Carrefour - 2017 Registration Document

2 CORPORATE SOCIAL RESPONSIBILITY Carrefour’s human resources policy CARREFOUR | 2017 REGISTRATION DOCUMENT 71 Number of new hires 2017 2016 Change Permanent contracts 71,167 81,453 -12.6% Fixed-term contracts 86,569 83,405 +3.8% TOTAL 157,736 164,858 -4.3% Departures by reason 2017 2016 Change Redundancy 22,722 22,090 +2.9% Resignation 40,681 44,132 -7.8% End of trial period 20,565 18,090 +13.7% TOTAL 83,968 84,312 -0.4% A flexible organisation that respects employees The majority of Carrefour staff have permanent contracts, which are seen by employees as a source of stability. Average workforce by type of contract 2017 2016 Permanent contracts 92.1% 92.4% Fixed-term contracts 7.9% 7.6% Carrefour creates organisational models that ensure consistent quality of service while taking into account employee expectations and complying with local regulations. Part-time work and fixed-term contracts address the need to tailor store activities to customer flow. Several initiatives help to increase the basic hours worked by part-time employees who want to work more hours for financial, professional or personal reasons: reducing part-time work, introducing job versatility, increasing work schedule pooling and trialling remote working. Part-time work and job versatility 2017 2016 % of part-time employees 25.2% 24.6% Carrefour has developed a job versatility option in its hypermarkets, initially in France and then gradually in Belgium. It offers employees who are interested the opportunity to do some of their work in a different department within the store or to vary their roles. In this way, they can increase their work hours and, as a result, their salary, diversify their workplace experience and learn about new business lines. Work schedule pooling to suit the needs of “Carrefour-Customers-Employees” The work schedule pooling system enables check-out assistants to plan their work hours to suit their personal needs and simultaneously meet the store’s needs based on its level of business. A joint committee was set up in 2016 to carry out an assessment of the work schedule pooling scheme, identify possible areas of improvement based on societal changes, and make recommendations to suit the needs of all three groups (“Carrefour-Customers-Employees”). Five pilot stores have been selected to assess, adjust and approve the proposed changes in 2017. Remote working Remote working is designed to enable employees to work flexibly while helping them to be more efficient. It is suitable for certain functions in particular, making it possible, for example, to avoid commuting to work every day. Various pilot projects have been run within the Group to study this option, which has been offered to all employees in France and at the Belgian and Italian head offices. In France, new remote working agreements were signed by ● employees at Carrefour Supply Chain, Hypermarkets, Supermarkets, Carrefour Marchandises International and Carrefour Import, Carrefour Proximité convenience stores, Carrefour Partenariat International, Carrefour Property, Promocash and Carrefour Administratif France. In Italy, remote working continues to be developed. Nearly ● 150 head office employees are concerned.