In particular, the company condemns any form of discrimination based on gender, ethnic, political and religious affiliation.

1.8 Legality and the fight against terrorism and crime

The company believes deeply in democratic values ​​and condemns any activity that could have the aim of terrorism or subversion of the democratic order.

General index of section 2

Code of Ethics – Section 2 – “The social actors”

• 2.1 Customers
• 2.2 Financial institutions
• 2.3 Suppliers
• 2.4 Public administration
• 2.5 Public supervisory authorities
• 2.6 Political forces, associations and institutions with interests
• 2.1. Clients

The company's primary objective is to fully satisfy the needs of its customers.

In this framework, the organization ensures the customer the best execution of the tasks entrusted and is constantly oriented towards proposing increasingly advanced and innovative solutions with a view to integration, effectiveness, efficiency and cost-effectiveness.

L’azienda fornisce informazioni accurate, complete e veritiere in modo da consentire al cliente una decisione razionale e consapevole. It protects the privacy of its customers in accordance with the relevant regulations in force, undertaking, without prejudice to legal obligations, not to disclose the relevant personal data.

The company also adopts a communication style based on efficiency, collaboration and courtesy.

2.2 Financial institutions

The organization maintains relationships with financial institutions based on correctness and transparency, with a view to creating value for the company itself.

2.3 Suppliers

Suppliers of goods and services

The company defines collaborative relationships with its suppliers, in compliance with current regulations and the principles of this Code of Ethics, paying attention to the best professional standards, best practices in matters of ethics, health protection, safety and respect for the environment.

Internal and external consultants

The consultants are chosen in relation to their professionalism as well as their adherence to values ​​comparable to those expressed in this document.

Relationships with consultants are based on transparent agreements and constructive dialogue aimed at achieving common objectives, consistently with the regulations and principles of this Code of Ethics.

2.4 Public administration

The term Public Administration refers to any person, entity, interlocutor that can be classified as Public

Public Service Officer or Person in Charge who operates on behalf of the central or peripheral Public Administration, or of Public Supervisory Authorities, Independent Authorities, Community Institutions as well as private partners concessionaires of a Public Service.

The company inspires and adapts its conduct, in relations with the Public Administration, to the principles of correctness and honesty. On this basis, the people appointed by the company to follow any negotiation, request or institutional relationship with the Public Administration, whether Italian or foreign, must not for any reason try to improperly influence its decisions, for example by engaging in illicit conduct, such as offering money or other benefits, which could alter the impartiality of judgment of the representative of the Public Administration.

The people appointed by the company organization to manage relations with any authority of the Public Administration must verify that the information provided in any manner and for any reason is true, accurate and correct. The people who are allowed to have direct contact with the Public Administration on behalf of the company are the only people expressly indicated by the company itself for this purpose, no one else

collaborator may maintain relations with the Public Administration for activities relating to the task assigned to others. When carrying out tenders, the persons appointed by the company must respect the law and the relevant regulations.

Work relationships with former Public Administration employees

The hiring of former employees of the Public Administration who, in the exercise of their duties, have had relationships with the company or their relatives and/or in-laws, takes place in compliance with the standard procedures defined by the organization for the selection of personnel. The definition of other working and/or consultancy relationships with former employees of the Public Administration or with their relatives and/or in-laws also takes place in compliance with standard procedures.

Grants and financing

Contributions, grants or financing obtained from the European Union, the State or another Public Body, even if of modest value and/or amount, must be used for the purposes for which they were requested and granted.

The company prohibits the recipients of this Code of Ethics from using the funds received from the Public Administrations and/or from interprofessional funds for purposes other than those for which they were disbursed.

Similarly, in the case of participation in public procedures, the recipients of this Code of Ethics are required to operate in compliance with the law and correct commercial practice, in particular avoiding inducing the Public Administrations to operate unduly in favor of the company.

The organization undertakes to prevent acts that direct the recipients of this Code of Ethics to carry out actions aimed at procuring illicit advantages. The use of altered or falsified declarations or documents or the omission of information or, in general, the carrying out of tricks or deceptions aimed at obtaining concessions, authorisations, financing or contributions from the European Union, the State or another public body also constitutes illicit behaviour.

2.5 Public supervisory authorities

The company interacts transparently with all political forces, associations present in the area and public institutions (territorial and national) in order to duly represent its positions on topics and themes that interest it.

2.6 Political forces, associations and institutions with interests

The recipients of this Code of Ethics undertake:

▪ To scrupulously observe the provisions issued by the competent institutions or Public Supervisory Authorities for compliance with the legislation in force in the sectors connected to the respective areas of activity.

▪ Not to submit, in the context of ongoing investigations with Institutions and/or Public Supervisory Authorities, requests or requests containing untruthful declarations in order to obtain public grants, contributions or subsidized financing or to unduly obtain concessions, authorisations, licenses or other administrative acts.

▪ To comply with any request coming from the aforementioned institutions or authorities within the scope of their respective supervisory functions, giving - where requested - full collaboration and avoiding obstructionist behaviour.

  General index of section 3

Code of Ethics – Section 3 – “Principles of conduct that staff must adhere to”

• 3.1 Professionalism
• 3.2 Loyalty
• 3.3 Honesty
• 3.4 Legality
• 3.5 Correctness and transparency
• 3.6 Confidentiality
• 3.7 Responsibility towards the community
• 3.8 Resolution of conflicts of interest
• 3.9 Sense of belonging
• 3.10 Mutual respect
• 3.11 Specific obligations

3.1 Professionalism

Each person carries out their work activity and performances with diligence, efficiency and correctness, making the best use of the tools and time at their disposal and assuming the responsibilities connected to the tasks assigned to them.

3.2 Loyalty

People are expected to be loyal to the company.

3.3 Honesty

As part of their work, the people of the company are required to know and diligently respect Model 231 and the laws in force. Honesty represents the fundamental principle for all the company's activities, for its initiatives and constitutes an essential value of organizational management. Relationships with stakeholders, at all levels, must be based on criteria and behaviors of correctness, collaboration, loyalty and mutual respect. Under no circumstances can the pursuit of corporate interests justify dishonest conduct.

3.4 Legality

The organization undertakes to comply with all national and international standards, laws, directives and regulations and all generally recognized practices. Furthermore, he bases his decisions and behavior on the care of the public interest entrusted to him.

3.5 Correctness and transparency

People do not use for personal purposes information, goods and equipment at their disposal in carrying out the function or task assigned to them. Each person does not accept or make pressure, recommendations or reports for himself or others that could cause harm to the company or undue advantages for himself, for the company or for third parties. Each person rejects and does not make promises of undue offers of money or other benefits. The company is committed to operating in a clear and transparent manner.

3.6 Confidentiality

The people ensure maximum confidentiality regarding news and information constituting the company assets or inherent to the company activity, in compliance with the provisions of the law, the regulations in force and the internal procedures adopted. Furthermore, company people are required not to use confidential information for purposes not connected with the exercise of their business.

3.7 Responsibility towards the community

The company, aware of its social role in the reference territory, on the economic and social development and on the general well-being of the community, intends to operate with respect for national and local communities, supporting initiatives of cultural and social value in order to obtain an improvement in its reputation and legitimacy to operate

3.8 Resolution of conflicts of interest

In carrying out their work, people pursue the general objectives and interests of the company. They inform their superiors or contact persons without delay of situations or activities in which there could be an interest in conflict with that of the company, on the part of the people themselves or their close relatives and in any other case in which relevant reasons of convenience apply. People respect the decisions that have been taken by the company in this regard.

3.9 Sense of belonging

In carrying out their work activities, people pursue everything that does not hinder or compromise in any way the creation of a sense of belonging of people to their organisation, work group or towards third parties.

3.10 Mutual respect

People engaged in any capacity in collaboration with the company require and actively demonstrate respect for the tasks, skills, methods of carrying out the tasks also through the omission of their personal considerations to third parties.

3.11 Specific obligations

Company employees must follow the instructions below:

Transparency  

It is a good rule that all information relating to the activities carried out within the company is within everyone's reach. Each collaborator has the task of liaising with their manager regarding the work they carry out. In case of misunderstandings or problems, it is everyone's duty to first contact their manager or contact person.

Behave in a scrupulously loyal manner and independent of conditions of any nature that could influence their actions both towards their Client and towards external organizations in relationship with them.

Do not entertain improper economic relationships or accept valuable gifts or favors of any kind from organizations that are suppliers of your Client.

Report, upon acceptance of the professional assignment or during its performance, any relationship or interest in common with external organizations that maintain relationships with your Client, likely to lead to conflicts of Interest.

Consistency  

Carry out assigned tasks in order to successfully complete them, without taking on commitments that you know you cannot cope with.

Courtesy and kindness  

Courtesy and kindness must be the basis of every daily activity, and represent a constant in interpersonal relationships both inside and outside the company.

Punctuality  

Punctuality is a form of respect towards those who are waiting for us. If you are late for an appointment it is therefore necessary to notify us before the agreed time expires.

Confidentiality  

All information and data handled in the workplace are company property and confidential and must be treated as such. In particular, you should never talk about work problems or situations in public places where you can be heard, or in the presence of people who have no right to be affected by the information in question.

Professionalism  

Whatever activity you carry out, you must always be professional. Being professional means knowing all the appropriate behaviors, everything you need to do your job in the best possible way, taking into account the needs of customers and the company.

Working environment  

It is necessary for everyone to understand the phenomena that underlie interpersonal relationships and adopt behavior consistent with the context of reference, always trying to maintain a courteous, cordial and collaborative climate with their colleagues.

Corporate loyalty and respect

It is everyone's duty to share company policies and work to ensure that these are respected.

During daily activity, each collaborator must always commit to preserving the interests and image of the company, as well as having the utmost respect for company properties. While carrying out your business, you must always evaluate the economic implications of your choices, avoiding waste.

Respect for the customer

The company, like all free market companies, lives thanks to its customers. Respect, kindness and courtesy are considered essential elements in maintaining relationships.

Workstation  

Each employee is responsible for their own workplace. Everyone is responsible for taking care of the tools at their disposal.

Computer  

The computers supplied must be kept in the best possible condition and programs other than those necessary to complete the assigned activity cannot be installed.

The hardware equipment made available by the company constitutes to all intents and purposes work tools and cannot be used for personal purposes. In particular, the files contained therein constitute company assets and cannot be arbitrarily managed, much less damaged and/or destroyed.

It is absolutely forbidden to use hardware equipment suitable for copying and/or storing files and data, such as USB mass memories, laptops, optical discs, burners and any archiving tool, unless expressly authorized by the company.

Employees are informed that their devices and software services in use can be used by other employees or agents: for example, the Email box used by the employee can be used by another employee for work needs, for example during the period in which the employee is absent; the history of operations that occurred on the computer may be accessed by Company employees for maintenance reasons. All hardware and software tools are in fact made available to the employee for the sole purpose of pursuing the corporate purpose and cannot be used for private purposes. Therefore they can be used at any time by other parties authorized by the Company for the purposes of maintenance, performance of work or exercise of rights belonging to the Company itself.

Internet

The Internet connection can be used exclusively for work purposes. By way of example, browsing the internet:

▪ It is not permitted for those sites that do not directly relate to the performance of assigned tasks, especially those that may reveal the employee's political, religious or trade union opinions.

▪ It is not permitted to carry out any kind of financial transaction, including remote banking operations, online purchases and the like, except in cases directly authorized by the company and in compliance with normal purchasing procedures.

▪ The download and installation of free software (freeware), shareware, P2P and/or FTP, taken from websites, is not permitted unless expressly authorized by the company.

▪ Any form of registration on sites whose contents are not related to work is prohibited.

▪ Participation, for non-professional reasons, in forums, or the use of chat lines unrelated to work activities is not permitted, nor is the storage of unauthorized electronic documents permitted, much less of an offensive and/or discriminatory nature based on sex, language, religion, race, ethnic origin, opinion and trade union and/or political membership etc..

Email 

Email is a business tool and is not to be considered private correspondence and therefore:

▪ Any Email message (as it is work-related) can be copied and/or made public at any time.

▪ It is not permitted to use e-mail (internal and external) for reasons not relating to the performance of assigned duties.

▪ It is not permitted to send or store messages (internal or external) of an offensive nature, discriminatory based on sex, language, religion, race, ethnic origin, opinion or trade union and/or political membership etc.

▪It is not permitted to set up and use Email accounts external to the company.

Cell phones  

The use of a smartphone during working hours is permitted for the purposes of carrying out work. In any case, as a rule, it should be kept silent during meetings and meetings with customers.

The use of mobile phones for personal purposes must be limited to a minimum and only for emergency cases.

Company cars  

The company car, like all company assets, is under the total responsibility of the person to whom it was assigned who must dispose of it with the utmost care and diligence. The car must therefore be maintained with the utmost care and used in full compliance with the highway code. It is therefore up to the driver assigned to the vehicle to take care of cleaning, maintenance and ensuring that the car is always in the best possible conditions.

Any fines resulting from infringements of the highway code remain the responsibility of the driver.

Private cars  

It is possible that the employee uses the private car for work purposes, in which case, as in the case of the company car, the driver must observe the highway code, remaining responsible for any fines resulting from infringements of the highway code.

General index of section 4

Code of Ethics – Section 4 – “Criteria of conduct”

• 4.0 Introduction
• 4.1 Relations with staff
• 4.1.1 Safety and health
• 4.1.2 Privacy protection
• 4.1.3 Environmental protection
• 4.2 Duties of Staff
• 4.2.1 Delegations and responsibilities
• 4.2.2 Obligations for department managers towards the Code of Ethics
• 4.2.3 Obligations for all employees towards the Code of Ethics and the documentation produced by the company 4.2.4 Protection of company assets
• 4.2.5 Confidential information about third parties
• 4.2.6 Use of company assets
• 4.3 Relationships with customers
• 4.3.1 Impartiality
• 4.3.2 Contracts and communications to customers
• 4.3.3 Behavioral style of staff towards customers
• 4.3.4 Data processing
• 4.4 Relationships with suppliers
• 4.4.1 Choice of supplier
• 4.4.2 Integrity and independence in relationships
• 4.5 Relations with Public Administrations
• 4.5.1 Correctness and loyalty
• 4.5.2 Gifts, freebies and benefits
• 4.6 External relations
• 4.6.1 External effectiveness of the Code of Ethics
• 4.6.2 Conflict of interest
• 4.6.3 Competitive practices
• 4.0 Introduction

The rules contained in this section have the purpose of indicating to the recipients of this Code of Ethics the attitudes and behaviors to be observed during the performance of the various company activities in accordance with the values ​​which inspire this document.

All recipients of this Code of Ethics must observe correct and transparent conduct in carrying out their functions, thus contributing to the effectiveness of the internal control system to protect company value.

In compliance with the law, all recipients must maintain an attitude based on the availability of the corporate bodies and supervisory authorities.

4.1 Relations with staff

In general:

▪ Staff selection

The evaluation of the personnel to be hired, or in collaboration, is carried out based on the correspondence of the candidates' profiles, with respect to those expected and internal needs, in compliance with equal opportunities for all interested parties. The information requested is strictly linked to the verification of possession of the requirements corresponding to the profile sought. The General Management adopts, in the selection activity, appropriate measures in order to avoid favoritism and facilitations of any kind and carries out a careful selection based not only on the mandatory aspects, but also on preferential aspects approved by the Sole Director.

▪ Establishment of the employment relationship

The staff is hired with a regular employment contract, professional service contract, internship contract or in any case in one of the forms permitted by law, no form of irregular work is tolerated.

▪ Integrity and protection of the person

As part of the personnel management and development processes, as well as during the selection phase, the decisions made are based on the correspondence between expected profiles and the requirements possessed by the people and/or on considerations of merit. Access to roles and assignments is based on skills and abilities. Furthermore, compatibly with the general efficiency of work, forms of flexibility in the organization of work are favored that facilitate people on maternity leave as well as those who have to take care of children.

▪ Valorizzazione e formazione delle risorse

L’azienda mette a disposizione delle persone strumenti informativi e formativi con l’obiettivo di valorizzare le specifiche competenze e conservare il valore professionale del personale. È prevista una formazione istituzionale, erogata in determinati momenti della vita professionale, interna alla persona (esempio: per i neo assunti è prevista una introduzione all’Activities) ed una formazione ricorrente rivolta al personale operativo (esempio: formazione in materia di sicurezza negli ambienti di lavoro, informazioni in materia di gestione 231 e codice etico).

Per approfondimenti si rinvia alle relative Procedure del Sistema per la Gestione 231.

4.1.1 Safety and health

L’azienda si impegna ad offrire un ambiente di lavoro in grado di proteggere la salute e la sicurezza del proprio personale, diffondendo e consolidando una cultura della sicurezza, sviluppando la consapevolezza dei rischi e promuovendo comportamenti responsabili da parte di tutto il personale.

L’azienda opera inoltre al fine di preservare, soprattutto con azioni preventive, la salute e la sicurezza dei lavoratori.

Tra i principali obiettivi vi è quello di proteggere le risorse umane cercando costantemente le sinergie necessarie non solo al proprio interno ma anche con i fornitori, i consulenti esterni ed i clienti coinvolti nelle Activities aziendali stesse.

A tutti i dipendenti è imposto di rispettare le norme e le procedure interne in materia di prevenzione dei rischi e di tutela della salute e della sicurezza e di segnalare tempestivamente le eventuali carenze oppure il mancato rispetto delle norme applicabili.

L’azienda adotta le misure generali di tutela della salute e della sicurezza sul lavoro prescritte dalla normativa con particolare riferimento a quanto dispone il D.Lgs.n.81/08 e s.m.i.  L’organizzazione si impegna al più scrupoloso rispetto di tutte le normative riguardanti la salute e la sicurezza sul lavoro per i dipendenti, i collaboratori e gli utenti. In particolare:

• ▪ Definisce le procedure operative da seguire e coordina le Activities in materia di salute e sicurezza sul lavoro.
• ▪ Assicura l’applicazione delle normative vigenti anche attraverso la realizzazione dei documenti di valutazione dei rischi e la definizione di procedure di lavorazione in linea con gli standard di sicurezza vigenti.
• ▪ Monitora costantemente le innovazioni legislative e si adopera per la loro implementazione.

L’azienda inoltre si impegna a garantire:

• ▪ La valutazione di tutti i rischi per la salute e la sicurezza.
• ▪ La programmazione della prevenzione, mirata ad un complesso che integri in modo coerente nella prevenzione le condizioni operative, nonché l’influenza dei fattori dell’ambiente e dell’organizzazione del lavoro.
• ▪ L’eliminazione dei rischi e, ove ciò non sia possibile, la loro riduzione al minimo in relazione alle conoscenze acquisite in base al progresso tecnico.
• ▪ Il rispetto dei principi ergonomici dell’organizzazione del lavoro, nella concezione dei posti di lavoro, nella scelta delle attrezzature e nella definizione dei metodi di lavoro e di erogazione del servizio, in particolare al fine di ridurre gli effetti sulla salute del lavoro monotono e di quello ripetitivo.
• ▪ La riduzione dei rischi alla fonte.
• ▪ La sostituzione di ciò che è pericoloso con ciò che non lo è oppure è meno pericoloso.
• ▪ La limitazione al minimo del numero di lavoratori che sono o che possono essere esposti al rischio.
• ▪ L’utilizzo limitato di agenti chimici, fisici e biologici sui luoghi di lavoro.
• ▪ La priorità delle misure di protezione.
• ▪ Il controllo sanitario dei lavoratori.
• ▪ L’allontanamento del lavoratore dall’esposizione al rischio per motivi sanitari inerenti la sua persona e spostamento ove possibile ad altra mansione.
• ▪ L’informazione e formazione adeguate per i lavoratori, per i dirigenti, i proposti, il RLS e di tutto il personale.
• ▪ Le istruzioni adeguate ai lavoratori.
• ▪ La partecipazione e la consultazione dei lavoratori e del RLS.
• ▪ La programmazione delle misure ritenute opportune al fine di garantire il miglioramento nel tempo dei livelli di sicurezza anche attraverso l’adozione di codici di condotta e di buone prassi.
• ▪ Le misure di emergenza da attuare in caso di primo soccorso, di lotta antincendio, di evacuazione dei lavoratori e di pericolo grave ed immediato.
• ▪ L’uso di segnali di avvertimento e di sicurezza.
• ▪ La regolare manutenzione di ambienti, attrezzature, impianti con particolare riguardo agli eventuali dispositivi di sicurezza in conformità all’indicazione dei rispettivi fabbricanti.
• ▪Le adeguate istruzioni ai dipendenti, ai collaboratori ed agli utenti e formazione agli stessi secondo quanto previsto dalla legge e dal CCNL applicato al personale.

4.1.2 Privacy protection

Nel trattamento dei dati del proprio personale, l’azienda si attiene alle disposizioni contenute nel Regolamento UE  679/2016 (GDPR). Alle persone viene consegnata la dovuta informativa sul trattamemto dei dati personali conforme agli obblighi indicati all’art. 13 GDPR.

Nei casi in cui la normativa lo esiga, alle persone viene chiesto il consenso specifico al trattamento dei loro dati personali.  Il trattamento dei dati personali deve avvenire conformemente alle istruzioni ricevute dal titolare.

In generale i dati personali sono soggetti all’obbligo di riservatezza.

4.1.3 Environmental protection

L’organizzazione si impegna a perseguire la tutela dell’ambiente attraverso il rispetto della legislazione e della normativa nazionale ed europea.

La Società si impegna a realizzare la prevenzione degli inquinamenti e a diffondere la sensibilizzazione dei dipendenti e collaboratori alle tematiche ambientali.

4.2 Doveri del personale

Le persone devono agire lealmente al fine di rispettare gli obblighi sottoscritti nel contratto di lavoro e quanto previsto da Codice Etico assicurando le prestazioni richieste. Per approfondimenti sulle procedure vedere il sistema di gestione 231.

4.2.1 Delegations and responsibilities

Vengono definite, attraverso specifiche deliberazioni e/o apposite procedure, le mansioni, le responsabilità ed i poteri degli amministratori, dei dipendenti e dei collaboratori.

Tali mansioni, responsabilità e poteri devono essere conosciute, accettate e rispettate.

4.2.2 Obligations for department managers towards the Code of Ethics

Ogni responsabile di funzione, identificato come tale nell’organigramma, nel mansionario e/o nel sistema di deleghe, ha l’obbligo di:

▪ Curare l’osservanza del Codice Etico da parte dei soggetti sottoposti direttamente o indirettamente alla sua responsabilità.

▪ Rappresentare con il proprio comportamento un esempio per i propri dipendenti / collaboratori.

▪ Adoperarsi affinché i dipendenti comprendano che le disposizioni contenute nel presente Codice Etico costituiscano parte integrante della loro prestazione lavorativa.

▪ Riferire tempestivamente alla Direzione Generale o ad eventuale delegato ovvero all’OdV eventuali segnalazioni o esigenze particolari da parte dei propri sottoposti.

L’inosservanza da parte dei responsabili di funzione degli obblighi di cui al presente capitolo potrà comportare l’applicazione di sanzioni disciplinari, come previsto dal sistema sanzionatorio.

4.2.3 Obblighi per tutti i dipendenti verso il Codice Etico e le documentazioni prodotte dall’azienda

Ad ogni dipendente è richiesta la conoscenza delle disposizioni contenute nel Codice Etico o dallo stesso richiamate nonché delle norme di legge di riferimento che regolano l’Activities svolta nell’ambito della sua funzione che costituiscono parte integrante della prestazione lavorativa di ciascuno.

Il dipendente che abbia notizia di presunte condotte illecite è tenuto a comunicare le notizie di cui è in possesso in merito a tali condotte solo ai propri superiori ovvero all’OdV e/o alla Direzione Generale con le modalità previste dal sistema interno.

La Direzione Generale adotta sistemi di monitoraggio sull’effettiva lettura e comprensione dei documenti obbligatori di legge da parte dei dipendenti, collaboratori, etc., per mezzo di test anonimi, attivando le azioni più opportune per incrementare costantemente il livello di diffusione e di comprensione dei relativi contenuti.

I dipendenti hanno inoltre l’obbligo di:

▪ Astenersi da comportamenti contrari a tali disposizioni e norme.

▪ Rivolgersi ai propri superiori ovvero all’OdV e/o delegato come responsabile per la gestione del modello di prevenzione per i necessari chiarimenti sulle modalità applicative del Codice Etico o delle normative di riferimento.

▪ Riferire tempestivamente ad almeno uno dei soggetti sopra indicati eventuali notizie in merito a possibili violazioni del Codice Etico.

▪ Collaborare con l’organizzazione in caso di eventuali indagini volte a verificare ed eventualmente sanzionare possibili violazioni.

Tali requisiti di comportamento sono richiesti anche ai consulenti esterni ed ai collaboratori di ogni genere.

4.2.4 Tutela del patrimonio aziendale

Ciascun destinatario è tenuto ad operare con diligenza per tutelare i beni aziendali da utilizzi impropri o non corretti.

Le persone devono conoscere ed attuare quanto previsto dalle politiche interne in tema di sicurezza delle informazioni al fine di garantirne l’integrità, la riservatezza e la disponibilità.

Informazioni e know-how devono essere tutelati con la massima riservatezza e segretezza. I dati più significativi che l’azienda acquisisce o crea nel corso della propria Activities devono essere considerate informazioni riservate ed oggetto di adeguate attenzioni: ciò include anche informazioni acquisite da e riguardanti terze parti (clienti, contatti, partner, dipendenti, etc.).

Le persone che nell’assolvimento dei propri doveri venissero in possesso di informazioni, materiali o documenti riservati dovranno informare i superiori.

Sia durante che dopo lo scioglimento del rapporto di impiego con l’azienda, le persone potranno utilizzare i dati riservati esclusivamente nell’interesse aziendale e mai a beneficio proprio e/o di terzi.

4.2.5 Confidential information about third parties

Il personale aziendale dovrà astenersi dall’impiego di mezzi illeciti al fine di acquisire informazioni riservate su altre organizzazioni ed enti terzi.

Coloro che, nel quadro di un rapporto contrattuale, venissero a conoscenza di informazioni riservate su altri soggetti, saranno tenuti a farne esclusivamente l’uso previsto nel contratto in questione.

Senza la debita autorizzazione, le persone non posso chiedere, ricevere od utilizzare informazioni riguardanti terzi. Se si apprendessero informazioni riservate sul conto di un altro soggetto che non siano già assoggettate ad un accordo di non divulgazione od altra forma di tutela, sarà necessario rivolgersi al proprio responsabile per ricevere assistenza nel trattamento di tali informazioni.

4.2.6 Use of company assets

Ogni persona è tenuta ad operare con diligenza al fine di tutelare i beni aziendali attraverso comportamenti responsabili, ed in linea con le procedure operative predisposte per regolamentarne l’utilizzo documentandone con precisione il loro impiego.

In particolare, ogni personale deve:

▪ Evitare utilizzi impropri di beni aziendali che possano essere causa di danno o di riduzione di efficienza o siano comunque in contrasto con l’interesse aziendale.

▪ Utilizzare diligentemente, con attenzione e parsimonia, tutti i beni che gli sono affidati.

▪ Custodire adeguatamente le risorse ad egli affidate ed informare tempestivamente le unità preposte di eventuali minacce o di eventi dannosi per l’azienda.

Per quanto riguarda le applicazioni informatiche, ciascuno è invece tenuto espressamente a:

▪ Adottare scrupolosamente quanto previsto dalle politiche di sicurezza aziendali al fine di non compromettere la funzionalità e la protezione dei sistemi informatici.

▪ Astenersi dall’inviare messaggi di posta elettronica minatori, ingiuriosi o in ogni caso dal ricorrere in qualsiasi circostanza ad un linguaggio inappropriato che possa recare offesa alle persone e/o danno all’immagine stessa dell’azienda.

▪ Astenersi dal navigare su siti internet con contenuti indecorosi ed offensivi e comunque non inerenti alle Activities professionali.

4.3 Relationships with customers

Per eventuali approfondimenti si faccia riferimento anche alle procedure operative del sistema di gestione.

4.3.1 Impartiality

L’azienda si impegna ad offrire i propri servizi e prodotti senza alcuna discriminazione tra i clienti.

4.3.2 Contracts and communications to customers

I contratti e le comunicazioni ai clienti da parte dell’azienda devono essere sempre:

▪ Chiari e semplici, per quanto possibile, tenuto conto delle disposizioni di legge, vengono formulati con il linguaggio il più possibile vicino a quello normalmente adoperato dagli interlocutori.

▪ Conformi alle normative vigenti e tali da non configurare pratiche elusive o comunque scorrette.

▪ Completi così da non trascurare alcun elemento rilevante, ai fini della decisione del cliente.

4.3.3 Behavioral style of staff towards customers

Lo stile di comportamento delle persone dell’azienda nei confronti della clientela è improntato alla disponibilità, al rispetto ed alla cortesia, nell’ottica di un rapporto collaborativo e di elevata professionalità.

4.3.4 Data processing

Nel trattamento dei dati personali. riferiti a persone fisiche dei clienti e dei fornitori, l’azienda si attiene alle disposizioni contenute nel Regolamento UE  679/2016 (GDPR). Alle persone viene consegnata la dovuta informativa sul trattamento dei dati personali conforme agli obblighi indicati all’art. 13/14 GDPR.

Nei casi in cui la normativa lo esiga, alle persone viene chiesto il consenso specifico al trattamento dei loro dati personali. Il trattamento dei dati personali deve avvenire conformemente alle istruzioni ricevute dal Titolare.

In generale i dati personali sono soggetti all’obbligo di riservatezza.

4.4 Rapporti con i fornitori

Per approfondimenti si rinvia alle procedure del sistema di gestione 231.

4.4.1 Choice of supplier

I processi di acquisto sono importanti:

• ▪ Alla ricerca del massimo vantaggio competitivo per l’azienda.
• ▪ Alla concessione delle pari opportunità ai fornitori.
• ▪ Alla lealtà.
• ▪ Alla imparzialità.

La selezione dei fornitori e la determinazione delle condizioni di acquisto sono basate su una valutazione obiettiva della qualità, del prezzo del bene o servizio, della sua effettiva disponibilità, nonché delle garanzie di assistenza e di tempestività.

Quale ulteriore criterio di selezione è l’esclusione di fornitori che hanno in corso procedimenti penali per appalti o altro a carattere mafioso.

4.4.2  Integrità ed indipendenza nei rapporti

Le relazioni con i fornitori, ivi incluse quelle che concernono i contratti finanziari e di consulenza, sono oggetto di un costante monitoraggio da parte dell’azienda.

La stipula di un contratto con un fornitore deve sempre basarsi su rapporti di estrema chiarezza evitando, ove possibile, forme di dipendenza.

I documenti scambiati con i fornitori devono essere opportunamente archiviati: in particolare, quelli di natura contabile devono essere conservati per i periodi stabiliti dalla normativa vigente.

4.5 Rapporti con le Pubbliche Amministrazioni

In questa sezione vengono trattati i rapporti tra l’azienda e le pubbliche amministrazioni.

4.5.1 Correctness and loyalty

L’azienda intende condurre rapporti con la Pubblica Amministrazione con la massima trasparenza ed eticità di comportamento. Tali rapporti, che devono avvenire nel rispetto della normativa vigente, sono informati ai principi generali di correttezza e lealtà in modo da non compromettere l’integrità di entrambe le parti.

4.5.2 Gifts, freebies and benefits

Nessuna persona dell’azienda può elargire denaro oppure offrire vantaggi economici o altre tipologie di benefici a soggetti della Pubblica Amministrazione a scopo di ottenere incarichi o altri vantaggi personali o per l’azienda stessa.

Non è ammessa alcuna forma di regalo che possa essere interpretata come eccedente le normali pratiche commerciali o di cortesia o comunque rivolta ad acquisire trattamenti di favore nella conduzione di qualsiasi Activities collegabile all’azienda.

In tal senso si considera come regalo una “normale pratica commerciale o di cortesia” del valore inferiore ad € 100,00.

In particolare è vietata qualsiasi forma di regalo a funzionari pubblici o a loro familiari che possa influenzarne l’indipendenza di giudizio allo scopo di ottenere trattamenti più favorevoli o prestazioni indebite o vantaggi di vario genere.

Per regalo si intende qualsiasi tipo di beneficio: non solo beni materiali ma anche, ad esempio, partecipazione gratuita a convegni, corsi di formazione, promessa di un’offerta di lavoro etc..

Quanto sopra non può essere eluso ricorrendo a terzi: a tale riguardo si considerano infatti atti di corruzione non solo i pagamenti illeciti fatti direttamente agli enti o ai loro dipendenti ma anche i pagamenti illeciti fatti a persone che agiscono per conto di tali enti.

In occasione di ricorrenze, anniversari e/o festività è consentita la donazione di beni purché di modesta entità e comunque nei limiti deliberati dall’Amministratore unico o dalla Direzione Generale previa comunicazione all’Amministratore unico documentata in modo adeguato al fine di consentire le opportune verifiche.

Qualora una persona dell’azienda, invece, riceva, da parte di un Member of della Pubblica Amministrazione richieste esplicite o implicite di benefici ne informa immediatamente l’Amministratore unico o il soggetto cui sia tenuto a riferire per l’adozione di opportune verifiche ed iniziative.

4.6 External relations

In questa sezione vengono trattate dettagliatamente le relazioni esterne dell’azienda.

4.6.1 External effectiveness of the Code of Ethics

Chiunque agendo in nome e per conto dell’azienda entri in contatto con soggetti terzi con cui l’organizzazione intenda intraprendere relazioni commerciali o sia con gli stessi tenuto ad avere rapporti di natura istituzionale, sociale, politica o di qualsivoglia natura, ha l’obbligo di:

• ▪ Informare tali soggetti degli impegni e degli obblighi imposti dal Codice Etico.
• ▪ Esigere il rispetto degli obblighi del Codice Etico nello svolgimento delle loro Activities.
• ▪ Adottare le iniziative necessarie in caso di rifiuto da parte dei soggetti terzi di adeguarsi al Codice Etico o in mancata o parziale esecuzione dell’impegno assunto di osservare le disposizioni contenute nel Codice Etico stesso, informando la Direzione Generale o i delegati e l’OdV.

4.6.2 Conflict of interest

Tutti i destinatari devono assicurare che ogni decisione assunta nell’ambito delle proprie Activities sia presa nell’interesse dell’azienda.

Tutti i destinatari sono tenuti ad evitare ogni Activities o situazione di interesse personale che costituisca o possa costituire, anche solo potenzialmente, un conflitto tra gli interessi propri e quelli dell’organizzazione e, in ogni caso, dovranno conformarsi alle specifiche procedure adottate dall’azienda in materia.

Tutti i destinatari del Codice Etico dovranno astenersi dal trarre vantaggio dalla propria relazione con l’azienda al fine di favorire sé stessi o terzi a danno o a svantaggio dell’organizzazione stessa.

Ad ogni dipendente è fatto divieto di prendere parte, direttamente o indirettamente, a qualsivoglia titolo, ad iniziative commerciali che si pongano in situazione di diretta concorrenza con l’azienda a meno che tale partecipazione non sia stata preventivamente comunicata all’Amministratore unico ed approvata dallo stesso, sentito il parere dell’OdV.

Nell’ipotesi in cui siano individuate situazioni di conflitto di interesse, anche potenziale, sia interne che esterne all’Activities dell’azienda, ciascun soggetto coinvolto è tenuto ad astenersi dal porre in essere la condotta di conflitto dandone tempestiva comunicazione all’OdV al quale compete la valutazione circa la sussistenza, caso per caso, di eventuale incompatibilità o situazioni di pregiudizio.

4.6.3 Competitive practices

Per l’azienda è di primaria importanza che il mercato sia basato su una concorrenza corretta e leale.

L’azienda è impegnata ad osservare scrupolosamente le leggi in materia ed a collaborare con le autorità regolatrici del mercato. In particolare:

▪ Si impegna a realizzare le Activities nel rispetto della ratio della legge per gli incarichi di fornitura di beni e servizi che vengono affidate tramite espresse convenzioni con gli enti pubblici, compresi quelli economici e le società di capitali a partecipazione pubblica.

▪ Compete lealmente sul mercato rispettando le regole della concorrenza.

▪ Si impegna a fornire informazioni corrette circa la propria Activities sia all’interno che all’esterno o fronte di legittime richieste.

▪ Assicura la veridicità e correttezza dei dati sociali relativi ai bilanci, relazioni ed altri documenti ufficiali.

Indice generale della sezione 5

Codice Etico – Sezione 5 – “Meccanismi applicativi del Codice Etico”

• 5.1 Principi organizzativi
• 5.2 Trasparenza della contabilità
• 5.3 Controlli e verifiche
• 5.3.1 Vigilanza in materia di attuazione del Codice Etico
• 5.3.2 Segnalazione di problemi o di sospette violazioni
• 5.3.3 Provvedimenti disciplinari conseguenti alle violazioni
• 5.4 Incarico da pubblico servizio
• 5.5 Riservatezza
• 5.6 Diffusione, comunicazione e formazione
• 5.7 Procedure operative e protocolli decisionali
• 5.8 Sistema delle deleghe
• 5.1 Principi organizzativi

L’azienda assicura che il sistema organizzativo sia fondato sul criterio di separazione tra chi decide, chi esegue e chi controlla. In particolare, l’organizzazione rende tutte le operazioni verificabili perché registrate.

L’azienda vincola coloro che svolgono la funzione di revisione alla veridicità e correttezza dei dati e delle informazioni.

Ogni operazione e/o Activities deve essere lecita, autorizzata, coerente, documentata, verificabile, in conformità al principio di tracciabilità ed alle procedure aziendali secondo i criteri di prudenza e a tutela degli interessi aziendali.

Le procedure aziendali devono consentire l’effettuazione di controlli sulle operazioni, sui processi autorizzativi e sull’esecuzione delle operazioni medesime.

Ogni collaboratore che effettua operazioni aventi come oggetto somme di denaro, beni o altre utilità economicamente valutabili come appartenenti all’azienda deve fornire ragionevolmente le opportune evidenze al fine di consentire la verifica delle suddette operazioni.

5.2 Trasparenza della contabilità

La contabilità dell’azienda risponde ai principi generalmente accolti di verità, accuratezza, completezza e trasparenza del dato registrato.

I destinatari del presente Codice Etico si impegnano ad astenersi da qualsiasi comportamento, attivo o omissivo, che violi direttamente o indirettamente i principi normativi e/o le procedure interne che attengono la formazione dei documenti contabili e la loro rappresentazione all’esterno.

I destinatari del presente Codice Etico sono altresì tenuti a conservare e rendere disponibile, per ogni operazione o transazione effettuata, adeguata documentazione di supporto al fine di consentirne:

▪ L’accurata registrazione contabile.

▪ L’immediata individuazione delle caratteristiche e delle motivazioni sottostanti.

▪ L’agevole ricostruzione formale e cronologica.

▪ La verifica del processo di decisione, autorizzazione e realizzazione, in termini di legittimità, coerenza e congruità nonché l’individuazione dei vari livelli di responsabilità.

I destinatari del presente Codice Etico che vengano a conoscenza di casi di omissione, falsificazione o trascuratezza nelle registrazioni contabili o nelle documentazioni di supporto sono tenuti a riferirne tempestivamente al proprio superiore ovvero all’OdV e/o alla Direzione Generale.

L’azienda promuove la formazione e l’aggiornamento al fine di rendere edotti i destinatari del presente Codice Etico in ordine alle regole (norme di legge o di regolamento, prescrizioni interne, disposizione delle associazioni di categoria) che presiedono alla formazione ed alla gestione della documentazione contabile.

5.3 Controlli e verifiche

L’azienda garantisce, attraverso le persone competenti,  la disponibilità a fornire tutte le informazioni e la visione dei documenti agli organi di revisione e di controllo.

L’azienda garantisce l’accessibilità ai documenti e a tutte le informazioni dovute agli aventi diritto e fornisce, attraverso la disponibilità dei propri amministratori e dipendenti, responsabili per la loro funzione, tutte le informazioni che favoriscono l’esercizio delle funzioni di vigilanza.

L’organizzazione vieta ai propri organi, dipendenti e/o collaboratori di rendere dichiarazioni false così come la presentazione di documenti falsi o attestanti situazioni non vere, anche attraverso sistemi informatici, con lo scopo di percepire indebitamente fondi pubblici e/o ottenere e mantenere eventuali agevolazioni.

5.3.1 Vigilanza in materia di attuazione del Codice Etico

Il compito di verificare l’attuazione e l’applicazione del Codice Etico ricade su:

• L’Amministratore unico
• Direzione Generale
• Coordinatori
• Organismo di Vigilanza: quest’organo, in particolare, oltre a monitorare il rispetto del Codice Etico, avendo a tale fine accesso a tutte le fonti di informazione dell’azienda, suggerisce gli opportuni aggiornamenti del Codice stesso, anche sulla base di segnalazioni ricevute dal personale.

Competono all’OdV i seguenti compiti:

▪ Comunicare alla Direzione Generale, per l’assunzione dei provvedimenti opportuni, le segnalazioni ricevute in materia di violazioni del Codice Etico.

▪ Esprimere pareri vincolanti in merito alla revisione delle più rilevanti politiche e procedure allo scopo di garantire la coerenza con il Codice Etico.

▪ Contribuire alla revisione periodica del Codice Etico: a tal fine l’OdV formula le opportune proposte all’Amministratore unico che provvede a valutarle e, eventualmente, ad approvarle e formalizzarle.

L’OdV mantiene i requisiti di autonomia ed indipendenza, assume poteri di indagine e controllo nonché poteri di iniziativa per l’espletamento delle funzioni assegnate.

5.3.2 Segnalazione di problemi o di sospette violazioni

Le violazioni al Codice Etico, eventualmente poste in essere dai destinatari, sono soggette al sistema disciplinare previsto dal Modello 231 aziendale.

Si precisa, infatti, che in caso di violazioni al Codice Etico, l’azienda adotta nei confronti dei responsabili delle violazioni stesse, laddove ritenuto necessario per la tutela degli interessi dell’organizzazione, provvedimenti disciplinari che possono giungere fino all’allontanamento dall’azienda dei responsabili medesimi oltre al risarcimento dei danni eventualmente derivati dalle violazioni.

L’inosservanza delle norme del Codice Etico da parte dei membri degli organi sociali può comportare l’adozione, da parte degli organi sociali competenti, delle misure più idonee previste e consentite dalla legge.

Le violazioni delle norme del Codice Etico da parte del personale dipendente costituiscono un inadempimento delle

obbligazioni derivanti dal rapporto di lavoro, con ogni conseguenza contrattuale e di legge, anche con riferimento alla rilevanza delle stesse quale illecito disciplinare.

Le violazioni commesse dai fornitori e collaboratori esterni saranno sanzionabili in conformità a quanto previsto nei relativi incarichi contrattuali, salvo più rilevanti violazioni di legge.

Particolare attenzione viene data al trattamento dei dati attraverso i sistemi informatici: qualsiasi problema e sospetta violazione deve essere subito comunicata al responsabile dei servizi informatici o alla Direzione Generale o all’Amministratore unico per le azioni del caso.

5.3.3  Provvedimenti disciplinari conseguenti alle violazioni

Le disposizioni del presente Codice Etico sono parte integrante delle obbligazioni contrattuali assunte dal personale nonché dai soggetti aventi relazioni d’affari con l’azienda.

La violazione dei principi e dei comportamenti indicati nel Codice Etico compromette il rapporto di fiducia tra l’azienda e gli autori della violazione, siano essi amministratori, dipendenti, consulenti, collaboratori, clienti o fornitori.

Per i dettagli del sistema disciplinare e dei meccanismi sanzionatori, si faccia riferimento al Modello 231 adottato dall’azienda.

In generale, le violazioni saranno perseguite nei seguenti termini:

▪ Per quanto concerne i dipendenti (ivi compresi membri degli organi sociali e dell’OdV stesso) attraverso provvedimenti disciplinari adeguati, indipendentemente dall’eventuale rilevanza penale dei comportamenti e dall’instaurazione di un procedimento penale nei casi in cui le condotte costituiscano reato. In particolare, le sanzioni saranno conformi alle regole ed alle logiche del contratto di lavoro applicato. I provvedimenti disciplinari vanno dal richiamo o ammonizione alla sospensione senza retribuzione, alla retrocessione e, nei casi più gravi, al licenziamento. Prima dell’assunzione di un provvedimento disciplinare, all’interessato viene data la possibilità di spiegare il suo comportamento.

▪ Per quanto riguarda consulenti, collaboratori, clienti, fornitori ed altri soggetti aventi rapporti contrattuali con l’azienda, verranno attivate modalità specifiche di risoluzione del rapporto contrattuale.

È fatto salvo, inoltre, l’eventuale risarcimento dei danni di cui l’azienda dovesse soffrire per effetto della violazione da parte dei soggetti di cui sopra, delle prescrizioni contenute nel Codice Etico.

5.4 Incarico da pubblico servizio

L’azienda, qualora dovesse svolgere Activities di pubblico servizio, applica i seguenti comportamenti:

• ▪ Rispetto dei principi di imparzialità, tipico della Pubblica Amministrazione.
• ▪ Non accettazione di benefici, denaro ed utilità.
• ▪ Non accettazione di influenze illegittime da parte di terzi.
• ▪ Evitare conflitti di interesse dei propri incaricati.

5.5 Riservatezza

I destinatari sono tenuti ad osservare la massima riservatezza su documenti, studi, iniziative, progetti, contratti, e più in genere su qualsiasi informazione conosciuta per le prestazioni svolte.

L’azienda pone in atto le misure per tutelare le informazioni gestite, al fine di evitare che esse siano accessibili a personale non autorizzato.

5.6 Diffusione, comunicazione e formazione

Il presente Codice Etico forma parte integrante e costituisce attuazione del Modello 231 adottato dall’azienda al fine della prevenzione dei reati commessi nell’interesse o a vantaggio dell’organizzazione stessa da parte dei soggetti indicati dal D.Lgs.n.231/01.

Allo scopo di prevenire violazioni delle normative vigenti, nonché del Codice Etico stesso, l’azienda prevede l’adozione di procedure specifiche da parte di tutti coloro che intervengono nel processo operativo, finalizzate all’identificazione dei soggetti responsabili dei processi di decisione, autorizzazione e svolgimenti delle operazioni stesse. Il presente Codice Etico è portato a conoscenza di tutti i soggetti interni ed esterni interessati o comunque coinvolti dalla missione dell’azienda mediante apposite Activities di comunicazione e formazione.

5.7 Procedure operative e protocolli decisionali

Il presente Codice Etico forma parte integrante e costituisce attuazione del Modello 231 adottato dall’azienda al fine della prevenzione dei reati commessi nell’interesse o a vantaggio dell’organizzazione stessa da parte dei soggetti indicati dal D.Lgs.n.231/01.

Allo scopo di prevenire violazioni delle normative vigenti, nonché del Codice Etico stesso, l’azienda prevede l’adozione di procedure specifiche da parte di tutti coloro che intervengono nel processo operativo, finalizzate all’identificazione dei soggetti responsabili dei processi di decisione, autorizzazione e svolgimenti delle operazioni stesse.

5.8 Sistema delle deleghe

A parte i soggetti già qualificati, l’azienda si avvale di un sistema di deleghe sulla base del quale determinate Activities possono essere poste in essere soltanto dai soggetti a ciò espressamente autorizzati perché muniti di potere attribuito mediante apposita delega ufficiale e/o procura notarile.

È infatti necessario che le singole operazioni siano svolte nelle varie fasi da soggetti diversi, le cui competenze siano chiaramente definite e conosciute nell’ambito dell’organizzazione in modo da evitare che siano attribuiti poteri illimitati o eccessivi a singoli soggetti.

 

Indice generale della sezione 6

Codice Etico – Sezione 6 – “Disposizioni finali”

• 6.1 Conflitti con il Codice Etico
• 6.2 Iter di approvazione e modifiche

6.1 Conflitti con il Codice Etico

Nei casi in cui i principi del presente Codice Etico dovessero entrare in conflitto con disposizioni previste nei regolamenti interni o nelle procedure, il Codice Etico prevarrà su qualsiasi di queste disposizioni.

6.2 Iter di approvazione e modifiche

Il presente Codice Etico è approvato dall’Amministratore unico.