Remuneration Information • Mar 25, 2020
Remuneration Information
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Report on remuneration policy and compensation paid
prepared pursuant to art. 123-ter of Italian Legislative Decree 58/1998 and art. 84-quater of Consob Regulation 11971/1999
26 February 2020
This Report on Remuneration Policy and Compensation Paid ("Remuneration Report" or "Report") was prepared in accordance with art. 123-ter of Legislative Decree 58 of 24 February 1998 ("Consolidated Law on Finance") and article 84-quater of the Consob regulation adopted by resolution no. 11971 of 14 May 1999 ("Consob Regulation on Issuers"). The Report was also prepared in accordance with Article 3A, Table 7-bis of the Consob Regulation on Issuers as most recently updated by Legislative Decree 49 of 10 May 2019 ("Legislative Decree 49/2019") implementing Directive (EU) 2017/828 of the European Parliament and of the Council of 17 May 2017 (the so-called Shareholders' Rights Directive II), amending Directive 2007/36/EC on the exercise of certain rights of shareholders in listed companies with regard to the encouragement of long-term shareholder engagement (the "Directive").
The Remuneration Report is divided into the following sections:
Moreover, Section II contains information on the equity investments held, in the issuer and its subsidiaries, by members of the administration and control bodies, senior managers and other key managers, as well as their not-legally-separated spouses and children (minors), in accordance with the provisions of art. 84-quater of the Consob Regulation on Issuers.
This section of the Remuneration Report describes the essential features of the Remuneration Policy adopted by the Company (hereinafter the "Remuneration Policy"), which defines the principles and guidelines to which the Piaggio Group adheres in determining and monitoring the application of remuneration practices for board directors, senior managers and key managers, and, without prejudice to art. 2402 Civil Code, of the members of the Board of Statutory auditors.
The Remuneration Policy, already adopted by the Board of Directors on 23 February 2012 on the proposal of the Remuneration Committee, was last amended by the Board of Directors on 26 February 2020, on the basis of a proposal put forward by the Remuneration Committee in order to incorporate the regulatory changes resulting from Legislative Decree 49/2019 transposing the Shareholders' Rights Directive II.
The Remuneration Policy defines the goals pursued and the principles that underlie the determination of remuneration for governance bodies, general managers and key managers, as further explained in the subsequent paragraph 2.
The Remuneration Policy was prepared also based on recommendations in the Corporate Governance Code endorsed by the Corporate Governance Committee.
The Remuneration Policy has a duration of one year.
As required by Consob Regulation no. 17221 of 12 March 2010 concerning transactions with related parties (the "Regulation on Related Parties"), as transposed in the internal procedure adopted by the Company ("RPT Procedure") (and available on the group website at www.piaggiogroup.com in the Governance section), approval of the Remuneration Policy by the Shareholders' Meeting exempts the Company from applying the above procedure for related party transactions in resolutions concerning the remuneration of directors and key managers, provided that these are consistent with the Remuneration Policy:
Furthermore, pursuant to Article 13, paragraph 1, of the Regulation on Related Parties, the RPT Procedure does not apply to shareholders' resolutions that are pursuant to Article 2389, paragraph 1, of the Italian Civil Code, regarding remuneration due to the members of the Board of Directors and the executive committee, or to the resolutions concerning the remuneration of directors assigned special duties which falls within the total amount previously determined by the Shareholders' Meeting, pursuant to Article 2389, paragraph 3, second sentence of the Civil Code.
The main parties and bodies involved in the preparation, approval and auditing of the Remuneration Policy are the Shareholders' Meeting, the Board of Directors, the Remuneration Committee and the Board of Statutory Auditors.
The Board of Directors:
.
The Remuneration Committee of the Company, which is a Board Directors' committee, in accordance with the Corporate Governance Code, consists of non-executive, independent directors.
The Remuneration Committee has the following tasks:
The Remuneration Policy has therefore been outlined and approved by the Board of Directors at the proposal of the Remuneration Committee.
As mentioned above, competence for the implementation of the Remuneration Policy lies with the Board of Directors, with the power to delegate it to the Chairman and Chief Executive Officer of the Company, subject to the involvement of the Remuneration Committee in the cases provided for by the Policy, it being understood that any decision relating and/or pertaining to the implementation of the Remuneration Policy concerning one of the above mentioned subjects will remain the exclusive competence of the Board.
The Remuneration Committee appointed by the Board on 16 April 2018 consists of three independent non-executive directors - Giuseppe Tesauro, acting as Chairman, Andrea Formica and Graziano Gianmichele Visentin. All Committee members have experience in finance and remuneration policies considered suitable by the Board at the time of appointment.
Pursuant to application criterion 6.C.6. of the Corporate Governance Code, in order to manage any conflicts of interest, no Director participates in meetings of the Remuneration Committee in which proposals are formulated to the Board of Directors regarding his/her remuneration.
The Remuneration Committee meets annually and whenever it is necessary to resolve on remuneration.
With regard to remuneration, the General Shareholders' Meeting:
If the Shareholders' Meeting does not approve the Remuneration Policy, the Company will be required to pay remuneration in accordance with the most recent Remuneration Policy approved by the Shareholders' Meeting or, failing that, in accordance with current practice. At the next Shareholders' Meeting to approve the financial statements, the Company shall submit a new Remuneration Policy to the Shareholders' Meeting for a vote.
Without prejudice to the provisions of the Related Parties Regulation and the RPT Procedure, there are no elements of the Policy which may be waived in exceptional circumstances.
1Shareholders' votes are required upon amendments to the Remuneration Policy that are not merely formal or editorial clarifications.
The Board of Statutory Auditors expresses its opinion on proposals for the remuneration of executive directors and, more generally, of directors holding particular offices, verifying the consistency of said proposals with the Remuneration Policy.
The Company's Remuneration Policy and, in particular, the policy on variable components of remuneration, contributes to the Company's strategy and to the pursuit of its long-term interests and sustainability. This contribution is provided through the greater and more informed involvement of shareholders, who are called to express their binding vote on the Remuneration Policy, which describes each of the items comprising the remuneration of Directors and other key managers, and therefore has a different and more comprehensive content than resolutions relating to remuneration as referred to in art. 2364, 2389 and 2402 Civil Code. The remuneration of directors, senior managers and key managers, where identified, is defined so as to ensure an overall remuneration structure that is able to acknowledge the professional value of those involved and allow an appropriate balance between fixed and variable components, with the aim of creating sustainable value in the medium and long term and ensuring a direct link between remuneration and specific performance objectives.
In particular, the guidelines inspiring the Remuneration Policy are based on the following criteria:
The Shareholders' Meeting resolves on the total amount of remuneration due to the Board of Directors. The remuneration of directors vested with special offices is set by the Board of Directors, following the opinion of the Board of Statutory Auditors and at the proposal of the Remuneration Committee.
The variable component will be paid only on achieving the expected result. The amount of the incentive to be paid to each person involved is determined based on the achievement of results effectively pursued. In this regard it is pointed out that - at present - the Company has not considered it necessary to introduce the so-called "claw back" clauses on the variable remuneration component; however, the Company reserves the right to assess whether or not to apply any correction mechanisms ex post to the variable remuneration component through the introduction of such clauses.
In the event that the Company carries out particularly exceptional and strategically important transactions in terms of the impact on Company results, the Board of Directors, at the proposal of the Remuneration Committee, has the power to allocate, at its discretion, specific bonuses to executive directors and key managers, without prejudice to the procedure on transactions with related parties set out in the RPT Procedure, where applicable.
The Company may provide incentive and loyalty plans based on shares or other financial instruments, aimed at directors, employees and co-workers, including key managers, pursuant to art. 114-bis of the Consolidated Law on Finance, without prejudice to the procedure on transactions with related parties set out in the RPT Procedure, where applicable.
There are no deferred remuneration payment systems.
As incentive plans based on financial instruments were not in place at the date of this Report, there are no clauses for keeping the financial instruments in the portfolio after their acquisition.
The Remuneration Policy does not foresee stipulation with directors and key managers of agreements governing a priori economic aspects (indemnities and/or other benefits) in the event of termination of office, or which concern any advance termination of employment at the initiative of the Company or the interested party. If it becomes necessary to sign such agreements, the safeguards relating to transactions with related parties set out in the RPT Procedure (where applicable) will apply and the Remuneration Committee must be consulted.
In defining the Remuneration Policy, the Company has not used remuneration policies implemented by other companies as a reference, and has not sought the cooperation of independent experts.
Within the Board of Directors it is possible to distinguish between:
All non-executive directors are paid a fixed annual remuneration, as approved by the General Shareholders' Meeting.
Directors participating in the Internal Control and Risk Management Committee and the Remuneration Committee, both composed of all independent directors as required by the Corporate Governance Code, are paid an additional fixed amount in consideration of the additional commitment required.
The Deputy Chairman receives additional remuneration compared to the office of director.
Independent directors do not receive specific remuneration, except for those who are called upon to participate in the committees listed above. Independent Directors do not receive variable compensation and are not recipients of compensation plans based on financial instruments.
In addition, expenses incurred by directors for performance of their duties are reimbursed by the Company.
Non-executive directors benefit from "Directors and Officers" insurance coverage for liability concerning acts committed in the exercise of their functions, except in cases of malice and gross negligence.
The Remuneration Policy does not provide for the payment of non-monetary benefits to Executive Directors.
The remuneration of executive directors is composed as follows:
The variable is therefore paid on an annual basis with reference to long-medium term objectives defined in the three-year Strategic Plan.
At present, the Board of Directors has only approved the payment of the variable part of remuneration for the Chairman and Chief Executive Officer.
The variable component can reach up to a maximum of 30% of the amount established for fixed remuneration.
Executive directors benefit from "Directors and Officers" insurance coverage for liability concerning acts committed in the exercise of their functions, except in cases of malice and gross negligence.
The Remuneration Policy does not provide for the payment of fringe benefits to Executive Directors.
Considering the structure of the remuneration of the Chairman and Chief Executive Officer (and positions held by said), the Company did not deem it necessary - at the time - to introduce so-called "clawback" clauses on the variable remuneration component, considering that the interest of the Company was nevertheless protected by the provisions applicable in case of violations of the law or the regulations.
The remuneration of key managers (where identified) is determined in accordance with the general principles set out in paragraph 2., and comprises:
Key managers (where identified) are reimbursed for expenses incurred for the performance of their duties and benefit from "Directors and Officers" insurance coverage for liability concerning acts committed in the exercise of their functions, except in cases of malice and gross negligence, in addition to the general protection provided by the applicable National Collective Employment Contract.
At the date of this Report, no key managers have been identified within the Issuer's organisation chart.
Pursuant to Article 2402 of the Italian Civil Code, the remuneration of the members of the Board of Statutory Auditors is determined by the Shareholders' Meeting at the time of appointment for their entire period of office.
This section contains the individual remuneration for directors, statutory auditors and general managers and in aggregate form for key managers:
It should be noted that the independent auditors PricewaterhouseCoopers S.p.A. has verified – in compliance with the provisions of art. 123-ter, paragraph 8-bis, of the Consolidated Law on Finance – that the Board of Directors of Piaggio has prepared this Section of the Remuneration Report.
The Shareholders' Meeting of 16 April 2018 set the gross annual compensation for each member of the Board of Directors at Euro 40,000 for the entire term of office and until otherwise resolved by the Shareholders' Meeting, excluding from this amount the remuneration of directors holding special offices pursuant to Article 2389, paragraph 3, of the Italian Civil Code and compensation for any special assignments.
An additional remuneration of Euro 10,000 was paid to the directors called to participate in the Internal Control and Risk Management Committee and to the Remuneration Committee, as decided by the Board of Directors on 16 April 2018, in consideration of the greater commitment required. The Chairman of the Internal Control and Risk Management Committee receives remuneration of Euro 20,000.
The remuneration of the Chairman and Chief Executive Officer and Deputy Chairman was approved by the Board of Directors on 16 April 2018, having obtained the opinion of the Board of Statutory Auditors and following the proposal of the Remuneration Committee.
The remuneration of the Chairman and Chief Executive Officer, as provided for by the Remuneration Policy, consists of a gross annual fixed component of Euro 1,250,000 (plus Euro 40,000 annual gross for the office of director) and a variable component. The amount of the variable component payable (which can reach up to a maximum of 30% of the amount established for the fixed remuneration) is determined by the Board of Directors, at the proposal of the Remuneration Committee.
For the 2019 financial year, the Remuneration Committee met to formulate the proposal to be presented to the Board of Directors, and thus determined that the variable component of the remuneration of the Chairman and Chief Executive Officer for the financial year 2019 would be Euro 375,000, equal to 30% of the fixed component. This variable component was confirmed by the resolution of the Board of Directors on 26 February 2020.
The Deputy Chairman of the Company receives remuneration of Euro 100,000 in addition to Euro 40,000 per year for being a Director.
The Board of Directors, after consulting with the Board of Statutory Auditors and as proposed by the Remuneration Committee, also decided on granting the Director with powers Michele Colaninno – an additional compensation totalling of Euro 250,000 per year on top of the Euro 40,000 received for being a director, of which: (i) Euro 100,000 per year for powers to be exercised within the scope of the Group's activities; (ii) Euro 150,000 per year for powers granted in the context of product and marketing strategies.
Please note that at the date of this Remuneration Report, the Board of Directors has not identified the key managers.
No agreements have been stipulated with the directors that regulate economic aspects (indemnities and/or other benefits) ex ante in the event of termination of office or with regard to any form of termination of the employment relationship at the initiative of the Company or the interested party.
There are no agreements assigning or maintaining non-monetary benefits for persons who have ceased to hold office or to enter into consultancy contracts for a period after the termination of the relationship.
There are no agreements providing for compensation for non-competition commitments.
There are no ex post correction mechanisms for the variable remuneration component.
On 16 April 2018, the Company's Ordinary Shareholders' Meeting resolved to set the remuneration for Statutory Auditors at Euro 40,000.00 gross per year for each statutory auditor, and Euro 75,000.00 gross per year for the Chairman of the Board of Statutory Auditors. The statutory auditor Giovanni Barbara, as member of the Supervisory Board, receives further annual remuneration of Euro 25,000.
* * *
For the sake of completeness, it should be noted that the remuneration paid during the Reporting Year is consistent, in its amount and in its constituent items, with the Remuneration Policy defined by the Company and last approved by the Shareholders' Meeting on 12 April 2019. It should be noted that the aforementioned Shareholders' Meeting, in accordance with the regulations in force on that date, was called to resolve on Section I of the Remuneration Report (with a non-binding vote), while it did not express an opinion on Section II of the Report.
In relation to the reporting requirements set out in Schedule 7-bis of Attachment 3A of the Consob Regulation on Issuers no. 11971/99, with regard to remuneration paid to members of the Controlling Bodies, General Managers and other Key Managers, for whatever reason and in whatever form, also by subsidiaries and associates, the above information is provided according to the procedures described below.
The information is provided separately with reference to positions in the Company that prepares the financial statements and for those possibly held in subsidiaries and associates, whether listed or not2 .
Fixed remuneration: are shown separately, possibly in a footnote and on an accrual basis: (i) remuneration approved by the Shareholders meeting for the period, even if not paid; (ii) attendance fees; (iii) lump-sum expense reimbursement; (iv) remuneration received for performing special duties, pursuant to article 2389, paragraph 3 of the Italian Civil Code (for example, Chairman, Deputy Chairman); (v) fixed remuneration from employment gross of tax and social security charges borne by the employee, excluding mandatory collective insurance social security charges borne by the Company and the termination benefit provision. The other components of remuneration from employment (bonuses, other remuneration, fringe benefits, etc.) are indicated in the corresponding columns, specifying in the notes the part paid for the office of director and that for employment.
Remuneration for participation in committees this is indicated on an accrual basis and may be indicated at an aggregate level. An indication is provided in the notes of the committees to which the director belongs and, in the event of participation in several committees, the remuneration received for each.
Bonuses and other incentives: remuneration accrued (vested), even if not yet paid, during the year for targets achieved in the same year, based on monetary incentive plans, is included. Under no circumstances are stock-options assigned or exercised or other remuneration in financial instruments included.
Profit sharing the amount accruing is indicated, even if approval of the financial statements and distribution of profits have not yet taken place.
Fringe benefits the value of fringe benefits (according to a criterion of tax liability), including any insurance policies and supplementary retirement funds, is indicated
Termination of office or employment indemnity the indemnity accrued, even if not yet paid, in favour of Directors for termination of office during the reporting year, with reference to the financial year in which termination of office actually took place, are indicated. The estimated value of any fringe benefits, the amount of any consulting contracts and indemnity related to any non-competition clauses is also indicated. The amount of the indemnity related to non-competition clauses is indicated only once when the office is terminated, specifying in the first part of the second section of the report the duration of the non-competition clause and the actual payment date.
Other remuneration any additional remuneration arising from other services provided is shown separately on an accrual basis. Information on any loans, advance payments and guarantees granted by the Company or its subsidiaries to Executive Directors and to the Chairman of the Board, in the case in which, taking into account the particular conditions (other than those of the market or applicable in a standardised form to categories of persons), they represent a form of indirect remuneration, is included in the notes.
Fair value of equity payments: the fair value at the grant date of remuneration accruing in the year for incentive plans based on financial instruments, estimated according to international accounting standards, is indicated3 .
Note that the table below includes all the those who held office as a member of the governance and control bodies or as a Senior Manager or Key Manager at any time over the year, including for only a fraction of the year.
2 If a company has been a subsidiary or associate for a fraction of a year, the entire annual remuneration is indicated, provided that the subsidiary/associate status is present at the balance sheet date.
3 This item does not refer to the entire allocation of equity remuneration made during the year, but only to the part recognised in the financial statements, in accordance with the accounting standards that require the vesting period of the rights themselves, spreading the related cost over said period, to be taken into account.
| Full name | Position Period in which the office was held |
Expiry of office |
Fixed remuneration |
Remuneration for participation in committees |
Non-equity variable remuneration | Non monetary benefits |
Other fees | Total | Fair Value of equity remuneration |
Termination of office or employment indemnity |
||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Roberto | Chairman/ | 01/01/19 - | Approval of | 1,290,000 | 1,665,000 | |||||||
| Colaninno | CEO | 31/12/19 | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | |||||||
| (I) Remuneration in the company preparing accounts | 1,290,000 | 375,000 | 1,665,000 | |||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 1,290,000 | 1,665,000 | ||||||||||
| Matteo | Deputy | 01/01/19 - | Approval of | 140,000 | 140,000 | |||||||
| Colaninno | Chairman | 31/12/19 | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | |||||||
| (I) Remuneration in the company preparing accounts | 140,000 | 140,000 | ||||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 140,000 | 140,000 | ||||||||||
| Michele | Director | 01/01/19 - | Approval of | 290,000 | 290,000 | |||||||
| Colaninno | with powers |
31/12/19 | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | |||||||
| (I) Remuneration in the company preparing accounts | 290,000 | 290,000 | ||||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 290,000 | 290,000 | ||||||||||
| Federica | Director | 01/0119 - | Approval of | 40,000 | 40,000 | |||||||
| Savasi | 31/12/19 | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | ||||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 40,000 | ||||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 40,000 | 40,000 |
| Andrea | Director | 01/01/19 - | Approval of | 40,000 | 10,000 (Member RC) | 60,000 | |||
|---|---|---|---|---|---|---|---|---|---|
| Formica | 31/12/19 | 2020 Financial | Bonuses and | Share of profits | |||||
| Statements | 10,000 (CRC member) | other incentives | |||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 20,000 | 60,000 | ||||||
| (II) Remuneration from subsidiaries and associates | |||||||||
| (III) Total | 40,000 | 20,000 | 60,000 | ||||||
| Giuseppe | Director | 01/01/19 - | Approval of | 40,000 | 10,000 (Chairman RC) | 60,000 | |||
| Tesauro | 31/12/19 | 2020 Financial | Bonuses and | Share of profits | |||||
| Statements | 10,000 (CRC member) | other incentives | |||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 20,000 | 60,000 | ||||||
| (II) Remuneration from subsidiaries and associates | |||||||||
| III) Total | 40,000 | 20,000 | 60,000 | ||||||
| Graziano | Director | 01/01/19 - | Approval of 2020 Financial Statements |
40,000 | 20,000 (Chairman CRC) |
70,000 | |||
| Gianmichele | 31/12/19 | Bonuses and | Share of profits | ||||||
| Visentin | other incentives | ||||||||
| 10,000 (Member RC) | |||||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 30,000 | 70,000 | ||||||
| (II) Remuneration from subsidiaries and associates | |||||||||
| (III) Total | 40,000 | 30,000 | 70,000 | ||||||
| Maria Chiara | Director | 01/01/19 - | Approval of | 40.0000 | 40,000 | ||||
| Carrozza | 31/12/19 | 2020 Financial | Bonuses and | Share of profits | |||||
| Statements | other incentives | ||||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 40,000 | |||||||
| (II) Remuneration from subsidiaries and associates | |||||||||
| (III) Total | 40,000 | 40,000 | |||||||
| Patrizia | Director | 01/01/19 - | Approval of | 40,000 | 40,000 | ||||
| Albano | 31/12/19 | 2020 Financial Statements |
Bonuses and | Share of profits | |||||
| other incentives | |||||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 40,000 |
| (II) Remuneration from subsidiaries and associates | |||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| (III) Total | 40,000 | 40,000 | |||||||||
| Full name | Position | Period in which the office was held |
Expiry of office |
Fixed remuneration |
Remuneration for participation in committees |
Non-equity variable remuneration | Non monetary benefits |
Other fees | Total | Fair Value of equity remuneration |
Termination of office or employment indemnity |
|
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Piera Vitali | Chairman | 01/01/2019- | Approval of | 75,000 | 75,000 | |||||||
| 31/12/2019 | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | |||||||||
| (I) Remuneration in the company preparing accounts | 75,000 | 75,000 | ||||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 75,000 | 75,000 | ||||||||||
| Giovanni | Statutory | 01/01/2019- | Approval of | 40,000 | 25,000 (Member of the | 65,000 | ||||||
| Barbara | Auditor | 31/12/2019 | 2020 Financial Statements |
Supervisory Board) | Bonuses and other incentives |
Share of profits | ||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 25,000 | 65,000 | |||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 40,000 | 25,000 | 65,000 | |||||||||
| Daniele Girelli | Statutory | 01/01/2019- | Approval of | 40,000 | 40,000 | |||||||
| Auditor | 31/12/2019 | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | ||||||||
| (I) Remuneration in the company preparing accounts | 40,000 | 40,000 | ||||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | 40,000 | 40,000 | ||||||||||
| Gianmarco | Alternate | Approval of | - | - | ||||||||
| Losi | Auditor | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | ||||||||
| (I) Remuneration in the company preparing accounts | - | |||||||||||
| (II) Remuneration from subsidiaries and associates | ||||||||||||
| (III) Total | - | - | ||||||||||
| Fabrizio | Alternate | Approval of | - | - | ||||||||
| Piercarlo Bonelli |
Auditor | 2020 Financial Statements |
Bonuses and other incentives |
Share of profits | ||||||||
| (I) Remuneration in the company preparing accounts | - |
| (II) Remuneration from subsidiaries and associates | |||||
|---|---|---|---|---|---|
| (III) Total | - | - |
Below is the disclosure with particular reference to monetary bonuses paid to members of the Board of Directors, as provided for in Schedule 7-bis of Attachment 3A to the Consob Regulation on Issuers no. 11971/99.
"Column 2A" shows the bonus for the year accrued for the objectives achieved during the year and paid or payable because it is not subject to further conditions (upfront compensation).
"Column 2B" shows the bonus linked to objectives to be achieved during the year but which cannot be paid out because it is subject to additional conditions (deferred bonus). "Column 3A" shows the sum of bonuses deferred in previous years still to be paid at the beginning of the financial year and no longer payable due to failure to meet the conditions to which they are subject.
"Column 3B" shows the sum of bonuses deferred in previous years still to be paid at the beginning of the year and paid out during the year or payable.
"Column 3C" shows the sum of bonuses deferred in previous years still to be paid at the beginning of the year and further deferred.
The sum of the amounts indicated in columns 3A, 3B and 3C corresponds to the sum of the amounts indicated in columns 2B and 3C for the previous financial year. The column "Other Bonuses" shows bonuses for the year not explicitly included in specific plans defined in advance.
| (A) | (B) | (1) | (2) | (4) | |||||
|---|---|---|---|---|---|---|---|---|---|
| Full name | Position | Stock Option Plan |
Bonus 2019 | Bonuses from previous years | Other bonuses |
||||
| Roberto | Chairman of | (A) | (B) | (C) | (A) | (B) | (C) | ||
| Colaninno | Piaggio & C. S.p.A. |
Payable/Paid | Deferred | Deferral period |
No longer payable |
Payable/Paid | Further deferred |
||
| (I) Remuneration in the company preparing accounts |
Piaggio & C. S.p.A. BoD Resolution 26/02/2020 |
375,000 | |||||||
| (II) Remuneration from subsidiaries and associates |
|||||||||
| (III) Total | 375,000 |
The members of the administrative and control bodies do not hold investments in the Company or in its subsidiaries.
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