International framework agreements IFAs

14 Social security extension and CSR.docx These are all relatively recent agreements, entered into primarily with three GUFs: IMFEMF European, ICEM and IUF. Following are the excerpts from the six IFAs referring to social protection for all employees of the company. EADSEWC EADSIMF and EMF in 2005 “ In the countries in which the Group operates, EADS strives to contribute to the ongoing improvement of workers’ social welfare, medical care and long-term disability coverage.” EDFICEM, PSI, IEMO, IFME and national unions in 2005 “Article 4 Social benefits, in particular regarding maternity, coverage of workplace accidents, illness and retirement EDF Group Companies are fully aware of ILO recommendations to multinational enterprises urging them to contribute to improving workers conditions. EDF SA undertakes to implement measures in its power gradually so that each worker in a company that it controls shall be covered by social benefits systems providing for protection in view of hisher future retirement and to ensure hisher physical and moral dignity in the event of workplace accidents, illness or maternity.” PSA Peugeot CitroënIMF and EMF in 2006 “PSA PEUGEOT CITROËN shall establish a welfare benefits scheme in all countries to cover contingencies associated with death, invalidity and incapacity. Similarly, PSA PEUGEOT CITROËN is gradually introducing supplementary defined contribution retirement plans to offset the reduction in benefits from compulsory schemes, as well as additional health insurance plans in line with changes in compulsory health insurance schemes.” RhodiaICEM in 2008 Rhodia ensures that its employees are covered by welfare protection systems that provide benefits in case of illness, maternity, or after their retirement, in compliance with local laws, regulations and practices and develops whenever needed its own complementary benefit plans. GDF SuezICEM in 2010 GDF SUEZ and all sub-contractors shall respect legal and contractual obligations to all workers under labour and social security laws, regulations, and collective bargaining agreements arising from the regular employment relationship Social Security Minimum Standards Convention, No. 102. GDF SUEZ and all sub-contractors shall pay social security and pension contributions for their workers where such provisions exist. DanoneUITA in 2011 “ The Dan’Cares action plan is intended to provide minimum medical cover for all employees, primarily by ensuring that fundamental needs hospitalization, maternity, medical consultations are covered by local schemes andor insurance cofinanced by Danone companies and its employees, at a cost and of a quality and accessibility above or at least equal to those offered by other locally established international groups. “The application of the Dan’Cares action plan could be the subject of dialogue between the trade unions andor staff representative bodies. Subject to local legislation, where staffs are asked to contribute, the introduction of medical care cover shall be the subject of negotiation. “Employees of all Danone companies shall be covered under a disabilitylife insurance scheme. “This monitoring shall consist of at least one annual specific meeting of the IUFDanone Steering Committee to analyse the following indicators which will be included in the annual report of financial and social indicators to all the CIC members: ■ … ■ Social welfare cover rate; ■ …. The primary contingencies covered are, in descending order: illness five out of six, retirement four out of six, maternity three out of six, disabilityincapacity three out of six, and survivor two out of six. Unemployment is not covered by any agreement. It should also be noted that some companies specifically mention the establishment of Social security extension and CSR.docx 15 supplementary coverage specific to the company, for all its employees. Others mention the introduction of supplementary mechanisms, as a need depending on national social protection systems. There are differences in implementation methods resulting from these varying orientations identified in the companies’ commitments. Figure 7. Analysis of 100 IFAs