Source: http://www.safireprotection.com/disciplinary-system-3/
Timestamp: 2019-04-24 00:42:21+00:00

Document:
This document formalises and constitutes the Disciplinary System [SD231] required by Legislative Decree 231/01 to obtain and ensure compliance with the defined behaviour principles and the uninvolvement of the Company in unlawful or unfair practices. The objective of the Disciplinary System is to discourage the implementation of criminal practices by the Personnel of the Company and the other Recipients of the MODEL, punishing behaviours that violate the principles of conduct expressed by the support document of the MODEL [MO231] and the Code of Ethics [CE231].
The disciplinary system is also activated in the case of violation of certain company procedures which, although not foreshadowing the hypothesis of offence pursuant to Legislative Decree 231/01, are to be considered relevant for technical and organizational, legal, economic or reputational repercussions of the Company.
231/01 and does not replace the more general sanction system concerning the relations between Employer and employee, as required and indicated by public and private labour laws.
The Disciplinary System provides penalties in line with the gravity of the offence committed and complies with the provisions contained in Art. 7 of the Workers’ Statute (Law no. 300 of 1970) and in the National Collective Labour Agreements in force.
2095 (Categories of employees: executives, managers, office employees and production personnel), and, where no mandatory law is applicable, all “stakeholders”, including the directors and external collaborators of the Company.
· Company or Enterprise: SA FIRE PROTECTION S.R.L.
4.RESPONSIBILITY FOR THE APPLICATION AND THE UPDATE.
The Manager of Human Resources is responsible for the formalization, application and revision of this Disciplinary System [SD231].
Monitor its correct application. In this regard, the SB will be entitled to be informed of any application of sanctions and will be able to provide its assessments on the matter.
The Disciplinary System [SD231] will also be able to take action also on notification by the SB itself to the functions responsible for the investigation and the imposition of sanctions.
Office while its verification is the responsibility of the Manager of the Human Resources. Its approval is the responsibility of the Administrative Body.
System according to the different types of Recipients.
The Company believes that the Disciplinary System currently applied, in line with the provisions of the current National Collective Labour Agreement in reference, is equipped with the prescribed requirements for effectiveness and deterrence.
With regard to Employees, employed with National Collective Labour Contract for employees of industrial metalworking companies (CCNL Metalworkers), it is necessary to comply with the rules laid down in the combined provisions pursuant to Articles8 ÷ 11 (Art. 8 – Disciplinary measures; Art. 9 – Written warnings, fines and suspensions; Art. 10 – Dismissal due to offences; Art. 11 – Non-disciplinary precautionary suspension) of Section IV (Discipline of the individual employment relationship) to Title VII (Relations in the company) of the CCNL Metalworkers and pursuant to Art. 7 of Law no 300/1970 (so-called “Workers’ Statute”).
Failure to comply with and/or breach of the principles of conduct defined in the support document of the MODEL [MO231] and in the Code of Ethics [CE231] by employees constitutes a breach of the obligations arising from the employment relationship and the disciplinary offence.
described in general terms through an homogeneous scale of severity of the disciplinary offences (“slight non-compliance”, “negligent misconduct”, “repeated or serious non-compliance”, “culpable violation” and “wilful misconduct or gross negligence”) to allow a coherent assessment with the different types of specific offences identified by Legislative Decree 231/01.
subjected to criminal proceedings pursuant to Legislative Decree 231/01″ is added; this measure permits the necessary disciplinary coverage of all the possible situations requiring suitable disciplinary action.
· Tolerance of slight non-compliance or irregularities committed by one’s own subordinates or others belonging to the personnel.
There is “slight non-compliance” when the conduct is characterized by negligence and not by wilful misconduct and has not generated any risk of sanctions or damages for the Company.
This measure is applied in the event of a recurrence of the non-compliance.
· Failure to fulfil requests for information or presentation of documents by the Supervisory Body, unless justified.
There is “repeated non-compliance” when the conduct is repeated and characterized by negligence and has generated risks of sanctions or damages for the Company and is not characterized by wilful misconduct.
This measure is applied when, for objective circumstances, specific consequences or for repetition, there is evidence that the previous offences are of greater importance.
There is “serious non-compliance” when the conduct is serious and characterized by negligence and has generated risks of sanctions or damages for the Company and is not characterized by wilful misconduct.
Supervisory Body, unless justified (when this involves damage or sanction for the Company).
There is “culpable violation” when the conduct is characterized by negligence and not by wilful misconduct and has generated potential risks of sanctions or damages for the Company that are more important than non-compliance.
c. Intentional breach of company procedures and/or the internal control system of such severity, or due to wilful misconduct of the fact or the technical, organisational, legal, economic or reputational reflexes or its particular nature, to damage the trust on which the employment relationship is based, and not to allow, however, the continuation, even temporary, of the relationship itself.
There is “wilful misconduct or gross negligence” when the conduct is characterised by negligence or is characterised by particular seriousness and presence of wilful misconduct and has generated potential risks of sanctions or damage to Society.
Regarding Employees, subject to preliminary investigations or subject to criminal action for an offence pursuant to Legislative Decree 231/01, the Company may arrange for the removal from service of the subject concerned for precautionary reasons at any stage of the ongoing criminal proceedings.
The removal from the service must be communicated in writing to the Employee concerned and may be maintained by the Company for the time deemed necessary but not beyond the time when the decision of the criminal judge becomes irrevocable.
The Employee removed from service retains, for the period relating to the criminal proceedings pursuant to Legislative Decree 231/01, the right to the entire economic treatment and the period itself is considered as active service for any other aspect foreseen by the National Collective Labour Agreement.
With regard to the Management Employees, employed the National Collective Labour Contract for Managers of Industrial Companies (CCNL Industrial Managers), it is necessary to comply with the rules laid down in the combined provisions pursuant to Articles8 ÷ 11 of Section IV (Discipline of the individual employment relationship) to Title VII (Relations in the company) of the CCNL Metalworkers, pursuant to Art. 7 of Law no. 300/1970 (so-called “Workers’ Statute”) and pursuant to Art. 15 (Civil and/or Penal Responsibility in relation to service) of the CCNL Industrial Managers.
Failure to comply with and/or breach of the principles of conduct defined in the support document of the MODEL [MO231] and in the Code of Ethics [CE231] by Managers constitutes a breach of the obligations arising from the employment relationship and the disciplinary offence.
÷ 5.1.6 where they are described in general terms through an homogeneous scale of severity of the disciplinary offences (“slight non-compliance”, “repeated non-compliance”, “serious non-compliance”, “culpable violation” and “wilful misconduct or gross negligence”) to allow a coherent assessment with the different types of specific offences identified by Legislative Decree 231/01.
Pursuant to this Disciplinary System [SD231], the Company will take the measures deemed appropriate against the responsible subjects in relation to the importance and seriousness of the violations committed, also in consideration of the fiduciary bond underlying the employment relationship between the Company and the employee with senior position.
In cases where the violations are characterised by gross negligence, whether or not general principles of conduct of offence are disregarded, or where such conduct is likely to be a serious violation of the discipline and/or diligence in the work such as to, radically, damage the Company’s trust in the manager, the company may proceed to the early termination of the employment contract (demonstrated the justness of the reason: violation of the trust bond), or the application of another sanction deemed appropriate in relation to the seriousness of the fact.
In cases where violations are characterised by malice, for example in the event of a deception of the general principles of conduct, the Company will proceed to the early termination of the employment contract without prior notice; this measure is applicable where it appears that the fact itself has been brought against the will of the Company in the interest or for the benefit of the manager and/or third parties.
Regarding self-employed persons, collaborators and other third parties, violations or breaches of the general principles of conduct of the Code of Ethics [CE231] or the specific principles of conduct defined in the support document of the MODEL [MO231], represent a serious breach in the execution of contracts.
Therefore, the provisions of Art. 1453 and following of the Civil Code in relation to the termination of the contract for failure to fulfil obligations (according to the expressed resolution clauses).
Therefore, in all relations with the subjects, where possible, these specific resolutive clauses must be envisaged, in particular within the supply and collaboration contracts, and specific clauses must be provided for compensation for the damage caused and of indemnification.
In the case of an offence or breach of the general principles of conduct of the Code of Ethics [CE231] or the specific principles of conduct defined in the support document of the MODEL [MO231] by the Directors or Statutory Auditors (members of the Board of Statutory Auditors) of the Company, the Supervisory Body (SB) will inform the entire Board of Directors (BoD) and the Board of Statutory Auditors, who will take the appropriate measures.
In the event of a serious breach by the Board of Directors, which is not justified and/or not ratified by the Board of Directors, the fact may be considered just cause for the revocation of the guilty Director. It is considered a serious unjustified breach the realization of an Offence situation to be understood as the realization of conducts referred to in the Offences indicated by Legislative Decree 231/2001.
If applicable, the Company will act for damages.
In the case of an offence or breach of the general principles of conduct of the Code of Ethics [CE231] or the specific principles of conduct defined in the support document of the MODEL [MO231] by the members of the Supervisory Body (SB), the Board of Directors (BoD) will take the appropriate measures based on the seriousness of the incident.
In the event of a serious unjustified breach and/or not ratified by the Board of Directors, the fact may be considered just cause for the revocation of the appointment, without prejudice to the application of the disciplinary sanctions provided for by the contracts in question (work, supply…).
In accordance with Art. 7 of the Workers’ Statute, this Disciplinary System [SD231] is brought to the attention of the Personnel by posting it on defined and accessible supports in the workplace.
In addition to the observance of the posting obligations, together with the Code of Ethics [CE231], this Disciplinary System [SD231] will be disseminated during appropriate information and training sessions intended for all Recipients.
Disciplinary System is requested by all Recipients.

References: Art. 7
 Art. 9
 Art. 10
 Art. 11
 Art. 7
 Art. 7
 Art. 15
 Art. 1453
 Art. 7