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Moncler operates in full compliance with the applicable laws in the countries in which it is present, with an approach always focused on continuous improvement.
From the Group’s headquarters, a team of specialised professionals (the Health and Safety staff) is responsible for: ensuring that workplaces worldwide are safe and compliant with applicable laws; defining occupational health and safety guidelines; coordinating monitoring

activities and, where necessary, the interventions to improve safety conditions; supervising the activities of designers and architects; and ensuring an ongoing dialogue with Italian workers’ safety representatives.
Every employee plays a fundamental role in safety. Making every effort to create and spread a culture of safety, individual responsibility and risk awareness is pivotal in ensuring a safe working environment.

A big emphasis is also placed on the safety of workers and contractors who work within the perimeter of Moncler’s operations. In Italy, all business operations involving contractors require a signed risk assessment report identifying any interference risks associated with the work to be carried out on Company premises, as well as the implementation of strict prevention measures for any work considered high risk.

MANAGEMENT SYSTEM

Among its initiatives to protect and promote health and safety in the workplace, Moncler implements an efficient management system as per OHSAS 18001 international standard. This commitment is clearly stated in the Occupational Health and Safety Management Policy, which was shared with all company employees worldwide in 2017. The Policy sets the health and safety principles and guidelines to be implemented in every sphere of activity and provides for:

• the dynamic and preventive assessment of activities, so as to eliminate any root causes of risk or, should this not be feasible, control risks using the best available techniques;
• the continuous improvement of all activities that may impact safety;
• the enhancement of knowledge, competence, and awareness of all employees through targeted training and practice.

In 2018, Moncler extended OHSAS 18001 certification to all

its offices and stores in Europe and the United States and also renewed the certification obtained in 2016 for all its offices and shops in Italy and at the production site in Romania, covering a total of over 2,900 employees (about 71% of the workforce). The Company’s objective is to extend OHSAS 18001 certification to all offices and stores worldwide (excluding shop-in-shops), in accordance with the new ISO 45001 standard, and to renew expiring certifications with the new standard.

FROM PREVENTION TO CONTROL

Moncler invests a lot of thought and considerable time and energy in the management of occupational health and safety, in an effort to minimise any risk of accidents.
Although the Company’s business is not high-risk, Moncler adopts a preventive approach. Before the opening of any new workplace – be it an office or a store – occupational health and safety risks are carefully evaluated through in-depth audits. Offices and shops already in operation are regularly subjected to compliance checks through document analyses and workplace inspections (verification of work environments and equipment), with improvement plans drawn up as necessary.
This monitoring process, originally implemented in Italy alone, in 2018 was

extended to places of work in Europe and the United States and in 2019 will be implemented in Japan, South Korea and APAC.
In 2018 on-site inspections to verify employee health and safety at the production site in Romania continued. These on-site inspections were conducted both by in-house staff and by external bodies and were required to renew OHSAS 18001 certification.
In Italy, Moncler organises regular safety meetings with Company representatives, specialist physicians, prevention and protection officers, and workers’ safety representatives. These meetings focus on risk assessment analyses and outcomes, injury rates, training, and personal protection equipment.

In 2018, workplace accidents of both its own employees and those of the cooperative that manages the logistics hub in Castel San Giovanni, Piacenza, were kept to a minimum through the careful management of work spaces, ongoing information and awareness initiatives centred on prevention, and the monitoring of the proper implementation of improvement measures. As regards workers at the logistics hub, the frequency rate rose from 0.83 in 2016 to 0.49 in 2017 and to 0.20 in 2018.
No fatal accidents were reported during the year involving employees or contractors.
Occupational diseases are a direct consequence of work, caused by workers’ exposure to the gradual and progressive harmful effects of the activities they perform.
Moncler monitors occupational diseases

in order to identify any workplace conditions that may have contributed to their onset, assess any residual risks, and implement corrective measures as needed to prevent recurrence.
In 2018, no cases of occupational diseases were reported. In Italy, the Group continued to require personnel exposed to specific risk factors to undergo regular health checks, in application of specific health protocols defined on the basis of the risk, with supplementary specialist visits as needed.
All workplace accident indicators are continuously monitored and measured.
The Company also focuses on work-related stress as part of an inclusive approach to employee wellbeing.
In 2018, a work-related stress assessment was carried out again at the offices in

Trebaseleghe, Padua, revealing that all of the offices were at low risk. That said, in 2018 the Company adopted nonetheless an action plan to implement a continuous improvement pathway. Stress assessment was used as a basis for planning and implementing organisational or management measures aimed at avoiding or minimising harm to workers’ health related to stress risk factors.
In 2019, this assessment will be repeated at the corporate office in Milan. In addition, in early 2018 a survey was conducted on the consequences of work-related stress on the health of employees at the production site in Romania and subsequently a training session was organised with all employees to raise their awareness and share solutions on the subject.

WORKPLACE ACCIDENT INDICATORS

NOTES

10 Incidence rate: (number of workplace injuries/total employees) x 1,000.

11 Severity rate: (number of days lost due to workplace injuries/total hours worked) x 1,000.

12 Frequency rate: (number of injuries/total hours worked) x 1,000,000.

13 From 2017, the scope of reporting was significantly broadened, reaching 100% of the Group’s global workforce; data therefore cannot be compared with 2016.

TRAINING AND INFORMATION

Training its people is part of the prevention initiatives promoted by Moncler.
In 2018, the Company provided about 28,000 hours of training on occupational health and safety (double as much compared to 2017), of which over 26,000 at the production site in Romania. Specific training programmes were developed and customised based on different roles and risk levels, so as to transfer the knowledge, skills, and values required to work safely. The majority of employees attended a training programme on general safety in the workplace, in keeping with legal provisions. With regard to people in positions of responsibility, additional training modules were specially designed for Company managers and officers, to improve monitoring and ensure that employees’ behaviours are in line with law provisions and Company regulations on occupational health and safety.
An online health and safety course with specific content for shop employees was also provided to all certified shops.

HEALTH AND WELLBEING

Moncler’s commitment to promoting and protecting the health of its employees goes beyond the workplace and occupational risks. This explains the meaning and purpose behind the various training and information initiatives on prevention organised by the Company.
In 2018, in collaboration with the association Piccoli Punti, an awareness-raising meeting was held in both Italian corporate offices to discuss the issue of melanoma prevention. All employees of the corporate offices were then given the opportunity to receive a free dermatological check-up directly at the Company. Around 300 employees were given the opportunity to receive advice and information on the subject.
At the end of 2018, Moncler also collaborated again with the Umberto Veronesi Foundation, organising two meetings on prevention at the table. The information meetings, aimed at employees at the corporate offices in Milan and Trebaseleghe, provided numerous practical tips and, at the end of each session, a live demonstration with the available ingredients was also carried out.
The awareness and prevention sessions, both with Piccoli Punti and with the Umberto Veronesi Foundation, were very much appreciated and met with the interest and enthusiasm of the employees. In fact, they saw a great turnout (about 670 people), for a total of over 1,000 hours of training.
Alongside these initiatives, Moncler is committed to establishing agreements with local outpatient clinics, to ensure employees have access to the best medical centres at the most affordable prices.

Moreover, in 2018, Moncler joined Sanimoda, a supplementary healthcare fund for workers in the fashion industry in Italy, which provides healthcare services complementary to those of the Italian National Health System. In 2018, a total of 563 employees registered with the fund.
During 2018, Moncler also implemented numerous initiatives to promote the health and wellbeing of employees at its production site in Romania, from the offer to carry out annual blood tests directly at the site to free eye exams and contributions to the purchase of eyeglasses. In addition, an evaluation of the ergonomics of some workstations was carried out and an improvement plan was defined to reduce staff fatigue and maximise productivity. For the ironing department, for example, new ironing boards were purchased that can be adjusted according to the height of workers, to ensure a better posture during work.
The workstation ergonomics assessment will be extended to the sewing department in 2019 and a possible improvement plan will be defined in due course.
In addition, a lighting test was carried out in the production and cutting department of the production site in Romania to verify the difference in working conditions between a traditional lighting system and an LED system. It showed that the working conditions are much better in the case of LED lighting and, therefore, at the end of 2018 Moncler decided to introduce LEDs throughout the site, bringing a clear benefit also in terms of environmental impact.

Another aspect regularly monitored by the Company is noise in the workplace, which can cause a number of problems to workers’ health. At the production site in Romania, noise measurements are carried out annually to verify compliance with the permitted limits in each area.
Air quality, temperature and humidity can also cause discomfort in the workplace, affecting both the physical health and psychological wellbeing of workers. Specifically, in order to ensure proper ventilation of workplaces at the production site in Romania, where there are several micro-climates due to the different stages of processing, Moncler has installed latest generation ventilation systems that are periodically checked. Two temperature monitoring systems were also installed in the Castel San Giovanni, Piacenza, logistics hub to monitor the degree of heat inside and assess its suitability in view of the specific activities carried out and in relation to outdoor temperatures.
Finally, Moncler believes that a flexible, collaborative and shared work environment can promote greater efficiency at work and therefore improve the balance between family and work life. In 2019, Moncler will launch a pilot project dedicated to agile work for employees of its corporate offices in Italy. In addition, in 2018, all employees of the Company’s Italian companies, who become fathers as from 1 January 2018, received a total of five days of paternity leave, one more than that which is established by law or the national collective labour agreement.

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