ASSYSTEM_Registration_Document_2017

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2017 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)

HUMAN RESOURCES INFORMATION: HR DEVELOPMENT AS A DRIVER OF PERFORMANCE

4.3.1.3 Remuneration In 2017, the Group’s payroll costs were as follows (see also Note 5.3.1 to the consolidated financial statements in this Registration Document):

We have backed up this policy by issuing a work/life balance charter and we also support employees during important life events such as the birth of a child, a serious illness or an accident, as well as proposing flexible working arrangements. The Group’s organisation and processes are designed to promote employee empowerment, initiative and accountability. In 2017, the absentee rate in France was 3.62%. ADOPTING NEW FORMS OF WORK A teleworking agreement was signed during 2017 with trade union representatives, following a pilot scheme implemented the previous year. Teleworking has many social, financial and environmental benefits. The agreement provides a protective and structured framework for eligible employees, who are given the option of working from home one or two days a week. It gives employees more flexibility and independence in organising their working hours. By limiting commuting time and reducing tiredness, stress and the related risks, teleworking enables employees to enjoy a better work/life balance. This solution is also a factor of social inclusion, by making it easier to employ people with disabilities or suffering from a chronic illness. The agreement enables us to create a more engaged workforce, reduce our overall carbon footprint, optimise workspace utilisation and improve our teams’ accountability and performance. Training tools were developed to support this cultural change, which requires a degree of trust, clear objectives and manager and team buy-in. A half-day training session and a guide to teleworking enabled managers to find out more about the system, embrace this new form of remote management and remove any obstacles. Eligible employees were given a teleworker’s handbook setting out their rights and obligations and outlining the benefits of teleworking. A communication campaign was organised to support the introduction of the new agreement and further awareness-raising initiatives will be launched in 2018 to inform employees and managers about this new working arrangement that is also available for staff working in clients’ offices. RIGHT TO DISCONNECT Extending the initiatives to improve the quality of work life, in 2017 a collective agreement was signed implementing the “right to disconnect” provisions of French labour regulations. The aim of the agreement is to establish rules for the use of professional digital applications, especially outside working hours. We want to promote reasonable use of computers, smartphones, e-mail and other digital devices by insisting that employees remain disconnected from these tools between 8:00 pm and 7:30 am on working days and throughout weekends, holidays and other leave periods.

2017

In millions of euros

Wages and salaries

(218.5)

Social security contributions

(59.2)

Total

(277.7)

At its meeting on 26 July 2017, the Board of Directors used the authorisation granted by shareholders in the 24 th resolution of the Annual General Meeting of 24 May 2016 to: ● Amend the 4 July 2016 performance share plan by setting the portion of Tranche 2 shares that will vest for their beneficiaries at the end of the vesting period (30 April 2020) at 40% of the shares originally granted to them under Tranche 2 on 4 July 2016, corresponding to a total of 91,800 shares for all 89 beneficiaries. The vesting of the Tranche 2 shares will not be subject to any performance conditions and the only applicable condition will be that the beneficiary remains a member of the Group from 4 July 2016 until 30 April 2020. In addition, the shares will not be subject to any lock-up period. ● Award 66,750 free shares to 89 beneficiaries, without any performance conditions, subject only to their remaining a member of the Group from 26 July 2017 to 30 April 2020. These shares will not be subject to any lock-up period. ● Award 1,000 free shares to one beneficiary, without any performance conditions. The vesting period for this free share plan will end on 26 July 2019 and the shares will not be subject to any lock-up period. ● Award 3,000 free shares to one beneficiary, without any performance conditions. The vesting period for this free share plan will end on 30 April 2020 and the shares will not be subject to any lock-up period. At its meeting on 7 September 2017, the Board of Directors used the authorisation granted by shareholders in the 26 th resolution of the Annual General Meeting of 16 May 2017 to grant 10,500 free shares to 13 beneficiaries, without any performance conditions. The vesting period for this free share plan will end on 30 April 2020 and the shares will not be subject to any lock-up period. Information about these free share plans is also provided in Note 5.3.3 to the consolidated financial statements in this Registration Document. 4.3.1.4 Organisation of working hours We ensure that employees work in a safe, respectful and pleasant environment, in line with our belief that happy employees are engaged employees.

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ASSYSTEM

REGISTRATION DOCUMENT 2017