AFD_REGISTRATION_DOCUMENT_2017

CORPORATE SOCIAL RESPONSIBILITY

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Employee information

2.1.2 Scheduling of working hours 2.1.2.1 Scheduling of working hours

2.1.3 Employee relations 2.1.3.1 Structure for employee dialogue, including procedures for informing, consulting and negotiating with employees Employee representation is organised as follows: P a head office Works Council and four local Works Councils for the French Overseas departments (that have more than 50bemployees) collectively represent employees for all matters related to the company’s management, economic and financial development, working conditions and scheduling, professional training and social protection. They also organise social and cultural activities established within the company; P a Central Works Council holds twice-yearly ordinary session meetings that bring together representatives from the five Works Councils and deals with financial and economic initiatives that affect all employees governed by French law; P a Group committee, which meets annually, brings together employee representatives of AFD and its subsidiaries; P the Health, Safety and Working Conditions Committees at head office and French Overseas department offices work on employee safety and protection and on improving working conditions; P the employee representatives (head office and foreign offices) gather and present the company with all individual and collective employee claims on application of laws, bylaws and equity policies. AFD does not have a collective agreement. Labour contracts for AFD employees under French law are governed by staff regulations unique to each institution. Employees hired in foreign offices and in French Overseas departments have an employment contract governed by staff regulations and any relevant collective agreement in the territory in question (collective agreements for banks and financial institutions). Major changes planned within AFD are subject to negotiations with unions and procedures for informing and/or consulting with employee representative bodies. No modification to the structure with significant consequences on employment, training or working conditions, or on the Group’s general operations, may be implemented before at least one month has been spent informing and/or consulting with employee representative bodies (IRP). Works Council and staff representative (CE/DP) elections were held on 20bMarch 2017.

Scheduling of working hours depends on the regulations applicable in each country where AFD Group operates. As a result, arrangements vary widely with regard to the number of working hours, their flexibility and scheduling. In AFD branches, staff regulations governing employees hired locally comply with the laws of the country in question, resulting in an average of 37.5 hours worked per week. For head office employees (recruited in Paris), and since the agreement on the scheduling and reduction of working hours was signed on 30bJune 2000, the number of annual working hours has been: P 1,575 hours for employees whose working time is expressed in hours; P 205 days for employees whose working time is expressed in days. Pursuant to the French law of 8bFebruary 2008, AFD offered to buy back days held in time savings accounts (CET) from its employees. An agreement dated 23bDecember 2008bextended the ways in which time savings could be held and used. By collective agreement, employees with manager status have been able to work occasionally from home, mainly editorial and preparatory work, since 2004. It is therefore possible to work from home on occasion if employees and their managers agree. Since January 2017, an experimental agreement provides the option for regular or occasional telecommuting, through the signature of an amendment to the employment contract. This agreement replaces the 2004bagreement on working from home. In 2017, employees worked 9,426.5 days from home including 8,220 occasional days of work from home. By way of comparison, in 2016bemployees worked 5,438 days from home, representing an increase of 73.34%. In addition, in order to improve work-life balance, employees may take advantage, at their request, of a part-time work arrangement. 5.8% of employees worked part time in 2017. 93% of them are women. 53% of the part-time employees opted for the 80% formula and 33% for the 90% formula. France 2.1.2.2 Absenteeism In mainland France in 2017, 11,261.5 days were lost to illness for head office employees on permanent (CDI) and fixed term (CDD) contracts (of which 223bdays for CDD employees), which equates to an absenteeism rate of 2.6% (2% for CDD). France

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REGISTRATION DOCUMENT 2017

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