LEGRAND_REGISTRATION_DOCUMENT_2017

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CORPORATE SOCIAL RESPONSIBILITY (CSR)

Commitment to our employees

Grievance mechanism The grievance mechanism highlighted in internal and external communications on the subject of human rights is the whistleblowing mechanism for ethical infringements and fraud. For more information, please refer to section 4.3.1 of this document. Focus: Legrand continues its commitment to Human Rights In late 2016, Legrand joined the French association Entreprises pour les Droits de l’Homme (EDH) to further its progressive moves in this area. EDH acts as a forum for discussion, initiatives and proposals for international firms, making human rights an integral part of business policies and practices. Union representation and social dialogue Legrand fosters the development of labor relations and social dialogue, and takes into account laws and practices in its various host countries. These initiatives consist of promoting optimal working conditions and driving the changes required for the Group’s expansion. Labor relations management relies on employee representatives. Managers receive training on labor relations to help them fulfill their role as local labor-relations contacts. For example, in particular in France and Italy, regular “Labor Relations Management” meetings are held with key managers and HR to manage labor relations. At European level, as part of the Legrand Group’s European Works Council (EWC), an amendment to the EWC agreement of Legrand’s prevention policy pertaining to employee health and safety is designed in accordance with the International Labor Office’s ILO-OSH 2001 benchmark. It applies to all Group subsidiaries and sites. It encompasses occupational risk management and improvements to health and safety at work and is based on three principles: W compliance with national legislation and regulations; W incorporation of safety into operational policies in all functions and at all levels; W standardization of prevention strategies. The prevention policy is coordinated and implemented by the head of Occupational Health & Safety (SST), who reports to the Group’s Operational Performance Department. It is supported by

2013 was signed by the representatives of the different countries. The purpose of the amendment is to improve how the institution functions, notably by developing relations with the Council’s bureau and by providing it with additional resources. Improving social dialogue involves creating bonds and trust within employee-representative bodies both at the country level, through information meetings, consultations or negotiations that might lead to the signature of a national agreement, and at the regional level, through the European Works Council, for example. As a result, in 2017: W 86% of the Group’s workforce are employed in entities in which there is an employee representative body and/or a union; W 50%of Group employeeswere covered by collective agreements or agreements applicable to their entity; W 1,137 information or consultation meetings with employee representative bodies or unions were held during the year; W 205 new collective agreements were signed in 2017, covering 14,507 people within the Group in both the mature countries and the new economies. The agreements essentially cover pay and working conditions. In terms of health and safety, further to the agreement on managerial best practice in France, an agreement on quality of life at work has been signed by all the unions. In Italy, an agreement was signed in 2016 on workplace harassment and abuse. For further information about human rights within the Group, please visit www.legrand.com .

4.4.2 – Guaranteeing occupational health and safety

a network of Occupational Health & Safety officers at the various sites and by prevention managers within the Group’s SBUs (Strategic Business Units). Delegations of authority, or equivalent mechanisms, are established to formalize the responsibility of the managers of each Group entity, especially when it comes to the prevention of occupational risks. Job descriptions are worded to ensure that occupational health and safety is recognized as the responsibility of all employees, whatever their rank and position. In addition, occupational health and safety and the associated metrics are included in the measurement of the operational performance of the Group’s industrial sites, countries and SBUs. They are the subject of a quarterly review with the Group’s General Management. This topic is also routinely covered in annual budget presentations of the Group’s various subsidiaries and SBUs.

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REGISTRATION DOCUMENT 2017 - LEGRAND