Corporate Policy

The Management, aware that only ecologically responsible forest management will leave future generations an intact woodland heritage, has decided to obtain FSC CoC certification.

The management establishes the quality policy and ensures:

1. It is appropriate to the needs and expectations of Customers and other stakeholders, to the organization’s internal and external context, and supports its strategic directions.
2. It provides a framework for setting quality objectives.
3. It includes a commitment to fulfil applicable legal requirements.
4. It includes a commitment to identify risks related to products and services, taking actions to eliminate or minimize their impact through targeted measures.
5. It includes a commitment to continuous improvement of the quality management system.

The company’s integrated Quality-FSC Policy is as follows:

In its development or modification, the company management commits to:

• Consider Quality as a determining factor in compliance with the provisions of this regulation and to continuously improve the products and services provided to customers.
• Enhance competitiveness (in terms of products, prices, timing) in relation to competitors.
• Provide the necessary means for understanding customer needs and expectations.
• Reduce “non-quality” and non-conformities (in terms of number and costs).
• Elevate the level of reliability and quality of company performance.
• Ensure full satisfaction of contractual requirements defined with the Customer.
• Increase market share.
• Direct purchases more towards qualified, preferably certified, and reliable suppliers.
• Strive for continuous improvement.

The management issues and reviews this document called “Integrated Quality-FSC Policy” annually. The document is distributed within the organization and made available to any external parties interested in reviewing it.

The policy may be subject to changes based on variations in the company’s structure, the reference context, or the needs of stakeholders, and is reviewed as part of the Periodic Review by the Management.

Compliance with the policy is ensured through auditing activities and management reviews to assess the degree of application of set objectives and define new ones to continuously improve the effectiveness of the QMS.

The management declares that, as in previous years, workers will be represented by a Workers’ Representative (WR) and regarding safety, it will be the responsibility of the RSPP to ensure compliance with the Occupational Health and Safety Act 81/2008.

The Management is ready to show the competent authorities what measures have been implemented to ensure ethical and safety principles for the workers.

SCIC S.p.A., in line with its mission and corporate values, has committed to operate in compliance with the requirements of PAS 24000:2022, through transparent methods and systems aimed at identifying and meeting the expectations of its main stakeholders: employees, customers, and suppliers.

To this end, SCIC S.p.A. has implemented a Social Management System in accordance with PAS 24000:2022. SCIC S.p.A. also believes that the adopted Social Management System is an essential management tool for creating advantages, not only in terms of product/service improvement and corporate reputation, but also for maintaining an active process of continuous improvement, benefiting the organization itself, its employees, the surrounding context, and its stakeholders. The consistency of the Social Responsibility Policy with the implemented corporate strategies is continuously evaluated by management to verify its alignment and relevance with business activities.

The adequacy of this Policy and, more generally, of the Social Management System is guaranteed by independent third-party audits.

• comply with national, Community and international laws and the principles laid down in PAS 24000 on labour and workers’ rights, by complying with the provisions contained in official documents and their interpretations;
• comply with the social responsibility requirements of PAS 24000:2022 over time and adapt to new requirements as required;
• ensure the regular monitoring and continuous improvement of the implemented Social Management System, defining specific objectives for improvement and verifying their achievement in the DG Review;
• ensure that all staff are adequately trained and informed in the area of social responsibility, and emphasize the consultation and participation of all employees in the continuous improvement of the Social Management System;
• raise awareness among suppliers on compliance with PAS 24000:2022 social responsibility requirements;
• conduct internal audits to ensure compliance with social responsibility requirements, including taking any necessary corrective and preventive action;
• document and communicate to stakeholders the commitment to corporate social responsibility.

The commitments undertaken by SCIC S.p.A. within the Social Management System, in accordance with PAS 24000:2022, are as follows:

1. Human Rights Policy: the company is committed to respecting Human Rights and for this purpose it draws up and updates a list of risks related to human rights and carries out specific controls in order to avoid that its activities may have negative impacts on human rights. The company commits not to generate any negative impact on the respect of human rights due to the activities carried out. If such impacts occur, they will be addressed and resolved or mitigated.
2. Forced labour: the holding does not use or promote forced labour in any way. It shall not oblige its workers to work under threat or sanction and, if necessary, shall lay them off for good cause with reasonable notice.
3. Child labour: the company does not use or promote child labour, that is to say work by children under the minimum age laid down by law (16 years). In addition, all young workers (between 16 and 18 years old) must be subject to non-hazardous working conditions and the hours, duties and remuneration permitted by law.
4. Freedom of association: the company does not impede trade union freedom workers, nor the rights of trade unionists.
5. Discrimination and fair treatment of workers: the company does not discriminate among its workers on the basis of age, sex, religion, race or other equivalent grounds.
6. Health and safety at the workplace: the company takes all necessary measures (including those provided for by law) to ensure a safe and healthy working environment for workers. (Reference law in Italy D.Lgs 81/08)
7. Building safety: the company ensures that fire exits, escape routes, fire equipment and fire alarms are appropriately marked according to national and industry standards. Fire exits and escape routes shall be open, accessible and unobstructed to allow safe evacuation in the event of an emergency. Fire-fighting equipment and fire alarms shall be tested or inspected in accordance with applicable national legal or industry requirements. Appropriate measures shall be taken to assess and monitor the robustness, stability and safety of buildings and equipment.
8. Employment and contractual relationships: the company guarantees that work is performed by persons employed in a formal employment relationship, verifiable in accordance with applicable national legal requirements. In particular, the recruitment is formalised with the conclusion of the Employment Contract, which includes, in addition to the general details of the person to be recruited, also the reference to the CCNL and consequently all the provisions governing the employment contract.
9. Working hours: the company guarantees a working time in line with what is provided for by the National Collective Agreement and, in any case, no longer than 48 hours per week. The overtime, if necessary, “is not imposed”, but voluntary, paid with a fee higher than normal working hours, in line with what is provided for by the National Category Contract and, in any case, no more than 12 hours per week.
10. Complaint procedure: a written procedure for the handling of complaints has been adopted. Anyone, whether employee or external party, may make reports and/or complaints in relation to facts and events of an abusive nature, Offence or illegality in the workplace and contrary to the principles of social responsibility contained in PAS 24000 as follows:
    through the Social Management System Manager, forwarding the report and/ or complaint (it is your right to request anonymity) by e-mail: sgs@scic.it, or by filling in the COMPLAINT REPORT Mod_A10 form (signed or anonymous), inserting it in the appropriate “Reporting and/or Complaints Box PAS 24000”;
    Alternatively, if you are concerned that communicating the complaint to internal functions of the company may be underestimated or not taken into account, you can send it directly to the IMQ Certification Body at the email address: signalization@imq.it, or by post: IMQ MILANO – HEADQUARTERS Via Marco Fabio Quintiliano 43 – 20138 Milano (MI) Tel: +39 02 50 73 1 Fax: +39 02 50 99 15 00.
    The company guarantees confidentiality to those who submit a complaint. No employee or outside party who makes a complaint in good faith is subject to retaliation.
11. Business ethics: the company is actively committed to preventing and combating any act of bribery, extortion, embezzlement or any form of extortion, whether directly or indirectly.
12. Climate change: The company is committed to managing its production processes in a sustainable way, minimizing the consumption of energy and natural resources, reducing waste generation and polluting emissions.

This Policy is displayed in a clear and visible manner, in an appropriate and understandable form, both at the workplace and on the company’s website.

This Policy for Social Responsibility is reviewed annually by the Management, in order to ascertain its continued suitability, topicality and effectiveness in SCIC S.p.A..