2017 REGISTRATION DOCUMENT

BOURBON 2017 Registration Document 84 MANAGEMENT REPORT 3 Social and environmental information In the French companies, employee/management dialog continued to develop in 2017. The necessary adaptation of the Group to a challenging economic context brought the management and employee representatives together around the negotiating table and resulted in the signature of several agreements on compensation and employee benefits, notably: 3 a framework agreement on the procedures for calculating profit- sharing bonuses for the employees of French companies; 3 two profit-sharing agreements; 3 an agreement on the termination of a profit-sharing agreement; 3 an agreement on an obligatory annual negotiation; 3 an agreement on the extension of the terms of office of the employee representatives, in order to ensure continuity in employee/management dialog; 3 an agreement on working time. At the level of the professional branch, negotiations are ongoing, notably on a framework agreement for working time. 6.1.2.3.3 Absenteeism and occupational illnesses In 2017, the absenteeism rate was assessed for all subsidiaries and consolidated by category of personnel: 3 seagoing and specialized categories of onboard personnel; 3 onshore personnel. For onshore personnel, absence (1) due to sickness or occupational accident wasmeasured, aswas the number of unexplained absences. The observed rates were 2.26% for absence due to sickness or accident, and 0.16% for unauthorized absences. To ensure that the consolidated information was consistent, all subsidiaries calculated their absenteeism rate using the same method. Overall, the absenteeism rate recorded for onshore personnel was 2.98%. For offshore personnel, the absenteeism rate was measured by considering the following scope: personnel directly contracted by Group subsidiaries under a permanent contract. The rate of absenteeism for the Group on this scope was 5.91%, including 5.40% for sickness and 0.51% due to accident. In terms of occupational illnesses, the Group only publishes data for its French subsidiaries. Regulatory differences among the Group’s host countries and the specific aspects of managing seagoing personnel effectively preclude aggregation for this indicator. In 2017, four cases of occupational illness were reported out of a total of 1,408 days of absence; 3 were due to lumbar, articular and periarticular conditions and 1 to a pulmonary condition. Alongside the campaigns implemented at Group level ( e.g . the “Safety Takes Me Home” campaign and use of personal protective equipment (PPE), the subsidiaries have developed local safety or awareness campaigns both for onshore and seagoing personnel, designed to prevent operational risks and the health problems that could result ( e.g . tropical diseases, correct movement and posture, water quality, vaccination, etc.). In 2018, the Group wished to broaden the scope of reporting of occupational illnesses to all of its subsidiaries. A survey should provide better information on illnesses of a work-related origin, for seagoing personnel and for onshore personnel. 6.1.2.3.4 Compliance with the fundamental conventions of the International Labour Organization (ILO) and human rights The MLC, Maritime Labour Convention, which was ratified within the ILO in 2006, entered into force in August 2013. This convention, which is a new pillar of international maritime regulations after STCW, MARPOL and SOLAS, is similar to a Seafarers Charter. It sets minimum working standards onboard vessels of over 500 UMS. It brings together over 60 existing international conventions or regulations. All vessels must carry a maritime labor certificate delivered by flag authorities, to prove that the convention is complied with. This certificate is valid for five years. An interim audit is organized every two and a half years. As in previous years, a survey was carried out at the end of 2017 to ensure that all subsidiaries still comply with the fundamental conventions of the ILO on freedom of association, non-discrimination, elimination of forced or compulsory labor, and the effective abolition of child labor. 6.1.3 Focus on safety For BOURBON, operational safety is paramount. The Group strives to ensure that operations are safe, efficient and reliable for clients, who themselves have increasingly strict requirements to adhere to. Safety at BOURBON includes safety of employees, that of the clients and of all those who work at or for the Group, as well as the protection of assets and the environment. In 2017, over 2.7 million passengers were safely transported to and from offshore sites. To better meet the increasingly stringent requirements of its clients, BOURBON continues to implement its Operational Safety Management (OSM) standard at all its subsidiaries, which is aligned to the offshore industry program. This modern system integrates the complete operations management chain, defining the responsibilities and individual responsibilities required for safe, efficient operations. (1) Onshore personnel directly contracted by one of the Group subsidiaries (payroll). Note the exclusion of the Sonasurf entity, for which it was not possible to make the data reliable this year.