2014 Annual Report 65

REMUNERATION Through its pay policy, Bongrain SA seeks to provide attrac- tive job openings, retain and motivate talent and guarantee fairness.

In addition to a fixed salary, for some staff depending on their functions and level of responsibility the remuneration provid- ed includes an individual part that varies according to the attainment of targets fixed at the annual development meet- ings, and may be complemented by profit-sharing.

Total payroll rose by 3.9% in 2014, reflecting both individual and general salary increases.

Over three years the Group has deployed a detailed annual pay summary of all the elements of direct and indirect remuner- ation of each employee. The deployment was completed in 2014, year in respect of which every manager-level employee received the summary which includes elements of individual simulation.

EMPLOYEE SAVINGS IN FRANCE In France, the special profit-sharing reserve for 2014 amounts to 7,575,740.

In 2008 the Group introduced a Group savings scheme allow- ing all employees in France to take part in the scheme via various mutual funds including the Bongrain SA Mutual Fund, an employee shareholding fund. In order to support and add value to the savings of employees who take a stake in the Group s development, and increase employee shareholdings, the Group tops up the Bongrain SA Mutual Fund with a supple- ment encouraging small investments.

QUALITY OF STAFF RELATIONS

Staff relations Dialogue with staff is placed as close to the field as possible, to adapt to each of its businesses and organizations in accor- dance with the Group s principle of subsidiarity.

At all levels in its organization, the Group has bodies repre- senting personnel: in subsidiaries with works committees, in France with the Group committee and in Europe with the Euro- pean works committee.

Rules and procedures for consultation, the provision of infor- mation and negotiation are implemented to advance social dialogue.

Collective bargaining agreements In 2014, annual remuneration agreements were signed at 52% of our subsidiaries.

Our aim is to work towards a core set of harmonized collec- tive bargaining agreements for all our entities in France. This resulted in 2014 in the signature of Group-wide agreements in respect of providence and supplementary healthcare insur- ance. The agreements are negotiated with our trade unions and piloted by joint Group employee/management commis- sions. In 2014, discussions took place to deploy, in 2015, a PERCO Group Retirement Savings Plan.

Staff welfare in France In France, the staff welfare budget is mainly managed by each subsidiary s works committee.

Most companies subsidize, partly or totally, benefits such as supplementary healthcare insurance, transport, meal vouch- ers and holiday checks. Supplementary healthcare insurance is the welfare benefit most widely provided.

In-house communication The Group s internal communication is supported in all its subsidiaries by in-house magazines, general and specialized intranet portals, travelling exhibitions, etc. A Group magazine is available to all employees.

Bongrain SA s decentralized form of organization encourages all such initiatives, stimulates dialogue and contributes to staff development both within individual subsidiaries and in the Group as a whole.

Listening to employees Great Place to Work employee surveys are regularly performed at all subsidiaries, allowing all staff members to say what they think anonymously. A questionnaire on topics related to the Group s culture covering pride of belonging, management s credibility, respect, equity and conviviality is also used as a means of measuring the social climate. Employees are informed of the results, which are used by each subsidiary to identify areas where progress is required and implement action plans. This mechanism helps subsidiaries fine-tune their human resource practices and goals and contributes to our policy of continuous improvement involving both management and all employees. Specific support now exists for the Group s employees in France in the form of on-site psychological help in the event of traumatic shock and, in certain companies, an anonymous 24/24 listening line available to employees or their families seeking psychological assistance.

SOCIAL AND ENVIRONMENTAL INFORMATION