Remuneration Information • Jun 5, 2018
Remuneration Information
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This remuneration report ("Report") was prepared by Tiscali S.p.A. (the "Company" or "Issuer") pursuant to the applicable legislation and Article 6 of the Corporate Governance Code (hereinafter, the "Code"), the Report was approved by the Board of Directors of May 10 2018, following the opinion of the Remuneration Committee and is submitted to the examination and to the advisory vote of the shareholders in approving the financial statements ending 31/12/2017 pursuant to Art. 123 ter, Paragraph 6, of Legislative Decree no. 58, of 24 February 1998 (hereinafter "TUF" [Testo Unico delle Disposizioni inMateria di Intermediazione Finanziaria - Consolidated Finance Act]). The Report consists of two sections: the first describes the essential lines of the Company's remuneration policy, also applied to the other Companies of the Tiscali Group. The second shows the remuneration of the members of the Board of Directors and the Board of Statutory Auditors and of the other Key Management Personnel (hereinafter, also the "Executives") attributed or paid during2017. Given the primary holding function of the Company and Executives of the operating companies of the Group, Tiscali Italy S.p.A. Aria S.p.A. and Veesible Srl, wholly owned by the Company, directly and indirectly respectively, are also considered. Regarding the Executives, compensation is provided in aggregate mode in accordance with current legislation.
This Remuneration Policy was adopted by the Board of Directors on May 10 2018, on the proposal of the Committee for Remuneration, jointly with the approval of the Report. The Remuneration Policy defines, in accordance with the recommendations of the Code, the aims pursued and the principles that underlie the determination of remuneration of the management bodies and Executives.
The main parties and bodies involved in the preparation and approval of the Remuneration Policy are: the Shareholders' Meeting, the Board of Directors, the Committee for Appointments and Remuneration and the Board of Statutory Auditors.
The Committee for Appointments and Remuneration is established within the Board of Directors consisting predominantly, of non-executive and independent directors. The Committee currently in office, appointed at the Board meeting of 16 February 2016, was initially comprised of: Paola De Martini (Chairperson of the Committee and Independent Director), Konstantin Yanakov, Nikolay Katorzhnov, Anna Belova (Independent Director) and Franco Grimaldi (Independent Director). Following the resignation of Konstantin Yanakov and Nikolay Katorzhnov, on February 24, 2017, Dmitry Gavrilin and Sergey Sukhanov were appointed members of Committee. The Committee for Appointments and Remuneration has the following duties:
• In order to perform its duties, the Remuneration Committee has the right to access the necessary company's information and functions and avails itself of the Issuers' corporate structures and facilities. The Committee may as well use the services of an external consultant in order to obtain information on market standards for remuneration policies, under the terms established by the Board of Directors.
The Shareholders' Meeting:
The Board of Statutory Auditors expresses its opinion on proposals for remuneration of the executive directors, and more generally, for directors holdingparticular positions, verifying the consistency of these proposals with the Remuneration Policy.
The remuneration of Directors, the General Manager, if any, and key Management is defined in order to ensure a total compensation structure able to recognize the professional value of those involved and to attract, motivate and retain resources possessing the professional skills necessary to successfully pursue the Company's objectives. The remuneration is designed to create value in the medium and long term for the Company, its shareholders and other stakeholders. In addition, the Remuneration Policy is aimed at encouraging people in key positions in the pursuit of operational performance objectives of the Company and the Group, with the aim of maintaining constant alignment between the interests of management and those of all shareholders.
The objective of the Remuneration Policy is to attract and retain highly professional personnel, with a special focus on positions considered key to the development of the organisation and with appropriate skills for the complex, specialist nature of the business. In this regard, a great deal of attention has been paid to performance management, which is considered to be the cultural cornerstone of any reward system. The Remuneration Policy is therefore linked to the evaluation of individual and corporate performance indicators in order to create an integrated system that measures and rewards individual performance consistent with economic and financial indicators for corporate growth. The incentive scheme is therefore aimed at encouraging improvements in results for short-term and medium- to long-term targets.
In line with the general aims illustrated above, the Remuneration Policy is based on the following reference principles:
The Remuneration Policy is designed to pursue the Company's short-term and medium- to long-term interests. For this purpose, the composition of the remuneration package for the Chief Executive Officer and Managers with strategic responsibilities is defined in accordance with the following criteria:
The allocation of variable remuneration components (short-term or medium- to long-term) is linked to the achievement of reasonable, predetermined qualitative and quantitative performance targets set by the Board of Directors, on the proposal of the Remuneration Committee. In particular, the short-term variable part of compensation is subject to the achievement of specific objectives, possibly combined. Such targets are determined by the Board of Directors, based on a proposal from the Remuneration Committee and have the following features: priority, specific, measurable, realistic, time-based. The above described principles guiding the Remuneration Policy of executive the Chief Executive Officer and of Managers with strategic responsibilities apply both with reference to the Company, and, possibly, with respect to similar key figures in relevant companies belonging to the Tiscali's Group.
In the event that the Company enters into the special operations of key importance and which may affect Company results, the Board of Directors, upon proposal of the Committee for Remuneration has the right to grant, at its discretion, specific bonuses to the Executive Directors, Executives or other persons specifically identified involved in these operations.
The remuneration of directors assigned special duties includes a fixed component, a variable short-term component and long-term incentives in order to promote the achievement of specific objectives in the interest of all shareholders. The long-term incentives component is especially geared towards promoting the achievement of long-range objectives with the aim of aligning the interest of managers with those of shareholders.
The level of fixed remuneration is mainly correlated: (i) with professional specialization; (ii) with the organizational role performed; and (iii) with responsibilities. The fixed remuneration component is anyway sufficient to remunerate the director or manager concerned even if the variable component is withheld due to failure to accomplish the associated performance objectives. Given the aim of attracting and motivating qualified and competent professionals, the Company constantly monitors market practices in relation to the fixed remuneration components in order to ensure alignment with the relevant best practices.
Part of the variable remuneration is correlated with performance in the short term, construed as both individual performance and the results of the Company and the Group. The variable remuneration component is never higher than 30% of the fixed component.
On October 27 2017, the Committee for Nomination and Remuneration approved the guidelines of the management incentive system (MBO) for the year 2017. In the MBO 2017 System, Tiscali assigned for each role a set of objectives: a corporate objective that will form the threshold for access to the bonus and individual objectives, each of which is assigned a percentage value. Each individual objective will be valued and paid individually. In addition, theCompany, in compliance with the provisions of the Corporate Governance Code and in line with market best practices, provides for the adoption of "clawback" mechanisms in variable incentive systems. Therefore, the Company reserves the right to require the return, in whole or in part, of the bonus paid on the basis of results that have been shown not actual or no lasting, according to the plan specifications.
The variable remuneration component is also oriented towards a medium/long-term horizon, thereby: (i) focusing the attention of beneficiaries on factors of strategic interest; (ii) building loyalty; (iii) aligning remuneration with the creation of value for shareholders in the medium/long-term; and (iv) guaranteeing a level of remuneration that is globally competitive.
With regard to equity-based compensation plans, the Shareholders' Meeting of 16 February 2016 approved the Stock Option Plan 2015-2019 (hereinafter, the Plan) intended for Renato Soru as Chairperson of the Board of Directors and the relative authorisation to the Council for the increase in share capital of the above-mentioned Plan up to Euro 16,371,192.25. The authorisation regards the issuing of a maximum of 251,622,551 ordinary shares, to service a maximum of 251,622,551 options to be reserved for the beneficiary of the Plan.
The Board of Directors, having heard the Committee for Appointments and Remuneration, will attribute the options and adopt appropriate regulations in line with the Information Document on the already prepared Plan pending approval of the Assembly and available in the "Governance" section of the Company website.
The Shareholders' Meeting of June 16, 2016 approved the Stock Option Plan 2016-2021 (hereafter the Plan 2016-2021) for the CEO and the key Group management and the relevant increase in share capital, by payment and in tranches, for a maximum amount of Euro 25,193,708 to be allocated to the capitalwith exclusion of subscription rights pursuant to art. 2441, paragraphs 5 and 6, Italian Civil Code, by issuing up to no. 314,528,189 new ordinary shares of Tiscali, to serve a maximum of 314,528,189 options valid to subscribe ordinary shares for the CEO and the Group management as beneficiaries of the Plan 2016-2021. At the end of year 2017 four key Group Managers, for a total Stock Optnio number of 38.529.834. The Plan 2016 - 2021 is described in the document ex Article 114-bis of the Consolidated Finance Act are present at the AGM approved and available in the "Governance" section of the Company website.
The Remuneration Policy provides, in specific cases to be assessed from time to time, the signing of agreements with directors, executives or employees who hold key positions, governing ex ante economic issues in the event of termination of office or concerning the possible early termination of the relationship on the initiative of the Company or of the person concerned. These ad hoc agreements designed to govern suspension of the relationship or termination of the office for reasons other than just cause or justified objective reason (for example in the event of termination of the relationship by the Company without just cause or objective reason or due to termination by the natural person for just cause such as, as an example but not limited to, the substantial modification of the role or assignments and/or change in control). In this case, if appropriate and advantageous, the Company evaluates, from time to time, the possible conclusion of such agreements aimed at governing, by consensus, the conclusion of the report. Subject to the legal and contractual obligations, the Company looks to market standards always placing primary regard to the company's interests. As an exception and under special situations, possibly also in conjunction with the above-mentioned agreements, the Group may enter into with the CEO, the General Manager, Executives or other employees who occupy key positions, non-compete agreements providing a consideration based on salary and term and scope of the obligation resulting from said agreement. However, the constraint is based on the industry and to the area in which the Group operates
In defining this remuneration policy, the Company has not used the services of independent experts.
The Directors, whether executive or otherwise, the General Manager, if any, and Managers benefit from insurance on civil liability for acts committed in while exercising their functions with the exception of cases of willful misconduct and gross negligence.
The remuneration payable to directors holding special positions is defined by the Board of Directors, upon proposal of the Remuneration Committee and is constituted of: (i) an annual fixed component that takes into account the particular responsibilities that administrators are invested; and (ii) variablecomponents referred to in the preceding paragraph 4.
The remuneration of non-executive directors is normally determined by Shareholders' Meeting. The directors' remuneration is not linked to the performance of the Company.
The remuneration of the Managing Directors, which is currently not foreseen, and Executives is established in line with the above-mentioned general principles, consists of a significant fixed annual component, congruous with the position and commitment required and such to attract, maintain and motivate the necessary professionals. There may be an annual variable component that is based on the achievement of pre-defined business objectives linked to the expected results based on the Strategic Plan approved by the Company. The variable component is commensurate to specific, defined, measurable, realistic,adequately challenging and incentive creating objectives and, in any case, with a maximum limit equal to not greater than 30% of the fixed gross annual remuneration. Non-monetary benefits are foreseen, such as company car and adherence to pension and insurance plans that reflect ordinary protection, relative to National Insurance contributions and as provided by the National Collective Labour Agreement.
At the non-executive directors in office since February 16, 2016 and for the year 2016 were paid a gross annual fee of 50,000 euros, approved by the nominating Shareholders Meeting of 16 February 2016. Furthermore, the Board of Directors on February 16, 2016, resolved on the payment it was expected as attendance fee for the members of the Committees established within the Board of Directors, in addition to reimbursement of expenses incurred in performing their duties.
With reference to the director Alexander Okun, the Board of Directors resolved on 22 February 2016 that the same may be paid gross Euros per annum 50,000, additional remuneration as a Director, to the position of Vice President held from February 16 to 12 May 2016. Subsequently, following the resignation of Renato Soru as Chairman and the appointment of Alexander Okun as Chairman of the Board of Directors, dated from July 22, 2016, the Board of Directors resolved that the same receives a gross annual salary of EUR 50 000, the additional remuneration as a Director, for the office of President. With reference to the director Paola De Martini, the Board of Directors resolved on 22 February 2016 that she receives an annual remuneration of EUR 25,000, in addition at the remuneration as a Director, for the position of Corporate Secretary.
The Remuneration Policy did not provide the payment of non-monetary benefits nor any compensation for the termination of the charge.
On 28 June 2016, following a positive opinion of the Related Party Committee, was approved by the Board of Directors an agreement regulating the terms and conditions of the termination by operating positions held by Renato Soru at various Group companies as a result of his resignation. In this context, provision was made for the payment of an annual comprehensive sum of Euro 300,000 until April 30, 2018, certain non-monetary benefits, in addition to a monthly repayment fees of up to Euro 1000. Renato Soru maximum perceives also the fixed remuneration for the position of Director.
The remuneration of the CEO, Riccardo Ruggiero, provides for a fixed component of € 700,000 gross per year, some non-monetary benefits, reimbursement of expenses incurred for the office and a maximum variable component of Euro 350,000 will be due to the attainment of some key performance indicators as determined by the Board of Directors and / or any other competent organ of the Company. The remuneration is in line with the position held, the commitment required, and the knowledge and quality necessary and is such as to attract, maintain and motivate the figures appropriate to the role of CEO. The CEO did not receive the fixed compensation for the position of Director.
The remunerations due to the Directors for the year 2017 are summarized in Table 1 below.
The remuneration of the Statutory Auditors in office since February 16, 2016 had been resolved by the appointment Shareholders Meeting of February 16, 2016, which appointed Paolo Tamponi as Chairman and Emilio Abruzzese and Valeria Calabi Statutory Auditors. No compensation was provided for the alternate auditors except as due for any period of substitution. The compensation set by that nominating Assembly amounted to 45,000 euros gross per annum for the Chairman of the Board Paolo Tamponi and 35,000 euros gross per year for each of the Statutory Auditors Emilio Abruzzese and Valeria Calabi.For the Statutory Auditors no variable compensation was not expected, non-monetary benefits or stock incentive plans or otherwise. Compensation actually received by members of the Board of Statutory Auditors for 2017, is specified in Table 1 below.
In the opinion of the Company, during 2017 there were 15 Key Executives pursuant to current legislation, some of which employees of the subsidiaries Tiscali Italy S.p.A., Aria S.p.A. or Veesible Srl. The total remuneration due to them for 2017 is equal to gross Euro 1,490,763 per year. Generally, there is a variable component linked to the achievement of the medium and long term objectives and with a maximum total payable amount equal to gross Euro 335,000. In case of termination of the office for Key Managers, the termination benefits established by the national collective agreement and other supplementary treatments defined on an individual basis are envisaged.
In 2017, there were, in favor of Board Members, the General Manager and other Executives, no plans based on financial instruments other than the ones based on stock option plans.
The details of the 2015-2019 Plan and the Plan 2016 - 2021 referred to in paragraph 4.3 of Section I, are shown in Table 2 below.
The holdings in the Company held by Members of the administrative and control bodies and the General Manager in 2017, are summarized in Table 3 below. Of the 15 Executives, only 3 had 333.907 ordinary shares of Tiscali S.p.A. as at 31 December 2017, and he had not made any purchase or sales during 2017.
| No me e co g no me |
Ca ric a |
è s Pe rio do in i tat cu a ric ari ert a l op a c ca |
Sc ric ad de lla en za ca a |
Em olu la ca nti me p er ric a |
Co si la mp en p er ip ion art p ec az e a mi i tat co |
Be fic i n ne on mo i* tar ne |
ri c si Alt om p en |
To tal e |
|---|---|---|---|---|---|---|---|---|
| Ale nd Ok xa er un |
Pre sid te en |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
133 .83 6 |
133 .83 6 |
|||
| Re So to na ru |
Co ig lier ns e |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
50 .00 0 |
16 .01 6 |
30 0.0 00 |
36 6.0 16 |
|
| Ric ier rdo R ca ug g o |
Am mi nis tra tor e De leg ato |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
72 8.0 00 |
4.8 67 |
73 2.8 67 |
||
| Fra rim ald i o G nc |
Co ig lier ns e |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
52 .00 0 |
5.0 00 |
38 3 |
57 .38 3 |
|
| Pa ola De M ini art |
Co ig lier ns e |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
75 .00 0 |
5.0 00 |
80 .00 0 |
||
| An Be lov na a |
Co ig lier ns e |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
50 .00 0 |
5.0 00 |
1.9 19 |
56 .91 9 |
|
| Ali So ce ru |
Co ig lier ns e |
1.1 .20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
50 .00 0 |
50 .00 0 |
|||
| Ko tin tan ns Ya ko na v |
Co ig lier ns e |
1.1 .20 17 – 1 .2. 20 17 |
4.3 84 |
4.3 84 |
||||
| Nik ola Ka tor zh y no v |
Co ig lier ns e |
1.1 .20 17 – 1 .2. 20 17 |
4.3 84 |
4.3 84 |
||||
| Dm itry G rili av n |
Co ig lier ns e |
24 .2. 20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
42 .46 6 |
2.0 00 |
44 .46 6 |
||
| Se Su kh rg ey an ov |
Co ig lier ns e |
24 .2. 20 17 – 3 1.1 2.2 01 7 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
42 .46 6 |
2.0 00 |
44 .46 6 |
* Benefici non monetari: uso di telefono, auto aziendale e polizze assicurative e/o previdenziali.
Board of Statutory Auditors 1.1.2017 - 31.12.2017
| No me e co g no me |
Ca ric a |
Pe rio do in i è cu ric a l sta ta ert op a ric ca a |
Sc ad de lla en za ric ca a |
Em olu nti me p er la ric ca a |
Co si la mp en p er ip ion art p ec az e a mi i tat co |
Be fic i n ne on tar i* mo ne |
Alt ri si co mp en |
To tal e |
|---|---|---|---|---|---|---|---|---|
| Pa olo Ta i mp on |
Pre sid te en |
1.1 .20 17 – 31 .12 .20 17 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
46 .80 0 |
- | - | - | 46 .80 0 |
| Em ilio Ab ruz ze se |
Sin Eff da ett ivo co |
1.1 .20 17 – 31 .12 .20 17 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
36 .80 0 |
- | - | - | 36 .80 0 |
| Va ler ia Ca lab i |
Sin Eff da ivo ett co |
1.1 .20 17 – 31 .12 .20 17 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
36 .80 0 |
- | - | - | 36 .80 0 |
| Au to Va lch g us era |
Sin da co Su len te p p |
1.1 .20 17 – 31 .12 .20 17 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
- | - | - | - | - |
| So Fe de ric laz zi a Ba dio li |
Sin da co Su len te p p |
1.1 .20 17 – 31 .12 .20 17 |
Ap ion e b ilan cio p rov az 31 .12 .20 17 |
- | - | - | - | - |
TABELLA 2: Stock-option assegnate ai componenti dell'organo di amministrazione, ai direttori generali e agli altri dirigenti con responsabilità strategiche
| No me e co g no me o |
Ca ica r |
Q U A |
D R O 2 |
||||||
|---|---|---|---|---|---|---|---|---|---|
| ia teg ca or ( ) 1 |
( lo da in d ica i re so p er i r ip i ett tat so g g or ) ina iva t nte no m me |
lat Op ion i r ive z e |
d ian i, in a p co rso |
k o Sto c P ian o 2 0 Se z l d à, i v i it a ap p ( |
ion t p 2 0 1 5- 1 9 ion 1 e l la ba i su at rov se ) 8 |
d de de i p i nt rec e |
l be b lea i re as se m |
i r |
|
| de l la Da ta de l be i ra b lea as se m re |
De iz ion sc r e str to um en ( ) 1 2 |
Op ion i z de l la te te nu a f ine de l l 'es iz io er c de nte p rec e |
Op ion i z ita te es erc ( ) 1 3 |
d Da i ta ion as se g na z e ( ) 0 1 |
d Pre i zzo iz io es erc |
d Pre i zzo de l le to me rca ion i az l la i a tto sta nt so da d i ta |
do de l Pe io r b le i i p os s ( ) iz io da l-a l ese rc |
||
| Re So to na ru |
d Am in ist i rat m or e l T isc i S.p A. a |
1 6. 2. 2 0 1 6 |
l l Op ion e c a z co n l da iq i ion e s u z u d l ion i i T isc i az a S.p A. |
( ) 1 1 l b le No ica i n a p p |
l b le No ica i n a p p |
l b le No ica i n a p p |
he Tr 1 Eu an c ro 0, 0 6 0 he Tr 2 an c 0, 0 6 9 he Tr 3 an c 0, 0 7 8 |
ion as se g na z e l b le No ica i n a p p |
l Da 2 4. 1 2. 2 0 1 6 l 2 4. 6. 2 0 1 9 a co me se g ue : he da l Tr 1 an c l 2 4. 1 2. 2 0 1 6 a 2 4. 1 2. 2 0 1 8 he da l Tr 2 an c l 2 4. 1 2. 2 0 1 7 a 2 4. 1 2. 2 0 1 8 he Tr 3 an c |
Note: Opzioni complessive n. 251.622.551 (esercitabili nella Tranche 1 n. 157.264.095, esercitabili nella Tranche 2 n. 47.179.228 esercitabili nella Tranche 3 n. 47.179.228)
| No me e co g no me o ia teg ca or |
ica Ca r |
Q O 2 U A D R |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| ( ) 1 |
( da d lo in ica i re so p er i r ip i ett tat so g g or ) ina iva t nte no m me |
k o Sto ion t c p P ian 2 0 1 6 - o 2 0 2 1 |
|||||||
| ion Se 2 z e |
|||||||||
| lat Op ion i r ive z e |
d ian i, in a p co rso |
l d à, i v i it at a ap p rov b lea i as se m r |
l la ba d i su i p se |
de de l be i i nt rec e re |
|||||
| ( ) 9 |
|||||||||
| de l be Da i ta ra b lea as se m re |
De iz ion sc r e str to um en ( ) 1 2 |
ion i Nu me ro op z |
d Da i ta ion as se g na z e ( ) 1 0 |
d Pre i zzo iz io es erc |
d Pre i zzo de l le to me rca ion i so i tto sta nt az l la da d i ta a ion as se g na z e |
do de l Pe io r b le i i p os s ( ) iz io da l-a l es erc |
|||
| Co mp on en |
de l l d i Co ig io i t ns |
Am in ist ion m raz e |
de l la à So iet Em itt c |
te en |
| ( ) do 2 R icc ar Ru ier g g o |
Am in ist rat m or e leg d i isc l i De T ato a S.p A. |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z d i isc l i T S.p A. a l iq i da ion co n u z e |
1 2 5. 8 1 1. 2 7 8 |
de l be da Da i ta ra c e c p r: |
Eu 0, 0 7 0 0 ro |
d. n. |
da l d br 2 5 ice m e l 2 0 1 7 a 2 4 d br ice 2 0 1 9 m e |
|---|---|---|---|---|---|---|---|---|
| f is ica |
||||||||
| 1 2. 5. 2 0 1 6 |
||||||||
| Co mp on |
i de l ig l io d i Co t en ns |
in ist ion Am m raz e |
de l le iet à So Co nt c |
l lat ro e |
||||
| ( ) io 2 Da Am ata r |
d Am in ist i rat m or e |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z |
6. 2 9 0. 4 9 9 |
de l be da Da i ta ra c |
he Pr im Tr a an c : |
d. n. |
he Pr im Tr a an c : |
| b le l. Ve i es s.r |
d l i T isc i S.p A. a |
e c p r: |
Eu 0, 0 7 0 0 ro |
da l d br 2 5 ice m e |
||||
| l da iq i ion co n e u z |
l 2 0 1 7 a 2 4 |
|||||||
| f is ica |
d br ice 2 0 1 9 m e |
|||||||
| 1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : |
|||||||
| 0, 0 8 8 6 |
da he Se Tr co n an c : |
|||||||
| da l d br 2 5 ice m e |
||||||||
| he Te Tr rza an c : |
l 2 0 1 9 a 2 4 d br ice 2 0 2 0 m e |
|||||||
| 0, 1 0 1 9 |
| ( ) l l d 2 Ma im Ca i Am in ist i ste rat ss o m or e |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z |
2 2. 0 1 0 0 0 7. |
de l be da Da i ta ra c |
he Pr im Tr a an c : |
d. n. |
he Pr im Tr a an c : |
|---|---|---|---|---|---|---|---|
| l l isc i Ita ia S.p A. T a |
d l i T isc i S.p A. a |
e c p r: |
0, 0 0 0 Eu 7 ro |
da l d br 2 5 ice m e |
|||
| l da iq i ion co n u z e |
l 2 0 1 7 a 2 4 |
||||||
| f is ica |
d br ice 2 0 1 9 m e |
||||||
| 1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : |
||||||
| 0, 0 8 8 6 |
da he Se Tr co n an c : |
||||||
| da l d br 2 5 ice m e l 2 0 1 9 a 2 4 |
|||||||
| he Te Tr rza an c : |
d br ice 2 0 2 0 m e |
||||||
| 0, 1 0 1 9 |
|||||||
| ( ) 2 in ist d i Ma De Am rat rco m or e |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z |
2 2. 0 1 7. 0 0 0 |
de l i be da Da ta ra c |
im he Pr Tr a an c : |
d. n. |
im he Pr Tr a an c : |
| isc l i l ia T Ita S.p A. a Lo ren zo |
d i isc l i S.p T A. a |
e c p r: |
Eu 0, 0 7 0 0 ro |
da l 2 d ice br 5 m e |
|||
| l iq i da ion co n u z e |
2 0 1 l 2 4 7 a |
||||||
| f is ica |
d ice br 2 0 1 9 m e |
||||||
| 1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : |
||||||
| 0, 0 8 8 6 |
da he Se Tr co n an c : |
||||||
| da l d br 2 5 ice m e |
|||||||
| he Te Tr rza an c |
l 2 0 1 9 a 2 4 |
||||||
| : | d ice br 2 0 2 0 m e |
||||||
| 0, 0 9 1 1 |
|||||||
| ( ) lo fet 2 Pa Pe i t o r |
d Am in ist i rat m or e |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z |
2 2. 0 1 7. 0 0 0 |
de l be da Da i ta ra c |
he Pr im Tr a an c : |
d. n. |
he Pr im Tr a an c : |
|---|---|---|---|---|---|---|---|---|
| l l T isc i Ita ia S.p A. a |
d l i T isc i S.p A. a |
e c p r: |
Eu 0, 0 7 0 0 ro |
da l d br 2 5 ice m e |
||||
| * | l da iq i ion co n u z e |
l 2 0 1 7 a 2 4 |
||||||
| f is ica |
d br ice 2 0 1 9 m e |
|||||||
| 1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : |
|||||||
| 0, 0 8 8 6 |
da he Se Tr co n an c : |
|||||||
| da l d br 2 5 ice m e |
||||||||
| he Te Tr rza an c : |
l 2 0 1 9 a 2 4 |
|||||||
| d br ice 2 0 2 0 m e |
||||||||
| 0, 1 0 1 9 |
||||||||
| ( ) 2 ie le Da Re n nn a |
in ist d i Am rat m or e |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z |
2. 2 0 1. 7 0 0 |
de l i be da Da ta ra c |
im he Pr Tr a an c : |
d. n. |
he Te Tr im he Pr rza Tr an c : a an c : |
| Ar ia S.p A. |
d i isc l i S.p T A. a |
e c p r: |
Eu 0, 0 7 0 0 ro |
da l 2 d ice br 5 m e |
||||
| l iq i da ion co n u z e |
2 0 1 l 2 7 a 4 |
|||||||
| f is ica |
d ice br 2 0 1 9 m e |
|||||||
| 1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : |
|||||||
| 0, 0 8 8 6 |
da he Se Tr co n an c : |
|||||||
| da l d br 2 5 ice m e |
||||||||
| he Te Tr rza an c : |
l 2 0 1 9 a 2 4 d ice br 2 0 2 0 m e |
|||||||
| 0, 0 9 1 1 |
||||||||
| * r No te to : ap p or ce |
l 2 0 1 7 to ssa ne |
|||||||
| ire i D tto r |
l i de l l 'Em itt Ge ne ra |
te en |
||||||
| ( ) 3 |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
| No te |
||||||||
|---|---|---|---|---|---|---|---|---|
| f is ic Pe rso ne |
he l lan i l 'Em nt t co ro |
itt te en |
||||||
| ( ) 4 |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
| No te |
||||||||
| ltr d A i ir ig |
i c t en on re sp on sa |
b l à s he i it ic tra te g |
de l l 'em itt ion te en az |
he lta i c isu no n r |
d "m d i ino i im r en s |
" ion i |
| ( ) 5 |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
|---|---|---|---|---|---|---|---|---|
| No te |
||||||||
| D ir ig i c t en on re sp |
b l à s i it tra te on sa g |
he de l l 'Em ic itt te en |
||||||
| ( ) 6 D ir ig i c t en on b l à i it res p on sa ic he str ate g de l l 'em ( itt te en n. ) 6 |
1 6. 6. 2 0 1 6 |
Op ion i s ion i z u a z d i isc l i S.p A. T a l iq i da ion co n u z e f is ica |
4 3. 0 9 0. 1 9 7 |
de l i be da Da ta ra c e c p r: |
im he Pr Tr a an c : Eu 0, 0 7 0 0 ro |
d. n. |
im he Pr Tr a an c : da l 2 d ice br 5 m e l 2 0 1 7 a 2 4 d ice br 2 0 1 9 m e |
|
| 1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : 0, 0 8 8 6 |
da he Se Tr co n an c : |
||||||
| he Te Tr rza an c : 1 0 1 9 |
da l d br 2 5 ice m e l 2 0 1 9 a 2 4 br d ice 2 0 2 0 m e |
|||||||
| No te l la Ne te p res en ca |
lus ia inc i n teg or so no |
be f ( 4 ic iar i ne p er |
le d i n 3 0. to ta un |
) 5 0 9. 1 9 9 Op ion i z c |
he fan ltr art no p e a |
0, ì de l la ia teg es ca or |
de be f i ic iar i Co ne |
de l i t mp on en |
Consiglio di Amministrazione delle Società Controllate (v. sopra).
| b l à s he d à l lat D ir ig i c i it ic i So iet Co t tra te nt en on re on sa c ro e |
|||||||||
|---|---|---|---|---|---|---|---|---|---|
| ( ) 6 D ir ig i c t en on b l à i it res p on sa ic he d i str ate g à iet so c l lat ( ) 1 nt co ro e n. |
1 6. 6. 2 0 1 6 |
sp Op ion i s ion i z u a z d i isc l i S.p A. T a l iq i da ion co n u z e f is ica |
g 8 6 4 9 4 3 5 |
de l i be da Da ta ra c e c p r: 1 2. 5. 2 0 1 6 |
im he Pr Tr a an c : Eu 0, 0 7 0 0 ro he Se da Tr co n an c : 0, 0 8 8 6 he Te Tr rza an c : 0, 1 0 1 9 |
d. n. |
im he Pr Tr a an c : da l 2 d ice br 5 m e l 2 0 1 2 4 7 a d ice br 2 0 1 9 m e da he Se Tr co n an c : da l d br 2 5 ice m e l 2 0 1 9 a 2 4 d ice br 2 0 2 0 m e |
||
| No te |
|||||||||
| ltr i A D |
'Em ip de i de l l nt en |
itt te en |
|||||||
| ( ) 7 |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
== = |
|
| No te |
|||||||||
| ltr de d à l lat A i D ip i i So iet Co nt nt en c ro e |
| ( ) ltr i 7 A |
1 6. 6. 2 0 1 6 |
ion i s ion i Op z u a z |
1 6. 6 7 0. 0 8 8 |
de l i be da Da ta ra c |
im he Pr Tr a an c : |
d. n. |
im he Pr Tr a an c : |
|---|---|---|---|---|---|---|---|
| d ip de i d i nt en |
d i isc l i S.p T A. a |
e c p r: |
Eu 0, 0 7 0 0 ro |
da l 2 d ice br 5 m e |
|||
| iet à so c |
l iq i da ion co n u z e |
2 0 l 2 1 7 a 4 |
|||||
| l lat nt co ro e i a l art t en en |
f is ica |
d ice br 2 0 1 9 m e |
|||||
| ap p ( isc l i Gr T up p o a n. |
|||||||
| ) 4 |
2. 2 0 6 1 5. 1 |
Se da he Tr co n an c : |
|||||
| 0, 0 8 8 6 |
he Se da Tr co n an c : |
||||||
| da l d br 2 5 ice m e |
|||||||
| l 2 0 1 9 a 2 4 |
|||||||
| he Te Tr rza an c : |
d ice br 2 0 2 0 m e |
||||||
| 0, 1 0 1 9 |
|||||||
| No te |
|||||||
| l la bo Co rat or |
i n d ip de i nt on en |
de l l 'Em itt te en |
|||||
| ( ) l la bo 7 Co i rat or |
1 6. 6. 2 0 1 6 |
Op ion i s ion i u a z z |
2 2. 0 1 7. 0 0 0 |
de l be da Da i ta ra c |
he Pr im Tr a an c : |
d. n. |
he Pr im Tr a an c : |
| d à i so iet c |
d l i T isc i S.p A. a |
e c p r: |
Eu 0, 0 7 0 0 ro |
da l d br 2 5 ice m e |
|||
| l lat nt co ro e l |
l da iq i ion co n e u z |
l 2 0 1 7 a 2 4 |
|||||
| i a art t ap p en en l ( Gr T isc i up p o a n. |
f is ica |
d br ice 2 0 1 9 m e |
|||||
| ) 1 |
1 2. 5. 2 0 1 6 |
da he Se Tr co n an c : |
|||||
| 0, 0 8 8 6 |
da he Se Tr co n an c : |
||||||
| da l d br 2 5 ice m e |
|||||||
| he Te Tr rza an c : |
l 2 0 1 9 a 2 4 |
||||||
| d br ice 2 0 2 0 m e |
|||||||
| 0, 1 0 1 9 |
|||||||
| No te |
| l l la bo d è a ltr ì lus l la de be f de l l d de l le à l lat ( ). I Co in ica inc ia i ic iar i Co i Co ig io i Am in ist ion So iet Co rat to te t nt or e s op ra es o n e ca g or ne mp on en ns m raz e c ro e v. so p ra |
||||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| à Co l la bo i n d ip de i d i So iet Co l lat rat nt nt or on en c ro e |
||||||||||
| ( ) 7 |
== = == = == = == = == = == = == = == = |
|||||||||
| No te |
| No Co me g no me – |
Ca ric a |
N. ion i p du al te az os se 01 .01 .17 |
N. ion i a uis /so ritt tat tto az cq e sc e |
N. ion i v du te az en |
N. ion i p du al te az os se 31 .12 .17 |
|---|---|---|---|---|---|
| Re So to na ru |
ig lier co ns e |
32 9.6 50 .50 8 |
- | - | 31 6.0 50 .50 8 |
| Ric ier rdo R ca ug g o |
Am mi nis e D ele tra tor ato g |
- | - | - | - |
| Ale x O ku n |
Pre sid te en |
- | - | - | - |
| Fra o G rim ald i nc |
Co ig lier ns e |
- | - | - | - |
| An Be lov na a |
Co ig lier ns e |
- | - | - | - |
| Pa ola De M ini art |
Co ig lier ns e |
- | - | - | - |
| Ko tin Ya ko tan ns na v |
Co ig lier ns e |
- | - | - | - |
|---|---|---|---|---|---|
| Nik ola Ka tor zh y no v |
Co ig lier ns e |
- | - | - | - |
| Ali So ce ru |
Co ig lier ns e |
- | - | - | - |
| No Co me g no me – |
Ca ric a |
N. ion i p du al 01 .1. 17 te az os se |
/ N. ion i a uis tat az cq e ritt tto so sc e |
N. ion i v du te az en |
N. ion i p du al 31 .12 .17 te az os se |
|---|---|---|---|---|---|
| Pa olo Ta i mp on |
Pre sid te en |
- | - | - | - |
| Em ilio Ab ruz ze se |
Sin da Eff ivo ett co |
- | - | - | - |
| Va ler ia Ca lab i |
Sin da Eff ivo ett co |
- | - | - | - |
| Au Va lch to g us era |
Sin da Su len te co p p |
||||
| Fe de ric So laz zi Ba dio li a |
Sin da Su len te co p p |
- | - | - | - |
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