charte fondamentaux en - .net framework

The Legrand group

OUR CULTUREAND COMMITMENTS

FUNDAMENTALPRINCIPLES

Charte fondamentaux_EN.indd 1 02/04/14 17:16

The Legrand Group hascapable of facing upwhile taking into accinterests and remainiessential feature, itsWe therefore think itand formalise the mthat characterise ourdriving force, so as tpromote awarenessSuch is the purposeentitled “The LegrandFundamental Principl

This document is intdistributed throughoutto all its partners. Itrules of conduct to bepolicies.

The principles descrifit Legrand’s businesrequirements and, aworking framework.document reflects hoand feels about doing


The Legrand Group has proved itselfcapable of facing up to numerous changeswhile taking into account its employees’interests and remaining faithful to itsessential feature, its corporate culture.We therefore think it necessary to set outand formalise the main guiding principlesthat characterise our Group and give it itsdriving force, so as to sustain, assert andpromote awareness of these principles.Such is the purpose of this documententitled “The Legrand Group Charter ofFundamental Principles”.

This document is intended to bedistributed throughout the Group andto all its partners. It describes all therules of conduct to be followed under ourpolicies.

The principles described herein especiallyfit Legrand’s business areas and specificrequirements and, as such, provide aworking framework. More importantly, thisdocument reflects how our Group thinksand feels about doing business;

Everyone should make thisdocument their own and

implement it withintheir company

Benoît Coquart CEO

it also states the values we uphold andlook for in others, and how we wish todistinguish ourselves as a company.

Also, this document forms an integralpart of our Sustainable DevelopmentPolicy.

The Board of Directors of Legrand SA hasadopted these principles for the wholeGroup.

I wish to see everyone make the followingcharter their own and implement it withintheir company.


The Legrand Group Charter of

FundamentalPrinciples


Contents1. GROUP VALUES 4Ethics of Behaviour 5Customer Awareness 5Resource enhancement 5Innovation 5

2. CODE OF ETHICS 6Role of the Code of Ethics 7The Code of Ethics and Applicable Law 7Scope of the Code of Ethics 8Respect for individuals 8Compliance with the Rules Governing Business Practices 9Compliance with Good Business Practices 9Relations with Third Parties 9Affiliations, Employment or Activities 10Protection and Proper Use of the Company’s Assets 10Proprietary and Confidential Information 11Financial information 12Accountability 13Protection against Retaliation 13Waivers and Amendments 13

3. PREVENTION CHARTER 14

4. ENVIRONMENT CHARTER 16

5. CONCLUSION 18

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Tosusprofit

development

ETHICS OF BEHAVIOFoster lasting relationshipsand trust between thewho make up the group,straightforward in-horeliability in outside

CUSTOMER AWARENESHighlight the qualityand services towardsboost Legrand’s imagepartner with innovativ

Groupvalues

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“Ethics of behaviour, Customerawareness, Resource enhancement,Innovation” are the core valuesunderlying our management philosophy.These values have been built overtime within the company, and are theessence of our corporate culture. Wetransmit them internally through ourmanagement principles and externallyvia our relationships with our partners.

Towardssustainedprofitable

development

ETHICS OF BEHAVIOUR…Foster lasting relationships of respectand trust between the men and womenwho make up the group, thus encouragingstraightforward in-house contacts andreliability in outside exchanges.

CUSTOMER AWARENESS…Highlight the quality of our commitmentsand services towards our customers, toboost Legrand’s image as a premiumpartner with innovative solutions.

RESOURCE ENHANCEMENT…Optimise the use of our resources toconquer new markets, while constantlyseeking to increase our profitability byimproved use of capital employed in aperspective of sustainable development.

INNOVATION…Develop ongoing innovation in all areas.

These four Group-level values underscoreour identity and are essential to sustainedprofitable development.

5GROUP VALUESFUNDAMENTAL PRINCIPLES


The Codeis

to provide

Code of

ethics

ROLE OF THE CODEThis Code of Ethics ecommitment to condaccordance with apphighest ethical standcontrol physical or morworking, industrial,legal context. It is intguidance in recognisethical issues, providingidentifying and reviewor unlawful conduct,to maintain a cultureaccountability. It comrules of conduct whichbound to respect.

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The Code of ethicsis intended

to provide guidance

THE CODE OF ETHICSAND APPLICABLE LAWIt is each employee’s responsibility to beaware of all of the rules applicable withinthe scope of their job responsibilities,especially the laws and regulationsapplicable to their own activity.Employees shall apply these with specialcare and act according to the highestethical standards when conductingbusiness.

In the event of any uncertainty or doubt,employees should consider how theyor the company would be perceived ifthis conduct were to be made public.Employees are to consult their immediatesupervisor, or to the Group CompanySecretary(1) or Human ResourcesDepartment on any issue concerningethical or legal requirements

This Code of Ethics shall be read inconjunction with all other Companypolicies, practices and procedures. Allsuch policies, practices and procedures,together with their successive revisions,are collectively referred to in this Code ofEthics as the “Company Policies”.

1) Email address: [email protected] address: Direction Juridique Groupe et Direction desRessources Humaines Groupe LEGRAND -82 rue Robespierre BP 37 – 93171 Bagnolet Cedex - France

ROLE OF THE CODE OF ETHICSThis Code of Ethics embodies the Group’scommitment to conduct business inaccordance with applicable law and thehighest ethical standards in order tocontrol physical or moral hazards in theworking, industrial, environmental orlegal context. It is intended to provideguidance in recognising and dealing withethical issues, providing a mechanism foridentifying and reviewing any unethicalor unlawful conduct, and in helpingto maintain a culture of honesty andaccountability. It completes the in-houserules of conduct which everyone is duty-bound to respect.

7COdE OF EthiCSFUNDAMENTAL PRINCIPLES


COMPLIANCE WITHGOVERNING BUSINESTruly ethical businesfounded on more thramifications and theedge that may resulpractices require a cof the requirementsfairness, and a motiof Group employeesin accordance with theseThe Company thus dstandards that fit intethical principles.

They rely on partnercommercial agreementsand concluded in stwith national and suEuropean Union) regulationsrelated jurisprudencregards rules of madiscriminatory commthe principle of free

All forms of discrimination- such as relating

to age, gender or origin, etc. -are prohibited

SCOPE OF THE CODE OF ETHICSThis Code of Ethics applies to allemployees (including the chairman ofthe board, executive officers and officers,as well as those of our direct andindirect subsidiaries), hereafter referredto individually as an “employee” orcollectively as the “employees”.

RESPECT FOR INDIVIDUALSThe Legrand Group means to ensurethat each employee benefits from fairand reasonable working conditions asspecified under law. Accordingly, theGroup’s human resources policy isbased on compliance with the UniversalDeclaration of Human Rights(1) and theILO’s International Labour Code(2), whichrefers to the following issues: freedom ofassociation and the effective recognitionof the right to collective bargaining; theelimination of all forms of forced orcompulsory labour; the effective abolitionof child labour; and the elimination ofdiscrimination in respect of employmentand occupation.

All forms of discrimination - such asrelating to age, gender or origin, etc.- are prohibited. The Group strivesto guarantee that applicants andemployees are dealt with equally, andthat all decisions concerning recruitment,selection, training, promotion,compensation and career management

are based solely on objective criteriarelating to the job and skills of therelevant individuals.

Employees, whatever their grade,shall make sure that their behaviour isconsistent with the Group’s commitment.Managers shall endeavour to preventsituations involving harassment ordiscrimination and shall deal promptlywith any problematic situations that arisewithin their teams.

Each person has the option ofcontacting the ethics correspondentresponsible for their area, or the GroupHuman Resources Department or theGroup Legal Department(3) in order todiscuss any difficulties they may haveencountered. Requests and queries willbe handled as quickly as possible, in fullrespect of the necessary confidentialityand the people involved.

1) Adopted by the United Nations General Assembly in resolution217 A (III) dated 10 December 19482) Adopted in June 19983) Email address: [email protected] address: Direction Juridique Groupe et Direction desRessources Humaines Groupe LEGRAND -82 rue Robespierre BP 37 – 93171 Bagnolet Cedex - France

COMPLIANCE WITHThe Company expectsto actively further theGroup. It also expectsfairly, ethically and incomplies with all apregulations. To thatshould take unfair advthrough manipulation,abuse of privileged inf

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COMPLIANCE WITH THE RULESGOVERNING BUSINESS PRACTICESTruly ethical business practices arefounded on more than a fear of legalramifications and the competitiveedge that may result. Ethical businesspractices require a clear understandingof the requirements of honesty andfairness, and a motivation on the partof Group employees to act at all timesin accordance with these requirements.The Company thus defines strictstandards that fit into a strong set ofethical principles.

They rely on partnerships andcommercial agreements drawn upand concluded in strict compliancewith national and supranational (e.g.European Union) regulations and withrelated jurisprudence, particularly asregards rules of market access, non-discriminatory commercial practices andthe principle of free competition.

This Codeof Ethics

applies to allemployees

discriminationrelating

origin, etc. -rohibited

objective criteriaskills of the

their grade,their behaviour is

Group’s commitment.endeavour to prevent

harassment orall deal promptlysituations that arise

option ofcorrespondentarea, or the Group

Department or theDepartment(3) in order to

difficulties they may haves and queries willas possible, in full

ary confidentialityed.

General Assembly in resolution8

[email protected] Groupe et Direction desRAND -

e BP 37 – 93171 Bagnolet Cedex - France

COMPLIANCE WITH GOOD PRACTICESThe Company expects its employeesto actively further the interests of theGroup. It also expects them to do sofairly, ethically and in a manner that fullycomplies with all applicable laws andregulations. To that end, no employeeshould take unfair advantage of anyonethrough manipulation, concealment,abuse of privileged information,

RELATIONS WITH THIRD PARTIESPersonal “conflicts of interest”(1) exist anytime employees face a choice betweentheir personal interests and the interestsof the Company. Such conflicts may callinto question the Company’s integrity.It is therefore crucial that service tothe Company not be subordinated topersonal gain and advantage and thatall employees be accountable for actingin the Company’s best interest andfor avoiding even the appearance of aconflict.

In particular, all employees shall ensurethat their personal interest nor that oftheir immediate family, shall conflictwith the company’s interests or influencetheir choice in the event of having tomake a decision. Employees should,where applicable, make their decisionin full understanding and fairness to theGroup, and, if in doubt, seek assistancefrom their supervisor, the Group HumanResources Department or the GroupLegal Department(2).

1) Without prejudice to the inalienable rights of the individual asrecognized by the constitution, the labour code, etc.2) Email address: [email protected] address: Direction Juridique Groupe et Direction desRessources Humaines Groupe LEGRAND -82 rue Robespierre BP 37 – 93171 Bagnolet Cedex - France

misrepresentation of material facts orany other intentional unfair dealing orpractice.



Anyc

keep that

Employers should make theirdecision in full understanding

and fairness to the Group,and seek assistance from their

supervisor if in doubtAFFILIATIONS, EMPLOyMENT ORACTIVITIESAny employee providing a service (paid,unpaid, elected, appointed or otherwise)to a supplier, client or competitor orany business (other than that of theCompany) that may give rise to a conflictof interest shall report said service to theirimmediate supervisor, the Group HumanResources Department or the Group LegalDepartment(1).In certain limited cases, activities givingrise to potential conflicts of interest maybe permitted if they are determined notto be harmful to the Company. Any suchdetermination will need the written approvalof an executive officer and the specificapproval of the Board in cases involvinga senior executive.Moreover, service byany employee on a board or in an advisoryposition with other companies that competedirectly with Legrand is not allowed.Legrand’s chairman and executive directorsshall inform the Board prior to acceptingan appointment to the board of directorsof another business corporation, in orderto avoid potential conflicts of interestand to allow for assessment of whetherthe aggregate number of directorshipsand attendant responsibilities held byan employee would interfere with saidemployee’s ability to properly dischargetheir duties.

PROPRIETARy ANDINFORMATIONIn the course of theirCompany, employeesprovided access to infthe Company’s clientinformation systemsstrategic plans, feesother knowledge consby the Company or itsidentified as such.

Any such informationdisclosed or used byduring or subsequentthe Company, exceptauthorised by their supervisorincludes, but is not limitstored on any compuas proprietary softwfor the Company.

In the event of participation in public life,the employee shall refrain from committingthe Group in any way whatsoever, be itmorally or financially, in these activities.

PROTECTION AND PROPER USE OF THECOMPANy’S ASSETSEmployees are not permitted to takeor make unauthorized use of, orknowingly misappropriate the propertyof the Company (see Company rules ortheir equivalent and IT Charter) for theindividual’s own use, the use of anotheror for an improper or illegal purpose.Should an employee leave the company,they shall, in particular, be required toreturn all sums and tools made availableto them during their work at the Group(see the employee discharge procedure).


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Any employee who possessesconfidential information has

the responsibility tokeep that information confidential

within the Company

make theirstandinge Group,om their

supervisor if in doubtPROPRIETARy AND CONFIDENTIALINFORMATIONIn the course of their service with theCompany, employees may acquire or beprovided access to information regardingthe Company’s clients, trade practices,information systems, marketing orstrategic plans, fees and revenues, andother knowledge considered proprietaryby the Company or its partners andidentified as such.

Any such information shall not bedisclosed or used by employees, eitherduring or subsequent to their service withthe Company, except where expresslyauthorised by their supervisor. Thisincludes, but is not limited to, informationstored on any computer system as wellas proprietary software developed by orfor the Company.

participation in public life,efrain from committingwhatsoever, be itn these activities.

ROPER USE OF THE

permitted to takeunauthorized use of, or

riate the propertyCompany rules orT Charter) for thethe use of anotherillegal purpose.eave the company,ar, be required toools made availablework at the Groupcharge procedure).

[email protected] Groupe et Direction desRAND -

e BP 37 – 93171 Bagnolet Cedex - France

Each employee is required to list all thesensitive information for which they areresponsible, to identify this informationas confidential whenever it is necessaryto transmit it, and to make sure that theappropriate confidentiality measures havebeen set up. This requirement shall becomplied with throughout the informationlife cycle, i.e. from creation up todestruction on any media (e.g. printed,electronic, etc.) and for any use (internalor external to the Group).

In all cases, when authorised to do so,employees shall be discreet with thisinformation and avoid communicatingCompany matters in ways that aresusceptible to interception or use by thirdparties.

It is critically important that financialstatements and related disclosuresbe free of material errors.



Reporting

...Each emplc

It is critically importantthat financial statements

and related disclosures befree of material errors.

FINANCIAL INFORMATIONIt is crucial that all books of account,financial statements and records ofthe Company reflect the underlyingtransactions and any disposition of assetsin a full, fair, accurate and timely manner.

All employees involved in the Company’sdisclosure process are required toknow and understand the disclosurerequirements applicable within thescope of their responsibilities and shallendeavour to ensure that informationin documents that Legrand may filewith or submit to the Securities andExchange Commission (SEC(1)) or tothe French Stock Market supervisoryauthority AMF(2), or otherwise discloseto the public, is presented in a full, fair,accurate, timely and understandablemanner.

Additionally, each employee involvedin the preparation of the Company’sfinancial statements shall prepare thosestatements in accordance with GenerallyAccepted Accounting Principles,(GAAP(3) or IFRS(4)), consistently applied,and any other applicable accountingstandards and rules, so that thefinancial statements materially, fairlyand completely reflect the businesstransactions and financial situation of theCompany.

ACCOUNTABILITyIt is the responsibilityto carefully read andCode of Ethics and, wseek clarification froon particular points.

Individuals who fail tCode of Ethics, includifail to report wrongdto such measures asthe labour code andtheir equivalent.

Violation of certain oPolicies potentially subjectsand those involved todamages, regulatorycriminal prosecution.

Each individual is responsiblpromptly reporting tany concerns they mayto a failure, or to a lerequirement likely toCompany’s interests.also be discussed wResources DepartmentLegal Department(1).individual is responsiblthe authorised managconformity or hazardmay be aware of.

Furthermore, it is critically importantthat financial statements and relateddisclosures be free of material errors.

Employees are prohibited from knowinglymaking or causing others to make amaterially misleading, incomplete orfalse statement to an accountant or anattorney in connection with an auditor any filing with any governmental orregulatory entity (such as the SEC(1))

Accordingly, no employee, or any personacting under their direction, shall directlyor indirectly take any action to coerce,manipulate, mislead or fraudulentlyinfluence any of the Company’s auditorsif they know (or should know) that theiractions, if successful, could result inrendering the Company’s financialstatements materially misleading.

Each employee has to read carefully thisCode of Ethics.

1) Securities and Exchange Commission2) Autorité des Marchés Financiers3) Generally Accepted Accounting Principles4) International Financial Reporting Standards

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Reporting ethical concerns mustnot lead to any retaliation

...Each employee has to readcarefully this Code of Ethics

importantatementsosures be

l errors.

ACCOUNTABILITyIt is the responsibility of each employeeto carefully read and comply with thisCode of Ethics and, where needed, toseek clarification from their supervisorson particular points.

Individuals who fail to comply with thisCode of Ethics, including supervisors whofail to report wrongdoing, may be subjectto such measures as are provided for inthe labour code and Company rules ortheir equivalent.

Violation of certain of the Company’sPolicies potentially subjects the Companyand those involved to civil liability anddamages, regulatory sanction, and/orcriminal prosecution.

Each individual is responsible forpromptly reporting to their supervisorsany concerns they may observe relatingto a failure, or to a legal or regulatoryrequirement likely to adversely affect theCompany’s interests. Such issues mayalso be discussed with the Group HumanResources Department or the GroupLegal Department(1). Similarly, eachindividual is responsible for reporting tothe authorised managers any failures inconformity or hazardous situations theymay be aware of.

ically importantents and related

material errors.

ited from knowinglyhers to make a

eading, incomplete oraccountant or an

on with an auditgovernmental or

(such as the SEC(1))

yee, or any personection, shall directlyaction to coerce,or fraudulently

Company’s auditorsd know) that theircould result in

Company’s financialmisleading.

read carefully this

issionsPrinciples

eporting Standards

PROTECTION AGAINST RETALIATIONNo individual will be subject to retaliationof any kind (or threat of retaliation)for reporting in good faith any ethicalconcerns. Any individual who believesthat they have been retaliated against(or threatened or harassed) in violationof this policy should immediately reportthe matter either to their immediatesupervisor, or to the Group HumanResources Department or the GroupLegal Department.

WAIVERS AND AMENDMENTSAny amendments to this Code of Ethicsshall be approved by the Board.

The Company shall keep its employeesinformed of any amendment to this Codeof Ethics, and each employee shall keephim/herself informed of such revisions.




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This policy

approaccontinuous

Legrand group managementendeavoured to preventsame time preservingand protecting its assets.each person, whatevethe company, must makon-going concern byeach activity on a dailThis approach, an intrinsicculture, is promotedand must be appliedpolicy for the preventienvironmental and asis to complete our deGroup policy on this ithree fundamental principlsummarise the objecti

ABSOLUTE COMPLIANAPPLICABLE LAW AAGREEMENTS in everyGroup carries out itsthe ILO-OSH 2001 guidelineunavoidable risks muactions required to contrbe implemented, andemployees’ health musManagement at everyguarantor of compliancrequirements.

THE INTEGRATION OFENVIRONMENT INTOAPPROACH, both in tmanagement issues

Preventioncharter

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15FUNDAMENTAL PRINCIPLES PREVEntiOn ChARtER

For the purposes of ensuringpersonal well-being, the legrandgroup has drawn up a preventioncharter. This charter sets outthe major principles of legrand’spolicy in matters of workplacehealth and safety, it is applicableto all of the group’s entities andestablishments.

This policy formspart of an

approach targetingcontinuous progress

Legrand group management has alwaysendeavoured to prevent risks, while at thesame time preserving the environmentand protecting its assets. It believes thateach person, whatever their position inthe company, must make these issues anon-going concern by integrating them intoeach activity on a daily basis.This approach, an intrinsic part of Legrandculture, is promoted throughout the Groupand must be applied in the long-term if ourpolicy for the prevention of occupational,environmental and assets-related risksis to complete our development efforts.Group policy on this issue is based aroundthree fundamental principles that togethersummarise the objectives and means.

ABSOLUTE COMPLIANCE WITH THEAPPLICABLE LAW AND COLLECTIVEAGREEMENTS in every country where theGroup carries out its business, and withthe ILO-OSH 2001 guidelines. At the least,unavoidable risks must be assessed, theactions required to control them mustbe implemented, and the monitoring ofemployees’ health must be organised.Management at every level acts as the localguarantor of compliance with preventionrequirements.

THE INTEGRATION OF SAFETy AND THEENVIRONMENT INTO OUR INDUSTRIALAPPROACH, both in terms of technical andmanagement issues and in the financing

of the appropriate measures. Managementis supported and advised in this role by theprevention function. Employees and theirrelevant representatives are linked to thisapproach through consultations providedfor in the reference texts.

THE ALIGNMENT OF PREVENTIONSTRATEGIES both to develop, wheneverpossible, shared methods and tools suitedto the Company’s need and to optimisethe application of Group resources.Accordingly, the gradual implementation ofa Groupwide occupational health and safetymanagement system is to make it possibleto set up a shared base of minimumrequirements and tracking indicators.This policy forms part of a cooperativeapproach targeting continuous progress.In order to lead this process, unit andsubsidiary managers must involveManagement at all levels, assisted by thelocal prevention function and the skillsof the Corporate-level support functions.Furthermore, this global approachshould enable the whole Group to takeadvantage of the instruction gained fromany significant event occurring in one of itsentities.Risk control is not only a factor ofproductivity, it is, above all else, anessential condition for sustainabledevelopment.Gilles Schnepp, Chairman and CEO


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Theof the

is to continuedevelinnosolutions

INTEGRATE THE ENDIMENSION INTO EAControl risks and setenvironmental managall Legrand industrialISO 14001. Continuouperformance of our unitsenvironmental impact.

FACTOR IN THE ENVIDIMENSION RIGHTPHASE OF OUR PRODAND SOLUTIONS.Deploy an innovativeat all Legrand Groupmaking it possible tothe environmental impacthroughout their life

KEEP OUR CUSTOMEORDER TO HELP THBEST SOLUTIONSProvide our customerunderstandable andenvironmental informatiproducts, systems andexplains their environ(composition, manufaand end-of-life)

Environment

4

charter


17FUNDAMENTAL PRINCIPLES EnViROnmEnt ChARtER

Forward planning and risk control formsthe basis of our environmental approach,coupled with compliance with regulationsand requirements. The Legrand Grouphas identified a number of key actionsto be deployed throughout its businessactivities with the aim of fostering bothSustainable Development and greaterrespect for the environment. This charterformalises these commitments.

The willof the Group

is to continuedevelopinginnovativesolutions

INTEGRATE THE ENVIRONMENTALDIMENSION INTO EACH GROUP UNITControl risks and set up a voluntaryenvironmental management system atall Legrand industrial units certified toISO 14001. Continuously improve theperformance of our units and reduce theirenvironmental impact.

FACTOR IN THE ENVIRONMENTALDIMENSION RIGHT FROM THE DESIGNPHASE OF OUR PRODUCTS, SySTEMSAND SOLUTIONS.Deploy an innovative eco-design approachat all Legrand Group Design Offices, thusmaking it possible to measure and reducethe environmental impact of our productsthroughout their life cycle.

KEEP OUR CUSTOMERS INFORMED INORDER TO HELP THEM CHOOSE THEBEST SOLUTIONSProvide our customers withunderstandable and transparentenvironmental information on ourproducts, systems and solutions thatexplains their environmental impact(composition, manufacture, logistics, useand end-of-life)

OFFER OUR CUSTOMERS SOLUTIONSDESIGNED TO IMPROVE THE ENERGyEFFICIENCy OF BUILDINGSConceive and design solutions thatpromote energy savings for residential,commercial or industrial facilities.

This environmental commitmentintegrates seamlessly into the day-to-dayrunning of our activities by involvingall the actors and making them awareof their responsibilities. It also fitsin with our sustainable developmentapproach, characterised by a dedicationto continuous improvement and regularcommunication on progress.

We are also seeking to raise our partners’awareness and get them to endorse thissustainable development commitment,while at the same time striving to stayconstantly aware of their expectationsand the practices they introduce.


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Tsusprofit

development

Each new employee shallof the Group’s ChartePrinciples on joiningCharter’s principles shain every aspect of theindividuals belonging

This Charter is also avexternal partners, whsuppliers or for informawhy the Charter is avwebsites.

Conclusion

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19FUNDAMENTAL PRINCIPLES COnCLUSiOn

Towardssustainedprofitable

development

Each new employee shall receive a copyof the Group’s Charter of FundamentalPrinciples on joining the Company. TheCharter’s principles shall be implementedin every aspect of the daily conduct of allindividuals belonging to the Group.

This Charter is also available to all ourexternal partners, whether clients,suppliers or for information only. This iswhy the Charter is available on the Group’swebsites.

Any revisions or updates to the Chartershall be notified both internally andexternally.

Acting within the framework of this Charterwill enable us to ensure the Group’ssustained profitable development.


The updated Legrand Group Charter

is available on Dialeg

FundamentalPrinciples


r

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14Group Internal Communication andExternal Relations Department128, av. de Lattre de Tassigny87045 Limoges Cedex - FrancePhone : 33 (0)5 55 06 87 87télex : 580048 Ffax : 33 (0)5 55 06 88 88


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