200 Economic Disclosures
Swiss Post creates added value through sustainable business practices

The economic disclosures include financial aspects, performance and risks, market presence and information on anti-corruption and competition.

GRI 201: Economic Performance

The scarcity of natural resources is raising awareness about environmental sustainability among customers, investors and legislators. Demand for sustainable products is on the rise. An optimum mix of energy efficiency and renewable energy is becoming a critical factor for companies seeking to combat escalating costs or, in certain cases, to gain new competitive advantages.

A quantification of the financial consequences of climate change for Swiss Post is not seen as constructive, with Swiss Post instead focusing on capturing greenhouse gases and measures for the reduction of greenhouse gases. In addition, Swiss Post seeks to anticipate the risks of future climate change, exploit the opportunities in this regard and examine possible measures for adaptation to climate change.

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The Group’s own employee benefits institution, the Swiss Post pension fund, insures around 41,300 Swiss Post employees in Switzerland and pays 650 million francs in pensions to around 30,000 people each year. The level of cover stood at just over 100 percent at the end of 2018.

Swiss Post insures its employees with various pension plans in Switzerland. Pension benefits are based on the insured salary and retirement assets. On taking retirement, insurees can choose between drawing a lifetime pension or withdrawing a lump-sum capital payment. In addition to retirement benefits, employee benefits also include disability and survivors’ benefits, which are calculated as a percentage of the insured salary. Insurees also have the option of buying back pension benefits to improve their retirement situation, up to the regulatory maximum amount, or of withdrawing money early to purchase their home.

The benefits paid by the Swiss Post pension fund exceed the statutory minimum level. The standard retirement age is 65.

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GRI 202: Market Presence

The main business sites are located in Switzerland (85 percent of employees). More than 85 percent of employees have employment contracts based on one of the current nine collective employment contracts, which were negotiated in detail with the contracting trade unions syndicom and transfair. These contracts usually contain binding salary bands for each level and require compliance with the applicable minimum wage.

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GRI 205: Anti-corruption

As a general rule, the risk of corruption in the postal business is not seen as elevated. The areas regarded as particularly exposed are Procurement and Sales. Employees in both areas have received thorough training, and the internal auditing department focuses on these areas during its audits.

Extensive and recurring e-learning training courses, including learning assessments on the topic of compliance for management staff, have been held. These are compulsory. Swiss Post also has a binding set of rules regarding the acceptance and giving of gifts and other benefits. These rules are communicated. Employees in exposed functions are trained in depth. There are established processes for exceptions.

There are no known cases.

GRI 206: Anti-competitive Behavior

In December 2017, the Competition Commission fined Swiss Post the sum of 22.6 million francs for allegedly granting discounts that are unlawful under anti-trust law to large-scale customers between 2009 and 2014. Swiss Post rejects the allegations and considers the sanction unjustified, and has appealed against the decision before the Federal Administrative Court. Furthermore, the Competition Commission has launched an investigation in which PostFinance is also involved. PostFinance is satisfied it has not violated Swiss anti-trust law and is cooperating with the competition authority to enable a quick and comprehensive review of the matter. Free and fair competition is a high priority for PostFinance.

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