WORLDLINE_REGISTRATION_DOCUMENT_2017

D

Corporate Social Responsibility report Being a responsible employer

Payment certification As Worldline has emerged as the European leader in payment and transaction services with the clear intention to consolidate Europe’s payment industry, the Company developed, together with an external specialist in payment industry and its internal experts from the different European countries, a basic training and certification program in the core business. Therefore, two e-learning modules have been developed (what is an electronic payment system and the electronic payment methods available to the cardholder) along with a final assessment. Already more than 1,500 employees have successfully completed the certification. Two complementary additional modules should be added in 2018.

cross-service line solutions to support Worldline customers on their digital journey. The holistic nature of clients’ digital transformation requires a mindset where the Company puts its clients first. As it is important to focus on services that add value to the customer’s business, deliver operational excellence and continue building strong and long-term relationships, Atos University launched a new course to support its employees to strengthen these competencies. TRUST 2020 ambition on training satisfaction In the framework of TRUST 2020, Worldline defined a new KPI in the area of Learning & Development, in order to ensure the quality of its trainings. 90% of employees need to be satisfied with the trainings provided by the Company by 2020. In 2017, Worldline started working on a questionnaire and launched the first survey related to the classroom training performed. An action plan per country was conducted, based on the results of the survey to define areas to improve. A second survey will be conducted at the beginning of 2018. 6195 individuals were targeted in the study and 1864 surveys were completed. This is a participation rate of 30.09%. Overall 88.4% of the surveyed population was satisfied with the training course received.

D.3.4.3

Ambitions and targets on training

topics

Digital transformation factory

Recently Atos presented the 3-year strategy “2019 ambition,” which includes the Digital Transformation Factory with

Recognition@Worldline [GRI 202-1] [GRI 401-2] [WL5]

D.3.5

and [GRI 103-2 Market Presence]

D.3.5.1

Compensation and benefits policy

practices in every location. In developing and implementing the remuneration package, in accordance with the local applicable legislation and in line with its business strategy, objectives, values and long-term interests, Worldline strives to limit any incentive to take unwanted or undue risks. The Worldline approach to compensation is based on a total package that includes a fixed salary, a variable bonus for eligible employees and benefits aligned with market practice and applicable local regulations. Key individuals may also receive Long Term incentives such as stock-options or performance shares.

[GRI 201-3]

Being a responsible employer for Worldline means offering each employee worldwide a total package that ensures coverage, in terms of compensation and benefits, above the minimum local legal requirements. Worldline’s Total Remuneration and Recognition Awards Policy is designed to support the Worldline Group’s strategic ambition to remain the European leader in electronic payment and transactional services, as well as to become a reference WellBeing@Work company. In order to attract the most qualified candidates on the market, reward performance and innovation collectively and individually, motivate, retain, and accompany employees’ career development within the Company, Worldline has designed and implemented an appealing, cost effective, fair (equitable), market competitive and flexible total remuneration and recognition awards package. Worldline regularly conducts benchmarking exercises with Worldline’ competitors to ensure Worldline’s competitiveness, both in performance level and structure, and ensure that compensation packages are in line with market

D.3.5.2

Comparison of minimumwages

[GRI 202-1]

In all the countries in which Worldline operates, Worldline's entry level wage (lowest wage in Worldline paid to a permanent and full-time employee) is above the local minimum wage, in line with local policies. In 54% of the countries where minimum wage is set up by law, Worldline pays at least 50% more than that minimum. [GRI 202-1].

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Worldline 2017 Registration Document