ADP CSR Report 2020

CSR REPORT 2020

OUR ACTIONS

Adjusting our remuneration policy

Maintaining an attractive remuneration strategy in the context of a decline in growth is also the objective of future years. We are committed to offering a remuneration policy built on 4 levers: competitiveness, fairness, transparency and personalisation. With one objective: recognising employee commitment, skills, responsibilities and individual and collective performance. In this context, for Aéroports de Paris SA, a plan to adapt employment contracts and standards applicable to employees was presented to the social partners at the Social and Economic Committee (CSE) meeting on 21 January 2021. It proposes wage moderation measures, and could be gradually implemented, from September 2021, over the following 18 months, with the objective of payroll savings in the most proportionate way possible between the different categories of employees. However, the main components of the overall remuneration will remain unchanged, to continue to offer an attractive and competitive basis of remuneration and fringe benefits in the labour market. In addition, the wage development policy is maintained (individual advancement, promotions, professional mobility), as are the

mechanisms for enhancing the performance of the company’s employees (variable pay of managers, incentives, profit-sharing, employee shareholding). Throughout the crisis, we have tried to maintain the income level of our employees. All commitments, measures and payments planned for H1 2020 have been maintained (advancements, variable pay, incentives, profit-sharing, employer contribution). The implementation of short-time working was accompanied by the creation of a financial assistance system to supplement the resources made available to social workers for the most vulnerable employees. In September, a collective agreement supplemented the legal level of compensation for short- time working, which is 70% of the gross reference remuneration: this compensation was supplemented up to one point for senior management and up to ten points for employees (i.e. 80% of the gross reference remuneration). For all employees with less than 5 years of service, this rate was increased to 75%. Internationally, while the level of remuneration has been maintained at AIG, wage cuts have occurred at TAV Airports.

€4,730 monthly average gross salary (a decrease of 4.9% due to short-time working) Scope: Aéroports de Paris SA €3,977 monthly average gross salary Scope: Group excluding TAV Airports

€5M of incentives (compared to €16 million in 2019) Scope: Groupe ADP

No profit-sharing in 2020

(compared to €24 million in 2019 for employees of Aéroports de Paris SA and its direct subsidiaries)

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