The 231 organisational risk management model boosts the legality rating


In 2022, Domus Line’s Code of Ethics was fully updated to align it with the top international best practices and to further integrate sustainability issues and the anti-corruption guidelines.  The Code of Ethics is inspired by the main national and international laws and regulations in force on corporate social responsibility, corporate governance, human rights and the environment, such as the United Nations Universal Declaration of Human Rights, the Charter of Fundamental Rights of the European Union and the standards of dignity at work set out in international conventions. The Code of Ethics also recalls the key principles set out by theCompany in its own policies, including: the Environmental Policy, the Health and Safety Management Policy, the policies on human resources and financial management, data protection and corporate assets.

The Code of Ethics and the company policies are one of the pillars of Domus Line’s corporate governance system, regulating its decisions and the way theCompany and its employees operate in relation to stakeholders.

The Code of Ethics groups together all the values that the Company recognises, shares and promotes, in the knowledge that conduct inspired by the principles of diligence, fairness and loyalty is an important driving force for economic and social development.

Domus Line requires its employees and collaborators to act with honesty, passion and integrity and to build relationships with stakeholders based on mutual trust, so that growth is guided by the principle of shared value.  The Code applies to all the Company’s employees, suppliers, contractors, consultants, partners and external collaborators and is available in two languages (Italian and English).

The Code of Ethics consists of a set of principles and guidelines that inspire the Company’s daily operations and guide the conduct of its employees and all those who work with it, in various capacities, as they carry out their activities and responsibilities. Regular training is also provided for all employees, to ensure the correct understanding and development of virtuous behaviour consistent with the provisions of the Code of Ethics.

The Code of Ethics is also a fundamental and integral part of the Organisation, Management and Control Model adopted by Domus Line pursuant to Italian Legislative Decree no. 231/2001 The Model consists of a set of principles and rules of conduct, operating procedures and disciplinary code, aimed at preventing unlawful acts from being committed and ensuring ethical behaviour by those who work on behalf of the Company, in compliance with the principles of lawfulness, fairness and transparency.


Compliance with the Code and the Model is monitored by the supervisory and control bodies in charge, through verification activities and specific investigations, also on the basis of reports of conduct that does not comply with the principles of conduct required by Domus Line. The results of the checks carried out may lead to sanctions which, depending on the seriousness of the findings, may go as far as to discontinue the professional relationship.

The The Supervisory Body (SB), the subject appointed to monitor the adequacy of and compliance with the Organisation, Management and Control Model and its inspiring principles, is a collegial body made up of three members (two external professionals with accounting and legal skills and Domus Line’s Compliance Manager) and is located in an apical position within the Company’s organisation, reporting directly to the Board of Directors, to guarantee its autonomy from any form of potential interference.

A whistleblowing system is in place for the purpose of accurately managing and rapidly ascertaining any reported unlawful conduct with respect to the internal rules, regulations and procedures, and adopting the relative appropriate measures while at the same time guaranteeing the anonymity of the whistleblower. Domus Line considers the reporting of particular situations that do not comply with the Code of Ethics, both by employees and external parties, to be a relevant issue. Any employee who, in good faith, reports abnormal behaviour, presumed or actual violations of the Code, is protected by theCompany against any form of retaliation, discrimination or penalisation. However, this is without prejudice to legal obligations and to the protection of the rights of the Company or of the persons wrongly accused and/or in bad faith.

The Compliance Manager periodically carries out audits in order to verify the adoption of controls to mitigate the risk of corruption in the areas identified as most at risk. In particular, annual checks are carried out on sponsorships, donations and gifts, management of consultants and professional appointments, acquisition and management of public grants and loans, recruitment of employees, management of suppliers, payments, expense accounts and entertainment expenses. During these audits, the awareness of the various departments involved is raised regarding compliance with the defined control protocols. In addition, the results of the checks are shared with the Supervisory Board.