BOLIS SPA - Via Sarma 6 - 24030 Presezzo (Bergamo) - Italia
Tel. +39 035 467511 - Fax +39 035 618679 - -


(approved with resolution adopted by the Board of Directors on 2 May 2017)


The Code of Conduct issued and adopted by BOLIS S.p.A. is the set of principles and rules aimed at the proper functioning of the Company and at improving its reliability.
It represents the "Charter of rights and obligations" through which the Company: Therefore, by adopting this of Code of Conduct, BOLIS S.p.A. endeavours to meet, in the best way possible, the needs and expectations of the Company's parties of interest. It also aims at recommending and encouraging a high level of professionalism, and prohibits all behaviour contrary to normative provisions and to the values promoted by the Company.
The individual and collective behaviour of the Company's employees and associates must therefore be in tune with the company policies and must translate into the following concrete actions: following the standards of conduct identified in the Code of Conduct.
The Board of Directors, in conjunction with the approval of the Code of Conduct, appoints through a separate deed the members of the Supervisory Body assigned that task of ensuring compliance with said Code.


While drafting its Code of Conduct, BOLIS S.p.A. acknowledged and was guided by the provisions contained in Italian Legislative Decree no. 231 of 8 June 2001, in the ISO 140001 certification and in the SA 8000 international standards.


The Code of Conduct is intended for all those who, in their capacity of employee or associate, enter into a direct or indirect relationship with the Company, in a stable or temporary manner or in any event are involved in pursuing the company objectives. They will be indicated herein with the term of "recipients".
Recipients who violate the principles and breach the rules contained in this Code jeopardise the relationship based on trust entered into with the Company.
All recipients are required to know the Code of Conduct, and to contribute to its implementation, improvement and distribution.
The Company commits itself to distributing its Code of Conduct to all employees and associates.
Distribution to suppliers is necessary in order to supervise the consistency of their respective Code of Conduct (in case the suppliers issued one and the adoption of said Code represents a condition of preference) with the one issued by BOLIS S.p.A.; whilst distribution to customers protects them and reassures them on the conduct of BOLIS S.p.A.


The Company's Code of Conduct is based on the following principles: The Company endeavours to put into practice the values and principles contained in the Code, undertaking the responsibilities within and outside the company, strengthening trust, unity and company spirit. To this end, it commits itself to carrying out constant training and informative sessions on the contents of the Code for the purpose of promoting it, distributing it and expand conscious consent.
The Company wishes to pursue the following ethical standards of behaviour:


Guiding criteria in policies vis-à-vis recipients

BOLIS S.p.A. undertakes to ensure: The Recipients agree to comply with the following: With regards to the above, all employees are required to collaborate so that managerial events are duly represented. The information that flows into accounting, both general and analytical, must comply with the principles of transparency, correctness, completeness and accuracy. The accounting entries must be based on precise, thorough and verifiable data. Each entry in the accounting books must reflect the nature of the transaction and represent its consistency, and it must be based on adequate supporting documentation so as to allow: Employees and associates who discover any false data in the accounting or in the documentation upon which the accounting records are based must report such falsification to the Supervisory Body and to Internal Control.
Should the report turn out to be deliberately unfounded, the Company is entitled to undertake disciplinary proceedings against the employee or end the relationship with the associate.

Guiding criteria in policies vis-à-vis third parties

Employees and associates must inform third parties, in an appropriate and exhaustive manner, with regards to the content of the provisions of the Code of Conduct, for the purpose of making sure that their behaviour complies with these provisions.
All employees and associates commit themselves to ensuring that all activities are carried out in full compliance with applicable regulations on the subject of competition.

Relationships with Customers:

The primary goal of BOLIS S.p.A. is customer satisfaction, to be pursued through the quality of its products, the efficiency of its services, the transparency of its information and fairness during negotiations.
The employees and associates of BOLIS S.p.A. must not promise or offer payments or goods to Customer employees in order to promote or favour the interest of the Company, except in the case of acts of commercial courtesy of modest value and such as to not be interpreted as aimed at improperly acquiring advantages for themselves or for the Company, and consistent with the Customer's Code of Conduct (if available).

Relationships with Suppliers:

The selection of Suppliers and the determination of purchase conditions must be based on an objective evaluation of: Certifiability according to regulations in force of the raw materials represents an essential condition.
The Supplier's Code of Conduct represents a condition of preference.
The employees and associates of BOLIS S.p.A. must not accept payments or goods from Suppliers that wish to promote or encourage the interest of their respective Companies, except in the case of acts of commercial courtesy of modest value and such as to not be interpreted as aimed at improperly acquiring advantages for the supplier Company.

Relationships with the Public Administration:

The undertaking of commitments with the Public Administration is reserved exclusively to the company Functions in charge of said activities.
The recipients must not promise or offer to or accept payments or goods from public officials in order to promote and encourage the Company's interest, except in the case of acts of commercial courtesy of modest value and such as to not be interpreted as aimed at improperly acquiring advantages for themselves or for the Company.
In any case, it is strictly forbidden to give or receive giveaways or gifts in cash or cheque form, regardless of the amount.
In case of offers or proposals made by public officials, the employee or associate must report such offers or proposal to their supervisor or to the competent function and turn them down.
During the course of relationships (contacts, requests, negotiations, etc.) with the Public Administration, the internal or external personnel appointed by the Company shall not be allowed to try to unduly influence the other party's decision.
The Company commits itself to ensure that its employees and associates behave correctly vis-à-vis Inland Revenue.
In its relationships with the Public Administration, the Company cannot be represented by third-party subjects (consultants, etc.) in case there may be a conflict of interest. The Company shall be responsible for distributing the contents and the objectives of this Code of Conduct to recipients (internal and external), so that they apply the company's ethical directives.
During the course of relationships (contacts, requests, negotiations, etc.) with the Public Administration, it is prohibited to undertake, directly or indirectly, the following actions:

Relationships with political organisations, trade unions, charity organisations and mass media:

BOLIS S.p.A. does not make direct or indirect contributions of any kind to political parties, movements, committees, trade unions and political organisation, or to their representatives and candidates.
The Company evaluates, on a case-by-case basis, requests for contributions or gratuities from charity organisations, preferring those equipped with By-laws and deeds of incorporation and that pursue worthy objectives.
Only the authorised functions are allowed to entertain relationships with the press.
Employees and associates must refrain from giving or releasing to representatives of the press and of other means of communication and to any third parties, interviews or declarations concerning the Company without authorisation by the competent managers. The same applies to the diffusion of news through social networks.


The internal control system consists of the set of tools needed or useful for guiding, managing and checking the business activities, guiding the Company towards the achievement of its objectives while adequately fighting risks.
The internal control system as a whole must provide reasonable guarantee concerning compliance with the laws of the State, of the internal procedures and of the company Codes; the achievement of the pre-defined objectives; the protection of the Company's assets and resources; company management according to efficacy and efficiency criteria, environmental protection; the reliability of accounting and managerial data incoming and outgoing distributed within and outside the Company.
The Company agrees to define a system of procedures suited to reducing the risk of violation of the Code, assigning suitable responsibilities and resources to an internal Supervisory Body so that it is able to draw up the appropriate guidelines as support to the various company functions.


The rules contained in the Code of Conduct supplement the behaviour which employees are required to hold, in accordance with civil and criminal laws in force and with the obligations provided for by national employment contracts.
The violation of the rules contained in the Code harms the relationship based on trust established with the Company and, since this is deemed to be a non-fulfilment of the contractual obligations of the employer/employee relationship or of a professional collaboration, pursuant to Art. 2104 of the Italian Civil Code, it may result in disciplinary, legal or penal actions; in the more serious cases, the violation of said rules may lead to the termination of the employment relationship, if committed by the employee, or to a stop in the relationship, if committed by an associate or by a third-party subject (supplier, etc.).
Reports of irregularities or failure to comply with the principles of the Code of Conduct must be sent exclusively by e-mail to only accessible to members of the Supervisory Body, in other words the body appointed by the Board of Directors. The Supervisory Body examines and evaluates the submitted reports however it is under no obligation to examine anonymous reports or reports without reasonable elements of truthfulness and relevance for the purposes of Italian Leg. Decree 231/2001. The Supervisory Body reports to the manager concerned and to the Board of Directors.