SOLOCAL_Registration Document_2017

3

CORPORATE SOCIAL RESPONSIBILITY 3.2 Social responsibility

Teleworking The Group encourages teleworking within its teams.

Improving business performance through sports and exercise The Group developed a project in France that enables our employees to participate in physical activities together, to combat the sedentary lifestyle, prevent muscular-skeletal diseases (MSD) and other physical ailments, and develop “healthy attitudes” through raising awareness. The employees at the head office have access to an integrated fitness centre. Traditional group fitness classes are offered. Outdoor activities are also offered: power walking, running, participating in La Parisienne type charity races, or Odysséa collecting more than 100 entries for each event. Moreover, in June 2017, nearly 400 employees gathered for the fourth year in a row to participate in the Group’s annual sports event: “Move It Day”, an afternoon dedicated to a relay race and other sports activities at the Parc de Saint Cloud. This year, the sales teams and regional subsidiaries supported this great sporting momentum by taking part in a connected challenge. The challenge was to travel as a team the most kilometres over 3 weeks using a dedicated application counting steps. Two “virtual” tours of France were thus carried out. Close to 650 employees were able to practice a sport or other physical activity in 2017 thanks to these proposed events, including 300 on a regular basis. Regional initiatives were also encouraged, such as the Lyon by night, the Rennes Green Marathon, the 10 km d’Annecy or the Sèvres telesales football tournament.

For example, in 2015, PagesJaunes entered into an agreement on teleworking with its social partners. Teleworking is open to all employees, provided that the tools allow it, and that their jobs are eligible for that means of organising their work. Teleworking is a response to digital working methods. It is very appealing to employees who are looking for a better balance between their work and personal lives and who would like to reduce the time and fatigue associated with commuting. The basis applied is one to two days of teleworking per week. It is also, in some cases, a tool for maintaining the employment of weakened categories of employees, such as disabled workers, older employees, etc. At the end of 2017, more than 300 employees benefited from teleworking. In addition, 10% of QDQ employees also telework. The example of the new head office: Citylights Regarding premises, in May 2016, employees in Ile-de-France joined their new head office in the Citylights buildings in Boulogne-Billancourt. These new workspaces have been redesigned according to the digital modes of operation, and adapted to the expectations of employees, especially younger generations. In the internal survey conducted in Q1 2017 among all SoLocal employees present on the Citylights site, 73% are satisfied with their working conditions (space, light, comfort, calm, etc.) and 73% consider the equipment and material available to them to be adequate.

LABOUR RELATIONS 3.2.4

There are two dimensions to the Group’s labour relations: a Group dimension (France) for certain agreements and a dimension by subsidiary for the entities concerned. Certain bodies even exist at regional level for the PagesJaunes subsidiary. SoLocal Group reaffirms its desire to guarantee the proper functioning of the Employee Representative Bodies. Collective negotiation is a decisive form of labour relations which the Company intends to promote in order to prevent and resolve any conflicts arising.

UNION RIGHTS

3.2.4.2

On 6 May 2014, PagesJaunes management signed an agreement with the representative unions on the conditions of adapting working hours, targets and compensation for employees who serve as staff representatives. This agreement also aimed to provide the representative unions with long-term material, financial and human resources allowing their proper functioning and the development of constructive labour relations to be guaranteed. The representative unions within the Company are the management’s natural and preferential contacts for developing constructive labour relations which the signatories to the agreement wish to develop and increase. SoLocal Group reaffirms its desire to guarantee the proper functioning of the Employee Representative Bodies. Collective negotiation is a decisive form of labour relations which the Company intends to promote in order to prevent and resolve any conflicts arising. The Company also wishes to confirm its commitment to the freedom of exercise of union rights and its wish to ensure those rights are respected. It seeks transparency of information and the search for constructive solutions to ensure that no discrimination based on exercise of a term of office applies or is encouraged.

COLLECTIVE BARGAINING

3.2.4.1

AGREEMENTS WITHIN THE GROUP

Labour negotiations in 2017 resulted in the signing of several agreements: Group agreement on the health expense reimbursement l scheme; Group agreement revising the scope of collective agreements in l force within SoLocal Group; method and means agreement for QVST negotiation. l

62

2017 Registration Document SOLOCAL