LEGRAND / 2018 Registration document

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Systematic analysis after an accident at work enables occupational risk prevention measures to be improved by identifying the causes of the accident and proposing what needs to be done to prevent a similar incident occurring in the future. Periodic professional (para)medical interviews to monitor health are key to ensuring that the work does not have an adverse effect on the health of employees. It is also a requirement of ILO-OSH 2001. Some subsidiaries are carrying out specific initiatives in this regard. In Colombia, for example, the Group’s subsidiary is actively committed to the health of its employees. It has set up a program and a joint committee on occupational health (COPASO). It has introduced preventive occupational medicine and committees for health and industrial safety. Periodic health checks are carried out, as well as health awareness-raising and promotional campaigns. Monitoring the legal and regulatory framework and strict compliance with applicable regulations are a requirement of the Group’s prevention strategy. Regulatory monitoring is carried out by every country in which the Group has industrial operations. A Group directive acts as the framework for implementation of an initiative to prevent musculoskeletal disorders (MSDs) , the leading cause of occupational injury at Legrand. Crafted by a multidisciplinary working group composed of company doctors and Legrand employees representing a variety of positions (HR, production, manufacturing, accident prevention), the directive provides a screening method to identify situations that could potentially lead to MSDs. It contains explanatory information on MSDs that are specific to Legrand’s activities. The directive formalizes the Group’s intention to focus on the ergonomics of work stations, and in general all risk factors that increase the likelihood of MSDs, from the development phase of new production or methods of working. Sharing feedback and best accident-prevention practices at Group level is an effective part of Legrand’s overall strategy to help prevent occupational risk in Group entities on an ongoing basis. This includes audits of, and/or improvements to, equipment, internal investigations or working groups focusing on occupational risk prevention, participation in exchange forums or other prevention- related conferences, measures to prevent emergency situations, and initiatives to reduce or eliminate risks. For further information about occupational health and safety within the Group, please visit www.legrand.com . R EMPLOYEEWELL-BEING AND SATISFACTION As part of its efforts to improve the quality of life at work, in 2015 all members of the Group Executive Committee ratified a charter comprising 15 commitments for work/life balance. The charter

was launched in October 2013 by the French Ministry of Women’s Rights, City Affairs, Youth and Sport and the Observatory for Work/ Life Balance and Parenthood. Its mission is to develop a flexible and open management culture, which is essential to adapt to the technological and sociological changes that regulate the life of the company. The main goal is to balance the private and professional life of all employees. Focus: the Serenity On program, ensuring a minimum level of welfare benefits for all staff Legrand set up the “Serenity On” program to ensure that employees have minimumwelfare benefits in three key areas: parenthood (setting a minimum standard for maternity and paternity leave); health (coverage of hospital and treatment costs in case of serious event); and death and disability (minimum benefit equivalent to at least one year’s salary in the event of death or total and permanent disability following illness or accident). The Serenity On program will be effectively rolled out to all Group entities by 2021. Legrand is also a member of the French-speaking Platform for Social Protection Floors launched in 2016 by the International Labour Organization (ILO) and the École Supérieure de Sécurité Sociale (EN3S). This platformwas initiated as part of the Global Business Network for Social Protection Floors (GBN) created in 2015 by the ILO to enable multinationals with an active global employee strategy to share best practice and discuss the development and implementation of social protection floors. The well-being and satisfaction of the Group’s employees are addressed through different processes: W the CAPP interview (see section below), during which quality of life at work is discussed; W internal audits in which labor relations are assessed (for example, absence of labor disputes or claims); W Legrand carried out a global employee engagement survey for the first time in 2017. Conducted by an external service provider, the fully online survey offered all employees an opportunity to talk about their commitment. It had a 78% participation rate. In 2018, almost 300 action plans were commenced to respond to the employee expectations expressed in the survey; W surveys on specific projects, for example a poll to assess the level of employee satisfaction with communications sent on their smartphones, or a survey in Italy to measure participants’ satisfaction with annual communication seminars.





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