WORLDLINE_REGISTRATION_DOCUMENT_2017

Corporate Social Responsibility report Being a responsible employer

D.3.5.8

Policy relating to the compensation and the benefits of the Senior Executives and Directors

year during which the performance conditions set by the Board of Directors are achieved. Cap on the pension supplement: The annual amount of the pension supplement paid under the present scheme cannot be superior to the difference between: • 33% of the reference compensation above mentioned and • the annual amount of the basic, complementary and supplementary pensions.

The principles relating to the compensation and the benefits of the Senior Executives and the Directors is set forth in Section G.3.

WorkingConditions@Worldline [GRI 102-8] [GRI 102-41] [GRI 403-2] [WL4] [GRI 103-2 OCCUPATIONAL HEALTH AND SAFETY] and [AO2]

D.3.6

D.3.6.1

International labor rights [GRI 102-12] and [GRI 102-13]

working time, wages, notice periods, vacation time (usual and exceptional such as wedding, birth, relocation, etc.) and training. Worldline has also signed specific agreements addressing the following topics at Worldline France: Disability: “Agreement on the employment and inclusion of ● disabled workers” – May 22, 2013; Gender equality: “Agreement on gender equality” – May 11, ● 2015; Employment of over-fifty: “Action plan for the generation ● agreement” – October 18, 2013; Teleworking: “Group agreement on teleworking” – ● December 8, 2016; Strategic Workforce management: “Strategic Workforce ● management” – September 9, 2013; Work-life balance and occupational health and safety: ● “Agreement on the prevention of psychosocial risks” – July 1, 2014; Shop agreement on employee health “company bicycle” – ● December 19, 2016. Psychosocial risks D.3.6.3.1 Even though occupational diseases are not a material issue in the IT sector, Worldline is fully committed to preventing and controlling psychosocial risks. Since 2010, Worldline has worked with employees’ representatives and outside experts to identify and measure stress in its workplaces. As stipulated in an Atos group France agreement on the prevention of psychosocial risks, Worldline has created a training module dedicated to the prevention of psychosocial risks in order to improve working conditions and the work-life balance. As the training of management is key to prevent diseases related to psychosocial risk among employees, all members of management and the HR department as well as trade union members attend the training course on a yearly basis. Health and safety andworking D.3.6.3 conditions [GRI403-1] [GRI 403-3][GRI403-4]

General statement of compliancewith international labor rights The protection of labor rights has long been a part of Worldline policy. Worldline’s Code of Ethics confirms that Worldline will always make decisions based on skills without consideration for nationality, sex, age, handicap or any other distinctive trait. Participating in the UN Global Compact since 2010 is another way of showing how Worldline is willing to ensure such protection. As an active participant, Worldline ensures compliance with the following principles: Supporting and respecting the protection of internationally ● proclaimed Human Rights; Making sure that Worldline is not complicit in Human Rights ● abuses; Upholding the freedom of association and the effective ● recognition of the right to collective bargaining; Rejection of all forms of forced and compulsory labor; ● Effective abolition of child labor. ● By default, Worldline is fully aligned with the labor rights in each country. This compliance has always been satisfied and managed accordingly. Worldline is convinced that developing its employees’ employability contributes to the psychological health of its workforce. Worldline follows local and international regulations and requirements concerning labor. Also, 79.03% of employees are covered by collective bargaining agreements [GRI 102-41]. Furthermore, Worldline has signed collective bargaining agreements with trade unions and staff representative bodies that enable employees to benefit from favorable statutory requirements regarding working conditions. Worldline’s collective agreements and commitments cover health and safety matters, length of maternity/paternity leave, Collective bargaining agreements [GRI 102-41] [GRI 403-1] [GRI 403-4] D.3.6.2

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Worldline 2017 Registration Document