Worldline - Registration Document 2016

Corporate and social responsibility report Annex III - Being a responsible employer

Market Presence] Recognition@worldline [GRI 202-1] [GRI 401-2] [WL5] and [GRI 103-2

A.3.5

A.3.5.1

[GRI 201-3] Compensation and benefits policy

Germany and Austria. Indeed, the compulsory health insurance medical benefits are generally not necessary. is fairly comprehensive in these countries, so supplementary additional occupational medical/health benefits are rare in result of an accident in some countries. sum amount is sometimes increased according to the family provided in the form of lump-sum payments. The principal lump children [GRI 401-2]. In other countries, death benefits are mainly plans and provided in the form of a pension for the spouse and Austria and Germany, death benefits are included in the pension Death benefits are offered to 100% of permanent employees. In status (e.g. in France) and could be doubled for a death as a achieve the overall (strategic) Company goals. Worldline strategy by pro-actively driving behavior required to short-term bonus plan is specifically designed to support the objectives that drive shareholder value. In this way, our plan is to focus managerial effort on the achievement of key impacts business results. The objective of our short-term bonus Worldline believes that financial reward drives behavior which business. contribute to the ongoing increase of profitable growth of the providing excellent service to clients and inspiring colleagues to Worldline in meeting financial and qualitative objectives, Participants will be rewarded for the successes they bring to the beginning of each semester, taking into account the Global defined and reviewed by the Worldline Executive Committee at The applicable Global Worldline short-term bonus guidelines are Depending on the local constraints and negotiated local Bonus guidelines issued by Atos on a semester basis. relating to unacceptable behavior: business objective and are reviewed on a semester basis. defined and weighted according to the importance of the WellBeing@Work initiatives roll-out). The bonus objectives are Efficiency objectives and People objectives, including Cash Flow and OMDA) and non-financial criteria (like individual Stand Alone Revenue, Stand Alone Order Entry, Contributive Our short-term bonus plan is based on financial criteria (mainly Moreover, in order to re-inforce the mitigation of the risks The scope of the financial objectives are set on collective ● in the Company budget; basis and are based on audited financial targets as defined are capped. The payout curves per financial and non-financial indicator ● collective agreements, deviations to those Global short-term bonus guidelines could apply. Variable compensation A.3.5.4

Being a responsible employer, for Worldline, means to offer to above the minimum local legal requirements. ensures a coverage, in terms of compensation and benefits, each employee all over the world a total compensation which wellbeing@work company. transactional services, as well as to become a reference remain the European leader in electronic payment and designed to support the Worldline Group’s strategic ambition to Worldline Total Remuneration and Recognition Awards Policy is motivate, retain, and accompany our employees’ career reward performance and innovation collectively and individually, In order to attract the most qualified candidates on the market, remuneration package, in accordance with the local applicable awards package. In developing and implementing the competitive and flexible total remuneration and recognition implemented an appealing, cost effective, fair (equitable), market development within the Company, Worldline has designed and incentive to take unwanted or undue risks. values and long-term interests, Worldline strives to limit any legislation and in line with its business strategy, objectives, specificities and regulations, Worldline regularly conducts countries where Worldline operates according to local To reach those objectives, which will be implemented in the in every location. ensure compensation packages are in line with market practices the Worldline’s competitiveness, both in level and structure, and benchmarking exercise with Worldline’ competitors to ensure stock-options or free shares. individuals may also receive Long Term incentives such as employees and benefits aligned with market practice. Key that includes a fixed salary, a variable bonus for eligible The Worldline approach to reward is based on a total package

A.3.5.2

[GRI 202-1] Comparison of minimumwages

minimum. [GRI 202-1]. is set up by law, Worldline pays at least 50% more than this with local policies. In 53% of the countries where minimum wage full time employee) is above the local minimum wage in line level wage (lowest wage in Worldline paid to a permanent and In all the countries where Worldline operates, Worldline’s entry

A.3.5.3

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

Health care and disability benefits are offered to respectively 88% and 100% of permanent employees. Nevertheless,

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Worldline 2016 Registration Document