PATHEON N.V. Remuneration Policy
|
|
- Clare Williamson
- 5 years ago
- Views:
Transcription
1 PATHEON N.V. As provided for in article of the articles of association of Patheon N.V. (the Company ), the general meeting of the Company (the "General Meeting"), upon a proposal of the board (the "Board"), is authorized to adopt the remuneration policy of the Board. In its meeting of 3 June 2016, the General Meeting adopted the current remuneration policy for the Board (the Policy ). Within the framework of the Policy, compensation of the directors is determined by the Board, based on the advice of the Board s Compensation and Human Resources Committee (the Committee ) in accordance with the Committee s Charter (the Charter ). The Company may, from time to time, enter into service agreements or similar arrangements with its executive and non-executive directors, as it deems necessary or appropriate. I. GENERAL The purpose of the Policy is to define a competitive remuneration package, designed to attract, retain, and motivate appointees to the Board, who possess the necessary leadership qualities and the requisite skills and experience in the various facets of the Company s business. The Policy aims to ensure that directors interests are closely aligned to those of the Company s stakeholders, including the shareholders, and to incentivize the Company s directors to achieve short- and long-term performance goals with the objectives of substantially increasing the Company s equity value. This Policy is intended to ensure the overall market competitiveness of the Company s director remuneration practices while providing the Board with enough flexibility to tailor its remuneration practices on a case by case basis. 1 P a g e
2 II. EXECUTIVE DIRECTORS The remuneration package for any executive director shall be determined by the Board (by its non-executive directors without involvement of any executive director) in accordance with this Policy. The executive director remuneration package shall be reviewed periodically in accordance with the Charter and the Company's internal policies. Generally, it is expected that executive director remuneration will include a fixed base salary and a variable component comprised of short and long-term variable incentives. An executive director shall also receive certain perquisites, retirement benefits and health benefits, as well as compensation upon certain events, which may include a qualifying termination of employment or the change in control of the Company. Fixed Component: Base Salary The base salary of an executive director is set at a competitive level, taking into account the skills, competencies, experience, scope of position and performance of the executive director. An executive director s base salary shall be periodically reviewed and adjusted by the Board based on individual experience, performance and market practices. Variable remuneration An executive director may be granted variable compensation in the form of short-term and longterm incentives. The objective of the performance-related variable remuneration payment is to 2 P a g e
3 incentivize and reward strong short- and long-term financial and personal performance and the implementation of strategic imperatives. Variable remuneration shall be determined annually by the non-executive directors of the Board at or around the beginning of the Company's relevant financial year and in accordance with the Charter. Short-term incentive shall generally consist of an annual performance-based cash incentive bonus. The performance conditions include criteria reflecting the Company s financial performance and may also include quantitative or qualitative criteria related to the Company s non-financial performance and/or to individual performance. Long-term incentives shall be granted under the Company s then-current omnibus incentive plan (the Plan ), which shall set forth the appropriate terms and conditions under which the awards shall be granted. In determining the long-term incentive component of an executive director s compensation, the Committee and/or the Board shall consider factors as it determines relevant, which may include, for example, the Company s performance and relative shareholder return, the value of similar awards granted to executives of comparable companies, and the awards granted to the executive in previous years. III. NON-EXECUTIVE DIRECTORS The remuneration package for the non-executive directors shall be determined by the Board in accordance with this Policy and the Charter. Non-executive directors (other than those who are 3 P a g e
4 employed by JLL, DSM or their respective affiliates) shall be awarded annual fees, payable in cash or equity awards granted under the Plan. The Board shall determine whether non -executive directors may elect to receive their cash fees in the form of share-based awards (including share options, restricted stock units or restricted shares). Additional compensation may be awarded for non-executive directors serving in board committees and additional compensation may be awarded to non-executive directors serving as chairperson of a committee. Subject to the limitations set forth in the Plan, the non-executive directors may be eligible for grants of shares or share-based awards. The Plan shall set forth the appropriate terms and conditions under which these restricted share units shall be granted. Periodically, the fees and compensation arrangements in place for non-executive directors shall be reviewed by the Board and the Committee in accordance with the Charter to ensure that the arrangements are competitive, and based on such review, additional compensation may be granted where appropriate. IV. MAXIMUM NUMBER OF SHARES OR OPTIONS TO ACQUIRE SHARES TO BE GRANTED In accordance with the Plan, the maximum value of awards granted to a non-employee director of the Company under the Plan in any consecutive twelve month period shall be USD$450,000. This 4 P a g e
5 maximum value shall exclude the value of cash voluntarily deferred by a non-employee director in exchange for shares. Subject to the terms of the Plan, no individual may be granted awards during any calendar year for more than the number of shares reserved under the Plan, and no individual who is likely to be a Covered Employee (within the meaning of the Plan) may be granted a cash award under the Plan exceeding USD$5,000,000 during any calendar year. V. LOANS AND GUARANTEES No personal loans of the nature prohibited by Section 402 of the Sarbanes-Oxley Act of 2002 or other applicable law are offered to members of the Board. VI. CLAWBACK The 'claw-back' clause set forth in the Plan shall apply to all awards granted to the Company s members of the Board. 5 P a g e
Bank of China Australian Group Operations
BASEL Pillar 3 Annual Remuneration Disclosures under APS 330 As at 31 December 2016 Bank of China Australian Group Operations Page 1 of 7 Bank of China Australian Group Operations Pillar 3 Annual Remuneration
More informationDanske Bank Group's Remuneration Policy, March 2018
Danske Bank Group's Remuneration Policy, March 2018 Purpose The remuneration policy of the Danske Bank Group ( the Group ) applies to all Group employees. The Board of Directors has adopted the remuneration
More informationRemuneration. Benchmarking with industry peers. Total direct compensation. The objective of X5 s remuneration policy is twofold:
05 Remuneration This chapter outlines the remuneration policy for the Management Board and the Supervisory Board, as approved by the General Meeting of Shareholders. Details of actual remuneration in 2016
More informationDanske Bank Group's Remuneration Policy, March 2014
Danske Bank Group's Remuneration Policy, March 2014 Purpose The remuneration policy of the Danske Bank Group ( the Group ) applies to all Group employees. The Board of Directors has adopted the remuneration
More informationCitco Bank Canada Pillar 3 Policy Market Disclosure
Citco Bank Canada Pillar 3 Policy Market Disclosure MAY 16, 2018 Contents 1. 2. 3. 4. 5. 6. 7. 8. Introduction... 3 Stakeholders... 3 Group structure... 3 Information to be disclosed... 4 Medium to be
More informationRemuneration policy in Danske Invest Management Company.
30May 2018 Remuneration policy in Danske Invest Management Company. The remuneration policy of the Danske Bank Group ( the Group ) applies to all Group employees. The Group s remuneration policy is attached
More informationKATANGA MINING LIMITED MANAGEMENT INFORMATION CIRCULAR DATED APRIL 8, 2015 GENERAL PROXY INFORMATION
Solicitation of Proxies KATANGA MINING LIMITED MANAGEMENT INFORMATION CIRCULAR DATED APRIL 8, 2015 GENERAL PROXY INFORMATION This management information circular (the "Circular") is furnished in connection
More informationQIAGEN Remuneration Report
QIAGEN Remuneration Report Sample to Insight Remuneration Report We are pleased to present our Remuneration Report for the financial year 2017. This report builds on the Remuneration Policy which was updated
More informationSTATE STREET BANQUE S.A. Remuneration Disclosure Report on Remuneration Policies and Practices for Fiscal Year 2016 STATE STREET BANQUE SA 1
STATE STREET BANQUE S.A. Remuneration Disclosure Report on Remuneration Policies and Practices for Fiscal Year 2016 STATE STREET BANQUE SA 1 Remuneration policy Article 450 REGULATION (EU) No 575/2013
More informationCompensation Policy. 1. Effective Governance of Compensation
Compensation Policy The Bank has historically followed prudent compensation practices under the guidance of the Board and the Board Governance Remuneration & Nomination Committee (the BGRNC or the Committee).
More informationPier 1 Imports, Inc. Charters of the Committees of the Board of Directors Compensation Committee ( Compensation Committee or Committee )
1. Purpose Pier 1 Imports, Inc. Charters of the Committees of the Board of Directors Compensation Committee ( Compensation Committee or Committee ) The Compensation Committee's purpose is to (a) develop,
More information1. Introduction. 2. Period of validity
REASONED PROPOSAL BY THE BOARD OF DIRECTORS OF PROMOTORA DE INFORMACIONES, S.A. IN RELATION TO THE PROPOSED RESOLUTION TO MODIFY THE DIRECTORS REMUNERATION POLICY OF THE COMPANY, INCLUDED AS ITEM SEVENTH
More informationREMUNERATION POLICY LEADERS IN POLISH PROPERTY. 8 December 2017 Extraordinary General Meeting Materials/Remuneration Policy
REMUNERATION POLICY LEADERS IN POLISH PROPERTY 8 December 2017 Extraordinary General Meeting Materials/Remuneration Policy ECHO POLSKA PROPERTIES N.V. Remuneration Policy This remuneration policy ( Remuneration
More informationRemuneration policy Executive Board 2018
Remuneration policy Executive Board 2018 The prime objective of the Executive Board remuneration policy at Koninklijke Vopak N.V. (Vopak) is to attract and retain Executive Board members with the right
More informationREMUNERATION REPORT 2015/16
REMUNERATION REPORT 2015/16 1 REMUNERATION REPORT 2015/16 The remuneration policy of Lucas Bols is in accordance with the Dutch Corporate Governance Code. It was adopted at the general meeting of 3 February
More informationProposed Remuneration Policy
Proposed Remuneration Policy 2017 2019 The Supervisory Board of BE Semiconductor Industries N.V. (the Company or Besi ) upon recommendation of its Remuneration and Nomination Committee has approved the
More informationUpdate on Executive Compensation for Global Financial Services Companies
Update on Executive Compensation for Global Financial Services Companies November 12, 2014 2014 Epstein Becker & Green, P.C. All Rights Reserved. ebglaw.com This presentation has been provided for informational
More informationCitigroup Pty Limited (CPL) APS 330 Remuneration Disclosure - 31 st December, 2017
Citigroup Pty Limited (CPL) APS 330 Remuneration Disclosure - 31 st December, 2017 Contents Introduction 1 Qualitative disclosures 1 1. Remuneration governance 1 2. Remuneration policy and framework 3
More informationPillar 3 Annual Remuneration Disclosures
Pillar 3 Annual Remuneration Disclosures Rabobank Australia Limited ABN 50 001 621 129 AFSL 234 700 www.rabobank.com.au As at 31 December 2014 The following remuneration disclosures have been prepared
More informationIntroduction of New Stock Compensation Plans for Executives
Sumitomo Mitsui Financial Group, Inc. Introduction of New Stock Compensation Plans for Executives Tokyo, July 10, 2017--- Sumitomo Mitsui Financial Group, Inc. ( SMFG, President and Group CEO: Takeshi
More informationREMUNERATION REPORT 2016/17
REMUNERATION REPORT 2016/17 1 REMUNERATION REPORT 2016/17 The remuneration policy of Lucas Bols is in accordance with the Dutch Corporate Governance Code. It was adopted at the general meeting of 3 February
More informationFIDANTE PARTNERS EUROPE LIMITED. Pillar III Disclosure. 30 June 2017
FIDANTE PARTNERS EUROPE LIMITED Pillar III Disclosure 30 June 2017 Fidante Partners Europe LimitedPillar III Disclosure 30 June 2017 Fidante Partners Europe Limited ( Fidante Partners Europe or the Firm
More informationBasel III Pillar 3 Annual Remuneration Disclosures as at 30 June 2018
APRA Prudential Standard APS 330 Rural Bank Limited ABN 74 083 938 416 AFSL 238042 Basel III Pillar 3 Annual Remuneration Disclosures as at 30 June 2018 Rural Bank Limited Basel III Pillar 3 Annual Remuneration
More informationCOMPENSATION DISCUSSION & ANALYSIS
COMPENSATION DISCUSSION & ANALYSIS EXTRACT FROM THE BCE 2018 MANAGEMENT PROXY CIRCULAR DATED MARCH 8, 2018 This section describes our compensation philosophy, policies and programs and discusses the compensation
More informationThis Remuneration Policy (the "Policy") has been adopted by the Board of Directors of Ekspres Bank A/S.
Remuneration Policy 1. Application and objectives This Remuneration Policy (the "Policy") has been adopted by the Board of Directors of Ekspres Bank A/S. The Policy applies to all Ekspres Bank employees
More informationCOMPENSATION DISCUSSION & ANALYSIS
EXTRACT FROM THE BCE 2016 MANAGEMENT PROXY CIRCULAR DATED MARCH 3, 2016 Compensation Discussion & Analysis This section describes our compensation philosophy, policies and programs and discusses the compensation
More informationCompensation of Executive Board Members in European Health Care Companies. HCM Health Care
Compensation of Executive Board Members in European Health Care Companies HCM Health Care CONTENTS 4 EXECUTIVE SUMMARY 5 DATA SAMPLE 6 MARKET DATA OVERVIEW 6 Compensation level 10 Compensation structure
More information2017 DIRECTORS REMUNERATION POLICY
2017 DIRECTORS REMUNERATION POLICY The Group's Remuneration Policy was approved at the Annual General Meeting of Inmarsat plc held on 4 May 2017. The Group s Remuneration Policy is designed to deliver
More informationCrédit Agricole CIB. Year This report is drawn up in accordance with Article 450 of regulation (UE) no. 575/2013 of 26 June 2013.
Crédit Agricole CIB Annual Report on compensation policy and practices for persons defined in Article L. 511-71 of the French Monetary and Financial Code and, where appropriate, pursuant to Commission
More informationCITIGROUP PTY LIMITED (CPL) - APS 330 REMUNERATION DISCLOSURE YEAR ENDED 31 DECEMBER 2016
Overview CITIGROUP PTY LIMITED (CPL) - APS 330 REMUNERATION DISCLOSURE YEAR ENDED 31 DECEMBER 2016 The following remuneration disclosures have been prepared in line with the prudential standard APS 330
More informationRemuneration Report 2017
Remuneration Report 2017 Contents Background statement 01 Page Introduction 1 Group Human Resources and Remuneration committee 2 Shareholder voting 3 Remuneration philosophy 4 Design principles 4 Executive
More informationBasel III Pillar 3 Annual Remuneration Disclosures as at 30 June 2015
APRA Prudential Standard APS 330 Rural Bank Limited ABN 74 083 938 416 AFSL 238042 Basel III Pillar 3 Annual Remuneration Disclosures as at 30 June 2015 Rural Bank Limited Basel III Pillar 3 Annual Remuneration
More informationJupiter Group Remuneration disclosures for the year ended 31 December 2017
Jupiter Group Remuneration disclosures for the year ended 31 December 2017 This document sets out remuneration related disclosures for Jupiter Fund Management plc ( JFM plc ) and all of its subsidiary
More informationCompensation Practices and Policies How Do They Impact Risk?
Compensation Practices and Policies How Do They Impact Risk? September 24, 2009 Jay Rothman Foley & Lardner LLP Mark Plichta Foley & Lardner LLP 1 2009 Foley & Lardner LLP Attorney Advertising Prior results
More informationItem 19. Current terms of employment. The Board s proposed guidelines
Item 19 The Board s proposed resolution on the adoption of principles for remuneration and other terms of employment for the members of the Executive Management Team The remuneration guidelines approved
More informationREMUNERATION REPORT NN INVESTMENT PARTNERS BELGIUM- ALTERNATIVE INVESTMENT FUNDS 2016
REMUNERATION REPORT NN INVESTMENT PARTNERS BELGIUM- ALTERNATIVE INVESTMENT FUNDS 2016 Introduction This Remuneration Report describes remuneration philosophy and system as applicable to staff who perform
More informationLUXFER HOLDINGS PLC. Remuneration Policy Report
Remuneration Policy Report The Remuneration Committee presents the proposed Executive Directors Remuneration Policy Report for 2018. This policy will take effect immediately, following approval at the
More informationREMUNERATION AND INCENTIVE POLICY
REMUNERATION AND INCENTIVE POLICY 1 PRINCIPLES Introduction Fondaco Lux SA is a company belonging to Fondaco Group. The Group, through its parent company Fondaco SGR S.p.A. has adopted a set of policies
More informationREMUNERATION POLICY. November 2017
REMUNERATION POLICY November 2017 1 1. INTRODUCTION CRUX Asset Management Limited ( CRUX ) is authorised by the Financial Conduct Authority as a MiFID investment firm and it is subject to the BIPRU Remuneration
More informationRemuneration Committee annual statement. Role of the Remuneration Committee
Remuneration Committee annual statement The Committee continues to place the interests of shareholders at the forefront of its decision-making with regards to remuneration policy implementation. Role of
More informationAltice N.V. Remuneration Report 2015
Altice N.V. Remuneration Report 2015 Prins Bernhardplein 200 1097 JB Amsterdam The Netherlands REMUNERATION REPORT 2015 ALTICE N.V. (for the financial year ended 31 December 2015) This report gives an
More informationCompensation Report ANNUAL REPORT
Report 20 17 ANNUAL REPORT The purpose of Idorsia is to discover, develop and bring more, innovative medicines to patients. We have more ideas, we see more opportunities and we want to help more patients.
More informationCOMPENSATION POLICY FOR DIRECTORS OF INDRA SISTEMAS, S.A.
COMPENSATION POLICY FOR DIRECTORS OF INDRA SISTEMAS, S.A. This document describes the Compensation Policy for Directors of Indra Sistemas, S.A., and is submitted for approval at the Annual Shareholders
More informationPillar 3 Disclosure (UK) As at 31 December 2010
Pillar 3 Disclosure (UK) As at 31 December 2010 FSA BIPRU Disclosures: Remuneration for Year Ended December 31, 2010 2 Composition of the Compensation Committee 2 Decision-making process 2 Determination
More informationMarks and Spencer Unit Trust Management Limited. Remuneration: strategy, principles and governance
Marks and Spencer Unit Trust Management Limited Remuneration: strategy, principles and governance Background Marks and Spencer Unit Trust Management Limited (M&SUTM) is the authorised fund manager and
More informationBenchmark. Base salary 2012 Base salary 2013 Base salary 2014
Remuneration Annual Report 2014 57 s remuneration policy is prepared in accordance with the Dutch Corporate Governance Code and was adopted at the General Meeting of Shareholders on April 17, 2013. Remuneration
More information104 Swiss Re 2013 Financial Report
104 Swiss Re 2013 Financial Report Compensation Introduction Compensation Swiss Re s compensation framework is designed to promote long-term sustainable performance for the Group and its shareholders through
More informationKATANGA MINING LIMITED NOTICE OF ANNUAL GENERAL MEETING OF SHAREHOLDERS
KATANGA MINING LIMITED NOTICE OF ANNUAL GENERAL MEETING OF SHAREHOLDERS NOTICE IS HEREBY GIVEN that the annual general meeting of shareholders (the Meeting ) of Katanga Mining Limited (the Company ) will
More informationCorporate Governance Under the Dodd-Frank Wall Street Reform & Consumer Protection Act
Corporate Governance Under the Dodd-Frank Wall Street Reform & Consumer Protection Act John Brantley, Partner, Bracewell & Giuliani LLP October 22, 2010 The Law in Context Corporate governance has been
More informationRIMINI STREET, INC. AUDIT COMMITTEE OF THE BOARD OF DIRECTORS AUDIT AND NON-AUDIT SERVICES PRE-APPROVAL POLICY
A. Statement of Principles RIMINI STREET, INC. AUDIT COMMITTEE OF THE BOARD OF DIRECTORS AUDIT AND NON-AUDIT SERVICES PRE-APPROVAL POLICY Amended and Approved as of September 13, 2017 Under the Sarbanes-Oxley
More informationREMUNERATION POLICY DIRECTORS
REMUNERATION POLICY DIRECTORS Introduction This Remuneration Policy governs the compensation of the members of the Board of Directors (the "Board") of Merus N.V. (the "Company"). In this Remuneration Policy
More informationREMUNERATION REPORT 2016 REMUNERATION REPORT 2016
REMUNERATION REPORT 2016 REMUNERATION REPORT 2016 1 TABLE OF CONTENTS 2 3 INTRODUCTION 5 REMUNERATION POLICY FOR THE BOARD OF MANAGEMENT 7 APPLICATION OF REMUNERATION POLICY IN 2016 9 SUPERVISORY BOARD
More informationAs approved by the General Meeting of Shareholders on 3 May, 2013
As approved by the General Meeting of Shareholders on 3 May, 2013 Remuneration Policy for the Management Board of AMG Advanced Metallurgical Group N.V Amsterdam, the Netherlands 3 May, 2013 Introduction
More informationCompensation. Board of Directors. Compensation of the Board of Directors in 2015
Compensation Board of Directors The table below outlines the annual compensation payable to the members of the Board for their services on the Board and its committees, as resolved at the respective Annual
More informationAPS 330 Regulatory Disclosures
APS 330 Regulatory Disclosures Overview The Basel II Capital Framework (the Framework) came into effect in Australia on 1 January 2008 through APRA s prudential standards and applied to all authorised
More information2014 Remuneration report
2014 Remuneration report Remuneration policy 2011-2014 The remuneration policy that applies to the USG People Executive Board is set by the General Meeting of Shareholders for a period of several years.
More informationCION ARES DIVERSIFIED CREDIT FUND. Audit Committee Charter. (as of October 5, 2016) the Fund s accounting and financial reporting processes;
CION ARES DIVERSIFIED CREDIT FUND Audit Committee Charter (as of October 5, 2016) I. Purpose The purpose of the Audit Committee (the Committee ) of the Board of Trustees (the Board ) of CION Ares Diversified
More informationRULES GOVERNING THE BOARD OF DIRECTORS PATHEON N.V.
RULES GOVERNING THE BOARD OF DIRECTORS PATHEON N.V. 1 Status and contents of the Rules 1.1 These rules (the "Rules") have been adopted by the Board pursuant to article 7.1.4 of the Articles of Association
More informationBasel III Pillar 3 UK Annual Remuneration disclosures. March 2015
Basel III Pillar 3 UK Annual Remuneration disclosures March 2015 This page has been left blank intentionally. Basel III Pillar 3 UK Annual Remuneration Disclosures March 2015 Contents macquarie.com Introduction
More informationCOMPENSATION POLICY FOR DIRECTORS OF INDRA SISTEMAS, S.A. 25 May 2017
COMPENSATION POLICY FOR DIRECTORS OF INDRA SISTEMAS, S.A. 25 May 2017 Contents I. Principles of the Compensation Policy... 3 a) Principles and Bases for Director Compensation for their Duties as Directors....
More informationExecutive Compensation Compensation Discussion and Analysis
Executive Compensation Compensation Discussion and Analysis This CDA describes the objectives and the role of the Compensation Committee and discusses the philosophy upon which the Compensation Committee
More informationAudit Committee Charter
Audit Committee Charter JOHNSON CONTROLS, INC. BOARD OF DIRECTORS Mission Statement The Audit Committee (the Committee ) is appointed by the Board of Directors (the Board ) to assist the Board in fulfilling
More informationCOMPENSATION POLICY FOR DIRECTORS OF INDRA SISTEMAS, S.A.
COMPENSATION POLICY FOR DIRECTORS OF INDRA SISTEMAS, S.A. 24 May 2018 1 Contents I. Principles of the Compensation Policy... 3 a) Principles and Bases for Director Compensation for their Duties as Directors....
More informationB A SE L III P IL L A R 3 A NNUA L RE MUNE R AT ION DIS C LO S URE S A S AT 3 0 J UNE 2016
Bendigo and Adelaide Bank Limited B A SE L III P IL L A R 3 A NNUA L RE MUNE R AT ION DIS C LO S URE S A S AT 3 0 J UNE 2016 Bendigo and Adelaide Bank Limited ABN 11 068 049 178 AFSL 237879 Bendigo and
More informationAlternative Investment Fund Managers Directive
Alternative Investment Fund Managers Directive Report on Remuneration The below disclosures are made in respect of the remuneration policies of the BlackRock group ("BlackRock"), as they apply to BlackRock
More informationCapital Requirements Regulation (CRR) 2017 Remuneration Disclosure ING Bank N.V.
Capital Requirements Regulation (CRR) 2017 Remuneration Disclosure N.V. 1. Introduction This 2017 remuneration disclosure provides detailed information on ING s remuneration policy and practices for Identified
More informationREMUNERATION REPORT Remuneration of the Board of Management
Policy The remuneration policy 2015 and onwards was adopted by the Extraordinary General Meeting of Shareholders on July 23, 2015, with effect from January 1, 2015. The goals of the remuneration policy
More informationCompensation in 2017 Looking forward on long-term incentives
Compensation This section sets out our remuneration governance, policies and how they have been implemented within Nokia and includes our Remuneration Report where we provide disclosure of the compensation
More informationHuntington Bancshares Incorporated Policy
1 of 7 Policy Statement/Purpose This policy sets forth the guidelines for possible recoupment or clawback of incentive compensation in appropriate situations to the extent permitted (or required) by law
More informationDirectors Remuneration Policy
Directors Remuneration Policy Contents Executive Director remuneration policy.... 4 Future policy table.... 5 Fixed elements Benefits.... 6 Fixed elements Pension benefits... 7 Short-term incentives -
More informationRemuneration report for the financial year 2012 Wereldhave N.V. March 1, 2013
Remuneration report for the financial year 2012 Wereldhave N.V. March 1, 2013 Introduction This remuneration report was written by the Supervisory Board of Wereldhave N.V. and is available on the company
More informationCompensation Report. Dear clients, business partners and fellow shareholders,
Dear clients, business partners and fellow shareholders, As Chairwoman of the Nomination & Compensation Committee of the Board, I am pleased to present you with Partners Group s, covering the year ended
More informationOrdinance No. 4. of 21 December 2010 on the Requirements for Remunerations in Banks. Subject. Scope. Remuneration Policy. Ordinance No.
Ordinance No. 4 1 Ordinance No. 4 of 21 December 2010 on the Requirements for Remunerations in Banks (Issued by the Bulgarian National Bank; published in the Darjaven Vestnik, issue 102 of 30 December
More informationIncentive Compensation for Financial Institutions: Reproposal and Its Impact on Regional Banks
Incentive Compensation for Financial Institutions: Reproposal and Its Impact on Regional Banks May 25, 2016 Margaret E. Tahyar Kyoko Takahashi Lin Jean M. McLoughlin Davis Polk & Wardwell LLP 2016 Davis
More informationShareholders' Meeting
AMENDMENTS TO CLAUSE 8 OF THE ARTICLES OF ASSOCIATION REGARDING THE REMUNERATION AND INCENTIVE POLICIES AND PRACTICES DELEGATION TO INCREASE THE SHARE CAPITAL TO SERVICE THE 2014 GROUP INCENTIVE SYSTEM
More informationCARGOJET INCOME FUND INFORMATION CIRCULAR
CARGOJET INCOME FUND INFORMATION CIRCULAR Solicitation of Proxies This information circular is furnished in connection with the solicitation of proxies by the trustees (the Trustees ) of Cargojet Income
More informationRemuneration and Incentive Policy
December 2017 1 TABLE OF CONTENT 1 Introduction... 4 2 General principles... 4 3 Regulatory backdrop... 5 4 Roles, Responsibilities and Governance of the Remuneration Policy... 6 4.1 Resolutions of Shareholders...6
More informationCompensation Report. Dear clients, business partners and fellow shareholders,
Dear clients, business partners and fellow shareholders, As Chairwoman of the Nomination & Compensation Committee of the Board, I am pleased to present you with Partners Group s, covering the year ended
More informationRemuneration Report I. ASCOM REMUNERATION POLICY. 1. Corporate Governance as basis of the remuneration policy
30 ASCOM ANNUAL REPORT 207 REMUNERATION REPORT Remuneration Report Note PricewaterhouseCoopers AG as statutory auditors have audited the Remuneration Report according to Clause 7 of the Ordinance against
More informationRemuneration report. 84 Remuneration philosophy 84 Service contracts 85 Remuneration for senior management and employees
Rr Remuneration report 84 Remuneration philosophy 84 Service contracts 85 Remuneration for senior management and employees 86 Remuneration for non-executive directors Integrated Report 2016 83 Remuneration
More informationFORM F6V STATEMENT OF EXECUTIVE COMPENSATION VENTURE ISSUERS
FORM 51 102F6V STATEMENT OF EXECUTIVE COMPENSATION VENTURE ISSUERS General For the purpose of this Statement of Executive Compensation: Company means RYU APPAREL INC.; compensation securities includes
More informationRevenue from Contracts with Customers: The Final Standard
Revenue from Contracts with Customers: The Final Standard 1 TABLE OF CONTENTS Overview and effective date.... 3 Key provisions of the standard.... 3 Transition.... 12 Planning.... 13 How Experis Finance
More informationRemuneration Policy March 2018
Remuneration Policy March 2018 The remuneration policy is defined by the General Management of Ossiam. It receives the contribution of the control functions in order to ensure its compliance with the applicable
More informationRemuneration. Bill McEwan Chairman of the Remuneration Committee of the Supervisory Board
Ahold Delhaize Annual Report 2017 101 Bill McEwan Chairman of the Committee of the Supervisory Board Dear shareholder, I am pleased to present our 2017 report. As one of the world s leading food retail
More informationSUMMARY: This interim rule, promulgated pursuant to sections 101(a)(1), 101(c)(5), and 111(b) of the Emergency Economic Stabilization Act of 2008,
Billing Code 4810-25-P DEPARTMENT OF THE TREASURY Domestic Finance 31 CFR Part 30 TARP CAPITAL PURCHASE PROGRAM AGENCY: Domestic Finance, Treasury. ACTION: Interim final rule. SUMMARY: This interim rule,
More informationCADOGAN PETROLEUM PLC
1. Introduction DIRECTORS REMUNERATION POLICY This Directors' Remuneration Policy (the "Policy") contains the information required to be set out as the directors' remuneration policy for the purposes of
More informationThis report comprises three sections covering the remuneration arrangements for the following executive categories:
22 Report and Remuneration Report 35 This report comprises three sections covering the arrangements for the following executive categories: Board of Management Executives below the Board of Management
More informationSRI LANKA RELATED SERVICES PRACTICE STATEMENT 4750
SRI LANKA RELATED SERVICES PRACTICE STATEMENT 4750 ENGAGEMENTS TO REPORT ON THE COMPLIANCE WITH THE CORPORATE GOVERNANCE DIRECTIVE ISSUED BY THE CENTRAL BANK OF SRI LANKA (Effective for engagements commencing
More informationRELATED PARTY TRANSACTIONS- POLICY& PROCEDURES, 2014
PREAMBLE The Company is committed to upholding the highest ethical and legal conduct in fulfilling its responsibilities and recognizes that related party transactions can present a risk of actual or apparent
More informationBasel Committee on Banking Supervision s Pillar 3 Remuneration Disclosure
Basel Committee on Banking Supervision s Pillar 3 Remuneration Disclosure The information set forth in this document in respect of The Great-West Life Assurance Company ( Great-West ), London Life Insurance
More informationReport of the Board of Directors on the proposals for the compensation of the Board of Directors and of the Executive Board
Report of the Board of Directors on the proposals for the compensation of the Board of Directors and of the Executive Board Table of contents Overview 3 I. Governance Framework 4 II. Approvals of Annual
More informationBendigo and Adelaide Bank Limited APRA Prudential Standard APS 330 Basel III Pillar 3 Annual Remuneration Disclosures as at 30 June 2014
Bendigo and Adelaide Bank Limited APRA Prudential Standard APS 330 Basel III Pillar 3 Annual Remuneration Disclosures as at 30 June 2014 Bendigo and Adelaide Bank Limited ABN 11 068 049 178 AFSL 237879
More informationAltice N.V. Remuneration Report 2017
Altice N.V. Remuneration Report 2017 Prins Bernhardplein 200 1097 JB Amsterdam The Netherlands REMUNERATION REPORT 2017 ALTICE N.V. (for the financial year ended December 31, 2017) This report gives an
More informationReport of the Supervisory Board
Report of the Supervisory Board Sif Annual Report 2016 We take pride in presenting the first ever Annual Report of Sif Group since the initial public offering of shares in Sif Holding N.V. and the listing
More informationREMUNERATION REPORT (approved by the Board of Directors of Enel S.p.A. on April 5, 2012)
REMUNERATION REPORT (approved by the Board of Directors of Enel S.p.A. on April 5, 2012) (Drawn up pursuant to Articles 123-ter of the Unified Financial Act and 84-quater of CONSOB s Issuers Regulation
More information6 Shareholder identification
Amendments to Shareholders Rights Directive 2007/36/EC. The six parts of this directive 1 Remuneration policy & Remuneration report 2 to vote on the policy and on the report Introducing specific rules
More informationCompensation. Remuneration governance
Compensation This section sets out our remuneration policies, how they have been implemented within Nokia, and includes our Remuneration Report where we provide disclosure of the compensation of our Board,
More informationRemuneration Report 2010
Deutsche Bank Information and Disclosure on Compensation according to German Regulation Instituts-Vergütungsverordnung (InstitutsVergV) Deutsche Bank 1 Compensation Philosophy In 2010 Deutsche Bank ( the
More informationRemuneration report for the financial year 2011 Wereldhave N.V. March 1, 2012
Remuneration report for the financial year 2011 Wereldhave N.V. Introduction This remuneration report was written by the Supervisory Board of Wereldhave N.V. and is available on the company s website (www.wereldhave.com).
More informationUpdate on Capital Requirements Directive III (CRDIII) Remuneration Guidelines
Update on Capital Requirements Directive III (CRDIII) Remuneration Guidelines, Unit 9 Lloyds Chambers, 5th By Lex Verweij October 12, 2010 The long awaited guidance from the Committee for European Banking
More information