CORPORATE RESPONSIBILITY 4.3.5 Employee engagement 4.3.5.3 Labor relations Representation of employees 4.3.5.1 Satisfaxion15employee satisfaction survey The Rexel Group takes the freedoms of expression In 2015, the Rexel Group conducted its fifth and representation of its employees very seriously. opinion survey, “Satisfaxion15” on over 27,000 of This principle forms part of the Ethics Guide its employees, or 98% of the total workforce at appl icable in al l countries in which the Group is December 31, 2015. active. The results of the 2015 survey were fairly similar to The Rexel Group maintains a permanent dialogue those of the 2013 survey, in particular with regard with staff representative bodies. to the three categories that support sustained commitment: Rexel employees are represented such that: •The engagement category received 76% positive •415 employees belong to representative bodies, responses; or 1.6% of all permanent employees of the Rexel Group; and •The wel l-being category received 65% positive responses; and •109 employees are trade union representatives, or 0.4% of all permanent employees of the Rexel •The enablement category received 79% positive Group. responses. European Works Council At the end of 2016, the Rexel Group launched specific surveys concerning the engagement category in 21 Established in December 2005, the European Works countries, i.e. over 19,000 employees. A new survey Council is a platform to share views and information will be carried out in 2018. and ensure the representation of Rexel employees within the European Union. After having organized focus groups consisting of employees that were representative of various In addition to being briefed on the Rexel Group’s functions and levels in 2014, Rexel launched in 2015 financial results and strategic orientations, the its employee value proposition around 5 promises. Council was informed of other matters pertaining to The largest number of positive responses in the Group such as the financing policy of the Group Satisfaxion15 were to the “Make a difference” and and Rexel Academy. Furthermore, a new addendum “Work with a great team” promises, or 83% and 77% to the agreement creating the Council was signed respectively. on October 13, 2017; this addendum includes, in particular, the regulatory changes in connection with European works council. 4.3.5.2 Absenteeism 2017 Collective bargaining agreements 2016 Absenteeism rate 3.2% 3.1% In 2017, 40 agreements were negotiated and concluded between employee representatives and In 2017, the average absentee rate in the Rexel Group entities of the Rexel Group. In total, 42.1% of the was 3.2% compared to 3.1% in 2016. headcount of the Rexel Group were covered by a collective bargaining agreement. The absenteeism rate in 2017 varied by region: higher in Europe (4.3%) and lower in Asia-Pacific Most of these agreements were concluded in Spain, (2.6%) and North America (1.4%). France, Belgium and Germany and pertained to life quality at work, pay, profit sharing, incentive The Rexel Group is putting specific measures in schemes, pensions, remote work and working time. place to reduce the absenteeism rate. These include specific monitoring by dedicated human resources Out of al lof the agreements, five agreements managers, regular notifications, consultations and concerned health and/or safety. training, regular checkups and awareness campaigns, the indexing of bonuses to work attendance, job Profit-sharing agreements in France rotation or working hours adjustments, and return to At December 31, 2017, the employees of Rexel work assessments. France, Rexel Développement, Conectis and Dismo REXEL 2017 – REGISTRATION DOCUMENT 172