Etica e Conformità

Ghella è oggi una realtà internazionale di primaria importanza nel mondo delle costruzioni di grandi opere pubbliche. 

Noi costruiamo l'eccellenza in maniera innovativa e sostenibile per lasciare un mondo migliore alle generazioni future. 

Crediamo nelle nostre persone, e diamo loro valore. Lavoriamo rispettando i più alti standard etici e comportamentali. 
Offriamo una leadership attiva e promuoviamo la fiducia, la trasparenza e la collaborazione per sviluppare il lavoro di squadra. 
L’innovazione è indispensabile. All’interno dell’Azienda ci confrontiamo continuamente per trovare soluzioni alle sfide di un mondo in evoluzione.  
In linea con la nostra tradizione, come costruttori di infrastrutture, siamo sempre un passo avanti sulla sicurezza
Lavoriamo per il futuro, e lottiamo per proteggere l’ambiente minimizzando il nostro impatto.  

L’integrità è parte del nostro DNA. Ci impegnamo ad operare seguendo i più alti standard di etica e conformità e promuoviamo la trasparenza a tutti i livelli nella nostra azienda.  

Ci siamo dotati di un Programma di Compliance volto a fornire un framework su queste tematiche e a definire specifiche linee guida: 

Il nostro Codice Etico definisce i principi e le regole di condotta che guidano le nostre azioni. 

 

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Le nostre Linee Guida Anticorruzione, rivolte ai nostri dipendenti, subappaltatori e partner, forniscono indicazioni su come identificare e prevenire episodi di corruzione e concussione e ci aiutano ad implementare il nostro approccio di tolleranza zero verso la corruzione. 

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Il nostro Sistema di Compliance, il Modello 231, descrive come la nostra azienda si è strutturata per prevenire infrazioni al Decreto Legislativo Italiano n. 231/2001.  

Legislative Decree no. 231/2001 introduced the criminal liability of legal entities/companies, together with that of the natural person who has materially committed the illegal fact, into the Italian legal system. Such provision adapts the Italian legislation to international conventions previously signed by Italy.

In order to increase the Company’s capability to effectively avoid the risk of committing offences, Ghella decided to integrate its own organisational systems by adopting the so-called “Model 231”. Specific crimes covered by Decree n.231 also relate to the following offences:

  • corruption;
  • crimes against industry and trade;
  • human rights crimes;
  • health and safety crimes;
  • money laundering;
  • environmental crimes;

An autonomous, independent and professional Supervisory Body is entrusted with monitoring, controlling and updating the Model and the Code of Ethics adopted by Ghella.

Model 231, drafted in accordance with international best practices, was adopted by Ghella with a Board resolution on June 27, 2006. The Model is updated regularly in accordance with legislative and organisational changes. The last update was adopted following a Board of Directors resolution on July 24, 2017.
 

I concetti di dignità rispetto per le persone sono centrali nel nostra cultura aziendale.  

Le nostre Linee Guida sui Diritti Umani, rivolte ai nostri dipendenti, subappaltatori e partner, forniscono indicazioni su come identificare e prevenire eventuali violazioni dei Diritti Umani mettendo a disposizione gli strumenti necessari per evitare abusi di questo tipo in tutte le aree sotto il nostro controllo.  

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La nostra Politica Whistleblowing fornisce informazioni sui canali messi a disposizione dall’azienda per segnalare in maniera confidenziale eventuali azioni inappropriate o illegali o violazioni al nostro Programma di Compliance.  

Ghella is committed to prevent and act promptly to events that may undermine its values and vision. For this reason, Ghella has established a whistleblowing process to encourage and guide the reporting of any inappropriate / unlawful conduct,or violation of Ghella’s Code of Ethics, Anti-Corruption guidelines, Human Rights guidelines, Organizational Model ex D.Lgs. 231/01 or additional local compliance policies of other Group companies (hereinafter “Compliance Program”) and to guarantee a fair, impartial, prompt and confidential evaluation of potential claims by our full- and part-time - employees, interns, subcontractors, suppliers and consultants.

What to Report

Whistleblowing reports should specifically concern breaches to Ghella’s Compliance Program and to Ghella’s internal procedures or illegal conduct pursuant to local legislation applicable to Group companies.
Reports may be:
a) communications of alleged breaches / violations of the Compliance Programs, internal procedures requirements or local legislation applicable to Group companies;
b) requests for clarification on topics expressed in the Compliance Program.
Should the nature of the report fall outside the scope of this policy, a more relevant Ghella policy or process, where available, will be indicated by the recipient of the report.

How to make a Report

Formal reports should be made in writing, using the dedicated reporting channels available for all Ghella companies (see Annex 1) and should include a detailed description of the breaches/violations raised.
Minor concerns may be resolved, without the need for a formal report, by talking directly to the person whose conduct is causing concern. If this is not possible concerns/requests for clarifications should be raised with line managers or alternatively with Compliance Managers.

Handling and analysis of reports

Supervisory Body (Organismo di Vigilanza- OdV) or the Compliance Managers are formally responsible for receiving and handling Whistleblowing reports and have the duty to ensure appropriate follow-up.
Each report will be considered carefully, and a confidential and accurate analysis will be conducted by the relevant Supervisory Body or Compliance Manager, who will obtain information by the departments concerned and/or by other individuals involved. Should a report not contain sufficient details, the Supervisory Body or Compliance Manager may request additional information by the whistleblower. In order to keep track of communications, ensure transparency and facilitate a formal assessment, written communication is to be preferred throughout the process. The analysis and investigation phases will be addressed and processed within 90 days, unless the nature of the reported issue requires additional time.
Supervisory Body and Compliance Managers will keep reporting individuals informed on the progress of their claim. In particular, they will notify them when the claim has been duly processed and when the investigation has been concluded. Where possible, Ghella will provide feedback to the whistleblower on the outcome of investigations. It should be noted, however, that it may not be possible to give detailed information regarding the actions taken by the Group as this could infringe legal duties, including the privacy and data protection rights of the persons involved or trade secrets or confidentiality undertakings previously accepted by the Group.

All reports must be recorded and all attached documents, including those produced or acquired during the analysis phase, will be appropriately filed.
In the unlikely event of all available internal reporting channels failing to provide a reasonable or efficient remedy to the reported breach, as a last resort, a good faith report to the police or state prosecutors may represent an alternative potential option to report a breach. Appropriate counselling is advised before taking such step.
All recipients of reports mentioned in this policy have the duty to treat sensitive information such as personal data in line with the General Data Protection Regulation (GDPR) and Data Protection Laws.

Whistleblower Protection and disciplinary measures

Reports and the information within them, as well as the identity of the individuals submitting the report (if this has been shared), will be treated confidentially. The identity of the whistleblower will not be revealed without their prior written consent, unless required otherwise by law.
It is also acceptable to report anonymously, without disclosing any personal data. It should be noted, however, that this choice may hinder the resolution of the reported issue, as feedback may be needed for a successful investigation.
Ghella is fully committed to protect whistleblowers from repercussions or any form of disadvantage or discrimination at the workplace linked to or resulting by submitting a report.
Any whistleblower that reports internally a concern in good faith, will not be prosecuted and no action will be taken against him/her in case of the information supplied cannot be proven or becomes irrelevant or insufficient to address the report. If additional relevant information emerges after a report is made, the whistleblower is encouraged to report this to Ghella immediately, regardless of whether this information supports or invalidates the original report.

Ghella will also take appropriate disciplinary measures in case of bad faith reports, violation of the internal procedure system or relevant applicable laws, and/or for carrying out threats or retaliation against individuals submitting reports.
Disciplinary measures will be proportionate to the extent and severity of the misconduct ascertained and may go as far as termination of employment.

This policy is communicated to our employees as part of the mandatory induction process and it is available to all stakeholders via the company’s website and the intranet.

It is reviewed annually during management system reviews to ensure it is consistent with the company's mission and vision.
 

Giandomenico Ghella
Chairman, March 2019