BIC - 2018 Integrated Report

BIC WAY

COMPENSATION POLICY: TRANSPARENT AND EXEMPLARY

In addition to the AFEP-MEDEF Code to which the Group refers, the compensation policy for members of the Board of Directors is centered around four principles identical to those applicable for all Group employees: internal equality; the recognition of individual and collective performance (linked to the achievement of key targets that contribute to the business success); competitiveness; and clear communication in relation to compensation policies.

COMPENSATION POLICY GENERAL PRINCIPLES

International Benchmark

Internal equity

Analysis of the performance of individuals and of the Company as a whole

METHOD OF DETERMINING

PRINCIPLES

Pay for performance

Taking into account the Group’s policies and priorities

Competitiveness

ALLOCATION OF THE VARIABLE AND EXCEPIONAL PAY ELEMENTS

Analysis of the total reward (including pension)

Communication

Requires a positive ex post vote from the shareholder’s meeting

COMPENSATION POLICY PARTICULAR PRINCIPLES GOVERNING COMPENSATION

Determined by the Board of Directors.

ANNUAL FIXED COMPENSATION

Reflects the responsabilities of the Executive Corporate Officer, his/her experience and his/her skills.

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Supplementary pension plan and benefits in kind

Short Term

Calculated based on 5 collective Group criteria and some individual criteria, including a CSR objective for the Chief Executive Officer, all determined by the Compensation Committee.

ANNUAL VARIABLE COMPENSATION

Board decision based on recommendation from Compensation Committee.

Long Term

PERFORMANCE SHARES

Performance calculated based on 2 criteria.

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• BIC GROUP - 2018 INTEGRATED REPORT •