WORLDLINE_REGISTRATION_DOCUMENT_2017

Corporate Social Responsibility report Being a responsible employer

D.3.5.3

Cover for healthcare, benefits for death and disability [GRI 401-2]

Worldline’s short-term bonus plan is based on financial criteria (mainly Stand Alone Revenue, OMDA, Contributive Cash Flow and Stand Alone Order Entry) and non-financial criteria (like individual Efficiency objectives and People objectives, including WellBeing@Work initiatives roll-out). The bonus objectives are defined and weighted according to the importance of the business objective and are reviewed twice yearly. Moreover, in order to reinforce the mitigation of the risks relating to unacceptable behavior: -The scope of the financial objectives is determined collectively and based on audited financial targets as defined in the Company Budget; -The payout curves per financial and non-financial indicator are capped. Profit SharingAgreements The establishment of Profit Sharing Agreements is mandatory in France in companies with 50 employees generating a tax profit higher than the remuneration of 5% of equity pursuant to Article L. 3322-2 of the Labor Code. As such, a Profit Sharing Agreement was signed on 27 June 2017 within the UES Worldline for the 2017 financial year, following a previous agreement concluded on 27 June 2012 within the Atos group for an indeterminate duration. This agreement is applicable to all employees of companies of the UES Worldline in France having an effective seniority of 3 months, continuous or not, within one or more companies of the UES Worldline or the Atos group. The Management of the UES Worldline will bring together the unions in the first half of 2018 to negotiate a new Profit Sharing Agreements applicable to the employees of the companies of the UES Worldline. Incentive Schemes Incentive is an optional device whose purpose is to allow the Company to associate more closely, by means of a calculation formula, employees in a collective way to the running of the Company and more particularly to its results and performance through the payment of immediately available premiums pursuant to Article L. 3312-1 of the Labor Code. As such, an incentive scheme was signed on June 27, 2011 for application on January 1, 2011 for a period of three years within the Company and its subsidiaries Mantis and Santéos. This agreement ended on December 31, 2013. A new agreement was signed on June 27, 2014 between the same companies for the 2014, 2015 and 2016 fiscal years. The Management of the UES Worldline signed a new profit-sharing agreement with the unions on 27 June 2017 applicable to the employees of the UES Worldline companies for the financial years 2017, 2018 and 2019. Profit sharing agreements and incentive schemes [GRI102-28] [GRI102-37] D.3.5.5

85% and 80%, respectively, of health care and disability benefits are offered to permanent employees. Nevertheless, additional occupational medical/health benefits are rare in Germany and Austria. Indeed, the compulsory health insurance is fairly comprehensive in these countries, so supplementary medical benefits are generally not necessary. At equensWorldline Italy, health care and disability benefits are offered to all permanent and temporary employees as required by the collective labor agreement of bank sector. Death benefits are offered to 83% of permanent employees. In Austria and Germany, death benefits are included in the pension plans and provided in the form of a pension for the spouse and children [GRI 401-2]. In the former Equens, part of equensWorldline Germany, in case of death, individual decisions regarding payments will be made on a case-by-case basis. In other countries, death benefits are mainly provided in the form of lump-sum payments. The principal lump sum amount is sometimes increased according to the family status (e.g. in France) and could be doubled for a death as a result of an accident in some countries. In equensWorldline Italy, death benefits are offered to 100% of permanent and temporary employees. The amount paid is defined with the trade unions in the internal collective labor agreement and is linked with the personal gross annual salary. Worldline believes that financial reward drives behavior which impacts business results. The objective of the short-term bonus plan is to focus managerial effort on the achievement of key objectives that drive shareholder value. In this way, the short-term bonus plan is specifically designed to support the Worldline strategy by pro-actively driving behavior required to achieve overall strategic company goals. Participants are rewarded for the successes they bring to Worldline in meeting financial and qualitative objectives, providing excellent service to clients and inspiring colleagues to contribute to the ongoing increase in the profitable growth of the business. The applicable Worldline short-term bonus guidelines are defined and reviewed by the Worldline Executive Committee at the beginning of each semester, taking into account the Global Bonus guidelines issued by Atos on a semester basis. Depending on local constraints and negotiated local collective agreements, deviations from those Global short-term bonus guidelines could apply. Variable compensation D.3.5.4

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Worldline 2017 Registration Document