CORPORATE GOVERNANCE FRAMEWORK INCLUDING OUR CODE OF BUSINESS CONDUCT & OUR VALUES

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1 CORPORATE GOVERNANCE FRAMEWORK INCLUDING OUR CODE OF BUSINESS CONDUCT & OUR VALUES 1

2 CONTENT Introduction 1_Corporate Governance Framework 2_Code of Business Conduct 3_Company Vision, Mission and Values 4_How to report an issue A STRONG FOUNDATION FOR SUSTAINABLE SUCCESS We have in recent years made much progress in getting closer to our customers, regaining technology leadership, and improving the quality and delivery of our products and services. This progress is reflected in our growth and improved profits. To assure that this success is sustainable we must continue building it on a solid foundation of integrity, shared ethical values and strong corporate governance. This requires the engagement and commitment of every Sidel employee. To better assure that each one of us can do our part, we have created a new Corporate Governance Framework. This brochure outlines this new framework, including our Code of Business Conduct and Company Values. It also provides references to the rules in the Code that are supported by our group Policies and Procedures. These Policies and Procedures are accessible for all employees via Link, our intranet, and Sidoc. Our Corporate Governance Framework gives us clear guidance on how to act in most business situations. In case of doubts or concerns, these should preferably be addressed through the normal management reporting structure. But, we realise that reporting and questions about potential violations can be sensitive. We are therefore providing several alternative channels to assure that issues can be raised without fear of reprisal. These channels are detailed towards the end of this brochure. Our Corporate Governance Framework applies to us all in our interactions with colleagues, customers, suppliers, competitors and partners, without exception. I rely on each one of you, individually and collectively, to ensure that we live by our Company Values and Code of Business Conduct every day. Thank you for your continued efforts in assuring that our success will be sustainable, meaningful and something we can all be proud of. Yours sincerely, Sam Strömerstén President & CEO 2 3

3 Corporate governance can mean different things to different people. At Sidel, corporate governance ultimately means how we govern and control our company. Our Corporate Governance Framework ensures our business is sustainable, and protects us as individuals and our company. It is similar to the rules of a sports game. Without the rules we could not enjoy the game, and in a similar way we need corporate governance so we can enjoy a sustainable business. 1_ CORPORATE GOVERNANCE FRAMEWORK Our Corporate Governance Framework is split into two sections: SIDEL CORPORATE GOVERNANCE FRAMEWORK Mandate, Values and Assurance Structure Organisation and Decision Making Structure Charter of Responsibility & GLT Charter Code of Business Conduct Company Values Global Leadership Team Corporate Governance Council Group Policies and Procedures Risk Management, other processes and support Corporate Governance Office Compliance Leader Network 4 5

4 MANDATE, VALUES AND ASSURANCE STRUCTURE ORGANISATION AND DECISION MAKING STRUCTURE Charter of Responsibility: This defines the roles and responsibilities of the CEO. Global Leadership Team (GLT) Charter: This defines the roles and responsibilities cascaded to the GLT members from the CEO. Each GLT member is responsible for the application of the framework in their respective area of responsibility. The responsibility for co-ordination of corporate governance is cascaded to the General Counsel. Code of Business Conduct: This outlines the basic rules and expectations for corporate behaviour in a number of areas. Company Values: These are the essential values to which we adhere. Group Policies, Procedures and Guidelines: These provide further detail and support on specific corporate governance issues and processes. Risk management, and related processes and support: The purpose of risk management is to identify risks and to secure that we mitigate those through Policies, Procedures and other appropriate control mechanisms. Global Leadership Team: The GLT is ultimately responsible for the implementation and enforcement of our framework throughout Sidel. Corporate Governance Council: The GLT has delegated decision making power on corporate governance to the Corporate Governance Council. The responsibilities of the Council are to approve the Corporate Governance Framework; review and approve Policies, Procedures and Guidelines; and review and monitor issues and exceptions as well as assurance activities and the risk management process. Corporate Governance Office: This office drives and supports the overall implementation and coordination of the Corporate Governance Framework, including the Risk Management process. It is also the key point of contact when it comes to questions on Corporate Governance on group level. Compliance Leaders Network: The network supports local management in the implementation of the Corporate Governance Framework throughout the company. Compliance leaders have been appointed for Sidel s headquarters for the three large sites in Octeville, Parma and Beijing; and for the Zones. 6 7

5 2_ Our Code of Business Conduct applies to all of us and guides us on how to behave in the most critical areas in order for us to run a sustainable business. The Code of Business Conduct has been approved by the Tetra Laval Group Board. It is the wish of the Board that we should all endeavour to live up to the highest standards of behaviour, both within the communities in which we operate and between ourselves in the companies and organisational units that make up Sidel. In Sidel, we conduct our business with integrity and with respect to the interest of others. This behaviour is an asset, just as real as our people, factories, products and services, and every effort should be made to maintain and protect it. COMPLIANCE WITH THE LAW WE COMPLY WITH ALL LAWS AND REGULATIONS OF THE COUNTRIES AND JURISDICTIONS IN WHICH WE OPERATE AND WORK, AND BEHAVE AS GOOD CORPORATE CITIZENS. CODE OF BUSINESS CONDUCT We all assume personal responsibility for performing our duties with fairness and integrity, for understanding the Code of Business Conduct and refering to it regularly, for having a detailed knowledge of the parts that apply specifically to our roles, and for consulting management if in doubt. It is the responsibility of managers to actively promote the Code of Business Conduct in the work place, showing commitment through their actions. Managers must be vigilant in preventing, detecting and responding to any violation of the Code of Business Conduct, and protect anyone who reports a violation. The following sections outline the principles of our Code of Business Conduct. The most relevant Policies and Procedures that implement the Code of Business Conduct are referenced in the Sidel Support boxes on each page. The matters dealt with are expressed in a principle way and are not exhaustive of all situations that may occur. Sidel is a multinational group, with operations around the world. Our reputation for integrity is built on our respect for laws, regulations and other requirements that apply to our business in all countries where we are present. We also hold ourselves to standards that sometimes exceed those required by law. Among others, Sidel is committed to the spirit and the letter of international standards governing: Human rights Health and safety Anti-discrimination Environmental protection Prevention of corruption Correct taxation Accurate communication of financial information Fair competition (antitrust) Export control laws 8 9

6 EMPLOYEES WORK ENVIRONMENT WE RECRUIT, EMPLOY AND PROMOTE EMPLOYEES ON THE SOLE BASIS OF QUALIFICATIONS AND ABILITY. WE DO NOT TOLERATE ANY FORM OF HARASSMENT. WE ARE COMMITTED TO PROVIDING SAFE AND HEALTHY WORKING CONDITIONS FOR ALL OUR EMPLOYEES IN ALL PARTS OF THE WORLD. We do not positively (unless required by law) nor negatively discriminate anyone, and we extend equal treatment to all employees without regard to age, race, gender, ethnic origin, nationality, religion, health, disability, marital status, sexual preference, political or philosophical opinions, trade-union membership or other characteristics protected by law. We do not tolerate any form of harassment, be it sexual, physical or psychological, moral, coercion or bullying. We do not tolerate any forced or compulsory labour. As a result, our recruitment processes are exclusively based on applicants qualifications and skills. Similarly, remuneration is solely determined in accordance with an employee s job responsibility and performance. We recognise the freedom of association and the right to collective bargaining. If we have concerns regarding discrimination, harassment, or recruitment opportunities, we consult our managers. We are committed to offering the same high standards of health and safety wherever we operate. These standards are laid down in our Health & Safety Policy and apply to all sites and employees as well as to contractors working for Sidel or under Sidel supervision at customer sites. Measures to offset risks related to health and safety issues are applied at all sites and throughout all projects. We report any hazardous, or potentially hazardous, situations or any incidents indicating work environment risks, and help to implement preventive measures. We also understand our obligation to report such situations or incidents to help protect ourselves, our colleagues, our customers and our partners. We believe in a diverse workforce, not least because this will make us a better company. The recruitment, training and personal development of employees from different backgrounds is important to us. We seek to recognise and value these differences by building diverse teams that reflect the varied markets and communities in which we operate. Tetra Laval Group Finance & Control Policy, 3.4; Remuneration and Long Term Employee Benefits Tetra Laval Group Finance & Control Policy, 3.7; Whistle blowing Recruitment Policy Health & Safety Policy Travel Policy 10 11

7 CONFIDENTIALITY AND SECURITY CONFLICT OF INTEREST THE HIGHEST LEVEL OF CONFIDENTIALITY IS MAINTAINED AT ALL TIMES. WE COMPLY WITH THE TETRA LAVAL POLICY ON CONFIDENTIALITY, INFORMATION AND DOCUMENT MANAGEMENT. Internal disclosure is limited to authorised employees or groups of employees. Internal: External disclosure of this information may cause some, but reasonably limited, damage to Sidel. It can be disclosed to all employees but not outside Sidel without prior authorisation. WE AVOID PERSONAL AND/OR FI- NANCIAL ACTIVITIES OR INTERESTS THAT COULD CONFLICT WITH THE INTERESTS OF THE GROUP. The proper safeguarding of confidential information is essential to protect Sidel and ensure long-term success. Confidential information includes business strategy, results, forecasts and other financial data, human resources data, new products and orders, product improvements and inventions, and technical information, as well as other trade secrets and knowledge developed or acquired by Sidel. Confidential information also includes information covered by confidentiality agreements with business partners. Access to confidential information is limited to those employees who require it to perform their duties, based on an assessment of the nature and scope of the individual s function and responsibilities. If we come into possession of confidential information we will keep it confidential, and use it only for authorised purposes. Employees working in positions of special responsibility are required to sign non-competition agreements. To support all employees we use a classification system of all documents and presentations. Confidential information can be classified in one of the following three categories: Highly confidential: Disclosure of this information may cause significant damage or loss of advantage to Sidel. The external and internal disclosure of highly confidential information is restricted to named individuals on a need to know basis according to specific authorisation. Restricted: The disclosure of this information may cause material damage or loss of advantage to Sidel. It may not be disclosed outside the group without authorisation. If we are not sure if we have the right to disclose or act on certain information we seek guidance from our managers. Tetra Laval Group Finance & Control Policy, 3.1; Group Confidentiality and Information Management Security Policy Confidentiality Policy Recruitment Policy Document Management Policy IP Policy and Procedure Conflicts of interest can easily distort judgment. To protect employees and Sidel from actual or apparent conflicts of interest, we do not make or hold any investments in a supplier, customer, competitor, consulting company, or other business partner, if the nature of such investment might affect a business decision. Similarly, we do not personally get involved with a business partner of Sidel, if we as individuals or our family members, including relatives, have an interest in that business. We also refrain from accepting outside work from suppliers, customers, other Sidel business partners, or competitors, and we refrain from being involved in any outside work that may adversely affect our performance or judgment in our roles at Sidel. If a potential conflict of interest arises, we should inform our manager of the situation, and obtain written approval to proceed where necessary. SUPPORT IN SIDEL GROUP Tetra Laval Group Finance & Control Policy, 3.6; Conflicts of Interest Recruitment Policy Whistle Blower Policy 12 13

8 ASSETS PROTECTION ENVIRONME NTAL ISSUES CHILD EXPLOITATION COMPANY ASSETS AND INFORMATION MUST BE ADEQUATELY SAFEGUARDED AT ALL TIMES. We do our outmost to protect Sidel s assets. Sidel holds a number of intangible assets and intellectual property rights, including patents, knowledge, trade secrets, concepts, trademarks, domain names, industrial designs and copyrights, which are developed in the course of business. These rights are among our most valuable assets and are protected under law whenever possible. We all have a duty to safeguard Sidel s assets, and as a company Sidel ensures that the property and rights of others are respected and not infringed. Sidel assets also include physical and tangible items such as funds, stock, computers, cars, buildings and telephones. Sidel s assets will never be used for an employee s own benefit, or made available to others for use that is not related to Sidel s business. Misappropriation or theft of Sidel s assets can result in disciplinary actions, constitute a violation of law and will be reported to appropriate external authorities when so required. Tetra Laval Group Finance & Control Policy, 3.1; Group Confidentiality and Information Management Security Policy Document Management Policy IP Policy and Procedure WE ARE COMMITTED TO RUNNING OUR BUSINESS IN AN ENVIRON- MENTALLY SOUND AND SUSTAINABLE MANNER. As a major player in the beverage packaging industry, environmental issues are an important focus for us and for our customers. Our business is built on two environmental aims: To ensure hygiene for our customers products during the packaging process, and to conserve the planet s resources (including water, energy and raw materials) in an ethical and socially responsible manner. All of our projects take sustainability into account. We integrate environmental considerations into management decisions, investments, policies, programmes and practices across our business. We also strive for continuous improvement in our development, sourcing, manufacturing and transportation activities with regards to sustainability issues. Group Environment Policy WE DO NOT USE CHILD LABOUR IN ANY OF OUR OPERATIONS AND ENCOURAGE CUSTOMERS AND REQUIRE SUPPLIERS TO REFRAIN FROM DOING SO. We respect at all times applicable laws and international standards relating to the minimum age of our work force. We encourage our customers and require our suppliers to do the same. We do this through a diligent supplier selection process, by asking our suppliers to sign up to the Sidel Supplier Code of Conduct, and through supplier audits where necessary. Sourcing Charter Supplier Code of Conduct 14 15

9 FINANCIAL REPORTING OUR ACCOUNTING RECORDS AND SUPPORTING DOCUMENTS MUST ACCURATELY DESCRIBE AND REFLECT THE NATURE OF THE UNDERLYING TRANSACTIONS. THE COMPANIES IN THE SIDEL GROUP ARE REQUIRED TO REPORT IN ACCORDANCE WITH THE TETRA LAVAL GROUP ACCOUNTING POLICIES. LOCAL STATUTORY ACCOUNTS ARE REQUIRED TO BE PREPARED IN ACCORDANCE WITH LOCAL REQUIREMENTS. MANAGEMENT TAKES RESPONSIBILITY FOR THE ACCURACY OF THESE FINANCIAL REPORTS. GROUP AND LOCAL FINANCIAL REPORTS MUST BE AUDITED. of transactions, misuse of petty cash, and making entry on records of financial statements that is not in accordance with proper accounting standards. Fraud is never acceptable and will be reported to appropriate external authorities. AUTHORISATION Tetra Laval Group Finance & Control Policies Tetra Laval Group Accounting Policies WE UTILISE A DELEGATED AUTHORISATION SYSTEM IN ACCORDANCE WITH THE RESPECTIVE ROLES AND RESPONSIBILITIES OF OUR EMPLOYEES. WE ALSO USE A JOINT SIGNATORY RULE FOR ALL DOCUMENTS WITH MATERIAL EFFECT AS WELL AS FOR PAYMENTS. The integrity of our financial and business information is essential to run our operations legally, honestly and efficiently. At every level of Sidel, we ensure that financial records, reports, and information are retained in compliance with applicable rules and Policies to enable Sidel to make full, fair and accurate disclosure. Accurate financial reporting is designed to provide assurance to shareholders and management in regard to the quality and reliability of financial and business information along with conformity to internal rules, and applicable laws and regulations. The management teams of Sidel s respective entities (including Corporate Functions, Sites, and Business Units) are responsible for financial reporting in compliance with our rules. We are all individually responsible for the records and reports we write and information we provide. Fraudulent treatment of financial or business records is never acceptable. Fraud or the act or intent to cheat, steal, deceive or lie is both dishonest and in most cases criminal. Fraud can include submitting false expense reports, misappropriating or misusing Sidel s assets, unauthorised handling To ensure that important business actions, such as signing important documents or making payments, are made within the appropriate limits of Tetra Laval Group Finance & Control Policy, 4.2; Dual Authorisation Delegation of Signature Procedure Sourcing Charter Recruitment Policy the delegated authority, Sidel is always represented by at least two employees. The limits within which each employee is empowered to act for or on behalf of the company are defined by the delegation of authority; and all powers of attorney to employees are restricted to a specific purpose and limited in time (with a maximum of one year). If we are uncertain of what we are authorised to do, we consult with our managers

10 ANTI-CORRUPTION APPLICATION THE DIRECT OR INDIRECT OFFER, PAYMENT, REQUEST OR ACCEPTANCE OF BRIBES IN ANY FORM IS PROHIBITED. Bribery is the giving, promising or offering of any gift, loan, fee, reward or other advantage to any person as an inducement to do something which is dishonest, illegal or a breach of trust. Bribery is illegal and unethical, because it undermines the fairness of the market, distorts transaction costs and destroys open, honest and decent competition. Ultimately, it therefore prevents us from achieving a sustainable business. Largescale bribery can also harm countries economic, social and political progress. The direct or indirect offer, payment, request for or acceptance of bribes in any form, whether the other party is a business contact or a representative of an official body, is prohibited. Any demand for, or offer of, a bribe in whatever form to or by any Sidel employee will be rejected. This also includes so called facilitation payments, which are typically small payments made to low-level government officials to start or speed up a process. We always use good judgment to avoid even the appearance of an improper payment, and remember that the same rules apply also when Sidel is represented through a third party such as an agent. Any demand for, or offer of, a bribe in whatever form to any employee of Sidel should be rejected and reported immediately to senior management. Anti-Corruption Policy Anti-Corruption Guidelines Internal limits and reporting requirements concerning gifts Whistle Blowing Policy THE CODE OF BUSINESS CONDUCT APPLIES TO ALL COMPANIES AND EMPLOYEES WITHIN SIDEL. IT IS THE RESPONSIBILITY OF MANAGEMENT TO ENSURE THAT THE PRINCIPLES AND REQUIREMENTS CONTAINED IN THIS CODE ARE COMMUNICATED TO AND OBSERVED BY ALL EMPLOYEES OF THE SIDEL GROUP. We are all personally responsible for ensuring that our conduct and the conduct of those reporting to us fully comply with the Code of Business Conduct and all supporting Policies and Procedures. No employee will be penalised for any loss of business resulting from adherence to this Code, nor suffer as a result of bringing a breach or suspected breach of the Code to the attention of management. It is managers responsibility to ensure that all employees understand and follow the rules. Managers are also a natural point of contact for questions and concerns. IMPLEMENTATION The Code of Business Conduct cannot cover every conceivable situation to which we could potentially be exposed. We will use common sense and judgment in applying these principles, refer to the existing rules and guidelines, and seek advice either from management or, if in doubt, from the Corporate Governance Officer or the Group General Counsel. The Sidel Corporate Governance Framework is being implemented and monitored throughout the Group under the responsibility of the Corporate Governance Officer and the Group General Counsel. CODE OF BUSINESS CONDUCT AWARENESS AND TRAINING The Code of Business Conduct principles are conveyed through Policies, Procedures and Guidelines, and in certain cases by business processes. The Code of Business Conduct, and supporting Policies and Procedures, is available to all Sidel employees via Link, our intranet, and on Sidoc. A training programme will also be made available on-line. In addition, Sidel s values and the Code of Business Conduct will be included in the introduction programme for all new employees

11 OUR VISION We are committed to being the most innovative, responsive and reliable partner, providing sustainable solutions for the beverage industry. OUR MISSION We are the driving force in liquid packaging, providing optimal solutions in PET, can and glass. We constantly challenge the limits of technology and services in order to offer our customers the means to a more sustainable business. 3_ COMPANY VISION, MISSION AND VALUES OUR VALUES DELIVER OPTIMISE LISTEN UNDERSTAND PASSION CHALLENGE INNOVATE LISTEN & UNDERSTAND We listen to our customers and to our colleagues so that we can understand and anticipate their unique needs. We allow for an open and flexible work environment where we are equally involved and passionate, cooperating on all levels to provide a quality of work our customers can rely on and one we are proud of. CHALLENGE & INNOVATE We challenge the limits of technology in order to provide the best possible solutions. Together we have the creative mindset that sets us apart from our competitors and gives us the flexibility and urgency to design innovative and adaptable solutions. At Sidel, there s room for everybody s input, but once a decision is made, we unite our efforts and move together in one common direction. DELIVER & OPTIMISE As a company, we follow through on our commitments both to our customers, to our suppliers and to our colleagues. We are consistent, straightforward, and passionate and always act with integrity in everything we do. We continuously optimise our processes to achieve excellence

12 If you have a reason to believe that our Code of Business Conduct or any supporting Policies or Procedures have been or are being violated you can and should immediately report the matter. Reports shall primarily be made through the line management. If this is not feasible, alternative ways are presented below. Early identification and resolution of a violation is critical. Reports may be made anonymously and no employee will suffer for reporting a breach. 4_ HOW DO I REPORT AN ISSUE? Reports can be made to: Your line management or senior management; The Compliance Leader supporting your site or zone. A list of Compliance Leaders can be found on Link; The Sidel Corporate Governance Officer; The Group General Counsel; or The Head of Internal Audit of Tetra Laval International CONTACT DETAILS Sidel Group General Counsel: Christer Carling Telephone: christer.carling@sidel.com Sidel Corporate Governance Officer: Chris Sam Telephone: chris.sam@sidel.com Head of Internal Audit of Tetra Laval International: Antoine Jomini Telephone: antoine.jomini@tetralaval.com 22 23

13 The Sidel Group is formed by the union of two strong brands, Sidel and Gebo Cermex. Together, we are a leading provider of equipment and services for packaging liquid, food, home and personal care products in PET, can, glass and other materials. With over 37,000 machines installed in more than 190 countries, we have nearly 170 years of proven experience, with a strong focus on advanced systems, line engineering and innovation. Our 5,000+ employees worldwide are passionate about providing complete solutions that fulfil customer needs and boost the performance of their lines, products and businesses. Delivering this level of performance requires that we continuously understand our customers challenges and commit to meeting their unique goals. We do this through dialogue, and by understanding the needs of their markets, production and value chains. We complement this by applying our strong technical knowledge and smart data analytics to support maximum lifetime productivity to its full potential. We call it Performance through Understanding The information in this document contains general descriptions of technical options available, which do not always have to be present in each individual case. The required features should therefore be specified in each individual case at the time of closing the contract. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, without previous written approval by Sidel. All Sidel intellectual rights, including copyright, are reserved by Sidel. All other trademarks are the property of their respective owners. sidel.com

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