Introduction

The GapMed Group, which includes, among others, Gap Med Società tra Professionisti S.p.A., Gap Med SA, and GAPMED LTD (hereinafter collectively referred to as the “Companies”), is guided by principles of integrity, fairness, and legality. It ensures compliance with laws, internal regulations, and regulations in force in the relevant countries in conducting its business.

The Companies aim to balance the pursuit of market competitiveness with compliance with competition regulations and to promote the correct and conscious use of resources in a spirit of social responsibility.

To this end, the Companies have decided to adopt this Ethical Code (hereinafter referred to as the “Code”), which establishes the rules and guiding principles for their behaviors both in internal relations and in relations with external parties.

Recipients and Scope of Application

The provisions of the Code apply, without any exceptions, to all employees, directors, and collaborators of the Companies, including healthcare professionals operating in the facilities subject to the tenders to which the Companies participate, and to all those who, directly or indirectly, permanently or temporarily, establish relations or collaborate with them to achieve their objectives (hereinafter referred to as the “Recipients”).

Recipients include, by way of example, the following third parties:

Local Health Authorities, hospitals, and, in general, public and private entities that have issued a tender to which the Companies participate (hereinafter referred to as “Contracting Authorities”);
ambassadors tasked with identifying healthcare professionals and any private clinics for collaboration;
business partners with whom collaborations and commercial relationships are established (e.g., subcontracting part of the activities covered by the tenders, networking healthcare professionals, etc.);
suppliers and consultants.

Recipients are required to align their behaviors with the principles of this Code, must promptly and adequately inform third parties about the obligations imposed and foreseen by the Code itself, and demand compliance with it.

Furthermore, employees must consider compliance with the Code’s rules as an essential part of their contractual obligations within the context of trust and loyalty.

Ethical Principles and Behavior

2.1 Loyalty and Transparency

In compliance with the principles of loyalty and transparency, Recipients are prohibited from:

engaging in activities contrary or incompatible with the interests of the Companies;
spreading news likely to harm the image and interests of the Companies;
disseminating information or news regarding the Companies to third parties without prior authorization.

2.2 Legality

The Companies promote high standards of integrity through honest and ethical management of business affairs.

The integrity and reputation of the Companies depend on the honesty and impartiality of each Recipient, as personal integrity is the foundation of corporate integrity.

The Companies are committed to complying with applicable laws and regulations, as well as the provisions of this Code, and the company’s policies and procedures, along with generally recognized practices.

Moreover, the Companies, particularly Gap Med Società tra Professionisti S.p.A., are committed to aligning their activities with the provisions of Legislative Decree No. 231 of June 8, 2001.

In no case shall the pursuit of the Companies’ interests justify or render acceptable conduct that contradicts applicable legal provisions.

The Companies ensure the implementation of appropriate training, information, and continuous awareness-raising activities for Recipients regarding the provisions of this Code and their concrete application.

2.3 Fairness and Value of the Person

The Companies recognize that business success depends on full respect for the rights of the people they interact with and, to that end, ensure their physical and moral integrity.

The Companies promote a supportive work environment that values employee diversity and reject all forms of discrimination, including that based on age, gender, sexual orientation, health status, race, nationality, cultural background, political opinions, religious beliefs, and membership in associations and unions.

The Companies prohibit any form of harassment—whether physical, verbal, written, or visual—from employees or any third parties.

2.4 Diligence and Professionalism

Members of corporate bodies, employees, and collaborators, including healthcare professionals, are committed to diligently and professionally performing their activities while paying maximum attention to the constant delivery of excellent services.

2.5 Protection of Image

Respecting the ethical principles and values of this Code is a fundamental requirement in creating and maintaining a good reputation for the Companies, as well as a factor that significantly contributes to achieving the Companies’ objectives and success, fostering relations with the identified third parties and the community at large.

Recipients, by complying with the provisions of this Code, contribute to protecting the image and good reputation of the Companies.

2.6 Impartiality and Management of Conflicts of Interest

Recipients must avoid situations and/or activities that may lead to conflicts of interest concerning the Companies or that may interfere with their ability to make impartial decisions in safeguarding the best interests of the Companies themselves.

It is mandatory to report to one’s supervisor any information that may suggest a potential conflict with the interests of the Companies.

2.7 Anti-Corruption

In relations between the Companies and third parties, Recipients must act according to ethical standards, respecting current legislation and the procedures/policies governing them. Relations must be managed without resorting to illegal means.

The Companies and Recipients commit to comply, in particular, with national and foreign anti-corruption laws, as well as European and non-European laws.

Corruption practices, illegal favors, collusive behaviors, and solicitations for personal advantages for oneself or others are explicitly prohibited, even if such behaviors could result in a benefit, even potential, for the Companies.

2.8 Gifts, Business Courtesies, and Other Benefits (Facilitation Payments)

It is prohibited to accept gifts or personal courtesies from third parties, whether suppliers, consultants, business partners, ambassadors, or others, other than those due to normal courtesy and of modest value, not exceeding the threshold of €100.00. Conversely, it is absolutely prohibited to accept gifts or personal courtesies of any amount/value from representatives of Contracting Authorities.

If a Recipient receives proposals for benefits from suppliers, consultants, business partners, ambassadors, or other subjects, they must immediately report it to the Internal Audit Manager.

Gifts and business courtesies to be given are proposed by the Commercial Function, which identifies the subjects to whom they are to be given, and are provided only with prior authorization from the CEO of each Company.

Gifts and business courtesies must always be provided through traceable payment methods.

It is also prohibited to give gifts and business courtesies exceeding €100.00, unless prior approval is obtained from the CEO of each Company.

If it is decided to give gifts beyond the indicated threshold, timely communication must be made to the responsible function and, regarding Gap Med Società tra Professionisti S.p.A., to the Supervisory Body appointed by it (“OdV”). In any case, it is prohibited to give gifts and business courtesies, regardless of their value, to third parties who have expressly communicated to the Companies that they cannot accept them due to company policy.

Moreover, it is prohibited to make donations and acts of generosity towards suppliers, consultants, business partners, ambassadors, and Contracting Authorities.

It is finally prohibited to provide facilitation payments aimed at expediting/guaranteeing the fulfillment of obligations and services, even if due within contractual/professional relationships.

The Companies reserve the right to agree with professionals on advance payment conditions compared to market standards.

Payments must be made through traceable methods and supported by invoices or, at least, supporting documents attesting to the occurrence of monetary transactions.

2.9 Attention to Service, Contracting Authorities, and Patients

To meet the requests of Contracting Authorities and ensure the best service for them and for patients, the Companies are committed to ensuring professionalism, punctuality, availability, courtesy, collaboration, and high-quality standards in the delivery of services due.

Each Recipient, in managing relations with Contracting Authorities and in compliance with company procedures/policies, aims to ensure maximum satisfaction of the counterparts by providing comprehensive, truthful, and accurate information about the services provided.

2.10 Confidential Information and Privacy Protection

Confidential information, relating to data or knowledge belonging to the Companies, must not be acquired, used, or communicated except by authorized persons.

By way of example and not limited to, confidential information includes: work projects, information regarding know-how, operational strategies, personal data of employees, lists of suppliers, collaborators, and healthcare professionals.

Moreover, even in compliance with privacy protection regulations, Recipients must commit to protecting the information generated or acquired and to preventing any improper or unauthorized use.

It is prohibited to access third-party information systems without freely granted access, for the purpose of retrieving and/or copying information, as well as altering and/or destroying the data contained in such systems.

Patient data must be processed in compliance with privacy regulations (Regulation 2016/679, known as GDPR, and Legislative Decree 196/2003).

2.11 Environmental Protection and Health and Safety at Work

The Companies avoid any source of potential danger to both people and the environment and implement prudent and reasonable use of resources. In this regard, processes, premises, and work tools must comply with the provisions of health and safety regulations at work, fire prevention, and environmental protection.

The Companies strive to implement a high standard of protection regarding health and safety at work and adopt a systemic approach aimed at ensuring that all processes meet this standard.

The Companies ensure working conditions that respect individual dignity and psychophysical integrity as well as safe and healthy work environments in compliance with applicable regulations and workers’ rights.

The fundamental principles and criteria guiding the Companies’ decisions regarding health and safety at work are as follows:

avoid risks;
assess risks that cannot be avoided;
manage risks at the source;
consider the degree of technical evolution;
replace what is dangerous with what is not or is less dangerous;
plan prevention, aiming for a coherent complex that integrates technique, work organization, working conditions, social relations, and the influence of workplace factors;
train workers and provide them with adequate instructions.

The Companies regularly carry out necessary analyses and risk assessments at work, implement appropriate precautionary measures and danger controls, and ensure adequate training and instruction for all employees.

Within the limits of their respective responsibilities, and coordinating with the Contracting Authorities, the Companies observe the contents of this point 2.11, also regarding the facilities where healthcare professionals operate.

2.12 Protection of Corporate Assets

Each Recipient is directly and personally responsible for the protection and preservation of assets—both physical and intangible—and resources, whether human, material, or immaterial, entrusted to them to perform their tasks, as well as for their use in a manner appropriate and in accordance with social interests.

None of the assets and resources owned by the Companies shall be used for purposes other than those indicated by the Companies themselves.

The alteration of the operation of the telematic or IT system or the data and information contained therein, the installation and use of unauthorized software, and the unlawful duplication of software and databases in violation of copyright laws are not permitted in any way.

2.13 Anti-Money Laundering and Tax Regulations

The Companies ensure compliance with obligations regarding the fight against money laundering and financing of terrorism, arising from national and international regulations, as well as laws, regulations, and measures from competent authorities regarding tax and fiscal matters.

2.14 Internal Control System

Recipients must be aware of the existence of the company’s Internal Control System, which includes, among other things, the system of powers and delegations, as well as the procedures/policies safeguarding business processes, which must also ensure an adequate system of segregation of duties. The Internal Control System adopted by the Companies must contribute to achieving business objectives, in compliance with applicable regulations and preserving corporate assets.

The responsibility for creating an effective Internal Control System is shared at every operational level; consequently, all employees, within the functions they perform, are responsible for defining, implementing, and ensuring the proper functioning of controls related to the organizational units and operational areas assigned to them.

2.15 Respect for Fair Competition

The Companies are committed to respecting laws regarding the protection of competition, in order to promote fair, free, and healthy competition and to penalize unfair and anti-competitive commercial practices.

2.16 Respect for the Organization, Management, and Control Model adopted by Gap Med Società tra Professionisti S.p.A.

Members of corporate bodies, senior figures, employees, and those operating on behalf of or for Gap Med Società tra Professionisti S.p.A. commit to respecting the principles of the Organization, Management, and Control Model adopted by the company pursuant to Legislative Decree 231/2001 and the related implementation procedures/policies.

3. Gestione delle risorse umane

3.1 Selezione e assunzione del personale

Le Società riconoscono nei dipendenti e nelle risorse umane in generale il fattore primario per il conseguimento dei propri obiettivi in considerazione del contributo professionale dalle stesse apportato, nell’ambito di un rapporto basato su lealtà, correttezza e fiducia reciproca.

L’avvio del processo di selezione del personale è subordinato all’effettiva sussistenza della necessità di inserimento di una nuova risorsa.

La valutazione del personale da assumere è effettuata sulla base della corrispondenza dei profili dei candidati rispetto alle esigenze aziendali. A tale fine, la funzione preposta alla selezione, nei limiti delle informazioni disponibili, adotta opportune misure per evitare favoritismi, nepotismi, o forme di clientelismo, nelle fasi di selezione e assunzione, garantendo a tutti i soggetti interessati le pari opportunità.

Le informazioni richieste sono strettamente collegate alla verifica degli aspetti previsti dal profilo professionale e psicoattitudinale, nel rispetto della sfera privata e delle opinioni del candidato.

Le Società vietano l’assunzione e l’impiego di personale straniero privo del permesso di soggiorno ovvero con permesso di soggiorno scaduto e del quale non sia stato chiesto, nei termini di legge, il rinnovo, oppure con permesso di soggiorno revocato o annullato.

Il processo di selezione viene tracciato per consentirne la ricostruzione a posteriori.

3.2. Rapporto di lavoro

Le Società non tollerano alcuna forma di lavoro forzato – con questo intendendosi qualsiasi lavoro o servizio ottenuto da una persona attraverso costrizioni o minacce o per il quale la persona non si è offerta volontariamente – e/o irregolare.

Al momento dell’assunzione, le Società consegnano ai nuovi assunti un contratto di lavoro scritto in una lingua a loro comprensibile, nel quale siano compiutamente indicati i termini e le condizioni di lavoro e gli elementi normativi e retributivi. Le politiche e le procedure disciplinari devono essere definite chiaramente e prontamente comunicate ai lavoratori.

Le Società non ammettono l’assunzione di dipendenti di età inferiore a quella minima di impiego stabilita dalla normativa in vigore.

3.3 Gestione del personale

Le Società assicurano a tutti i dipendenti e collaboratori pari opportunità nel lavoro e nell’avanzamento di carriera evitando qualsiasi forma di discriminazione.

Le Società assicurano il rispetto della normativa vigente in materia di orario di lavoro, periodi di riposo, riposo settimanale, aspettativa obbligatoria e ferie.

Le Società corrispondono ai propri dipendenti una retribuzione tale da garantire al lavoratore e alla sua famiglia una vita dignitosa nel rispetto di quanto stabilito dalla normativa applicabile.

Le Società garantiscono che i contributi previdenziali siano corrisposti sulla base della normativa applicabile e versati regolarmente.

3.4 Organizzazioni politiche e sindacali

Le Società non erogano contributi a partiti, a comitati e organizzazioni politiche e sindacali.

I Destinatari devono riconoscere che qualsiasi forma di coinvolgimento in attività politiche avviene su base personale, nel proprio tempo libero, a proprie spese e in conformità alle leggi in vigore.

Le Società mantengono un rapporto di collaborazione e dialogo con i sindacati e le associazioni di categoria nel rispetto dei principi di correttezza e trasparenza e di quanto previsto dalla legge e dai contratti collettivi applicabili.

4. Rapporti con i professionisti sanitari

I principi etici di cui al precedente punto 3 si applicano anche al reclutamento, alla selezione, alla fase di cd. on-boarding, all’eventuale associazione e alla gestione dei rapporti con i professionisti sanitari, nel rispetto delle specificità e peculiarità del relativo regime contrattuale e/o associativo.

In sede di reclutamento viene valutata, in particolare, la competenza professionale connessa alla relativa area di specializzazione, i titoli abilitativi e tutto quanto strumentale all’esercizio della professione sanitaria.

I professionisti sanitari, in quanto Destinatari, sottoscrivono per accettazione il presente Codice Etico e vi si attengono integralmente nell’esecuzione delle prestazioni presso le Stazioni Appaltanti e i presidi gestiti dalle Società.

I professionisti sanitari sono direttamente e personalmente responsabili della protezione e della conservazione dei beni – fisici e immateriali – e delle risorse, materiali o immateriali, proprie delle strutture pubbliche in cui prestano la propria attività professionale.

È fatto divieto di utilizzare i beni della Pubblica Amministrazione (attrezzature, farmaci, strumenti e tool informatici, spazi e ambienti) per fini diversi da quelli connessi all’erogazione delle attività di cura (e delle relative attività strumentali) nell’interesse delle Società, della Stazione Appaltante e dei pazienti.

5. Rapporti con i terzi

5.1. Rapporti con la Pubblica Amministrazione e le Autorità di vigilanza

I rapporti con le Pubbliche Amministrazioni possono generare potenziali situazioni di rischio corruttivo per i Destinatari.

Le Società intrattengono con le Pubbliche Amministrazioni (Aziende Sanitarie Locali, ospedali pubblici, enti territoriali e statali, ecc.) diverse tipologie di rapporti in ragione del proprio business, tra cui rientrano, a titolo esemplificativo: rapporti istituzionali, di lobbying, rapporti commerciali nell’ambito della partecipazione a gare e aggiudicazione dei tender, ispezioni, verifiche, controlli, contenziosi, richieste di autorizzazione, di autorizzazioni/provvedimenti amministrativi/accreditamenti, acquisizione e gestione di contributi ed emolumenti pubblici.

Al fine di scongiurare il verificarsi di episodi corruttivi, fraudolenti o anche solo inopportuni, i Destinatari devono osservare i seguenti principi etici:

􏰀 i rapporti con la Pubblica Amministrazione devono essere condotti nel rigoroso rispetto delle leggi nazionali, europee e internazionali vigenti e dei regolamenti applicabili, nonché delle procedure/policy adottate a presidio di tali ambiti;

􏰀 l’assunzione di impegni e la gestione dei rapporti con la Pubblica Amministrazione e le autorità di vigilanza avvengono nel rispetto della cd. segregation of duties e sono riservate esclusivamente alle funzioni aziendali e unità organizzative autorizzate, in virtù:

del richiamo delle stesse nelle procedure/policy interne di riferimento;
dei poteri conferiti tramite procure o delibere dell’Organo dirigente di ciascuna delle Società e dei soggetti muniti di idonei poteri;
delle deleghe interne ad hoc eventualmente rilasciate da questi ultimi;

􏰀 le potenziali situazioni di conflitto d’interesse devono essere comunicate al proprio Responsabile di funzione o all’Amministratore Delegato di ciascuna Società;

􏰀 qualora possibile, nei rapporti con la Pubblica Amministrazione devono essere coinvolti almeno due soggetti;

􏰀 è fatto divieto di rivolgersi ad intermediari nel rapporto con le Pubbliche Amministrazioni, salve specifiche circostanze oggetto di specifica autorizzazione da parte dell’Amministratore Delegato di ciascuna Società;

􏰀 le attività di lobbying sono necessariamente autorizzate dall’Amministratore Delegato di ciascuna Società e devono essere oggetto di tempestivo reporting al rispettivo Organo dirigente, in cui viene dato conto dei soggetti presenti e degli argomenti trattati;

􏰀 è fatto divieto di sollecitare il rilascio di informazioni riservate/non dovute che possano alterare la parità di trattamento nelle procedure ad evidenza pubblica;

􏰀 è fatto divieto di produrre/predisporre documenti falsi, contenenti informazioni false o, in ogni caso, aventi carattere fraudolento;

􏰀 è fatto divieto di destinare ad un uso diverso i finanziamenti e gli emolumenti pubblici ricevuti dalla Pubblica Amministrazione;

􏰀 è fatto divieto di corrispondere pagamenti agevolativi (cd. facilitation payments), volti ad accelerare l’adempimento di obblighi o l’emissione di provvedimenti amministrativi leciti o, comunque, dovuti;

􏰀 dell’eventuale richiesta di facilitation payments, con riguardo a Gap Med Società tra Professionisti S.p.A., deve essere data immediata comunicazione all’OdV;

􏰀 è fatto divieto di nascondere, distruggere o alterare registrazioni, verbali, scritture contabili e qualsiasi tipo di documento, mentire o effettuare dichiarazioni false alle Autorità competenti;

􏰀 gli incontri, le interlocuzioni (ad esempio, in occasione dei cd. soccorsi istruttori) e i sopralluoghi con/alla presenza di esponenti di soggetti pubblici devono essere verbalizzati per consentirne la ricostruzione ex post;

􏰀 delle ispezioni da parte di esponenti di enti pubblici/autorità di vigilanza, con riguardo a Gap Med Società tra Professionisti S.p.A., deve essere data tempestiva comunicazione all’OdV dando conto del relativo esito e dei successivi potenziali sviluppi.

Non è inoltre consentito – neppure per interposta persona – offrire utilità (opportunità commerciali e/o di impiego, ecc.), denaro o doni a dirigenti, funzionari o dipendenti della Pubblica Amministrazione italiana o estera nonché a esponenti di Autorità di vigilanza o a loro parenti, sia italiani che di altri Paesi, salvo che si tratti di beni o utilità di modico valore, comunque non superiore a 100,00 Euro.

È fatto divieto di elargire omaggi e atti di cortesia commerciale, a prescindere dal relativo valore, nei confronti di esponenti di Stazioni Appaltanti nei periodi immediatamente antecedenti o successivi all’espletamento di procedure di gara.

Le Società impongono ai Destinatari di offrire la massima disponibilità e collaborazione nei confronti di chiunque svolga ispezioni e controlli per conto di qualsiasi soggetto pubblico.

Le Società garantiscono infine che i rapporti con l’Autorità Giudiziaria di ogni ordine e grado, gli ausiliari e gli organi di Polizia Giudiziaria siano improntati alla massima trasparenza, correttezza e collaborazione; a tale proposito, i Destinatari dovranno astenersi dall’adottare comportamenti che possano risultare, anche indirettamente, di intralcio all’operato dei citati soggetti (come, ad esempio, indurre persone a rendere dichiarazioni false o reticenti all’Autorità Giudiziaria).

5.2. Rapporti con fornitori, consulenti, ambassador e business partner

I processi di approvvigionamento sono condotti nel rispetto del sistema di poteri vigente e delle procedure/policy, che, in conformità, tra l’altro, ai principi di prevenzione della corruzione, definiscono i ruoli e le responsabilità delle unità organizzative coinvolte.

Nella gestione dei rapporti con i fornitori e i consulenti, i beni e/o i servizi acquistati devono sempre essere giustificati da concrete esigenze aziendali, motivate e risultanti da evidenze interne quanto alla finalità dell’acquisto, all’individuazione del richiedente e al processo di autorizzazione della spesa, nei limiti del budget disponibile.

La selezione e qualifica dei fornitori, nonché la successiva determinazione delle condizioni di acquisto, devono inoltre essere effettuate sulla base di una valutazione obiettiva e trasparente che tenga conto, tra l’altro, del prezzo, della velocità di realizzazione del prodotto, della capacità di fornire e garantire servizi di livello adeguato e anche dell’onestà e dell’integrità del fornitore.

I Destinatari si impegnano a prevenire il rischio di infiltrazioni criminali procedendo alla verifica puntuale dei requisiti di onorabilità e affidabilità dei fornitori, consulenti, ambassador e business partner delle Società, con conseguente esclusione di qualsiasi controparte di cui si sospettino l’affiliazione o la contiguità a organizzazioni criminali.

Con riferimento all’accettazione ed erogazione di omaggi, regalie e altri benefici, nonché ai cd. pagamenti agevolativi, in relazione a fornitori, consulenti, ambassador e business partner, si rinvia a quanto previsto al punto 2.8.

5.3. Spese di rappresentanza

Il ricorso a spese e rimborsi per acquisti, viaggi ed eventi di relazione sostenuti per fini commerciali (cd. spese di rappresentanza) da parte del personale non apicale deve essere preventivamente autorizzato dall’Amministratore Delegato di ciascuna Società.

L’esito degli incontri nel cui ambito sono state sostenute spese di rappresentanza è oggetto di apposito reporting in cui vengono riportati i giustificativi, i soggetti presenti e l’eventuale appartenenza degli stessi a Pubbliche Amministrazioni.

È fatto divieto di sostenere spese di rappresentanza tramite metodi di pagamento non tracciabili.

È fatto divieto di sostenere spese di rappresentanza di valore eccedente 50,00 Euro, salva la previa approvazione dell’Amministratore Delegato di ciascuna Società.

È fatto divieto di sostenere spese di rappresentanza in favore di esponenti di Stazioni Appaltanti nei periodi immediatamente antecedenti o successivi all’espletamento di procedure di gara.

È infine fatto divieto di sostenere spese di rappresentanza a favore di soggetti che per policy aziendale non possono essere coinvolti in eventi di relazione.

6. Rapporti intercompany

I rapporti intercompany devono avvenire nel rispetto del sistema di poteri e deleghe vigente e delle procedure/policy che li disciplinano ed essere formalizzati e disciplinati nell’ambito di contratti scritti.

7. Gestione amministrativa e contabile

Ciascun Destinatario è responsabile della veritiera, completa, regolare, chiara e accurata tenuta delle scritture contabili, che dovranno essere compilate in modo conforme alla normativa vigente al fine di consentire la ricostruzione delle operazioni compiute grazie a una completa documentazione di supporto adeguatamente archiviata.

Chiunque venisse a conoscenza di omissioni, falsificazioni o trascuratezze nelle registrazioni contabili o nelle documentazioni di supporto, deve prontamente riferirne al proprio responsabile di funzione o direttamente al Responsabile Internal Audit (all’indirizzo internalaudit@gapmed.com).

Per ogni registrazione è disposto un adeguato supporto di tracciabilità al fine di poter procedere, in ogni momento, all’effettuazione dei controlli che attestino le caratteristiche e le motivazioni dell’operazione e individuino chi ha autorizzato, effettuato, registrato e verificato l’operazione stessa.

È in ogni caso fatto divieto di accettare, a qualsiasi titolo, pagamenti tramite mezzi non tracciabili.

8. Diffusione e aggiornamento del Codice e formazione sui contenuti ivi previsti

Le Società si impegnano a favorire e garantire adeguata conoscenza del Codice divulgandolo ai Destinatari attraverso apposite, efficaci e adeguate attività di informazione e comunicazione (ad es. mediante pubblicazione sul proprio sito Internet e l’inserimento nei contratti del richiamo al Codice stesso).

Le Società si impegnano, inoltre, a erogare sessioni formative in merito ai contenuti del Codice in favore dei propri dipendenti e dei professionisti sanitari.

Le Società assicurano un costante aggiornamento dei contenuti del Codice nel caso in cui le esigenze dettate dal variare del contesto, della normativa di riferimento, dell’ambiente o dell’organizzazione aziendale lo rendessero opportuno o necessario.

9. Violazioni del Codice

La violazione delle norme del presente Codice lede il rapporto di fiducia instaurato con ciascuna Società e può portare all’applicazione di sanzioni disciplinari e all’adozione di provvedimenti, nei confronti dei Destinatari, in coerenza con le disposizioni di legge e con i previsti regimi contrattuali, comprese la possibile risoluzione del rapporto di lavoro e l’interruzione della relazione commerciale.

Tutti i Destinatari devono segnalare eventuali violazioni del Codice stesso attraverso i seguenti canali messi a disposizione dalle Società:

– tramite e-mail diretta al proprio responsabile;

– Tramite e-mail diretta al Presidente dell’OdV.

Le segnalazioni possono essere anche anonime e devono descrivere in maniera circostanziata fatti e persone oggetto della segnalazione stessa.

Il mancato rispetto di tale obbligo di segnalazione o la segnalazione non rispondente al vero effettuata con dolo costituiscono a loro volta violazione del Codice e, in quanto tali, sono idonei a giustificare l’applicazione di sanzioni disciplinari.

Le Società garantiscono i segnalanti in buona fede contro qualsiasi forma di ritorsione, discriminazione o penalizzazione per motivi collegati, direttamente o indirettamente, alla segnalazione, fatto salvo il diritto degli aventi causa di tutelarsi qualora siano accertate in capo al segnalante responsabilità di natura penale o civile legate alla falsità della dichiarazione e fatti salvi gli obblighi di legge. In ogni caso, è assicurata la riservatezza dell’identità del segnalante e dell’informazione in ogni contesto successivo alla segnalazione stessa, fatti salvi gli obblighi di legge e la tutela dei diritti delle Società o delle persone accusate erroneamente o in mala fede. La segnalazione si intende effettuata in buona fede quando la stessa è effettuata sulla base di una ragionevole convinzione fondata su elementi di fatto.

3. Human Resource Management

3.1 Selection and Hiring of Staff

The Companies recognize employees and human resources in general as the primary factor for achieving their goals, considering the professional contribution they provide, within a relationship based on loyalty, fairness, and mutual trust.

The initiation of the personnel selection process is contingent upon the actual need to hire a new resource.

The evaluation of potential employees is carried out based on the alignment of candidate profiles with business needs. To this end, the function responsible for selection, within the limits of available information, takes appropriate measures to avoid favoritism, nepotism, or forms of clientelism during the selection and hiring phases, ensuring equal opportunities for all interested parties.

The information requested is strictly related to the verification of the aspects required by the professional and psychological profile, respecting the candidate’s private sphere and opinions.

The Companies prohibit the hiring and employment of foreign personnel without a residence permit or with an expired permit for which renewal has not been requested within the legal time frame, or with a revoked or annulled permit.

The selection process is documented to allow for reconstruction afterwards.

3.2 Employment Relationship

The Companies do not tolerate any form of forced labor – which is understood as any work or service obtained from a person through coercion or threats, or for which the person has not volunteered – and/or irregular work.

At the time of hiring, the Companies provide new hires with a written employment contract in a language they understand, which fully specifies the terms and conditions of employment and the regulatory and compensation elements. Disciplinary policies and procedures must be clearly defined and promptly communicated to workers.

The Companies do not allow the hiring of employees under the minimum age established by current regulations.

3.3 Personnel Management

The Companies ensure equal opportunities for all employees and collaborators in work and career advancement, avoiding any form of discrimination.

The Companies ensure compliance with current regulations regarding working hours, rest periods, weekly rest, mandatory leave, and vacation.

The Companies pay their employees a salary sufficient to guarantee the worker and their family a dignified life, in accordance with applicable regulations.

The Companies ensure that social security contributions are paid based on applicable regulations and are paid regularly.

3.4 Political and Trade Union Organizations

The Companies do not provide contributions to political parties, committees, or organizations.

Recipients must recognize that any form of involvement in political activities occurs on a personal basis, in their free time, at their own expense, and in accordance with applicable laws.

The Companies maintain a collaborative and dialogue-based relationship with trade unions and professional associations in compliance with principles of fairness and transparency and as required by law and applicable collective agreements.

4. Relations with Healthcare Professionals

The ethical principles outlined in point 3 also apply to the recruitment, selection, onboarding phase, potential association, and management of relations with healthcare professionals, respecting the specificities and peculiarities of the relevant contractual and/or associative regime.

During recruitment, particular attention is paid to the professional competence related to the relevant area of specialization, qualifications, and all necessary instruments for practicing the healthcare profession.

Healthcare professionals, as Recipients, agree to the acceptance of this Ethical Code and fully adhere to it while providing services at contracting authorities and facilities managed by the Companies.

Healthcare professionals are directly and personally responsible for the protection and preservation of assets – both physical and immaterial – and resources, whether material or immaterial, belonging to the public structures where they perform their professional activities.

It is prohibited to use public administration assets (equipment, medications, tools, computer tools, spaces, and environments) for purposes other than those related to the provision of care activities (and related instrumental activities) in the interest of the Companies, the contracting authority, and patients.

5. Relations with Third Parties

5.1. Relations with Public Administration and Supervisory Authorities

Relations with Public Administrations can create potential corruption risks for Recipients.

The Companies engage with Public Administrations (Local Health Authorities, public hospitals, local and state entities, etc.) in various types of relationships based on their business, including, but not limited to: institutional relations, lobbying, commercial relationships related to participating in bids and contract awards, inspections, audits, controls, disputes, requests for authorization, administrative provisions/accreditations, acquisition and management of public contributions and payments.

To prevent the occurrence of corrupt, fraudulent, or even merely inappropriate episodes, Recipients must adhere to the following ethical principles:

Relations with Public Administration must be conducted in strict compliance with applicable national, European, and international laws and regulations, as well as with the procedures/policies adopted to govern these areas.
The assumption of commitments and management of relations with Public Administration and supervisory authorities are subject to the so-called segregation of duties and are reserved exclusively for authorized corporate functions and organizational units, based on:
their reference in internal procedures/policies;
powers conferred by proxies or resolutions of the governing body of each Company and individuals with appropriate powers;
any specific internal delegations issued by the above.
Potential conflict of interest situations must be communicated to the responsible function manager or the CEO of each Company.
Whenever possible, at least two individuals should be involved in relations with Public Administration.
It is prohibited to approach intermediaries in relations with Public Administrations, except in specific circumstances authorized by the CEO of each Company.
Lobbying activities must be authorized by the CEO of each Company and promptly reported to the respective governing body, detailing the individuals present and the topics discussed.
It is prohibited to solicit the release of confidential/unwarranted information that could alter fair treatment in public procurement procedures.
It is prohibited to produce/prepare false documents, containing false information or otherwise having a fraudulent character.
It is prohibited to allocate public funds and benefits received from Public Administration to other uses.
It is prohibited to make facilitation payments intended to expedite compliance with obligations or the issuance of lawful or otherwise due administrative provisions.
Any request for facilitation payments concerning Gap Med Società tra Professionisti S.p.A. must be immediately communicated to the Supervisory Body.
It is prohibited to conceal, destroy, or alter records, minutes, accounting documents, and any type of document, lie or make false statements to the competent authorities.
Meetings, discussions (for example, during the so-called instructional aid) and inspections with representatives of public entities must be recorded to allow for reconstruction afterwards.
Any inspections by representatives of public entities/supervisory authorities concerning Gap Med Società tra Professionisti S.p.A. must be promptly reported to the Supervisory Body, detailing the outcomes and any potential subsequent developments.

It is also prohibited – even through intermediaries – to offer benefits (business and/or employment opportunities, etc.), money, or gifts to executives, officials, or employees of Italian or foreign Public Administration, as well as to representatives of supervisory authorities or their relatives, both Italian and from other countries, unless they are goods or benefits of modest value, not exceeding 100.00 Euro.

It is prohibited to give gifts and acts of commercial courtesy, regardless of their value, to representatives of contracting authorities immediately before or after the conduct of procurement procedures.

The Companies require Recipients to offer maximum availability and cooperation to anyone conducting inspections and controls on behalf of any public entity.

Finally, the Companies guarantee that relations with the Judiciary of any order and degree, auxiliaries, and judicial police agencies are based on maximum transparency, fairness, and cooperation; in this regard, Recipients must refrain from adopting behaviors that may result, even indirectly, in hindering the activities of the aforementioned individuals (such as inducing individuals to make false or evasive statements to the Judiciary).

5.2. Relations with Suppliers, Consultants, Ambassadors, and Business Partners

Procurement processes are conducted in compliance with the current system of powers and procedures/policies, which, among other things, define the roles and responsibilities of the involved organizational units in accordance with anti-corruption prevention principles.

In managing relations with suppliers and consultants, the goods and/or services purchased must always be justified by concrete business needs, motivated and resulting from internal evidence regarding the purpose of the purchase, identification of the requester, and authorization processes, within the limits of the available budget.

The selection and qualification of suppliers, as well as the subsequent determination of purchase conditions, must also be carried out based on an objective and transparent evaluation that takes into account, among other things, price, speed of product realization, ability to provide and guarantee adequate level services, and also the honesty and integrity of the supplier.

Recipients are committed to preventing the risk of criminal infiltration by diligently verifying the honorability and reliability requirements of the suppliers, consultants, ambassadors, and business partners of the Companies, resulting in the exclusion of any counterpart suspected of affiliation or proximity to criminal organizations.

Regarding the acceptance and granting of gifts, presents, and other benefits, as well as so-called facilitation payments, in relation to suppliers, consultants, ambassadors, and business partners, reference is made to what is provided in point 2.8.

5.3. Representation Expenses

The use of expenses and reimbursements for purchases, travel, and relational events incurred for business purposes (so-called representation expenses) by non-senior personnel must be pre-authorized by the CEO of each Company.

The outcome of meetings in which representation expenses have been incurred is subject to specific reporting that includes justifications, present individuals, and any affiliation of those individuals with Public Administrations.

It is prohibited to incur representation expenses through non-traceable payment methods.

It is prohibited to incur representation expenses exceeding 50.00 Euro without prior approval from the CEO of each Company.

It is prohibited to incur representation expenses in favor of representatives of contracting authorities immediately before or after procurement procedures.

Finally, it is prohibited to incur representation expenses for individuals who, due to corporate policy, cannot be involved in relational events.

6. Intercompany Relations

Intercompany relations must occur in compliance with the existing system of powers and delegations and the procedures/policies governing them and must be marked by principles of fairness, transparency, and respect for their reciprocal role.

7. Administrative and Accounting Management

Each Recipient is responsible for maintaining truthful, complete, regular, clear, and accurate accounting records, which must be compiled in accordance with current regulations to allow for the reconstruction of operations carried out, supported by appropriately archived documentation.

Anyone who becomes aware of omissions, falsifications, or negligence in the accounting records or supporting documentation must promptly report it to their function manager or directly to the Head of Internal Audit (at internalaudit@gapmed.com).

For each record, an adequate system of traceability must be in place to allow, at any time, the execution of controls that confirm the characteristics and purposes of the operation, as well as identifying who authorized, performed, recorded, and verified the operation.

In any case, it is prohibited to accept payments by untraceable means, regardless of the reason.

8. Code Dissemination, Updating, and Training on Content

The Companies are committed to promoting and ensuring adequate knowledge of the Code by disseminating it to Recipients through appropriate, effective, and adequate information and communication activities (e.g., by publishing it on their website and including a reference to the Code in contracts).

The Companies also commit to delivering training sessions on the Code’s content to their employees and healthcare professionals.

The Companies ensure constant updating of the Code’s content should it be necessary or appropriate due to changing circumstances, regulatory references, the environment, or corporate organization.

9. Violations of the Code

Violation of the rules of this Code undermines the trust established with each Company and may lead to the application of disciplinary sanctions and the adoption of measures against Recipients, consistent with legal provisions and contractual regulations, including potential termination of employment and business relationships.

All Recipients must report any violations of the Code through the following channels provided by the Companies:

– By direct email to their manager;
– By direct email to the President of the Supervisory Body (OdV).

Reports can also be made anonymously and should describe, in detail, the facts and individuals involved.

Failure to comply with the reporting obligation or knowingly making a false report constitutes a violation of the Code and, as such, justifies the application of disciplinary sanctions.

The Companies protect whistleblowers acting in good faith against any form of retaliation, discrimination, or penalization for reasons directly or indirectly related to the report, without prejudice to the right of interested parties to protect themselves if the whistleblower is found responsible for criminal or civil liability due to false declarations. Confidentiality of the whistleblower’s identity and information is ensured in all contexts following the report, except as required by law and to protect the rights of the Companies or persons wrongly accused in bad faith. A report is considered made in good faith when it is based on a reasonable conviction supported by factual elements.