Worldline - Registration Document 2016

Corporate and social responsibility report Annex III - Being a responsible employer

A.3.7.3

[GRI 102-41] [GRI 403-4] and [GRI 403-1] Collective bargaining agreements

new measures to create a better work-life balance; these are management and the unions, the decision was made to adopt In 2016, as part of the annual discussions between Worldline These measures include: good examples of the effective application of our CSR strategy. For its part, Worldline funds the employer’s contributions. supplementary pension schemes during the leave period. make full employee contributions to the basic and UES Worldline on part-time parental leave have been able to Part-time parental leave: as of April 1, 2016, employees of ● when it comes to calculating their pension rights; to take more time off to raise their children do not miss out This measure helps to make sure that employees who wish arrangement means that these employees do not have to take part in their initial training as volunteer firefighters. This for 15 working days’ additional paid leave to allow them to UES Worldline working as volunteer firefighters are eligible Volunteer firefighters: as of January 1, 2016, employees of ● needed to further their training; to support their commitment by giving them the time off the safety of all, and the management of Worldline wanted training sessions. Volunteer firefighters contribute directly to use their paid leave allowance in order to take part in these means of transport to get to work. Worldline employees to use an alternative, nonpolluting home to work. This measure is designed to encourage employees who normally use a bicycle to commute from Worldline management has paid a mileage allowance to Mileage allowance for bicycles: Since January 1, 2016, ● group SE Committee, two are Worldline employees. employee. In addition, of the six representatives from Atos Secretary of the Atos group SE Committee is a Worldline Work Council meetings to present Worldline’s activities. The The managers of Worldline contribute regularly to the European Meetings, topics of common interest are discussed at the Group another European payment company. During Ordinary the plan to create a joint venture between Worldline and In November 2015, an Atos SE Committee meeting focused on wellbeing@work projects. results, acquisition plans, sales forecasting, quality issues and level, such as Group strategy, announcements of financial access to confidential and strategic information. Worldline employees also sit on the Board of Directors and have Social dialog is a fundamental part of Worldline culture. Several A culture of ongoing social dialogue A.3.7.2

and requirements concerning labor. Also, 86.24% of employees are covered by collective bargaining agreements [GRI 102-41]. Worldline is convinced that developing its employees’ workforce. Worldline follows local and international regulations employability contributes to the psychological health of its requirements regarding working conditions. enable employees to benefit from favorable statutory agreements with unions and staff representative bodies that Furthermore, Worldline has signed collective bargaining training. working time, wages, notice periods, vacation time (usual and health and safety matters, length of maternity/paternity leave, Worldline’s collective agreements and commitments cover exceptional such as wedding, birth, house moving…) and Worldline has also signed specific agreements addressing the following topics at Worldline France: disabled workers” – May 22, 2013; Disability: “Agreement on the employment and inclusion of ● 2015; Gender equality: “Agreement on gender equality” – May 11, ● agreement” – October 18, 2013; Employment of over-fifties: “Action plan for the generation ● December 8, 2016; Teleworking: “Group agreement on teleworking” – ● management” – September 9, 2013; Strategic workforce management: “Strategic workforce ● 2014. “Agreement on the prevention of psychosocial risks” – July 1, Work-life balance and occupational health and safety: ● rights General statement of respect of international labor always make decisions based on skills without consideration for policy. Worldline’s Code of Ethics confirms that Worldline will The protection of labor rights has long been a part of Worldline the following principles: protection. As an active participant, Worldline ensures respect of way of showing how Worldline is willing to ensure such Participating in the UN Global Compact since 2010 is another nationality, sex, age, handicap or any other distinctive trait. proclaimed Human Rights; Supporting and respecting the protection of internationally ● abuses; Making sure that Worldline is not complicit in Human Rights ● and [GRI 102-13] International labor rights [GRI 102-12] A.3.7.4

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Worldline 2016 Registration Document