Plastic Omnium - 2020 Universal Registration Document

STATEMENT OF NON-FINANCIAL PERFORMANCE The ACT FOR ALL TM program PLASTIC OMNIUM UNIVERSAL REGISTRATION DOCUMENT 2020 157 NUMBER OF EMPLOYEES WORKING IN SHIFTS 2018 2019 2020 Employees working in shifts 12,416 14,911 14,453 of which employees working only nights 1,072 1,425 1,145 of which employees working only weekends 98 131 247 Part-time employees 301 437 446 OVERTIME HOURS 2018 2019 2020 Hours worked per week From 35 hrs. to 48 hrs. From 35 hrs. to 48 hrs. From 35 hrs. to 48 hrs. Overtime (full-time equivalent) 1,045 1,297 920 LABOR RELATIONS AND SOCIAL DIALOG 4.6.2.1 Plastic Omnium’s labor relations policy aims to develop dialog and consultation in all countries where the Group operates. Social dialog is organized by the Group support functions. Plastic Omnium oversees the work of the European Consultation Committee and negotiations for all business lines and monitors all decisions taken in each country. After Asia, the European and American sites were closed for periods during the lockdown of populations and the shutdown of our clients’ businesses. Plastic Omnium has made use of the partial employment schemes set up in the various countries, while ensuring that a minimum salary level was maintained, particularly when the business shutdowns were not or only partially compensated for by the public authorities. In solidarity, all directors accepted a 15% reduction in their compensation for two months during the first half of 2020. The commitments in terms of individual and collective increases made at the beginning of 2020, during the mandatory annual negotiations, have been maintained for employees despite the deterioration in the health context and the business impact in the months that followed. Lockdowns had an impact on the organization of traditional meetings set up as part of social dialog. Teams were organized using video conference or telephonic tools. Plastic Omnium maintained social dialog, including all meetings with union and employee representatives. The calendar was sometimes adapted to the restrictions. The lockdown saw the number of employees working from home explode. However, it was decided not to start negotiations on home offices because of the exceptional nature of the period and to wait for the return to a more traditional work organization. Some subsidiaries were out in front on the issue and adopted agreements related to home offices ahead of the crisis. The Group has chosen to combine home offices and on-site presence. In order to maintain discussions during lockdowns, managers were asked to keep in touch with their teams on a regular basis. Negotiations were maintained in the various countries of the Group, particularly in the United Kingdom with a specific agreement on partial employment, as English regulations were less favorable. For the Europe region, each year the Chief Executive Officer and the Group Human Resources Director lead the meeting of the European Consultation Committee (CEC), which is made up of 31 delegates representing eight European countries. The European Consultation Committee is a body for dialog and discussions. The Annual Meeting was held at the end of November, in compliance with health protocols. Elections for employee representatives in Belgium were postponed until the end of 2020. The health protocols rolled out during the crisis were systematically discussed with trade unions, employee representatives and members of the Health and Safety Commission. Other Commissions were held as usual.