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Health & Safety
at Work
Report to Stakeholders
2009-2011

2 EDF
Luminus
Health & Safety at Work
Table of Contents
This ‘Health & Safety at Work’ report intended
for stakeholders concentrates on the subject
areas relating to well-being at work, covering
all its aspects: human resources and mobility,
training, safety, ethics and diversity, air quality.
Human Resources and mobility
Training
Safety
Ethics
Air quality
Acknowledgements
2
3
4-5
6-7
8-11
12
Human Resources and mobility
As a high-tech firm requiring highly skilled and experienced
staff, EDF Luminus favours long-term employment
contracts and internal mobility. Consequently, the percentage
of fixed-term contracts is traditionally fairly low,
just as the number of fixed-term contracts reduces over
time.
Stimulating internal mobility
The company has implemented a strict transparency
policy concerning employment opportunities. All vacant
positions are published on the company intranet two
weeks prior to being announced externally. The current
manager of an employee selected to fill a vacant
position cannot under any circumstances oppose the
transfer. Only transition periods are subject to discussion.
This policy contributes to the fact that the majority (60%
in 2011 and 55% in 2010) of vacant positions are filled
through internal promotion.
Types of contract (%)
2009
2010
2011
7.90
14.50
0.70
9.26
4.90
0.56
7.30
5.75
0.18
Long-term contracts, full-time
Fixed-term contracts, full-time
Long-term contracts, part-time
Fixed-term contracts, part-time
Source: Social Reports 2009-2011.
76.90
85.28
86.77

Training: specific priorities
Due to the highly technical nature of most positions at
EDF Luminus, training costs are traditionally high, and
cover training periods that can amount to up to 8 days
per employee per year.
EDF Luminus’ priorities in terms of training cover three aspects:
managerial skills, technical skills related to job performance
and safety training.
Hours of training in relation to the number of hours
worked (%)
2009
2010
2011
Source: Social Reports 2009-2011.
2.36
3.56
3.69
In 2009 and 2010, the increase in training hours was partly
due to an increase in training for new managers, as a
result of a higher than average rate of internal promotion.
Crisis management: thorough and professional preparation
The Seraing crisis simulation exercise was the most extensive in EDF Luminus’ history.
On 7 April 2011, EDF Luminus organised a crisis simulation exercise inside and around the Seraing
power plant. This drill demonstrated that rigorous staff training makes it easier to manage situations
that are very close to real-life incidents.
The crisis exercise simulated a sudden gas leak along
with a power outage in a significant portion of the area
surrounding the site. The local residents had been informed
of the crisis exercise and a virtual security cordon
was put in place.
Fire crews, police and local authorities were all involved.
The aim of the drill was to test communication and cooperation
between the various actors: team work in
the crisis response centre; coordination between EDF
Luminus and the emergency services; communication
between the various administrative levels, etc.
EDF Luminus
Health & Safety at Work
The emergency drill was then subject to an in-depth
evaluation by external partners. This evaluation showed
that the EDF Luminus front line employees were fully
aware of what was expected of them in an emergency
situation. The most recent modifications to the crisis
set-up were tested during the drill and validated.
EDF Luminus organises crisis simulation exercises every
year as well as mobilisation tests several times a year,
but the extensive drill which took place in Seraing was
the first of its kind. Additional simulations will be organised
in years to come to allow workers to be even better
prepared to handle unexpected events in a thorough
and professional manner.
3

4 EDF
Luminus
Health & Safety at Work
Safety: zero accident goal in sight
A safe working environment
The EDF Luminus policy concerning health, safety and
the environment is focused on continuous improvement.
To better assess and improve performance in this field,
EDF Luminus has implemented a comprehensive health,
safety and environmental management system.
This management system was developed in accordance
with ISO and ISRS (International Sustainability Rating System)
standards. At the end of December 2010, EDF Luminus
obtained the ISRS level 4 certification for its health
and safety management relating to generation.
The EDF Luminus policy concerning health, safety and
the environment
Milieu-, Veiligheids-
en Gezondheidsbeleid
EDF Luminus, producent en leverancier van elektriciteit en gas, voert een beleid waar zowel
de zorg voor het milieu als de zorg voor de veiligheid en de gezondheid van de eigen
werknemers, de werknemers van derde firma’s en de omwonenden, integraal deel van
uitmaken.
Om de milieu-impact van onze activiteiten continu te reduceren en het algemeen
veiligheidsniveau continu te verhogen, wordt het zorgsysteem steeds verder uitgebouwd en
wordt continue verbetering nagestreefd.
Om ons streven naar continue verbetering in realiteit om te zetten, worden jaarlijks
doelstellingen vastgelegd. Deze doelstellingen worden kenbaar gemaakt en de behaalde
resultaten worden aan deze doelstellingen getoetst.
Het management engageert zich om dit beleid in praktijk om te zetten en draagt hiervoor de
eindverantwoordelijkheid.
• Alle ongevallen zijn te vermijden.
• Enkel veilig werk is goed werk.
• In geval van twijfel is veiligheid steeds prioritair.
• Orde en netheid zijn een essentieel onderdeel
van veilige en verantwoorde werkomstandigheden.
• De risico’s verbonden aan onze activiteiten worden
systematisch geanalyseerd en geëvalueerd.
De nodige maatregelen worden genomen om de
opgespoorde risico’s te reduceren.
• Incidenten moeten steeds onmiddellijk gemeld
en onderzocht worden. Waar nodig moeten
acties genomen worden om gelijkaardige incidenten
te vermijden.
Grégoire Dallemagne
CEO
• Het naleven van de wettelijke verplichtingen is
een minimum.
• Waar mogelijk of noodzakelijk wordt de huidige
stand van de techniek maximaal toegepast.
• Procedures en instructies moeten steeds nageleefd
worden. Daarom moeten ze beschikbaar,
gekend en begrepen zijn.
• Het informeren, sensibiliseren en opleiden van
alle betrokkenen is een noodzaak.
De volgende principes staan centraal en dienen steeds in acht te worden genomen:
• De eigen werknemers en de werknemers van
contractoren hebben op gebied van veiligheid,
gezondheid en milieu dezelfde rechten en
plichten.
• Iedere werknemer is verantwoordelijk voor zijn
eigen veiligheid en de veiligheid van de mensen
in zijn directe omgeving.
Grégoire Dallemagne
CEO
Alle werknemers van EDF Luminus verbinden
zich ertoe om bij het uitvoeren van hun
taken deze 12 principes na te leven.
Politique Sécurité,
Santé et Environnement
EDF Luminus, producteur et fournisseur d’électricité et de gaz, applique une politique,
dans laquelle aussi bien l’environnement que la sécurité et la santé de ses employés,
contractants et voisins sont intégrés.
Afin de réduire continuellement l’impact environnemental de nos activités et d’augmenter
sans cesse la sécurité, le système de management est développé en permanence
afin de viser une amélioration continue.
En vue de matérialiser notre engagement d’amélioration continue, des objectifs
annuels sont définis. Ces objectifs sont communiqués et nous vérifions si les résultats
obtenus satisfont aux objectifs.
La Direction s’engage à mettre cette politique en pratique dont le Management en est
le responsable final.
Les principes suivants sont essentiels et doivent toujours être respectés:
• Tous les accidents peuvent être évités.
• Dans la mesure du possible, nous appliquons les
• Seul un travail en sécurité est un bon travail.
meilleures techniques disponibles.
• En cas de doute, la sécurité a toujours la priorité. • Les procédures et les instructions doivent toujours
• L’ordre et la propreté sont essentiels pour un travail être respectés. Dans cette optique, elles doivent être
dans de bonnes conditions et en toute sécurité. disponibles, connues et comprises de chacun.
• Les risques associés à nos activités sont systémati- • Il est essentiel d’informer, d’éduquer et de faire
quement analysés et évalués. Les actions nécessai- appel à la conscience professionnelle de chaque
res sont prises afin de réduire les risques détectés. personne concernée.
• Chaque incident doit toujours être rapporté immé- • Les employés internes et externes, disposent des
diatement et examiné. Si nécessaire, des actions mêmes droits et obligations dans le domaine de la
doivent être prises afin d’éviter la répétition Santé, de la Sécurité et de l’Environnement.
d’incidents similaires.
• Chaque employé est responsable de sa propre sécu-
• La conformité aux obligations légales est un rité et de la sécurité de chaque personne se trou-
minimum.
vant dans son environnement.
Tous les employés de EDF Luminus doivent
s’engager à respecter ces 12 principes lors
de l’exécution de leurs tâches.
December
2011
Décembre
2011
Frequency rate
The frequency rate represents the number of lost time
incidents per million hours worked.
The frequency rate recorded by EDF Luminus is below the
frequency rate for the Belgian energy sector. This amount
corresponds to the gross value of 4 lost time incidents in
2009 and 2011, and 3 incidents in 2010.
Frequency rate of lost time incidents
2009
2010
2011
1.9
2.9
2.5
3.6
3.5
3.5
Source: Annual report of the internal department for safety and
prevention at work – Fund for Accidents at Work.
EDF Luminus
Energy sector
Overall accident severity rate
The overall severity rate is the number of “lost” workdays
due to accidents at work, per 1,000 hours worked.
The overall severity rate at EDF Luminus is significantly
lower than the severity rate for the Belgian energy sector.
This means that the accidents recorded are not very severe.
No fatal accident or accident leading to permanent
disability has been recorded in the last three years.
Overall severity rate
2009
2010
2011
0.07
0.15
0.06
0.36
0.50
0.79
Accidents leading to death or long-term disability are taken into
account by including a standardized amount of days.
EDF Luminus
Energy sector

Each reported incident
is an opportunity to
improve safety
Philip Volckaert,
Health, Safety & Environment Manager
“Our staff and subcontractors are encouraged to
report all types of incidents and near accidents. We
evaluate the probability and potential consequences
of each incident reported. Every incident presenting
a potential risk above a specifically defined level is
subject to a detailed investigation and results in corrective
measures. Systematically eliminating hazardous
situations enables us to avoid more serious incidents.
This method of working helps us to achieve
our ultimate objective of ‘Zero Accidents’.”
14 years without any lost time incident at the Ringvaart power plant
End of December 2011, a total of 5,000 days (nearly 14 years) had passed since the last lost-time incident
at work at the Ringvaart (Ghent) plant. In fact, no EDF Luminus employee has had an accident
since the plant was commissioned in 1998. At the end of 2011, no accidents had occurred at the Ghent
thermal plant (Ham) in 5 years.
These results are not down to chance. They were
achieved through a proactive attitude among employees
and constant efforts in terms of safety. The rigorously
applied safety policy within the company aims
EDF Luminus
Health & Safety at Work
at systematically reducing on-site risk. Employees benefit
from intensive training and regular refresher sessions
concerning their individual responsibility when it
comes to observing safety rules.
5

6 EDF
Luminus
Health & Safety at Work
Ethics: a healthy setting for action
New Code of conduct
In 2011, EDF Luminus added a new section to the Code of
conduct in force since 2009. This code sets out the general
rules to be adhered to by all members of EDF Luminus
staff in the following fields: respect for the individual and
the environment, prevention of conflicts of interest, respect
for applicable current law and regulations, protection of
data, assets and resources of the company, etc. The section
added in 2011 concerns integrity. It includes recommendations
on the method to call on “confidential counsellors“,
if necessary, as well as a notification procedure intended
for suppliers who have concerns over the ethical nature of
certain behaviours.
Measuring the ethical performance of a company is not
easy. EDF Luminus has nevertheless selected a few relevant
indicators.
GedragscodeCode de conduite
Confidential counsellors
EDF Luminus observes Belgian law requiring companies
to appoint “safety coordinators” trained to manage incidents
of a psychosocial nature from their early stages.
Véronique Vansteelandt, Director, Legal Department: “It
is rather encouraging to see that a number of cases have
been reported to confidential counsellors. This means
that these people are known, respected and considered
to be trustworthy, which contributes to a healthy social
climate. The increase in incidents reported in 2011 is perhaps
due to the fact that we highlighted the role played
by those counsellors at the end of 2010, as a follow up on
the annual internal opinion survey.”
Incidents reported to confidential counsellors
2009
2010
2011
12
18
Source: Annual report of the internal department for safety and
prevention at work.
20
Cooperation with the social economy
EDF Luminus undertakes wherever possible to cooperate
with the social economy sector. Consequently, companies
specialised in work adapted to people with disabilities are
included in the tendering procedures.
For instance, EDF Luminus has been working for several
years with the BEWEL (“Beschermde Werkplaatsen Limburg”
or “Limbourg protected employment”) social economy
enterprise. The services of BEWEL are more specifically
used for the distribution of mass mailings.
Turnover realised with sheltered workshops
(euros)
2009
2010
2011
Source: EDF Luminus.
78,974
114,190
100,176

Employment of persons with
disabilities
EDF Luminus currently employs three disabled people.
This number has remained constant over the last three
years. In 2011, the company asked the Corporate Social
Responsibility Advisor to be a point of contact for staff
with disabilities. EDF Luminus can therefore ensure that
these staff members feel welcome and that any difficulties
encountered can be identified and handled in the
most appropriate manner.
© EDF Mediatheek | Cédric Martigny
Onthaal en integratie
van personen met een handicap
Praktische gids
© EDF Mediathèque | Cédric Martigny
Accueil et intégration
de personnes en situation de handicap
Guide pratique
In 2011, EDF Luminus published a practical brochure intended to assist all
employees in feeling more able to work alongside a disabled colleague
or customer.
DUOdag in Ghent
Iris and Mia from EDF Luminus, with Katrien, a young woman suffering from CFS.
The second DUOdag (DUO day) took place on 24 March 2011. DUOdag aims at creating a bridge between
job seekers with disabilities and the business community. EDF Luminus took part in this initiative.
As part of DUOdag, two EDF Luminus employees from
the Ghent site hosted a young woman suffering from
chronic fatigue syndrome (CFS). She was able to work
the entire day in the workshop and to gain experience
of a new type of work. The EDF Luminus employees
also benefited from this opportunity, learning in a
EDF Luminus
Health & Safety at Work
practical way about the life of a disabled person in a
working environment and any necessary adjustments
that may be required. This kind of initiative is meant to
help with deflating the handicap issue and removing
some of the associated stereotypes.
7

8 EDF
Luminus
Health & Safety at Work
Air quality: optimising the existing facilities
Atmospheric emissions
The CO 2 emissions generated by EDF Luminus for each MWh
produced have decreased over the last three years. Part of
this reduction is due to an increase in wind turbine production,
but the clear decrease observed last year is explained in
particular as a result of a reduction in the use of natural gas
plants, in response to particular market conditions. In the
future, the new combustion system at the Ringvaart (Ghent)
plant will contribute to a reduction in emissions.
CO 2 emissions (kg per MWh generated)
2009
2010
2011
147
232
219
Nitrogen oxide emissions have always been relatively low,
as EDF Luminus does not have any coal power plants.
These emissions have markedly decreased over the last
three years. This reduction is primarily due to a less significant
use of the Harelbeke power plant in 2010 and 2011.
NO x emissions (kg per MWh generated)
2009
2010
2011
0.068
0.172
0.343
Source: Environmental reports.
Figures audited and validated by VBBV (Flanders) and AIB (Wallonia).
The Ringvaart power plant reduces its emissions
In 2011, EDF Luminus set aside 25 million euros for the complete renovation of the Ringvaart
power plant (Ghent). The aim was to further enhance the performance of the plant and reduce its
environmental impact.
The plant underwent a complete renovation and its
overall output increased by 0.4%. EDF Luminus also
implemented measures to achieve a 30% reduction
in nitrogen oxide emissions. This large scale main-
The Ringvaart (Ghent) power plant benefitted from an upgrade and complete overhaul in 2011.
tenance project involved the collaboration of 1,000
external workers and around one hundred EDF Luminus
employees. The preparatory stages for the operation
started one year before.

Towards a more sustainable vehicle
fleet
Over the last four years, the average CO 2 emissions generated
by the EDF Luminus vehicle fleet have decreased
steadily. This is due to the fact that company cars are
systematically replaced by less polluting vehicles and that
changes to the car policy were made in order to reduce
the maximum authorised emission rates for company cars.
Average CO 2 emissions of the vehicle fleet (g/km)
2009
2010
2011
Source: EDF Luminus.
138
144
151
The total number of company cars has increased by
4%, which is in line with the executive population increase
(from 27.9% in 2009 to 32.57% in 2011).
Closure of the Harelbeke power plant: a significant reduction in
EDF Luminus’ emissions
In December 2011, EDF Luminus decided to close the Harelbeke power plant, close to Kortrijk, for
economic and ecological reasons.
This plant, equipped with eight diesel motors, was
built in 1976, some 35 years ago. Converted in 2005
to use palm oil as a fuel source, it then became the
largest biomass power plant in Belgium. Over recent
years, it nevertheless became clearly apparent that a
sustainable and profitable supply of palm oil was not
possible. It was therefore no longer appropriate for the
plant to continue activities.
EDF Luminus
Health & Safety at Work
The 23 employees obtained a guarantee of employment
in one of the two other generation sites in the
Ghent region, or had the option to take early retirement.
It was thus possible to close the plant without
any redundancies.
9

10
EDF Luminus
Health & Safety at Work
Air quality: developing onshore wind farms
A continuously growing windmill base
The number of EDF Luminus wind turbines is increasing
steadily. At the end of 2011, EDF Luminus owned 13
wind farms comprising 53 wind turbines. In total, they
represent 107 MW, or the equivalent of the annual electricity
consumption of 60,000 households. The largest
wind farm, located in Kluizendok in the port of Ghent,
was built in 2005 in partnership with Ecopower.
Last year, EDF Luminus put two new wind farms into
operation: in Hamme (4.6 MW) and in Ciney (10.2 MW).
EDF Luminus represents 16% of the onshore wind turbine
capacity in Belgium, making it one of the market
leaders.
Wind farms
44
83
48
92.2
2009 2010 2011
Number of wind turbines
Total power (MW)
53
107
Source: Reports to VREG and CWaPE.
A large portfolio of wind farm projects
The graph opposite shows all the current projects, for
which permit applications have been filed and public meetings
have been held to provide details on the proposed
wind turbine infrastructure. This corresponds to a total of
nearly 40 new wind farms, of which 20 are in Wallonia. In
financial terms, it equates to an investment portfolio of approximately
640 million euros (working on an average cost
of 1.6 million euros per MW).
Building a wind farm: a 5-year process at a minimum
The average development period for a wind farm is four
to five years, from the exploratory investigation phase
through to commissioning. However, the time period required
has extended over recent years, primarily due to
more frequent appeals.
• Phase 1 – Preliminary studies and preparation of
permits: this phase includes the feasibility study,
purchase of the land, environmental studies as well
as electrical connection preparation and the permit
application file.
Predevelopment
and permit preparation
(26 months)
Permit procedure
(11 months or more
depending on appeals)
Wind farm projects forming the portfolio (MW)
80
99
221
Investment
proposal
(5 months)
400
Permit obtained
Permit application
procedure
in progress
Permit application
procedure
in preparation
• Phase 2 – Permit granting procedure: this phase
takes a minimum of 11 months and is devoted to
the regional and provincial administrative procedures.
It can be extended in the event of an appeal
to the Minister or Council of State.
• Phase 3 – Technical and legal studies conducted
after the permits have been obtained. A tender
process must be initiated to plan the investment decision.
This phase lasts a minimum of five months.
• Phase 4 – The construction process itself requires
at least 11 months from the investment decision to
commercial operation.
Construction
(11 months)

The new wind farm in Ciney was finally inaugurated on 30 September 2011.
From left to right: Eric Antoons, EDF Luminus I Michel Helbig de Balzac, president of Edora | Guy Milcamps, mayor of Ciney |
Anne-Marie Camus, deputy mayor for the Environment in Ciney
New wind farm in Ciney
EDF Luminus
Health & Safety at Work
The wind farm in Ciney comprises six wind turbines.
Together these turbines are capable of producing
close to 38 million kWh per year, which equates to the
annual electricity consumption of approximately 9,500
families. Each with a capacity of 3.4 MW, the turbines
contribute to avoiding a potential emission of 35,000
tonnes of CO 2 , compared to a coal power plant.
A lengthy procedure
The Ciney wind farm project was launched in 2003
and was completed in July 2011. The whole operation
exceeded the average five years due to a long permit
procedure and difficult construction conditions (due to
a delicate subsoil and exceptional winter conditions).
EDF Luminus was fortunate to have the support of the
municipality of Ciney throughout the project.
11

12
EDF Luminus
Health & Safety at Work
ISRS certificate
R.E. Dimitri Hovine, 1 rue du Marquis, 1000 Bruxelles I November 2012 I www.edfluminus.be I © EDF, EDF Luminus
To protect the environment, no paper version of this report is provided but it
can be accessed on the web at: www.edfluminus.be.
Contributed to the production of this document, in addition to those
already mentioned in the report:
Eric Antoons | Yann Baros | Didier Bassleer | Karin Cleys | Bruno Conty | Eliane
Corbeel | Peter Coun | Erwin Daelman | Grégoire Dallemagne | Benoit Deliège |
Frédérik Demaret | Griet Depaepe | Quentin De Schrevel | François Desmaré |
Els Devalez | Valérie Dijkstra | Christian Gosse | Anne Grandjean | Véronique
Haché | Xavier Leblanc | Ilse Matthijssens | Jean-Christophe Mollaret | Françoise
Morbois | Martine Moreau | Colette Piermont | Katja Princen | Claude
Renoux | Frank Schoonacker | Filip Schouteet | Bart Swings | Sarah Thiry |
Jean-François Tock | Morgane Tock | Bart Vanheste | Koen Van Hoey | Kristof
Vanhoorne | Philip Verhasselt | Aude de Villenfagne | Oriane de Vroey
Pictures: Copyright EDF, EDF Luminus, Olivier Pichard
If you would like to send your feedback to EDF Luminus
on this report, please feel free to email us at:
csr@edfluminus.be.
Pascale-Marie Barriquand, Senior Advisor,
Corporate Social Responsibility, EDF Luminus