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A
Corporate and social responsibility report
Annex III -
Being a responsible employer
307
Worldline
2016 Registration Document
Market Presence]
Recognition@worldline
[GRI 202-1] [GRI 401-2] [WL5] and [GRI 103-2
A.3.5
[GRI 201-3]
Compensation and benefits policy
A.3.5.1
Being a responsible employer, for Worldline, means to offer to
above the minimum local legal requirements.
ensures a coverage, in terms of compensation and benefits,
each employee all over the world a total compensation which
wellbeing@work company.
transactional services, as well as to become a reference
remain the European leader in electronic payment and
designed to support the Worldline Group’s strategic ambition to
Worldline Total Remuneration and Recognition Awards Policy is
incentive to take unwanted or undue risks.
values and long-term interests, Worldline strives to limit any
legislation and in line with its business strategy, objectives,
motivate, retain, and accompany our employees’ career
reward performance and innovation collectively and individually,
In order to attract the most qualified candidates on the market,
remuneration package, in accordance with the local applicable
awards package. In developing and implementing the
competitive and flexible total remuneration and recognition
implemented an appealing, cost effective, fair (equitable), market
development within the Company, Worldline has designed and
specificities and regulations, Worldline regularly conducts
countries where Worldline operates according to local
To reach those objectives, which will be implemented in the
in every location.
ensure compensation packages are in line with market practices
the Worldline’s competitiveness, both in level and structure, and
benchmarking exercise with Worldline’ competitors to ensure
stock-options or free shares.
individuals may also receive Long Term incentives such as
employees and benefits aligned with market practice. Key
that includes a fixed salary, a variable bonus for eligible
The Worldline approach to reward is based on a total package
[GRI
202-1]
Comparison of minimumwages
A.3.5.2
minimum. [GRI 202-1].
is set up by law, Worldline pays at least 50% more than this
with local policies. In 53% of the countries where minimum wage
full time employee) is above the local minimum wage in line
level wage (lowest wage in Worldline paid to a permanent and
In all the countries where Worldline operates, Worldline’s entry
death and disability
[GRI 401-2]
Cover for healthcare, benefits for
A.3.5.3
Germany and Austria. Indeed, the compulsory health insurance
medical benefits are generally not necessary.
is fairly comprehensive in these countries, so supplementary
Health care and disability benefits are offered to respectively
additional occupational medical/health benefits are rare in
88% and 100% of permanent employees. Nevertheless,
result of an accident in some countries.
sum amount is sometimes increased according to the family
provided in the form of lump-sum payments. The principal lump
children [GRI 401-2]. In other countries, death benefits are mainly
plans and provided in the form of a pension for the spouse and
Austria and Germany, death benefits are included in the pension
Death benefits are offered to 100% of permanent employees. In
status (e.g. in France) and could be doubled for a death as a
Variable compensation
A.3.5.4
achieve the overall (strategic) Company goals.
Worldline strategy by pro-actively driving behavior required to
short-term bonus plan is specifically designed to support the
objectives that drive shareholder value. In this way, our
plan is to focus managerial effort on the achievement of key
impacts business results. The objective of our short-term bonus
Worldline believes that financial reward drives behavior which
business.
contribute to the ongoing increase of profitable growth of the
providing excellent service to clients and inspiring colleagues to
Worldline in meeting financial and qualitative objectives,
Participants will be rewarded for the successes they bring to
collective agreements, deviations to those Global short-term
bonus guidelines could apply.
the beginning of each semester, taking into account the Global
defined and reviewed by the Worldline Executive Committee at
The applicable Global Worldline short-term bonus guidelines are
Depending on the local constraints and negotiated local
Bonus guidelines issued by Atos on a semester basis.
relating to unacceptable behavior:
business objective and are reviewed on a semester basis.
defined and weighted according to the importance of the
WellBeing@Work initiatives roll-out). The bonus objectives are
Efficiency objectives and People objectives, including
Cash Flow and OMDA) and non-financial criteria (like individual
Stand Alone Revenue, Stand Alone Order Entry, Contributive
Our short-term bonus plan is based on financial criteria (mainly
Moreover, in order to re-inforce the mitigation of the risks
The scope of the financial objectives are set on collective
●
in the Company budget;
basis and are based on audited financial targets as defined
are capped.
The payout curves per financial and non-financial indicator
●