ethical code

Ceramica Ceilo’s Code of Ethics


1 Introduction
1.1 Approval of the Code of Ethics
1.2 Interpretation and violation of the Code of Ethics
2 General guidelines
2.1 Conflict of interest
2.2 Obligations of confidentiality and privacy
2.3 Corruption, illicit payments and prevention of money laundering
2.4 Laws on embargo and export control
3 Boards and Employees
3.1 Work environment and equal opportunities
3.2 Harassment
3.3 Company assets
4 Customers and Suppliers
4.1 Customers
4.2 Suppliers
5 External relationships
5.1 Public institutions
5.2 Trade union organisations and political parties
5.3 Communications, corporate information and media relations
6 Health, safety and the environment
7 Internal Control System and Supervisory Body

1 Introduction

Ceramica Cielo was originally established as a manufacturer of ceramic products for the bathroom, today it presents and offers complete design collections of bathroom sanitary ware and accessories and, contrary to the industrial logic of recent times, Cielo’s choice has been to return “the culture of hand-made” to the core of its business, as the manufacturing industry has destroyed this concept in recent years because it has been obsessed with hourly and industrial costs. Cielo’s ambition is to be a “workshop” of the renaissance of the true hand-made in Italy; a laboratory where “the culture of “hand-made” defeats the mechanisation in favour of the professional dignity of the people, who return to being master craftsmen.
Man is at the centre of our industrial project: making decisions including and preferably giving priority to human beings, seeking employee satisfaction, stimulating integration and teamwork, being transparent, knowing how to listen and respecting opinions of others, working with ethics and honesty, accomplishing what we promise, complying with what we say, establishing relationships with respect, being fair. Cielo’s mission is to satisfy our customer’s demands with excellence and to contribute, with our products, to improving people’s quality of life, generating wealth in a sustainable way.

1.1 Approval of the Code of Ethics

The Code of Ethics is formally approved by the Board of Directors of Ceramica Cielo S.p.A.

1.2 Interpretation and violations of the Code of Ethics

For any questions relating to the Code of Ethics, employees and third parties are invited to contact Ceramica Cielo’s Senior Management.

2 General guidelines

Cielo S.p.A., as part of its activities and in the conduct of its business, must base its actions on the principles of legality, honesty, correctness, integrity, transparency and mutual respect.
Integrity and legality
- we operate with respect for people and the community;
- we communicate in an open, honest and fair manner;
- we conduct our activities in compliance with the law and regulations of the countries in which we operate.
Respect and responsibility
- we treat others with loyalty and respect;
- we behave responsibly within the communities and environments in which we live and work;
- we are responsible for the use of the resources entrusted to us and for the recognition of a fair financial return for our shareholders;
- we believe that the growth and professional improvement of our employees is the key to the success of the company.

2.1 Conflict of interest

The decisions and entrepreneurial choices made must pursue the best interest for the company itself.
Employees, at all levels, and other recipients of the Code must avoid any situation that may prejudice the impartiality of their judgement regarding responsibility towards the company, other employees, customers and suppliers.
Any employee or collaborator who believes he / she is in a situation of potential conflict of interest must promptly report it to their management.
By way of example, a conflict of interest situation may arise:
- when an employee or a member of his/her family has an interest of a financial nature that can influence his judgement;
- when an employee or a member of his/her family makes personal profits by accessing confidential information;
- when an employee or a member of his/her family has a personal interest, direct or indirect, in any supplier or customer of the company.

2.2 Obligations of confidentiality and privacy

The company maintains a relationship of trust and mutual loyalty with each of its employees.
The obligation of fidelity involves the prohibition to carry out activities contrary to the interests of the company or incompatible with one’s duties of office.
Employees, at all levels, must consider compliance with the Code of Ethics as an essential part of the obligations undertaken in the context of the relationship of trust and loyalty.
Information of a confidential nature, relating to data or knowledge belonging to the company, must not be acquired, used or communicated except by authorised persons: among the confidential information, price-sensitive information takes on particular importance.
Price sensitive information is information about facts that are not in the public domain and are suitable, if made public, to influence the price of financial instruments. This information must in no way be used to derive benefits of any kind, whether direct or indirect, immediate or future, personal or financial.

2.3 Corruption, illicit payments and prevention of money laundering

The company, its employees and other recipients of the Code undertake to work with moral integrity, honesty and fairness in all internal and external relationships.
No employee must directly or indirectly accept, solicit, offer to pay sums of money or other benefits even as a result of illicit pressure.
Any kind of pressure against public officials, or any other party connected or associated with public officials, in any form or manner, in any jurisdiction, including those where such activities are in practice admitted or not prosecuted, is prohibited.
Employees of the company are prohibited from offering gifts, giveaways or other benefits that may constitute violations of laws or regulations, that are in conflict with the Code, or may constitute prejudice even just to the company’s image.
The company or its employees, as far as possible, must verify in advance the information available on commercial counterparties and suppliers in order to ascertain their respectability and the legitimacy of their activity before establishing any business relationships.

2.4 Laws on embargo and export control

The company undertakes to ensure that its business activities are carried out in such a way as to not violate in any circumstances the international embargo and export control laws in force in the countries in which the Group operates.

3 Boards and employees

The Code must be considered an integral part of every assignment allocated at company level (Board) and of the employment contract of each employee.
Boards and employees are required to strictly observe the provisions indicated. In particular they must:
- adapt their behaviour to the provisions of the Code;
- refrain from any conduct that may harm the company’s image;
- promptly report any violations of the Code and cooperate in investigations carried out in relation to the report;
- comply with the internal procedures issued by the company.

3.1 Work environment and equal opportunities

Employees, at all levels, must behave in such a way as to guarantee a decent working environment, where the freedom and dignity of each is respected. In particular:
- must avoid behaviours that can create an intimidating or offensive climate towards colleagues and / or subordinates;
- must avoid behaviour aimed at discrediting colleagues and / or subordinates;
Must not serve under the effect of alcohol or drugs;
Must respect the ban on smoking in the workplace.
The company recognises equal opportunities for all employees both economically and professionally, without discrimination based on race, class, origin, religion, disability, gender, sexual orientation, trade union membership or political affiliation, marital status.

3.2 Harassment

Any kind of physical and / or verbal harassment aimed at harming the dignity of the person, whether inside or outside of the workplace, is prohibited.
Every employee, collaborator and recipient of the Code who are in possession of information that can highlight a situation of harassment towards someone, must promptly report it to the Supervisory Body.

3.3 Company assets

All the recipients of the Code are responsible for the protection and conservation of tangible and intangible assets and resources entrusted to them to carry out their duties.
The resources entrusted must be used only for the purposes of the office’s operations and in compliance with the company’s procedures.

4 Customers and suppliers

In relations with third parties, every relationship must be conducted and managed without resorting to unlawful conduct; each action must be based in full compliance with the law and the ethical values expressed in this document.
Corruption and practices, collusive behaviour, personal favours aimed at creating an advantage for oneself or others are expressly prohibited.

4.1 Customers

The company recognises the strategic importance of its customers and requests that their management be based on the principles of honesty, fairness, professionalism and transparency.
In negotiations with customers, the company must not adopt discriminatory behaviour or make improper use of its contractual power.

4.2 Suppliers

The company recognises the strategic importance of creating a partnership with its suppliers and therefore requests that their management be based on the principles of honesty, fairness, professionalism and transparency.
In negotiations with suppliers, the company must not adopt discriminatory behaviour or make improper use of its bargaining power or exercise pressure of any kind so that unlawful conduct by suppliers is adopted.
The selection of suppliers and the determination of the conditions of purchase must be made on the basis of an objective and transparent assessment that not only takes into account the price but also and above all the ability to provide and guarantee services on an adequate level, and the honesty and integrity of the supplier.

5 External relationships

The company and its employees are committed to developing and maintaining socially responsible behaviour.
The company does not employ child labour, i.e. it does not employ people under the age established for the job start-up by the regulations of the place where the work is performed and, in any case, under the age of fifteen.
The company also undertakes not to establish business relationships with suppliers who employ child labour, as defined above.

5.1 Public institutions

The assumption of commitments with the Public Administration and with the institutions is reserved exclusively to the appointed and authorised company departments.
Recipients must not promise or offer Public Officials or employees of the Public Administration or Public Institutions payments or assets to promote or favour the interests of the company.

5.2 Trade union organisations and political parties

Any relationships between the company and trade unions, political parties and their representatives must be based on the highest principles of transparency and fairness.
Economic contributions are allowed only if permitted by law and in any case must be expressly authorised by the corporate bodies of the company itself.

5.3 Communications, corporate information and media relations

Communications to the media play an important role in creating the image of the company and therefore all information regarding the company itself must be provided in a truthful and homogeneous manner and only by the top management and the external relations manager.
All other employees, at any level, must refrain from providing non-public information about the company to media representatives.

6 Health, safety and the environment

The company is committed to protecting the health and integrity of its employees in compliance with current legislation.
Every employee must not place “others” in the face of unnecessary risks that could cause damage to their health or physical safety.

7 Internal control system and Supervisory Body

It is the responsibility of top management to spread awareness of the importance that control procedures give to the achievement of company objectives, while the responsibility to favour an effective internal control system is common to every level of the company.
All employees and all those who, directly or indirectly, permanently or temporarily, establish relationships and relations, or operate in the name and on behalf of the company, in the context of their duties and tasks, shall be responsible for the implementation and proper functioning of the controls inherent to the operational areas entrusted to them in line with the business procedures.
Anyone who becomes aware of omissions, falsifications or negligence of the information and of the documentation supporting the controls is required to report the facts to the Supervisory Body.

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