Compagnies des Alpes // 2019 Universal Registration Document

4 STATEMENT OF NON FINANCIAL PERFORMANCE Labour challenges

include Walibi Belgium) The number of training courses taken by women equates to 41% of the Group-wide fi gure, mirroring exactly the percentage of women in the workforce.

Finally, the number of training hours delivered to women increased by 9% this year to 2,771 women having taken at least one course during the year (compared to the 2018 fi gure of 2,551 which did not

4.2.4.2 Compensation and benefits systems

Managers

Supervisors

Workers Employees

Average monthly salaries for permanent staff

Men

Women €5,004

Men

Women €2,901

Men

Women €2,465

Group

€6,107

€3,203

€2,680

permanent employees) basis. A compulsory pension plan is also in place for all French employees. There are several co-existing collective bargain agreements in France, re fl ecting the diversity of its business segments: l the national collective bargaining agreement for ski lifts and ski areas; l the national collective bargaining agreement for leisure areas, attractions and cultural spaces (CCNELAC); l the national collective bargaining agreement for travel agencies and tourism; l the national collective bargaining agreement for tour leaders and guides working for travel agencies and tourism; l the national collective bargaining agreement for real-estate; l the collective bargaining provisions applicable to Compagnie des Alpes sta ff . In Belgium, the Group o f fers its sta f f hospital insurance cover in addition to the social protection provisions enshrined in legislation, and a pension plan for managers and employees. In the Netherlands, executives bene fi t from supplemental retirement insurance and employee savings plans. For the Netherlands, like Belgium, an agreement has been made to increase salaries every year. In Belgium, this increase is determined based on changes to the consumer price index. Conversely, in Canada, the Group’s complementary health, insurance and retirement plans are key to employees’ social protection. The guarantees of these complementary plans were determined at a competitive level in relation to national standards.

Compensation decisions are very largely decentralised. Obligatory annual negotiations are held in France at site level, which, in addition, o ff er all the speci fi c pro fi t-sharing and stock ownership agreements (with the exception of Travelfactory). Nine pro fi t sharing agreements were entered into during the fi scal year. The average per-employee pro fi t sharing and incentive fi gure in 2018/2019 was €3,001, equating to a distribution of €15.4 million (up 15%). A Group Employee Savings Plan (PEG) is in place for all employees with a French employment contract (except employees of Futuroscope, STVI and Travelfactory – who have their own employee savings schemes). In this system, Management sets the contribution, and each subsidiary may also decide to introduce additional contributions. A Group Collective Retirement Savings Plan (PERCO G) is available for all French sites to complete the gamut of employee savings schemes. In this case, each site is free to decide whether or not to include an employer contribution. Thirteen Group companies had signed up to the PERCO G scheme for their employees. Under the law of 24 December 2018 “introducing emergency economic and social measures” the Group decided to award a one-o ff bonus, in accordance with the attendance and compensation conditions set out by law, and a number of paid days (in view of the seasonal nature of our employees). This bonus was awarded by all of the Group’s French subsidiaries and funded at Group level. As a result, 93% of sta ff members employed as of 31 December 2018 received this one-o ff purchasing power bonus. All the Group’s French employees are covered by supplementary health insurance on a compulsory (permanent employees) or optional (non-

4.2.4.3 Labour relations and employee representation Each Group company manages its labour relations and organises its collective bargaining arrangements independently. Over the year, the collective bargaining agreements and unilateral decisions entered into on site related principally to compensation, workplace organisation and health and safety in the workplace, as can be seen from the table below:

Profit sharing

Work organisation

Health and safety in the workplace Other

Compensation

Number of collective bargaining agreements or unilateral decisions in the fi scal year

30

9

11

-

9

Group bodies Group-wide collective bargaining also focused on updating labour relations with the conclusion of two collective bargaining agreements in July 2019. The fi rst governed the merger of the Group Committee with the European Works Council to form a single entity, the Group European Works Council. The second governed labour relations and the exercise of union rights within the Group.

FY 2018/2019 was devoted to developing the labour relations process initiated by the 2017 employment law reform. Thus, all the Ski areas and Holdings companies set up their Works Councils ( Comité Social et Économique – CSE). The Leisure parks held their most recent elections of council members in the fourth quarter of 2019. To ensure we still have a Committee for health and safety in the workplace, Health, Safety and Working Conditions Committees (CSSCT) were created at all Ski areas, even those which had no legal obligation to have such a Committee.

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Compagnie des Alpes I 2019 Universal registration document