Ghella is a leading Company in the construction of major infrastructure projects worldwide.
We build excellence in a sustainable and innovative way to leave a better World to the next generations.
We value and believe in our people. We operate at the highest standards of behaviours and ethics.
We provide active leadership and foster trust, openness and collaboration to develop best teamwork.
Innovation is imperative. We maintain internal challenge to continually deliver new solutions for a progressive World.
In respect of our tradition, as infrastructure builders, we are always a step ahead on safety.
We act for the future and strive to protect the environment minimizing our footprint.
Successful engagement and approach to communities and stakeholders is of main focus, contributing to the achievements and consensus of our Projects.
Our Policies and Guidelines, together with the Code of Ethics, set the standard for our Company and all the stakeholders worldwide.
Our Anti-corruption Guidelines provide our workforce, contractors and partners with a set of guidelines for identifying and preventing potential corruption and bribery events and implementing our zero tolerance for corruption approach.
Our Compliance System, Model 231 outlines how the company has organised to specifically prevent breaches to the Italian Legislative Decree 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:
- 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.
Dignity and respect for people are at the core of our corporate culture.
Our Human Rights Guidelines offer our workforce, contractors and partners a set of guidelines for identifying and preventing potential infringements to Human Rights, thus providing the tools to avoid Human Rights abuses occurring within our control.
Our Whistleblowing Policy provides information on the channels available within our organisation for confidential reports of inappropriate or unlawful conduct or violations to our Compliance Programme.
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.
Chairman, March 2019