Areva - Reference Document 2016

17

EMPLOYEES

17.3 Labor relations

p in the United Kingdom, full-time employees work an average of 37 hours per week. Overtime is not paid. AREVA authorizes telecommuting in exceptional circumstances. This working-hour arrangement is possible under certain conditions for employees who have completed their trial period; p

in China, the standard work schedule is 8 hours per day, 40 hours per week.

17.2.2. ABSENTEEISM

The method for collecting and calculating absenteeism data has been in place since 2013. It covers the group’s largest footprints, representing 94% of AREVA’s global workforce (1) .

2016

2015

France

9.6

9.1

Germany

15.4

13.9

United States Rest of World

5.6 3.0

5.7 2.8

17.3.

LABOR RELATIONS

17.3.1. ORGANIZATION OF SOCIAL DIALOGUE, IN PARTICULAR PROCEDURES FOR INFORMING, CONSULTING WITH AND NEGOTIATING WITH PERSONNEL

The group’s social relations are founded onmutual respect and dialogue. It is in that spirit that social partners and senior management meet regularly to talk, negotiate, reach agreements and monitor their implementation. During the year, these encounters primarily concerned the group’s reorganization following the guidelines set by the President of the French Republic on June 3, 2015; implementation of the performance plan; compensation policies; and the proposed Voluntary Departure Plans resulting from the economic difficulties encountered by the group. The three countries of France, Germany and the United States represented 90% of the group’s workforce at December 31, 2016. Social dialogue is not organized the same way in these different countries. Local requirements, and in particular national legislation, call for a customized approach. Social dialogue may take place at the national, regional or company level, whether for information, consultation or negotiation. Europe AREVA’s European Works Council (EWC) is comprised of 19 members and 1 observer. The EWC represents active employees in the seven European Union countries in which the group is based: Belgium, France, Germany, Slovakia, Spain, Sweden and the United Kingdom. In 2016, that body met six times: on February 10, March 17, June 23, July 19, October 5 and November 10. The meetings centered on the sale of the Canberra company; the proposed subsidiarization of AREVA SA units connected with nuclear fuel to New AREVA Holding; the sale of the operations of AREVA NP and of its SOCIAL DIALOGUE

subsidiaries to EDF; the sale of operations in renewable energies; and the proposed capital increases of AREVA SA and of New AREVA Holding. Germany In Germany, the management teams and the labor unions meet regularly to talk about the group’s operations and future. In 2016, the Offenbach employees were transferred to Erlangen, enabling the closure of the Offenbach site. Employees not willing to transfer left in the framework of the redundancy plan negotiated in 2015. France The French Works Council (FWC) set up in 2011 is a body for information, exchange and dialogue that has a comprehensive, crosscutting view of all of the group’s operations and strategy in relation to employment. In this regard, the FWC constitutes a special venue for discussions with employee representatives. The FWC, which has 30 incumbent members, 5 representatives of representative labor unions at the group level, and 5 of the group’s labor coordinators, met on 7 occasions in 2016, particularly in connection with the implementation of the group’s refinancing plan and the group’s reconfiguration (newmanagerial organization, sale of Canberra, sale of AREVA TA, sale of AREVA NP’s operations to EDF, creation of New AREVA Holding, etc.). The meetings were held on February 17, March 31, June 15 and 21, July 21, October 4 and November 15. These meetings provided an opportunity to present and talk about changes in the strategy, the redefinition of the nuclear industry, organizational changes, and jobs.

(1) The calculation method used is the average number of calendar days of absence per year due to sickness (including pathological pregnancy and therapeutic part-time, but excluding maternity leave and occupational injuries or commuting accidents) or to care for a sick child, per permanent employee. The definitions reflect the variety of local practices.

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2016 AREVA REFERENCE DOCUMENT