AFD_REGISTRATION_DOCUMENT_2017

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CORPORATE SOCIAL RESPONSIBILITY

Employee information

2.1.3.2 Collective agreement evaluation Agreements signed during 2017:

06/01/2017

Amendment to the agreement introducing an expatriate status responsibility bonus signed on 30/09/2014 Agreement on the method for the negotiation of adjustments to employment brought about by the legal transformation of the IEDOM + overview of conclusions

26/01/2017

10/03/2017 17/05/2017 17/05/2017 06/07/2017 22/12/2017 13/12/2017 13/12/2017

Amendment to employee savings plan regulations (contribution rate)

NAO 2017b– Notification of disapproval

BLOC 2brestructuring agreement

Agreement on the Central Works Council consultation period for the proposed disposal of shares owned by AFD in the SIDOMs

Agreement on professional equality between women and men

Agreement on the conclusion of the AFD-IEDOM-IEOM-Proparco-CEFEB Economic and Social Union (UES).

Agreement on employment changes involving AFD and IEDOM

Employment negotiations with bodies representing Group employees during 2017bfocused principally on reviewing salaries (Mandatory Annual Negotiations), professional equality between women and men and the conclusion of the Economic and Social Union. The agreements of 13bDecember 2017bon the conclusion of the AFD-IEDOM-IEOM-Proparco-CEFEB Economic and Social Union (UES) terminate the economic and social grouping on 1bMarch 2018. The employee representative bodies in accordance with the new provisions arising from the “Macron” orders will be introduced within AFD and the IEDOM in the first half of 2018. These agreements also address the impacts of the conclusion of this UES on the collective bylaws (head office and offices in French Overseas departments) and provide for the progressive end to employee exchanges between AFD and the reserve banks. In this respect, they provide guarantees for employees from IEDOM offices made available to AFD field offices and for AFD head office employees made available to reserve banks. Agreement on professional equality (see paragraph 2.1.6. on equal treatment) 2.1.4 Health and safety 2.1.4.1 Health and safety conditions in the workplace AFD Group places great importance on matters related to health, safety and psycho-social risk in all of its offices. At head office, the CHSCT, the committee responsible for these issues, meets at least four times per year. Both at head office and in its local offices, annual medical and social check-ups are scheduled for employees. As a result, for example, vaccines for employees hired locally by foreign offices are fully paid for by AFD. A charter on chronic illnesses signed in 2008bguarantees 100% coverage of treatments for employees affected, whatever the country’s social security programme. It also provides such employees with guaranteed protection from discrimination within the workplace. For all entities, security standards and procedures to monitor issues relating to employees’ safety (terrorism, earthquake risks, bird flu, etc.) are currently in force. In case of an external

event that may put employees’ safety at risk, a mechanism will ensure a crisis unit is mobilised, and a repatriation procedure for expatriate employees and specific, case-by-case treatment for local employees will be implemented if necessary. A unit to promote well-being at work and prevent psycho- social risks, consisting of members of the CHSCT (Committee for Health, Safety and Working Conditions), the Medical Social Work department and the HR department, meets regularly to identify and remedy difficult individual situations. The latter may be subject to an alert by employee representatives as part of monthly employee representative-HR department meetings. Difficult individual situations are also dealt with by managers. Furthermore, the company doctor prepares an annual report included in the CHSCT report that summarises difficult situations that have arisen over the year and defines the comprehensive intervention frameworks (against alcoholism and nicotine addiction, influenza vaccination programmes, etc.). Group 2.1.4.2 Assessment of agreements signed with unions or employee representatives regarding health and safety in the workplace As part of a global reflection on the quality of life at work, management and representatives of all the unions signed an agreement on 9bDecember 2016. This agreement made provision for a one-year trial of regular telecommuting. This agreement renews the occasional telecommuting system (previously known as “working from home”). This agreement and the trial of regular telecommuting in 2017bachieves a better work/life balance and will, as of this date, be offered to all employees regardless of their socio-professional group. Plans have been made for two working methods: regular telecommuting (new) and occasional telecommuting (which replaces the option of working from home provided for in the 2004bagreement). An assessment of the implementation of this agreement must be presented to the trade unions at the beginning of 2018bin order to identify adjustments necessary to continue this agreement.

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REGISTRATION DOCUMENT 2017

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