Areva - Reference Document 2016

17

EMPLOYEES

17.4 Health and safety

China In China, the group signs collective bargaining agreements negotiated with the labor unions. These agreements regularly include a commitment to compliance with labor laws, to fair compensation and to a work environment that complies with rules for protecting the health and safety of employees.

In addition, a number of information and consultation meetings were held on the implementation of the group’s refinancing plan and the group’s reconfiguration (new managerial organization, sale of Canberra, sale of AREVA TA, sale of AREVA NP’s operations, creation of New AREVA Holding, etc.). Lastly, the development phase continued for the group’s independent health service, which was established by the October 18, 2012 agreement signed in September 2013 by the Regional Department of Business, Competition, Consumption, Work and Employment for the Ile-de-France region (DIRECCTE). Presently, 63% of the employees are covered by this group health service.

17.3.2. STATUS OF COLLECTIVE BARGAINING AGREEMENTS

Please refer to Section 17.3.1.

17.4.

HEALTH AND SAFETY

17.4.1. HEALTH AND OCCUPATIONAL SAFETY CONDITIONS

Please refer to Appendix 3.

HISTORICAL HEALTH DATA Please refer to Appendix 3.

17.4.2. STATUS OF AGREEMENTS ON HEALTH AND OCCUPATIONAL SAFETY SIGNED WITH LABOR UNIONS OR EMPLOYEE REPRESENTATIVES

In France, AREVA signed an agreement on the development of the Quality of Working Life on May 31, 2012. This agreement is monitored jointly by the Safety, Health, Security, Quality and Environment Department and by theHumanResources Department through quarterly Steering Committeemeetings on occupational stress prevention and on the quality of working life. For the past three years, during the Committee’s confidential meetings with coordinating physicians of the group’s four regions in France, occupational stress prevention and measures taken by the sites in France are discussed in qualitative terms, and the robustness and relevance of the group’s Quality of Working Life initiatives are reviewed in order to support and measure the occupational stress prevention policy. This agreement was renewed on April 2, 2015. As part of its occupational stress prevention policy, the group set up 35 programs to listen to and counsel all of its employees in France and performed 23 surveys in France covering close to 80% of the workforce, enabling it to identify risk factors and propose occupational stress prevention actions. Also, since 2010, the group has provided occupational stress prevention training to 424members of Management Committees and tomore than 1,700 line managers. Special training for the Human Resources function and the members of Health, Safety and Working Conditions Committee (CHSCT) was deployed over the year, and close to 200 people were trained in 2015 and 2016.

As part of the deployment of the Quality of Working Life agreement, a chart on the “human impacts of change and reorganizations” was established. The chart has been used more than 200 times since September 2012 in connection with various projects, both at the group level and at the sites (Convergence, Phileas, Tricastin Platform, Shared Service Centers). As part of the group’s transformation plan, 90 charts were integrated into the notes of the Health, Safety and Working Conditions Committee (CHSCT) of the 6 companies of the group concerned by the Voluntary Department Plans. At the same time, various occupational stress prevention tools rolled out in the group since 2009 were strengthened and supplemented to better respond to the challenges of the performance plan. In Germany, several initiatives addressing the balance between work and personal life were showcased on the intranet or during events. Most of themeasures adopted relate to occupational safety, part-time work, balancing work and family life, and conflict management. In the United States, several programs were set up to ensure that the work environment is respectful of employees’ personal and family commitments. This is the case, for example, with different forms of part time work (alternative classifications), telecommuting, flex schedules, and vacation arrangements (compensated time off and unpaid leave).

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2016 AREVA REFERENCE DOCUMENT