APC 2013 Annual Report Download - page 94

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
In June2012, the profit-sharing incentive plan was signed for the representatives by FAS (Fédération Françaises des Associations
years 2012-2014 for the French entities Schneider Electric d'Actionnaires Salariés et Anciens Salariés). In view of the
Industries and Schneider Electric France. For the first time, the dynamism of the employee share ownership program, the “2013
allocation of profit-sharing for the employees of these entities Plan” was again enlarged and proposed in 33countries. More than
includes achieving the annual targets of the Planet&Society 31,000employees subscribed shares for a total of EUR133million
Barometer. The reduction in the occupational accidents Severity with nearly 7,000 new investors.
Rate is also taken into account in the profit-sharing incentive plans The employee shareholding at December31, 2013 represented:
of 12 other French entities. 4.19% of Schneider ElectricSA’s capital and 6.52% of the
l
Employee share ownership
voting rights;
over 37% of the employees worldwide.
l
Schneider Electric believes that employee share ownership is
instrumental in strengthening companies’ capital (both financial and In2014, the Group expects to launch a new global Plan which will
human), and that employee shareholders are long-term partners. cover 124,000employees in 39countries.
The Group has been building an international employee
Socially responsible investment fund
shareholder base since1995 that is representative of the Group’s
diversity. Employees should hold around 5% of the capital in2015. In November2009, Schneider Electric created the “Fund
Employees in 60 countries have already benefited from a share Schneider Energie Solidaire” (a dedicated mutual fund). Information
ownership plan over the years. sessions on this fund are held on a regular basis, providing the
opportunity for employees in France to learn about and contribute
Employee share ownership plan 2013
to the ideas and actions of Schneider Electric outlined in its BipBop
Access to Energy program (see pages95-96).
Schneider Electric has ramped up its in-house communication to
employees to ensure that they have a clear understanding of the Investment in this fund has reached EUR 7million, thereby
challenges facing the company, its policy and its financial results. enabling 3,287 employees to take part in social welfare projects in
In recognition of our communication efforts, Schneider Electric was France and abroad which have been developed as part of the
awarded the 2013 prize for the quality of information and training BipBop program.
to employee shareholders and employee shareholder
Social dialogue and relations 4.8
Approach
Action plans in major localizations
Schneider Electric considers freedom of association and collective
bargaining as fundamental rights that must be respected
European Works Council (EWC)
everywhere and therefore commits in its “Principles of
Responsibility” to complying with local law in every country where it Schneider Electric senior management and the employee
operates. Updated in 2013, this common reference shared with all representatives of the European countries set up the Schneider
Schneider Electric's employees worldwide relies on the 10 Electric European Committee (renamed “European Works Council”)
principles of the Global Compact, the corporate governance under the terms of a collective agreement signed on January28,
principles, the Guiding Principles of the Organization for Economic 1998 (revised in 2011).
Cooperation and Development, the Universal Declaration of
This European channel for dialogue has enabled the management
Human Rights and the International Labor Standards.
to make more efficient decisions by giving employee
The respect of trade union right is expressly mentioned on page10 representatives the opportunity to be informed of such decisions
of the Principles of Responsibility, through Principle 3 of the Global and to understand their reasons, as well as to put forward
Compact: “Businesses should uphold the freedom of association proposals to supplement or improve them.
and the effective recognition of the right to collective bargaining”.
It has also fostered the emergence of a strong identity, combining
The “Principles of Responsibility” is communicated on a global
different cultures and having the common aim of working towards
basis to all employees of Schneider Electric.
social and economic progress within the companies in the Group
Social dialogue is managed at Country level by the HR leaders with at European level. The European Works Council now covers
the employee representative bodies and unions, and at almost all European countries as it involves European Union
transnational level with the European Works Council which covers member states and officially recognized candidates to
most of geographical Europe. Social dialogue is also taken into membership, European Economic Area countries and Switzerland,
consideration by our social reporting system, where local HR for a total employee number of more than 50,000.
teams report the presence of trade unions, works councils and
Health and Safety Committees every year.
92 2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC