Amundi - Corporate Social Responsibility Report 2016

PSYCHOSOCIAL RISK PREVENTION POLICY

Amundi’s policy on the prevention of PSR and on quality of life in

the workplace is one of ongoing improvement and integration into

HR policies. It is notable for its interdisciplinary approach – relying

on managers, the Human Resources Department, occupational

medicine, and employee representatives (IRP)

(1)

Specific governance of psychosocial risks in the workplace begins

with quarterly meetings of a joint interdisciplinary committee to read

the various indicators and monthly meetings of a management

committee specifically for HR monitoring of at-risk employees.

In 2016, programs begun in previous years were continued, including

the following:

the maintenance of a “listening space” for employees experiencing

difficulties;

improved monitoring of long absences with better coordination

with the occupational health department in order to promote pre-

return to work visits to anticipate any potential reorganisation of

workstations needed to ensure an optimal return to work;

a clarification process in the event of mobility constraints following

the elimination of a position during a reorganisation;

the launch of a working group to define the assistance to be

provided to employees in the event of sub-par performance. Just as

in the case of mobility constraints, this should lead to the clarification

of the stages and the roles of each of the participants in 2017.

In 2016, as part of the raising awareness aspect of PSR prevention,

a series of five lectures was offered to employees. These lectures

each brought together one hundred or so participants on subjects

related to quality of life, interpersonal relations and the digital realm

and its impacts.

QUALITY OF LIFE IN THE WORKPLACE

For several years now, Amundi, as a socially responsible company,

has sought to establish measures intended to improve quality of life

in the workplace and to promote its employees’ work-life balance.

The various tools and measures set up and with a role in this two-fold

objective are presented below:

exceeding the legal requirements, the Company takes action

through:

the organisation of work (meetings that comply with the team’s

working hours, defined planning ahead of time, etc.),

the establishment of measures that facilitate the life of parents

(sick child leave, concierge services, maternity and parenting

guides, etc.),

a policy supporting the social endeavours of the Works Council

(access to childcare centres, childcare costs, etc.),

vigilance regarding professional equality (hiring, training, mobility,

compensation, etc.),

and raising awareness among managers;

in 2016, the Human Resources Department distributed two guides

among employees regarding maternity and parenting issues

(steps to be taken, preparing for leave and return from maternity

or adoption leave, accommodations and specific measures taken

at Amundi before and after the birth);

the collective bargaining agreements in effect within Amundi

provide a certain number of measures designed to promote

balance between professional life and family life (sick child leave,

breastfeeding leave as standard, etc.);

childcare solutions have been set up with the assistance of

the Works Council of the Amundi SEU by means of reserved

places in a childcare centre network. Similarly, the constraints

associated with work-life balance are reduced by the possibility

of the allocation of

Chèques Emploi Services Universels

(home

help services money vouchers). The Works Council also facilitates

better work-life balance through the provision of sports halls for

Amundi employees;

the Human Resources Department has prepared a practical guide

to better inform employees regarding the measures implemented

within the Company to help balance professional life with caring

for a family member. This guide also details the services offered by

the RESPONSAGE platform to which all Amundi employees now

have access. It covers the legal measures that accompany the

status of caregiver and provides a list of the various organisations

and non-profits that work in the field;

an agreement on the donation of leave days was signed in 2015

and is part of the social and solidarity policy of the Company;

the Company has set up a concierge service in its Paris

headquarters offering a range of services intended to facilitate

employees’ daily lives through the performance of tasks normally

undertaken by the beneficiaries of these services (dry cleaning,

shoe repair, administrative formalities, etc.);

the working hours agreement involves three main provisions: the

monitoring of compliance with daily rest periods; regulation of

the use of remote connection tools outside of business hours by

granting the right to shared and mutual disconnection between

the employee and the Company and the obligation to discuss

during annual assessments for managers on a number of working

days-type contract, the monitoring of work load, with the aim of

improving work-life balance;

the implementation of a telecommuting pilot programme to

experiment with this new way of organising work. Certain Amundi

employees were already eligible to work remotely, particularly

pregnant women beginning in the fifth month of their pregnancy

in accordance with the gender equality agreement in effect on the

signature date of this document, disabled workers in accordance

with the Group agreement regarding the employment of disabled

individuals in effect on the day of the signature of this document,

and employees with a relevant medical report subject to the

implementation of partial or full telecommuting;

(1) Employee representative bodies.

AMUNDI

2016 Corporate social responsability report

Economic, social and environmental information

Make individual and collective development central to our responsibility as an employer