RepoRt on - BNP Paribas

neration, exceptional taxes.
the method used to determine individual
bonuses includes a quantitative and
qualitative performance review of each
employee. the evaluation of personal
conduct, especially team spirit, and the
observance of rules of ethics and compliance
are explicitly a part of this process.
deferred bonuses will be subject to performance
requirements over a number
of years and pegged to bnP Paribas’s
share price, in keeping with the group’s
determination to promote sustainable
practices.
more generally, the group’s remuneration
policy is founded upon principles
of fairness and transparency which are
supported by:
— a uniform process for annual variable
pay applying to worldwide
operations;
— a strict delegation system which operates
in accordance with directives set
at group level;
— reinforced oversight performed by
remuneration committees and, in
the investment banking function,
by compliance, risk and finance
committees.
An extensive range of benefits
n employee share ownership
the group has always encouraged
employee share ownership through
an annual share issue reserved for employees.
since the formation of the
bnP Paribas group in 2000, the worldwide
employee share ownership plan
has offered employees the opportunity
to become shareholders of their company
for a minimum period of five years.
they are entitled to a discount on the
shares they purchase and to top-up
payments from the company. to date,
nine share issues have been offered to
group employees.
n employee savings and pension
plans
employee savings plans enable employees
to build up their savings, in particular
with a view to retirement, while at
the same time ensuring optimal local
tax treatment and social security benefits.
in recognition of the demographic
trends prevailing in a wide variety of
nations, the group has prioritised the
issue of provision for retirement. in
france, several thousand employees
subscribe to the group retirement savings
plan (Perco). their savings become
available on retirement, in the
form of an annuity or a lump-sum payment.
top-up payments into Perco
amounted to eur 3 million in 2009.
n other company benefits
the group has a longstanding benefits
policy which provides a high level of
protection for employees. these mechanisms
have been harmonised, particularly
outside france, with the aim of
ensuring greater consistency between
local systems that are sometimes quite
disparate. outside france, the group
seeks to provide company benefits that
cover medical consultations and hospital
stays to its local employees and their
families.
bnP Paribas/lyon
pRofit-shARing And incentive plAns −
bnp paribas sa (amounts in euros)
Amount payable
in respect of the year
listed
2004 2005 2006 2007 2008 2009
Total gross amount 148,701,874 186,076,788 227,719,000 232,530,560 84,879,969 181,349,984
Minimum amount
per employee
Maximum amount
per employee
2,945 3,772 4,696 4,728 1,738 3,782
10,020 10,689 12,732 12,800 4,641 10,128
42 <strong>RepoRt</strong> on CoRpoRate SoCial and enviRonmental ReSponSibility
a flexible,
customised
contingency
plan in france
bnp paribas’ personal
contingency insurance
plan was set up under a
company-wide agreement
and has few equivalents
in french companies. this
flexible plan offers staff
a high level of cover for
absences from work due to
illness, disability or death.
starting from a basic plan
that applies automatically,
employees can adjust the
protection to their personal
or family situation by
choosing benefit amounts
and supplementary cover as
needed: higher benefit for
accidental death, education
annuity, temporary income
for the spouse and a lump
sum payment in the event of
the death of a spouse. plan
options can be modified
regularly.
incentive and
mandatory
profit-sharing
plans in france
the group seeks to
optimise collective profitbased
incentive schemes
according to the legal,
social and tax context of
each entity: profit-sharing
(mandatory) and incentive
(voluntary) plans in France,
similar profit-sharing plans in
many other territories.
information
on the total
compensation
package
in 2009, more than
47,500 employees in France
received a new document
for the first time.
this document provides
a detailed breakdown
of the monetary and
non-monetary components
of the employee’s
compensation package
in 2008. it provides
an easy-to-grasp summary
of the employee’s personal
situation, combining data
which had previously only
been available from a variety
of sources. it will continue
to be distributed to
employees over coming
years and the number of staff
members concerned by the
initiative will be increased.