3 2 Progetto 2000 CHARTER OF VALUES, CODE OF ETHICS AND RULES OF GOOD PRACTICES The Eunomy in ancient times The Eunomy writes Solon makes everything ordered and perfect, restrains the unfair, smoothes the asperities, ends the excess (koros), knocks down the arrogance (hy-bris), kills the blossoming flowers of ruin (ate), corrects the wrong judgments, mitigates the pride and ceases the discord (Sol., fr. 4). Dysnomy instead (its opposite) causes endless evils to the city. Eunomy is then a concept that, typical of Greek culture, goes beyond the ambit purely juridical and political, to enter the ambit of ethics. Besides the good order given by a good legislation, the eunomy is able to prevent the development of tensions in the city and is a basic concept for the Athenians and the Greeks in general. Before the legislation of Lycurgus, writes Herodotus, the Spartans were, among the Greeks, those governed by the worst laws (kakonomotatoi, Her., VII. 204). Thucydides writes: Sparta was stricken by a long lasting stasis (I. 18.1). The reason? A situation of kakonomy. Only an enlightened legislation could bring new order, harmony and happiness in the city. In fact, writes Xenophon, when Lycurgus issued his laws, the Spartans, respecting them, brought the eunomy in the city (Resp. Lac., I. 2).
4 3 Progetto 2000 CHARTER OF VALUES, CODE OF ETHICS AND RULES OF GOOD PRACTICES Eunomy, then, is the good government created by the action of a law-giver recognized as superior by everybody, a sort of arbiter acting to solve a conflict, introducing good laws and good diets (lifestyles). But Aristotle knew that the Solon s or Lycurgus eunomy could not base itself on the immutability of laws and practices. Eunomy demands a continuing search of balance (Pol a ss.). In clear contentious with his great Master, he wrote everybody must look for what is good, not for what is old (Pol. 1269a). Eva Cantarella* From Eunomia Sanità - I Edition 17th/19th December 2009 *Eva Cantarella Professor of Greek and Roman Law at the University of Milan. Cantarella is columnist for Corriere della sera and editor in chief of Rivista di Storia e diritto greco ed ellenistico.
5 4 Progetto 2000 CHARTER OF VALUES, CODE OF ETHICS AND RULES OF GOOD PRACTICES Contents CHARTER OF VALUES Our values Solidarity Social services for the families Satisfaction of our collaborators CODE OF ETHICS PART I Introduction PART II Corporate bodies and management Workers and collaborators of the coopratve Clients, suppliers and consultants Community Authority Accountancy transparency Internal control system Privacy PART III Implementation and guarantees - The Ethic Committee RULES OF GOOD PRACTICES Introduction CHAP. 1 Office Supplies CHAP. 2 Furniture CHAP. 3 Environment CHAP. 4 Transports CHAP. 5 Health and Safety
7 - Gandhi - CHARTER OF VALUES Progetto 2000 cheers and thanks its customers who have been trusting us for more than 30 years contributing to our ideal of...being the change that we want to see in the world.
9 8 CHARTER OF VALUES Our values. Social responsibility: the DNA of our company As a cooperative looking to the future, Progetto 2000 is aware of its corporate social responsibility. Progetto 2000 is aware that the goal of a company is to make business and recognizes that without false hypocrisies but believes that the struggle for a positive return, which is necessary for the development of the cooperative, must also consider goals of ethical and social kind, and that business can be sustainable. Progetto 2000 is convinced that a business model exists to render compatible the interests of the cooperative workers and those of the community, because when the community evolves and improves its living standards, also the Business can give more strength to its activities. Progetto 2000 believes that the benefit for the community matches with the benefit for the Cooperative and its workers. As a cooperative, Progetto 2000 thinks to have different kinds of responsibilities such as: investments for research, occupation, technological innovation, health of the workers and the territory, triggering a more informed awareness of the concepts of health and wellbeing. In these years the cooperative has changed and
10 9 CHARTER OF VALUES improved its strategies, towards a greater social responsibility, without increasing the costs for the customers. We think that we can t transfer to the customers the costs of application of these principles. In fact, the cooperative must take charge of these costs. The cooperative, with the assistance of some of the most respected Italian consultants in this industry, will draft up its first social and responsibility fact sheet, which will consist of a summary of all the social activities promoted during these years and will constitute a clear commitment towards the goals that the Cooperative will try to achieve in the future. SOLIDARITY Social services for the families of the workers of the Cooperative Progetto 2000 is a pink cooperative, since that 90% of the employees are women and is then aware of the fact that conciliating work and family is not easy. When the collaborators of the cooperative endure difficult situations, the Cooperative Takes charge of its social responsibility adopting preventive measures to solve right away the kinds of difficulties below stated: Caring of the children offering:
11 10 CHARTER OF VALUES consultancy concerning the children s caring; financial support during the search of a solution concerning the children s care; donation of 1, euro net in the payroll in case of death of a close relative; temporary hiring of the children aged 16 and above during the summer period. Social consultancy Through the internal service of social consultancy, the Cooperative offers to its collaborators the opportunity to talk with professionals of social matters listed below: professional support and consultancy for the solution of the problems concerning life direction, personal relationships, workplace and finance; consultancy for the managers of the Cooperative dealing with difficult situations and decisions; workshops and training seminars to prevent stress, abuses, mobbing and excessive debts. Services for the physical and psychological well-being The Cooperative offers to its collaborators a relax area where is possible to relax during the breaks reading books, listening to music or exercising. In this area many activities for the well-being of the collaborators are also offered, such as:
12 11 CHARTER OF VALUES Tuina massage, from the Chinese traditional medicine, during the working time; monthly meetings with a psychologist during the working time; monthly meetings with the national teacher of Qi Lel Qi Kong (physical exercise to keep yourself in good shape). Training and recreational workshops Besides the training course on the work tools, the cooperative offers to its collaborators workshops for the personal development, using different activities, such as clay making, painting, self-sufficiency (workshops of bread making), DVDs watching. Besides, the Cooperative organizes guided tours to art exhibitions, watching of important films in cinemas and tours in the countryside. Project Restarting from myself in Modus Vivendi Village in San Cresci di Borgo S. Lorenzo (FI) Since 2010, according to its possible operational margins, now singularly limited but that in the future will globally represent a considerable amount of money, the Cooperative is devolving these margins to a social project for the benefit of the collaborators of the Cooperative, to transform the yearly small savings, which
13 12 CHARTER OF VALUES are insignificant for the single persons, into a social service of great value for all the collaborators of the Cooperative. The goal is to have all the collaborators of the Cooperative participate in the project Restarting from myself which aims to the creation of a bio-ecological farm-house surrounded by the Nature, with a centre of Alternative Medicine annexed, situated on the Tuscan Apennines where, once completed, the collaborators of the Cooperative can stay, free or renting charge, for a rest period of one/two/three weeks, according to the chosen period, since the Cooperative will buy, with a loan, a house to live in Cohousing. Progetto 2000 wants to consider the human beingnature relationship taking into great consideration also the animals, from a different and innovative point of view. The Nature and the animals are no longer strangers, to be studied scientifically, but part of us, or better to say, we are part of the Nature. To spread a new awareness of the role of the animals beside the human beings and that of the human being beside the animals, besides the role of the human beings as guardian of the Nature is very important. Considering yourself as part of a big Whole and consider the animals as bro-
14 13 CHARTER OF VALUES thers in our terrestrial journey, brings new considerations and new respect, allowing the understanding of many things of us. The concept of rights of the animals means to extend to some or all the animals part of the fundamental human rights, such as the right to be free and to not suffer needlessly. The term right is intended with both legal and moral meaning. Progetto 2000, as a supporter of the rights of the animals, agrees with the ethical code of the associations which use the gentle method. Creation in the Cooperative of a group to support local agriculture. Cultivation of a community bio-ecological and synergistic garden Satisfaction of the collaborators The real problem of a female worker, the most penalizing one, is the fact that normally the employer fears her pregnancy. Progetto 2000 has never considered this a problem. The Cooperative has always given great attention to women s and infancy valorization, promoting the women s occupation, freeing them from having to choose between career and family. The respect for the working woman and the valorization
15 14 CHARTER OF VALUES of her characteristics considering the double role of the working woman managing the daily life duties, such as the home management and the children/relatives caring, are primary values. The national contract for our sector of business provides for a maximum part-time percentage of 2%, while today in our Cooperative, This percentage is up to 9%. Progetto 2000 wants mothers to feel less lonely, more supported and also protected. This kind of teamwork allowed the mothers working for the Cooperative to give birth to 131 children. The health of a company is the reflection of its collaborator s health. A survey carried out by the Cooperative gave excellent results. Compared to the previous year, the Cooperative advanced in all the sectors subject of the survey. In general, the collaborators of Progetto 2000 are aware to deal with a safe and ethically correct company and feel comfortable in the workplace, think to have opportunities for a professional growth and are convinced that the Cooperative has what it takes for a bright future.
17 CODE OF ETHICS QUALITY SYSTEM ISO 9001 Revision No. 02 of 29 May 2010 approved by the Board of Directors: Comi Maria Teodolinda Barbaro Francesco Nobile Nadia
18 17 Progetto 2000 CODICE ETICO
19 18 CODE OF ETHICS PART I Introduction The Cooperative conforms its operational conduct to the values of this Code of ethics with honesty, professionalism and transparency. This Code of ethics, approved by the President of the Cooperative and reviewed on 25/05/2010 by the Board of Directors, defines the principles of conduct in the Cooperative s transactions, as well as the commitments and responsibilities of its operators at all levels. For this purpose, the Cooperative undertakes to: to ensure and promote at its interior the strict compliance with the laws and regulations in force, as well as the principles of transparency, loyalty and fairness that are commonly accepted in the administration of transactions; to ensure and promote at its interior the strict compliance with all the organizational and procedural rules adopted by the Cooperative, especially those relating to preventing the commission of crimes; to promote and request the compliance with all the previously mentioned organizational and procedural laws, regulations and principles also from collaborators, own clients and business suppliers/ partners;
20 19 CODE OF ETHICS to abstain from improper behaviours, or, at any rate, behaviours that do not comply with the aforementioned principles, during relationships with the Authorities, the Cooperative s operators, the clients, the suppliers, the competitors and, more in general, the community; to guarantee the compliance with the principles of transparency, honesty and trustworthyness in relation to its own counterparties and the community at large; to guarantee respect for the professionalism and physical and moral integrity of its own operators, as well as the and the utmost respect for environment and safety, particularly in relation to the hygiene and safety of the work spaces; to avoid, prevent and repress any form on discrimination based on sex, age, sexual orientation, race, nationality, physical or social-economic conditions, religious beliefs, political opinions. Therefore, the quality and efficiency of the corporate organization, as well as the Cooperative s reputation, constitute an inestimable asset and are considerably determined by the conduct of each operator. The conduct of simply one operator that does not comply with the regulations of this Code of ethics can, in itself,
21 20 CODE OF ETHICS cause considerable damages to the Cooperative. Every single operator of the Cooperative must, with his/ her conduct, contribute to the safeguard of said asset and, in particular, to the safeguard of the reputation of the Cooperative itself, both in the work areas and outside of them. Every single operator of the Cooperative acknowledges and respects personal dignity, the private sphere and the rights of each individual s personality. In carrying out his/her duties each operator of the Cooperative behaves with transparency and honesty, taking on the responsibilities involved in said duties; is a trustworthy partner and does not make promises he/ she is unable to keep. Each Sector Manager must fulfil the obligations of organization and control. Specifically, he/she carefully makes sure to prevent infringements of law or of this Code of ethics. Hence, each Sector Manager is responsible for the operators of the Cooperative subject to his/her supervision, coordination and control for the achievement of the tasks delegated by the Sector Manager.The latter s behaviour must be exemplary, proving his/her dedication to work, loyalty and competence, the Sector Manager sets clear, ambitious but realistic objectives,
22 21 CODE OF ETHICS performs his role giving confidence to his collaborators and allowing them as much responsibility and freedom of action as possible, taking into account their personal and professional aptitudes as well as their experience. The Sector Manager is available to his/her collaborators to discuss professional or personal issues. 1. Mission Project 2000 is the result of the intuition and the experiences of Prof. Bruno Dei and Roberta Zivolo, who, since 1970 has decided to turn her focus and passion towards the Outsourcing market involving the processes of Back-Office and Document Management. These two key figures have been the driving force behind the project s execution. Linda Comi, Francesco Barbaro, Nadia Nobile and Sarah Prinzo have taken up the challenge by training and involving professionals such as: business managers, programmers, technicians and the entire operational personnel and today, Project 2000 boasts about a hundred operators that are trained, available, patient, informed and empathic in their relationship with the client. The 30 years of experience gained by the founders of Project 2000 give the Cooperative a solid trustworthiness since they have implemented a list of fidelize
23 22 CODE OF ETHICS clients who, on a daily basis, request punctuality, precision and a perfect management of their non-strategic activities in relation to Document Management, so as to be able to devote more resources to their core-business. Project 2000 is a leading Italian Cooperative in the field of the supply of IT services based on Business Intelligence, including the consulting and implementation of new systems, as well as the management of complex IT infrastructures and Service Desk performances such as: traditional and advanced data entry with optical capture, management of back office activities, paper filing, optical and equivalent filing having legal value, management of safety vaults for the repository of the equivalent optical archives, call centres, consulting, help desks, massive-printing unit, ordinary post sending, server farm management. In 1997 Project 2000 released the first version of the Speedy-Doc.Management proprietary platform for the management of the whole flow of Document Management. Moreover, Project 2000 occupies a leading position in the sectors of consulting, implementation and management of comprehensive solutions for Banks, Insurance Companies, the Manufacturing Sector, the Large-scale Retail Trade, Transport Companies, the Public Administration and Health, including peripheral systems and
24 23 CODE OF ETHICS Business Process Outsourcing (BPO). Project 2000 is specialized in the use of ERP systems such such as SAP, Oracle Application, JDEdwars, AS400, etc. and is able to offer its clients the whole gamut of services, which range from consulting to the management of services and include the processing of sectorial solutions. Project 2000 employes more than 100 collaborators and achives its entire revenue by supplying services to external clients exclusively. 2. Values The Cooperative is inspired by and has always been inspired by the values: of social responsibility (ethical, safety, quality, envi ronment); of fairness; of professionalism; of involvement and consensus; of the enhancement of the territory; of continuous improvement; of mutual aid. 3. Ethics involved in carrying out the activity The compliance with the ethical rules and the transparency in conducting the activities, constitute a necessa-
25 24 CODE OF ETHICS ry condition in order to pursue and successfully crown the objectives of the Cooperative, which consist in the creation of value for the operators, for those working within the Cooperative, for the clients and for the community in its totality. 4. Counterparties The Code of ethics is also addressed to the Cooperative s main counterparties. With the Counterparties we wish to establish a relationship that is clear and continuous over time, which may enable the Cooperative to fully share the economic and social value produced and, at the same time, to carefully follow the many external and internal requests. For this reason, the Cooperative considers counterparties : the clients, the true engine for the crowning of the corporate mission; the operators, whose professionalism distinguishes the Cooperative s conduct; the suppliers and the business partners, the essential link allowing the services to guarantee the highest level of quality; the information services, as channel for a correct
26 25 CODE OF ETHICS and transparent communication with the outside; the public bodies, with which the Cooperative maintains relationships to reach the common objective of a development of the community; lastly, the community itself, infine, in relation to which the Cooperative undertakes to manage with social responsibility its own activities, promoting a sustainable global development. PART II 1. CORPORATE BODIES AND MANAGEMENT The members, the Social Bodies and the Upper Management of the Cooperative must comply with this Code of Ethics adapting their activity to the values of honesty, fairness and integrity. The Board of Directors of the Cooperative undertakes to implement the principles contained in this Code of Ethics. To this end, the Board of Directors of the Cooperative is inspired, also in determining the corporate objectives, to the values expressed by this Code of ethics. The President, the Board of Directors as well as the Senior Managers of the Cooperative may contract obliga-
27 26 CODE OF ETHICS tions with the Cooperative, solely in compliance with the general and sector laws, as well as the possible internal regulations. The members, the Social bodies and the Upper Management must not accept payments in kind, benefits (both direct and indirect), gifts, acts of courtesy and hospitality that are not of negligible entity or at any rate are such as to compromise the Cooperative s image and to be interpreted as aimed at obtaining a preferential treatment that is unlawful or is not determined by market rules. 2. WORKERS AND COLLABORATORS OF THE COOPERATIVE Relations The Cooperative acknowledges the central role occupied by human resources, which must be characterized by professionalism, dedication, loyalty, honesty and cooperativeness. The Cooperative undertakes to implement work conditions characterized by the safeguard of the psychophysical integrity of the operators and respect for their moral personality, avoiding any type of discrimination, unlawful conditioning or unjust discomforts. The Cooperative undertakes to adopt criteria of impartiality, merit, competence and professionalism for any
28 27 CODE OF ETHICS decision related to the work relationships with its operators. Any discriminatory practice in the selection, hiring, training, management, development and payment of the operators is forbidden. The Ethic committee operates so that all the Cooperative s sector managers and operators, as far as they are concerned, adopt behaviours in keeping with the aforementioned principles and geared towards their implementation. Selection The evaluation of the applications and the selection of personnel are carried out based on the company needs and on the matching with the professional profiles sought, granting equal opportunities to all candidates and rejecting any discriminatory practice. Development and training The Cooperative, by virtue of the principle of valorization of its members, commits itself to encourage the growth and development of its operators, without any form of discrimination. Communication and involvement The communication to all the Cooperative s operators is founded on the values of listening, clarity, transpa-
29 28 CODE OF ETHICS rency and cooperation. The Cooperative believes in the importance of involving individuals to encourage a sense of belonging and a continuous development. Management The access to the roles or the assignments is defined considering the competencies and skills of the single individuals, based on the specific needs of the Cooperation without any form of discrimination. In keeping with the criteria of general efficiency of the work performed, the Cooperative promotes forms of organizational flexibility which facilitate the management of the condition of maternity and more in general, for the operators with children, the raising of said children. In the context of the processes of management and personal development, the decisions taken each time (promotions, transfers or awarding of incentives) are based upon the effective correspondence between the profiles of the Cooperative s operators and the objectives planned or, at any rate, reasonably expected, as well as on considerations on the matter. The Managers of the Operational Sectors must use and valorize all the professional figures present in the structure, so as to promote the development and growth of the personnel, using all the most suitable tools (job rotation, pai-
30 29 CODE OF ETHICS ring with expert personnel, experiences aimed at the taking on of assignments of greater responsibility, etc.). Any form of abuse of the positions of authority and coordination is expressly forbidden. Abuse is any form of behaviour consisting in requesting or persuading to offer performances, personal favours or other services harmful to the individual s dignity, professionalism or autonomy. Safety and health The Cooperative, aware of the importance of guaranteeing the best possible conditions of health and safety in the work environments, commits itself to promote and spread, among its operators, responsible behaviours, implementing the required preventive actions, so as to preserve the health, safety and well-being of the personnel as well as of the third parties working on its premises. The company members covering sensitive roles related to health and safety and who have been identified by the legislative reference framework in force, undertake to comply with the regulations and obligations dealing with the themes of prevention and protection deriving from said framework while at the same time setting themselves the objective of achiving excellence and
31 30 CODE OF ETHICS not merely performing tasks; fully aware of the asset represented by the safeguard of the conditions of health, safety and well-being of the individual. Safeguard of the individual The Cooperative safeguards the moral integrity of its operators guaranteeing the right to working conditions respecting the individual s dignity. To this end the Cooperative does not accept, in the internal and external work relationships, any act of psychological violence, or attitudes or behaviours that are discriminatory or harmful to the individual and his/her convictions or conditions. Respect is defined as our obligation to show consideration towards ourselves, others and the resources entrusted to us. The resources entrusted to us may include: individuals, money, reputation, the safety of others, and the environment s natural resources. A context characterized by respect creates trust, trust in ourselves, as well as the excellence of performances achived by cooperating a context where the difference of opionions and viewpoints is encouraged and seen as an asset. More specifically, the Cooperative s management: prevents and contrasts the arising and spreading of
32 31 CODE OF ETHICS any form of discrimination, mobbing or harassing behaviour; takes avery managerial decision relating to personnel, as well as based on criteria of merit, in compliance with the principle of equal opportunities; contrasts any form of discrimination for reasons tied to sex, sexual orientation, race, state of health, nationality, political and labour opinions, religious beliefs; expressly condemns any form of sexual harrassment on the work place; informs about the uses, customs and habits of other nationalities and avoids behaviours that might be deemed disrespectful; listens to the point of view of other nationalities, trying carefully to understand them; addresses directly the individuals it is in disagreement or conflict with; maintains a professional conduct even when it is not reciprocated; avoids being involved in gossip and negative behaviours which may harm another person s reputation. Moreover, this code states the obligation to openly confront those who engage in such behaviours.
33 32 CODE OF ETHICS Whoever will deem he/she has been a victim of discriminations or harassments will proceed to notify the Etchical Committee, which, after having carefully assessed the specific circumstances and the seriousness of the behaviours, will adopt the necessary measures. Obligations All the Cooperative s operators must: perform their work in keeping with the principles of professionalism, transparency, fairness and honesty, cooperating with colleagues, seniors and juniors in achieving the Cooperative s mission in compliance with the provisions of this Code of ethics; process all the documents relating to their own activities using a clear and comprehensive language, allowing possible inspections by the authorized subjects; know and comply with the internal procedures for reimbursement of expenses, behaving with loyalty, fairness and transparency in requesting them and making sure, in particular, that each reimbursement application is suitably documented or documentable; not exploit for personal objectives the position
34 33 CODE OF ETHICS they hold within the Cooperative and, similarly, they must not use unduly the name and the reputation of the Cooperative for personal aims; must not accept payments in kind, benefits (both direct and indirect), gifts, acts of courtesy and hospitality that are not of negligible entity or at any rate are such as to compromise the Cooperative s image and to be interpreted as aimed at obtaining a preferential treatment that is unlawful or is not determined by market rules; must know and implement the provisons of the company policies relating to safety, in tema di sicurezza, confidentiality and spreading of the informations concerning the Cooperative, especially in relation to confidential information. In carrying out their activities, the Cooperative s operators, upon detecting instances of selfish interest, real or potential, must promptly communicate this to their hierarchical senior and to the Ethic committee, respectively, meanwhile avoiding to behave in such a way as to reveal such communication has taken place. Said subjects must also avoid to personally benefit from potential business opportunities they have become aware of while carrying out their duties.
35 34 CODE OF ETHICS Each operator of the Cooperative must operate diligently to safeguard the company assets, by behaving responsibly and in line with the operational procedures and the company directives conceived to regulate their adoption. In particular, said subjects must use scrupulously and judiciously the assets that they have been entrusted with and avoid an improper use of the company assets that may cause damages or reductions in efficiency or at any rate may appear in contrast with the principles governing the Cooperative. With particular reference to the IT applications, every single Cooperative operator must use the hardware and software equipment made available to him/her exclusively for purposes related to the carrying out of his/her duties. In particular, every single Cooperative operator must: scrupulously adopt the procedures envisaged by the policies of company safety in order not to compromise the functioning and the level of protection of the IT systems; abstain from illegally duplicating the programs installed on the IT processors; scrupulously adopt the procedures envisaged by the policies of use of ; not surf websites characterized by indecorous,