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Social, societal and environmental responsibility
5.2 Information concerning Danone's social, societal and environmental performance in compliance with the Grenelle II law
DANONE
REGISTRATION DOCUMENT 2015
176
Incentive and profit-sharing plans for employees of certain
Danone companies
The Company's employees benefit from a three-year profit-shar-
ing plan, which was renewed in 2014 and is mainly based on the
Group's results.
Danone's other French subsidiaries and some of its foreign subsid-
iaries have implemented employee profit-sharing and/or incentive
plans based on their own results.
In 2015, expenses recognized by Danone and its fully consolidated
subsidiaries in connection with employee incentive and profit-sharing
plans totaled €114 million (€99 million in 2014).
Employee shareholding and Company Savings Plan for certain
Danone companies
The employees of Danone's French subsidiaries may subscribe for
an annual capital increase as part of a Company Savings Plan. The
share subscription price corresponds to 80% of the average listed
Danone share price during the 20 trading days prior to the Board
of Directors' meeting at which the capital increase is approved
(see section 7.3
Authorization to issue securities that give access to
the share capital).
Retirement commitments, retirement indemnities and
personal protection
Danone contributes to state-sponsored and/or private retirement funds
to build up its employees' retirement benefits, in accordance with
the laws and customary practices of countries where its companies
operate. As no actuarial liability exists, no provision is recorded for
these retirement benefits in the consolidated financial statements.
Danone also has contractual commitments related to supplementary
retirement, severance pay, retirement indemnities and personal
protection, most of which are managed by independent funds
responsible for their service and fund administration, where appli-
cable. These commitments take the form of defined contributions
or benefits. Commitments related to defined benefits generate an
actuarial liability, which results in a provision being recorded in the
consolidated financial statements.
The amount provisioned for these commitments as of December 31,
2015 and the expenses for the year are presented in Note 7.3 to the
consolidated financial statements.
Work organization
Organization of working hours
The organization of working hours varies according to the local
environment of each subsidiary, with different work schedules, such
as employees opting for a transition to part-time work (number of
work hours below that legally defined for full-time employment
or the number of hours generally worked at the subsidiary) or the
implementation of work-at-home practices at various Danone
companies, which helps to improve the employees' quality of life.
Breakdown of full-time and part-time employees by geographical area and by Division
Year ended December 31
Full-time employees
Part-time employees
Workforce percentage
(a)
2014
2015
2014
2015
By geographical area
Africa and Middle East
99.7%
99.7%
0.3%
0.3%
Asia-Pacific
98.6%
99.5%
1.4%
0.5%
Eastern Europe
97.7%
97.6%
2.3%
2.4%
Western Europe
86.2%
86.9%
13.8%
13.1%
Latin America
99.6%
99.5%
0.4%
0.5%
North America
98.3%
99.1%
1.7%
0.9%
By Division
Fresh Dairy Products
97.9%
98.2%
2.1%
1.8%
Waters
97.2%
98.0%
2.8%
2.0%
Early Life Nutrition
94.6%
95.0%
5.4%
5.0%
Medical Nutrition
90.3%
90.1%
9.7%
9.9%
Corporate functions
91.6%
93.6%
8.4%
6.4%
(a) Social Indicators Scope (see
Methodology Note
).
Danone also promotes the application by its subsidiaries of best
practices for work organization, particularly through the Danone
Way initiative based on the “Working hours and Organization” key
practice (see section 5.1
Danone social, societal and environmental
approach
), which includes:
•
evaluating the policies implemented by the subsidiaries, par-
ticularly with regard to introducing procedures and information
systems for measuring work time, employee surveys to assess
workload, and targeted action plans if excess work time is noted
with regard to the standards set or wishes expressed by employees;
•
monitoring indicators such as average weekly time worked per
employee (including overtime) and the number of days off per
week for each employee.