NEOPOST_REGISTRATION_DOCUMENT_2017

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Corporate social responsibility

Social, societal and environmental information

Organization of working time Working time

Initiatives to promote well-being at work Neopost wants to be an attractive and inclusive Company and many initiatives have been taken to promote well-being and quality of work life in various countries. Improvement of working conditions is carried out locally and according to the cultural context, the collective agreements in force, and the labor legislation of the countries concerned. Taking into account the well-being and health of its employees is one of the Group’s priorities. In terms of initiatives, several measures have been taken to this effect: some entities offer supplementary days in addition to the statutory requirements for maternity or paternity leave, as well as other parenthood benefits (NHK-NSHK, Neopost Ireland, systemhaus, Human Inference, Neopost USA, GMC Software, and DCS) and others (52% of entities) have given their employees the option to adopt flexible hours or weeks with compressed schedules (DCS, Neopost Germany, Neopost USA, the four Quadient entities, Neopost Canada, Neopost Denmark, NTBV and Neopost Sverige, Neopost France and NISA-NTSA, Neopost Nv, Neopost BV, and Neopost Australia). The right to disconnect is offered by Neopost AG, Neopost Japan, and Neopost France, to name but a few. At the workplace level, employee relaxation areas exist in certain entities such as Neopost Norge and ProShip. Neopost USA and GMC Software also make sports equipment available to their employees. For example, Neopost USA is regularly rewarded for its work to promote quality of life and well-being at work by the Healthy Workplace Employer Recognition Program of the Fairfiled County business Council (Connecticut) and was once again given the Healthy Workplace Award by the American Heart Association. GMC Software Technology won first place in 2016 in the “Information Technology” category of the “Best Employers” awards in the Czech Republic. In addition, the entities have Works Councils or equivalent structures pursuant to local legislation that offer leisure activities based on employee interests. In parallel, at the head office in Bagneux, several in-house associations or clubs such as Neorun, Neogolf, and Neozoom allow Group employees to come together to share their hobbies and passions, particularly in the sports, artistic and cultural fields. For example, Neopost Services actively supported Neovoile, Neotennis and "Les Petits Princes" in 2017. These collective initiatives make it possible to unite teams internally and to foster exchange between colleagues outside working hours. Finally, team building events have been implemented by Neopost Italy, Neopost Shipping, Neopost Denmark, Neopost S.A. and Temando, and the EDS division, to name but a few.

The duration of weekly working time is set in accordance with local laws or collective agreements. The daily schedule is the standard used on all sites. However, at the factories in Loughton (United Kingdom), Drachten (the Netherlands) and Le Lude (France), the Group may use two eight-hour shifts. The length of the working week is between 35 and 40 hours depending on the entity. The average within the Group is 38.3 hours. Finally, the organization of working time and the development of social benefits to preserve the work-life balance are now promoted by the Group through various initiatives taken at local level. Quality of life and well-being at work Focus on teleworking The Group offers employees the option of working remotely (teleworking) and adopting flexible working hours, as long as this remains compatible with the nature and purpose of their duties and complies with local laws. In 2017, 55% of the Group’s entities took measures to promote flexibility at work and the development of teleworking in particular. This allows the Group to innovate and experiment with new ways of working locally or with subsidiaries abroad and to save space and transportation while promoting a better work-life balance. Several general studies on the subject, such as Malakoff Médéric’s “comptoir mm de la nouvelle entreprise” dating from January 2018, show that this concept is already well anchored in the USA and the Nordic countries. Within the Group, it is being largely developed within the EDS division as it is more suited to a digital workflow based on agility, flexibility, responsiveness, and innovation. Another interesting example: 7.6% of the workforce of Neopost USA works remotely. Other entities are also looking into the options of teleworking. Neopost Industrie and Neopost Technologies renewed their teleworking agreement in 2016. Neopost Norge recently introduced the concept, as did Neopost Australia, Neopost AG, NTL, Neopost Denmark, Neopost Services, Neopost Germany, DCS, ProShip, and Neopost Ltd-NISL. Eligible personnel apply to their managers and the human resources department. If the proposed workspace meets the safety and other criteria set by the manager, the employee is granted approval for teleworking one day a week for the first year. A procedure for occasionally working from home is also available to all Neopost Industrie and Neopost Technologies employees.

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REGISTRATION DOCUMENT 2017 / NEOPOST