Remuneration Information • Mar 29, 2021
Remuneration Information
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Explanatory Report by the Directors on point 5 of the agenda for the sole call of the ordinary General Shareholders' Meeting of SAES Getters S.p.A., at the offices in Milano, piazza Castello 13, on 20 April 2021 at 10.30 a.m
SAES Getters S.p.A. (hereinafter referred to as "SAES" or the "Company") approved its Remuneration Policy by resolution of the Ordinary Meeting of Shareholders held on 21 April 2020 (hereinafter referred to as the "2020 Policy"). The Policy is valid from the date of its approval to the approval of the Annual Financial Report relating to the financial year closed as at 31 December 2020.
This document defines the terms and conditions of the Remuneration Policy relating to the financial year 2021, to be submitted to the SAES Meeting of Shareholders for approval with a binding vote (hereinafter the "2021 Policy").
The remuneration of the Directors and Managers with Strategic Responsibilities of SAES is defined so as to attract, motivate and retain resources with the professional skills (both managerial and technical) required to manage the Company and its strategies successfully, as defined by the Board of Directors, as well as to help pursue long-term interests and the sustainability of the Company.
In addition, the 2021 Policy was designed for the following purposes:
The 2021 Policy has been drafted already in light of the Standards and Recommendations contained in Article 5 of the Code of Corporate Governance of Borsa Italiana S.p.A. of January 2020, Code to which SAES intends to apply during the year 2021, and takes into account the provisions of Art. 123-ter of Italian Legislative Decree No. 58 of 24 February 1998, as amended (the "Consolidated Finance Law"), Article 84-quater of the Consob Regulation approved with resolution No. 11971 of 14 May 1999, as amended (the "Issuers' Regulation"), and Annex 3A of
the Issuers' Regulation, Scheme 7-bis; as well as the provisions contained in the procedure for related party transactions, approved by the Board of Directors of the Company on 11 November 2010, pursuant to the regulations adopted by Consob with Resolution No. 17221 of 12 March 2010, as subsequently amended and supplemented.
The 2021 Policy will be applied to Directors and Managers with Strategic Responsibilities, i.e. those individuals holding organisational roles from which derive powers and responsibilities, directly or indirectly, inherent to the activities of planning, management and control of the Company's activities, as identified at the unquestionable discretion of the Board of Directors from among those reporting directly to the Executive Directors, who are members of the socalled Corporate Management Committee and other managers who the Board of Directors, at its sole discretion, deems to hold strategically important organisational positions within the Company; in both cases with an overall length of service of at least three years with the Company.
This document consists of the 2021 Policy (Section I) and guidance regarding payments made in 2020 (Section II). For ease of reading, definitions of words indicated by capital letters are provided at the end of this document.
The definition of the 2021 Policy is the result of a transparent process in which the Remuneration and Appointment Committee, with advisory and proposal-making functions, and the Board of Directors of the Company have played a central role.
The former is responsible for the initiative and for submitting proposals to the Board of Directors, which defines and approves the Policy and its additions and updates. The Remuneration and Appointment Committee, in carrying out its tasks, ensures that there are suitable functional and operational links with the competent Company structures including, with greater emphasis and frequency, the Company's Human Resources Department. With reference to the tasks and prerogatives of the Remuneration and Appointment Committee, please refer to the SAES Corporate Governance Report.
The Remuneration and Appointment Committee was advised by Fabio Ambrosiani, a partner at Studio Associato Servizi Professionali Integrati - Fieldfisher, in the drafting of the text of the 2021 Policy and Section II of this document, relating to payments made in 2020. The Remuneration and Appointment Committee, with reference to the technical and numerical contents of the 2021 Policy, referred to the processes of the internal functions.
The Remuneration and Appointment Committee, including in 2021, as in past years, if required, may apply its recommendation not to have Executive Directors present at discussions and
deliberative votes relating to the remuneration of the latter in order to avoid obvious conflicts of interest.
The Chairperson of the Board of Statutory Auditors or another Statutory Auditor designated by them attended the meetings of the Remuneration and Appointment Committee and may do so during the 2021 financial year. The proposals prepared by the Remuneration and Appointment Committee were submitted for approval to the Board of Directors which, having consulted the Board of Statutory Auditors, resolved on them and on the 2021 Policy.
The Remuneration Policy, thus approved by the Board of Directors, is submitted to the Meeting of Shareholders at the time of the resolution concerning the 2020 Annual Financial Report.
The execution of the 2021 Policy is entrusted to:
The Remuneration and Appointment Committee has consultative and propositional functions. In particular, the Remuneration and Appointment Committee, with regard to the management of the remuneration issue, in compliance with Article 6 of the Corporate Governance Code entitled "Remuneration of Directors": 1) develops and defines a Remuneration Policy and proposes its adoption to the Board of Directors; 2) assesses the adequacy, overall consistency and practical application of the Policy for the remuneration of Directors and Managers with Strategic Responsibilities; 3) provides proposals and opinions on the Remuneration Policy to the Board of Directors, suggesting any adjustments and improvements; 4) examines proposals relating to the remuneration of Executive Directors and Managers with Strategic Responsibilities; 5) expresses opinions or presents proposals to the Board of Directors on the remuneration of directors holding special offices, taking account of the Policy; 6) verifies the adequacy and correct application of the criteria for the remuneration of the Company's Managers with Strategic Responsibilities and their consistency over time; 7) contributes to determining and suggesting targets relating to the variable remuneration plans for Executive Directors; 8) verifies the achievement of the variable remuneration targets defined for Executive Directors; 9) verifies the application of decisions made by the Board of Directors on remuneration and 10) verifies the existence of exceptional circumstances permitting temporary exceptions to the 2021 Remuneration Policy.
In 2020, the Remuneration and Appointment Committee was composed of Independent Non-Executive Directors pursuant to the Corporate Governance Code and the TUF in the persons of
Gaudiana Giusti, Luciana Rovelli and an Independent Non-Executive Director only pursuant to the TUF in the person of Adriano De Maio. All Committee members have adequate experience in economic/financial matters and their remuneration is assessed by the Board of Directors on their appointment. It is understood that the Chairperson of the Board of Statutory Auditors also participates in the Committee meetings, as suggested by the Corporate Governance Code and provided for above, and is permanently invited to the Committee.
For further information on the tasks and powers of the Remuneration and Appointment Committee, please refer to the SAES Corporate Governance Report.
The Company has specified that the 2021 Policy will run for one year. The Policy aims to attract, motivate and retain staff with the professional qualities required to pursue the strategic objectives of the Group, by which is meant the group of companies controlled by or associated with SAES pursuant to Article 2359 of the Italian Civil Code, which operates in complex, diverse and highly competitive technological markets, taking into account the dynamics of the labour market worldwide. In recent years, SAES Group's business model has undergone and continues to undergo profound changes, requiring a frequent realignment of the Policy.
In particular, the Group has drawn up a strategic plan that includes, as a fundamental and qualifying element, the development of innovation, taking the form of a business plan aimed at concentrating investments in innovation and achieving results through both organic and inorganic growth.
The Company operates in diversified international markets with dedicated divisions, in different technological contexts and, although the Headquarters are located in Italy, Group management requires a multi-business approach with markets and sectors at differentiated speeds, requiring complex skills and significant cultural-managerial flexibility.
The 2021 Policy has been defined with the aim of aligning management's interests with those of the shareholders and pursuing the priority objective of creating sustainable value in the medium to long-term. One fundamental aspect in this regard is the consistency and respect of the underlying approach over time. It follows that an aspect of particular importance in defining remuneration is represented by the development of mechanisms that create an identification between management and the company, which are appropriate to the reality of global reference markets and that ensure organisational stability.
Lastly, it should be noted that the remuneration structure referred to in this 2021 Policy is based on medium/long-term monetary bonuses, as illustrated below, and not on financial instruments which, as it is known, can be monetised on the basis of share performance in the short term. In this sense, the choice made by the Company was also dictated by the desire to encourage directors and management to operate on the basis of medium/long-term planning, which makes it possible, among other things, to respect the interests of all stakeholders and to encourage staff motivation and consequently a calmer and, ultimately, better working
environment. The Company therefore believes that its 2021 Policy is such as to respect the working conditions and welfare, employment and employability of its employees.
This 2021 Policy only differs from the 2020 Policy in relation to the updates that have become necessary following the entry into force of the regulatory changes regarding the TUF and the Issuers' Regulation, as a result of the entry into force of Directive 2017/828/EU, commonly known as SRD II, which amended Directive 2007/36/EC, on shareholders' rights.
Subject to these interventions, the 2021 Policy is broadly aligned with the 2020 Policy.
In the development of the 2021 Policy, the Company was unable to consider any comments or requests from shareholders regarding the issues involved, as the meeting held to approve the 2020 Policy did not provide any insights that needed to be considered nor did the Company receive any requests or communications from shareholders from the date of the meeting to the date hereof. Should this occur in the future, the Company will take these elements into consideration when drafting and approving future remuneration policies.
The 2021 Policy can only be amended on the basis of an "enhanced" process provided for in the 2021 Policy itself, as already set out in the 2020 Policy.
In particular, exceptions can only be approved in unique circumstances. This includes situations where the exceptions are necessary for the pursuit of long-term interests and sustainability of the Company as a whole or to ensure its ability to survive in the marketplace.
Any exceptions must be examined by the Remuneration and Appointment Committee, which verifies i) the existence of exceptional conditions, i.e. situations not provided for at the time the 2021 Policy was approved, the occurrence of which does not allow the Company to stay in the market with regard to the benchmarks that the market offers at that time, and ii) the consistency of the exceptions with the terms set out in this Policy.
The Remuneration and Appointment Committee can make use of the internal advice of the company functions involved, first and foremost the Company's Human Resources Department, as well as any other corporate function considered useful for the assessment, in application of the powers and responsibilities established in the Remuneration and Appointment Committee Regulation. The only elements of the 2021 Policy that may be subject to exceptions are as follows:
Once the Remuneration and Appointment Committee has performed the checks indicated above, the proposed exceptions are discussed by the Company's Board of Directors which, in the case of approval, ensures that they are made available to the public as privileged information. The exceptions and related reasons are also communicated to the first Meeting of Shareholders held after their approval.
The public disclosure regarding the exceptions to the 2021 Policy relates to the following aspects for each exception:
Within the Board of Directors it is possible to distinguish between: (i) Executive Directors; (ii) Non-Executive and/or Independent Directors. There may also be directors holding special offices (members of the Remuneration and Appointment Committee and Control, Risks and Sustainability Committee, the Director(s) forming part of the Supervisory Body, the Lead Independent Director, and members of the Committee for Transactions with Related Parties). As at the approval date of this Policy, the Directors are as follows:
When appointing the Board of Directors, the Meeting of Shareholders of the Company defined a total remuneration pursuant to Article 2389, paragraph 1 of the Italian Civil Code, for the remuneration of directors, attributing the task of determining its allocation to the Board of Directors. In particular, the gross annual total remuneration was determined by the Meeting of Shareholders as the amount of Euro 190,000, which was distributed by the Board of Directors, convened after the appointment, as follows:
The Board (substantially repeating without change a resolution passed by the Shareholders Meeting in 2006 and confirmed in 2009) also established the following remuneration for the committees within the Board of Directors:
The Board also established the following annual remuneration:
The economic value of the previous fees, which had remained unchanged since 2006, was thus updated.
The Remuneration and Appointment Committee has proposed to allocate, starting from the 2021 financial year, the sum of Euro 5,000.00 for each member and Euro 10,000.00 to the Chairperson of the Committee for Transactions with Related Parties.
Directors are also entitled to the reimbursement of expenses incurred for reasons related to their role. In line with "best practices", a "D&O (Directors & Officers) Liability" insurance policy is in place which covers civil liability towards third parties of the corporate bodies in exercising their functions, also aimed at indemnifying the Group from costs deriving from compensation claims by third parties. This policy covers cases of possible compensation connected to management liability, as provided by the applicable national collective labour agreement, and those deriving from mandate rules, excluding cases of wilful intent and gross negligence. Finally, once again, in line with "best practices", the Non-Executive Directors do not receive any variable component of remuneration and they cannot be recipients of remuneration plans based directly or indirectly on shares.
The remuneration of the Executive Directors is made up of the following elements:
These schemes, which, as already indicated in paragraph 3 above, are essentially monetary, in order to incentivise medium/long-term growth, aim to remunerate the contribution to the creation of value by also defining, through a Phantom Shares Plan, a loyalty bonus linked to seniority in the role and commensurate, both in nature as in quantity, to the achievement of long-term objectives. The remuneration package provided for the Executive Directors takes account of the extremely competitive conditions of the global market and is defined to attract and retain a management team of an adequate level. In defining its structure, consideration was given to the need for alignment with the interests of the shareholders and it was therefore decided to link a very important part of the remuneration to company performance and to the creation of value in the medium to long-term. A short-term imbalance, in addition to not being aligned to best practices, would not be justified in a sector in which the Company's success is largely independent of short-term optimisations. The fixed component is determined proportionally to the complexity of the businesses/markets, the breadth of the role and responsibilities, and it reflects the experience and skills of the recipient so as to remunerate his/her position, commitment and performance even when the Company targets have not been achieved for reasons independent from directors' performance (for example, adverse market conditions). The consistency with which the Policy is applied over time is also important, to guarantee the necessary organisational stability. In determining the remuneration and its individual components, the Board of Directors considers the scope of the powers granted to the Executive Directors and the respective length of service in the role. In particular, remuneration is determined based on the following indicative criteria:
Executive Directors who cover roles on the Boards of Directors of subsidiary companies do not receive any additional remuneration to that described in this Policy. See paragraph 7 below for a more analytical description of the variable remuneration plans.
With reference to non-financial performance objectives, sustainability, understood as economic-financial sustainability, is taken into account by the 2021 Policy, as mentioned above, by providing incentives to directors and managers to decide on investments with a return in the medium-long term, instead of monetisation, for beneficiaries, in the short term.
With regard to sustainability in environmental and social terms, the Company has started a process of analysis of these issues, which over the next few years will take the form of actual
Corporate Social Responsibility objectives, to which a portion of management's variable remuneration may be linked. For further details, please refer to the Corporate Governance Report.
As regards benefits and prerequisites, the Company has a policy aligned to best market practices, applied to all management. Since the Executive Directors are not under an employment relationship and therefore do not enjoy the insurance cover for Strategic Managers, the Board of Directors provides for the following:
The positioning, composition and, more generally, competitiveness of the remuneration of the Executive Directors is analysed by the Remuneration and Appointment Committee and by the Board of Directors with possible support from external consultants with proven and specific expertise in the sector, subject to verifying their independence.
The Company's Variable Remuneration is split into a short-term incentive plan known as MBO for Executive Directors and PfS for employees, supplemented by a deferred component (LTI) linked to the achievement of performance targets over a three-year timeframe.
The MBO/PfS Plan and the LTI Plan as a whole constitute the company incentive plan (with a short-term and a deferred component). In 2018, this scheme was supplemented by a strategic remuneration plan based on a Remuneration Plan linked to the Disposal of Assets and a Phantom Shares Plan aimed at remunerating management based upon the value created for shareholders, also thereby establishing a sort of career bonus linked to the generation of value.
Furthermore, the Boards of Directors of subsidiaries can approve specific Incentive Plans for their executives or any other resources identified from time to time by the Boards of Directors.
The annual variable component ("MBO") remunerates performance on an annual basis. The MBO targets for Executive Directors are established by the Board of Directors, in line with the Policy, on the recommendation of the Remuneration and Appointment Committee, and are connected to the performance, on an annual basis, of the Company and the Group. The incentive is subject to a differentiated cap (respectively 120% and 75% for the Chairperson/Managing Director and the Deputy Chairperson/Managing Director/CFO) and the plans involve differentiated targets.
For the Chairperson/Managing Director, the targets and the incentive are parameterised by the achievement of the consolidated Target Adjusted EBITDA (consolidated pre-tax profit, interest
and amortisation, net of (a) "non-recurring costs", whether budgeted or unbudgeted, as well as (b) provisions (accruals) relating to the various Executive Directors' bonuses, annual and threeyear, and to the PfS bonus pool and LTIP of strategic managers, i.e. net of all non-recurring costs in the last financial year of reference, in order to avoid a slowdown in investments that could affect EBITDA, with an adverse effect on value creation in the medium and long term. The consolidated Target Adjusted EBITDA reference value, as defined above, is proposed by the Remuneration and Appointment Committee to the Board of Directors, in reference to a financial year by the month of March of the year that the financial year refers to. The following scale represents the incentive based on different percentages of achievement of the consolidated Target Adjusted EBITDA, as defined above:
| ACHIEVEMENT RATE | |||||
|---|---|---|---|---|---|
| CONSOLIDATED EBITDA |
<80% | 80% | 100% | 120% | >120% |
| Range: 80 - 120 | |||||
| 0% | 40% | 80% | 120% | 120% | |
| INCENTIVE | remuneration) | Range: 40 - 120 (- 50%/+ 50% compared to the Target of 80% of the base |
With reference to the Deputy Chairperson/Managing Director/CFO, the targets are established in reference to both a consolidated Target Adjusted EBITDA, according to what has already been described with reference to the Chairman/Managing Director, and a consolidated Target Cash Flow, determined for each financial year in the same way as described above with reference to the consolidated Target Adjusted EBITDA.
Below is a scale of the incentive/percentage achievement in reference to the Deputy Chairperson/Managing Director/CFO:
| AVERAGE EBITDA | ACHIEVEMENT RATE | ||||
|---|---|---|---|---|---|
| AND CASH FLOW | <80% | 80% | 100% | 120% | >120% |
| PARAMETERS | Range: 80 - 120 | ||||
| 0% | 25% | 50% | 75% | 75% | |
| INCENTIVE | Range: 25 - 75 (- 50%/+ 50% compared to the Target of 80% of the base remuneration) |
Finally, it should be noted that the contracts of both Executive Directors include a so-called "claw back" clause which provides for, in certain serious cases of non-compliance and violation of procedures and of the Company's Code of Ethics, the termination of their contracts and compensation for any damages suffered by the Company.
Also in order to contribute to the achievement of medium/long-term interests, since 2009, the Group has adopted an incentive system, known as the LTI (Long Term Incentive) Plan, linked
to the achievement of objectives at the time contained in the three-year strategic plan. According to this plan, confirmed in subsequent years, if the targets of the three-year strategic plan are achieved, the participant accrues an LTI incentive calculated as a percentage of his/her gross fixed annual component/GAS in place when his/her participation in the LTI Plan was established. This variable component with medium to long-term target cannot exceed 100% of the gross fixed annual component/GAS at the time when the target is achieved. The accrual begins upon achieving 80% of the target and, if the target is exceeded, it increases proportionally up to the maximum amount (cap) of 200% of the GAS, expected to correspond to the achievement of 125% of the target according to the following progression:
| CONSOLIDATED EBIT TARGET |
PARAMETER | LONG TERM INCENTIVE – AS % OF THE BASE COMPENSATION |
|---|---|---|
| 75 | 0.00% | |
| 80 | 20.00% | |
| 85 | 40.00% | |
| 90 | 60.00% | |
| 95 | 80.00% | |
| 100 | 100.00% | |
| 105 | 120.00% | |
| 110 | 140.00% | |
| 115 | 160.00% | |
| 120 | 180.00% | |
| 125 | 200.00% |
In this case, the target is determined by a consolidated Target Adjusted EBIT (i.e. consolidated EBIT net of all non-recurring costs in the last financial year of reference, in order to avoid a slowdown in investments that could influence the EBIT, having the opposite effect to value creation in the medium and long term). The consolidated Target Adjusted EBIT is determined on the basis of consolidated EBIT net of (a) "non-recurring costs", whether budgeted or unbudgeted, as well as (b) provisions (accruals) relating to the various Executive Directors' bonuses, annual and three-year, and to the PfS bonus pool and LTIP of strategic managers, i.e. net of all non-recurring costs in the last financial year of reference, in order to avoid a slowdown in investments that could affect EBIT with an adverse effect on value creation in the medium and long term.
The payment of the incentive is deferred to the last financial year of the three-year reference period. The payment is made after the approval by the Meeting of Shareholders of the relevant financial statements. On an annual basis, the Remuneration and Appointment Committee proposes to the Board of Directors the MBO targets and verifies, in the next financial year, the
performance of the Executive Director in order to define the achievement of the MBO targets for the previous year. The Committee also proposes the LTI Plan target to the Board of Directors on the presentation and approval of the three-year plan, subsequently verifying the level of achievement. If the access threshold is not achieved, the beneficiary does not accrue any right, even on a pro-rata basis, to payment of the LTI incentive.
The LTI Plan is also in place for retention purposes. In fact, if the mandate is terminated in any circumstance prior to the end of the three-year period, the recipient ceases his/her participation in the Plan and the three-year incentive cannot be paid, even on a pro-rata basis.
In April 2018, the Company approved a further remuneration scheme linked to the disposal of company Assets. The "Assets Plan" proposes to remunerate the beneficiaries in relation to the realisation, by the Company, of economic benefits deriving from the disposal of equity investments, fixed assets and other assets. The purpose of the Plan is to retain the beneficiaries and to align their performance with the company interests. The Plan is an autonomous incentive mechanism which considers the skills, length of service and experience of each beneficiary as added value in guiding and supporting the achievement of strategic and outstanding results. In view of its contingent nature, the Plan is not part of the remuneration of directors or the remuneration of employees, and does not form part of the elements for determining the SI for directors and ESI for employees. The latter does not have any effect on the direct or indirect remuneration schemes.
The Assets Plan is aimed at:
By 30 June of each year, the Board of Directors of the Company may identify other Strategic Managers and/or PfS recipients of the Assets Plan who have accrued the length of service requirements set out by the Plan. The Assets Plan, which has a term of nine years from its approval, grants the beneficiaries the right to receive payment of a cash incentive. The rights deriving from the Assets Plan for each beneficiary are not subject to disposition. Events which, under the terms and conditions of the Assets Plan, may give rise to the payment of an incentive to the beneficiaries are: disposals (sale, merger, exchange, contribution or similar operations) of assets (any tangible or intangible fixed assets, capital assets, including patents and other
intellectual property rights), of businesses or business branches (such as a business, production unit, division), and of company shareholdings (including affiliates and controlled companies) held by the Company directly or by way of subsidiaries, eligible for to and subject to disposal.
For each disposal of Assets finalised within the duration of the Assets Plan, the plan recipients will be entitled to receive a total gross incentive (to be distributed between the beneficiaries according to the criteria indicated in the Plan Regulation and illustrated below) calculated on the basis of 10% of the difference between the fee for the disposal and the book value of the assets, naturally correlated to the percentage subject to disposal, as long as that value is greater than zero. The gross amount thus determined is distributed as indicated below:
The Remuneration and Appointment Committee is responsible for ascertaining those events which, under the terms and conditions of the Plan, may give rise to the payment of an incentive, quantifying the incentive due to each beneficiary as well as completing each and any act, fulfilment, formality and communication necessary for the purposes of implementing the Assets Plan.
The Assets Plan shall expire in the ninth year after the approval date, on 23 April 2027. Each beneficiary loses the qualification of beneficiary upon resignation from the role of Chairperson or Deputy Chairperson or termination of the employment relationship (in the case of Strategic Managers and PfS), with the resulting forfeiture of the right to receive an incentive with the sole exception of cases of revocation of the management mandate without just cause, and dismissal of managers for justifiable reason or without just cause.
The Company reserves the right to receive the return of the incentive where
(i) circumstances are ascertained that would have prevented its payment (for example, wilful or grossly negligent breach by a beneficiary of the legal or contractual obligations applicable to the office or employment relationship, wilful or grossly negligent breach of company rules or procedures, the Code of Ethics or the organisation, management and control model of the Company), or
(ii) it is ascertained that it was paid on the basis of intentionally altered data.
As a complement to the strategic remuneration plan linked to the disposal of Assets, in 2018 the Company established a Phantom Shares scheme ("Phantom Shares Plan") reserved for Executive Directors and Strategic Managers, as approved by the Meeting of Shareholders on 1 October 2018. During the initial phase, the Strategic Managers can only be chosen from those reporting directly to the Executive Directors who are members of the so-called Corporate Management Committee. Subsequently, the Board of Directors, by 30 June of each year (provided that all the Phantom Shares that can be assigned have not yet been allocated), can identify any additional Managers as beneficiaries. The Plan means to incentivise managers able to influence the company results and to increase the Company's capitalisation. The Phantom Shares Plan is therefore a tool, which is added to the remuneration of the Directors and the remuneration of the managers, aimed at creating an autonomous incentive mechanism that takes account of the skills, length of service and experience of each beneficiary as added value in guiding and supporting the achievement of strategic objectives. The intended aim of the Phantom Shares Plan is to retain the beneficiaries and to best align their performance with the interests of shareholders. The Phantom Shares Plan requires that the free-of-charge allocation of Phantom Shares is not linked to the achievement of specific performance targets. The incentive that the beneficiaries are entitled to receive under the terms and conditions of the Plan is based upon the number of Phantom Shares assigned to each beneficiary and on the increase of the stock exchange price of the shares registered on the event date (namely, in the case of a Change of Control following a public takeover bid, or the public purchase price) with respect to the assignment value. The total maximum number of Phantom Shares that can be assigned to the beneficiaries based on the Plan is 12% of the number of ordinary shares on the date of approval of the Plan by the Board. The Board of Directors, with the same resolution with which it identifies a certain person as a recipient of the Plan, also determines, on the recommendation of the Remuneration and Appointment Committee, the number of Phantom Shares assignable to the recipient and the percentage allocation of the number of shares that can be assigned. If the beneficiaries lose their rights under the Phantom Shares Plan, the Phantom Shares previously assigned to them will be considered not to have been assigned and may therefore, at the discretion of the Board of Directors, be offered to new beneficiaries or to those who are already beneficiaries, at the same assignment value as that of the previously assigned Phantom Shares.
In the case of transactions involving ordinary shares or Company capital, such as the conversion to ordinary shares of other share categories, the grouping or splitting of shares, capital increases, mergers, demergers, capital reductions, share cancellations, reductions of the nominal value of the ordinary shares, the Board of Directors, with the advisory support of the Remuneration and Appointment Committee, will make the changes and additions to the Phantom Shares Plan deemed necessary or appropriate to keep the substantial and economic
contents of the Plan unchanged. A similar principle will be applied in the event of legislative or regulatory changes and other events likely to alter the substantial and economic contents of the Plan. The assignment value is equal to the weighted average of ordinary share prices measured in the 36 months prior to the identification date of each Plan recipient by the Board of Directors. The ordinary share price as at the event date will be equal to the weighted average of the official ordinary share prices recorded on the trading days that fall within the 90 calendar days prior to the event date (except in the case of a Change of Control following a voluntary or compulsory public takeover bid). Each beneficiary irrevocably loses the right to receive an incentive before its payment: (a) for an Executive Director: if he/she voluntarily resigns; the role of Director is revoked, for just cause; if a just cause is in place, the role of Chairperson or Deputy Chairperson has been revoked or the responsibilities and powers have been substantially modified or the role or organisational positioning has been substantially modified; (b) for a Strategic Manager: if he/she voluntarily resigns or is dismissed for just cause. The Phantom Shares are assigned according to the principle of equal allocation, for the same overall length of service, between the Strategic Managers who are invited to participate in the Plan at the same time. The events that may give rise to the payment of an incentive to the Executive Directors or to one of them (and his/her heirs) are as follows: (i) Change of Control; (ii) failure to renew the office of Director on expiry of the mandate; (iii) revocation without just cause of the office of Director by the Meeting of Shareholders; (iv) revocation of the office of Chairperson or Deputy Chairperson or a substantial change to the responsibilities or powers or a substantial change to the role or organisational positioning without the occurrence of a just cause; (v) resignation of the Director for just cause, attributable to, for example, a change of powers, organisational positioning and the role of Director without there being any just cause; (vi) death of the Director; (vii) permanent disability which prevents the exercising of the office of Chairperson or Deputy Chairperson of the Board of Directors; and (viii) termination of office due to reaching retirement age.
The events that may give rise to the payment of an incentive to the Strategic Managers or to one of them (or his/her heirs) are as follows: (i) Change of Control; (ii) resignation for just cause; (iii) dismissal for an objective justifiable reason; (iv) death or permanent disability which prevents the continuation of the employment relationship; (v) delisting; and (vi) termination of the employment relationship due to reaching retirement age.
Solely for beneficiaries who are Strategic Managers, the amount of the incentive will be: (i) reduced by 50% if the beneficiary, in relation to the event date, has an overall length of service of less than 10 years; (ii) increased by 10% if the beneficiary, in relation to the event date, has an overall length of service of more than 15 years; (iii) increased by 20% if the beneficiary, in relation to the event date, has an overall length of service of more than 20 years; (iv) increased by 30% if the beneficiary, in relation to the event date, has an overall length of service of more than 25 years; and (v) increased by 50% if the beneficiary, in relation to the event date, has an overall length of service of more than 30 years. The Phantom Shares cannot be transferred and, more generally, be subject to disposition. On 17 October 2018, the Board of Directors formally approved the plan regulations, without making any amendments to the draft already attached to the report to the Meeting of Shareholders, and initiated the implementation of the plan, by
identifying, according to the recommendation of the Remuneration and Appointment Committee, the beneficiaries of the plan by name and determining the number of Phantom Shares to be assigned without charge to each beneficiary. In accordance with the criteria established by the plan's regulations, the assignment value of each Phantom Share was determined as Euro 16.451. The press release issued on the same date included all the information as per table 1 of Annex 3A of the Issuers' Regulation, Scheme 7 (including the names of beneficiaries and amounts).
In order to attract, motivate and retain Managers with Strategic Responsibilities, the remuneration package for these roles within the company is made up as follows:
The basic salaries/GAS are verified and, where necessary, adjusted annually by the Human Resources Department, with the approval of the Managing Directors, in view of various factors, such as, by way of example but without limitation: a) labour market performance; b) job performance; c) level of responsibility/role; d) balance/equality of internal remuneration levels; e) benchmarks of comparable companies for similar positions; and f) experience, expertise, potential, and career prospects.
The variable components are aimed at motivating Managers with Strategic Responsibilities to achieve the annual targets (MBO/PfS) as well as longer term strategic objectives. The LTI Plan for Managers with Strategic Responsibilities is aimed at gaining loyalty and motivating key resources, leveraging on a remuneration structure with modification of several components, which allows for the accumulation of long-term capital. The LTI Plan is aimed at guaranteeing the Company greater organisational stability as the result of the permanence of key resources, guaranteeing management continuity as well as alignment to strategic objectives in the medium term. Managers with Strategic Responsibilities, being classified as managers, enjoy non-monetary benefits which include health insurance, accident insurance (professional and non-professional), life insurance and pension benefits.
In 2013, the Company established an ad-hoc programme of non-monetary benefits known as Flexible Benefits, for Managers with Strategic Responsibilities and for other Company managers. The amount varies depending on the length of service in the managerial role (length of service calculated with exclusive reference to SAES).
For 2020, the sums are as follows: Euro 4,000 for managers with a length of service in SAES of over 6 years; Euro 3,000 for other managers. These values, and the same assignment method, are therefore also intended to be applied for the year 2021.
Finally, the Managers with Strategic Responsibilities enjoy an indemnity in the event of termination of the employment relationship without just cause by the Company, in accordance with the labour contract (National Collective Labour Agreement for industry managers - NCLA) which establishes the limits, amount and application.
Managers with Strategic Responsibilities who cover roles on the Boards of Directors of subsidiary companies or in other corporate bodies (e.g. Supervisory Body) do not receive, in general, any additional remuneration to the remuneration they receive in their capacity as employees. This principle also applies to all other Managers of the Group without strategic responsibilities.
If the conditions of the Phantom Shares Plan are met, as indicated in paragraph 12 above, payments may be made to Managers with Strategic Responsibilities who are beneficiaries of the Plan in certain cases of termination of the relationship with the Company.
As already indicated in paragraph 7, Executive Directors are granted the following nonmonetary benefits:
With reference to Managers with Strategic Responsibilities, see paragraph 13.
The preceding paragraphs explain, for each form of incentive remuneration, the conditions that determine the loss of rights by the beneficiaries.
With reference to Executive Directors, who are not bound by a subordinate employment relationship, and as such do not have insurance coverage similar to that guaranteed to strategic managers, the Board of Directors has provided them with a Severance Indemnity ("SI") pursuant to Article 17, paragraph 1, letter c) of the Consolidated Law on Income Tax (TUIR) No. 917/1986, having similar characteristics to those typical of the Employee Severance Indemnity (ESI) pursuant to Article 2120 of the Italian Civil Code, granted, in accordance with the law, to Group executives and including the employer contributions to social security institutions or funds for management employment relationships. The SI was established by SAES Getters
S.p.A.'s Meeting of Shareholders on 27 April 2006 and by the subsequent Meetings of Shareholders of appointment (21 April 2009, 24 April 2012, 28 April 2015 and 24 April 2018).
The beneficiaries of the SI are the Chairperson and the Managing Director, and possibly other Executive Directors identified by the Board of Directors, subject to examination of the remuneration and contribution situation of the individual director. The establishment of the SI is aimed at achieving, at the end of his/her career, a pension in line with Italian and international standards identified as 50% of the last overall remuneration received. The resolutions relating to the SI are implemented by entering into an SI policy with a major insurance company, in line with legal requirements, with an annual premium equal to the share of provisioning provided by the plan, currently 22% of the remuneration - fixed and variable - paid to the beneficiary directors, as resolved by the Board of Directors in accordance with Article 2389 of the Italian Civil Code.
Also with reference to Executive Directors, no indemnity is due in the event of revocation of the mandate for just cause. Moreover, the Company does not pay any indemnities or remuneration of an extraordinary nature linked to the end of the mandate other than those indicated in the 2021 Policy.
A specific indemnity is paid in the case of revocation by the Meeting of Shareholders or revocation of powers by the Board, without just cause, as well as termination by the director in the case of the substantial modification of the role, organisational positioning or assigned powers and/or a "hostile" public takeover bid or, more generally, resignation for just cause for reasons other than those mentioned by way of example. In those cases, the indemnity amounts to 3.5 (three point five) years of the gross annual remuneration, thereby meaning the Total Annual Remuneration (comprising the fixed remuneration to which the average of the variable remuneration received in the previous two years is added). This amount is defined with the aim of guaranteeing the uniform treatment of Executive Directors and Managers with Strategic Responsibilities and is aligned with the prevalent market practices of listed companies. In the event of non-renewal of the office, an indemnity equal to 3.5 (three point five) years of the gross annual remuneration is paid, meaning the sum of the total remuneration (gross annual remuneration defined as the sum of the annual fixed remuneration increased by the average variable remuneration received in the previous two years). In the event of resignation from the office, no indemnity is due to the Executive Directors, who are bound by a notice period of six months, failing which the resigning Director will be required to pay the Company an indemnity equal to 25% (twenty-five per cent) of the fixed annual remuneration. In the case of resignation from the office for just cause (for example, change of powers, organisational positioning and role or assignment of those powers, organisational positioning or role to other persons or committees and/or in the case of a "hostile" public takeover bid which results in a change of ownership and control structure of the Company), the Director will not be required to respect the notice period and will be entitled to receive an indemnity equal to 3.5 (three point five) times the Total Annual Remuneration, as defined above. In the event of sickness or an accident which prevents the performance of the function of the Directors holding special offices, an indemnity will be paid for a period of no more than twelve (12) consecutive months amounting to one year
of the annual basic remuneration. After this period, the Company can withdraw with prior notice of three months, paying an indemnity of Euro 2,500,000 gross.
If the conditions set out in the Phantom Shares Plan are met, as indicated in paragraph 12 above, payments may be made to the Executive Directors or one of them (or their respective heirs) even in certain cases of termination of the relationship with the Company.
Lastly, no consultancy contract is set to be signed at the end of the term of office, nor is there any provision for the retention of non-monetary benefits after termination of office.
The Company may enter into non-competition agreements with its Executive Directors and with its Managers with Strategic Responsibilities which provide, on termination of the relationship, for the payment of a consideration correlated to the annual remuneration and parameterised by the duration and extent of the restriction established in that agreement. The restriction, to be concluded on a certain date, refers to the product/market sector in which the Group operates and may extend to all the countries in which the Group operates. In case of Managers with Strategic Responsibilities forming part of the so-called Corporate Management Committee, as a more favourable condition to that set out by Article 13 of the NCLA, upon the occurrence of a "change of control", the manager may terminate the relationship within 180 days from the legal date of the change, without the obligation of prior notice and with payment of an indemnity equal to 3 years of total gross remuneration (including the average of variable remuneration paid: PfS, LTI Plan), as well as the right to the indemnity in lieu of notice provided by Article 23 of the NCLA in the case of termination. Similarly, in the case of a "change of control", if the Company decides to terminate the employment relationship with the Managers with Strategic Responsibilities forming part of the so-called Corporate Management Committee, it must guarantee them, within 180 days from the legal date of the change, as a more favourable condition to that set out by articles 19-22-23 of the NCLA, the payment of an indemnity equal to 3 years of total gross remuneration (including the average of variable remuneration paid: PfS, LTI Plan), as well as the right to the indemnity in lieu of notice provided by Article 23 of the NCLA in the case of termination. "Change of control" refers to any event that, directly or indirectly, modifies the ownership structure and the chain of command of the Company and the parent company. Those provisions deviate positively and fully replace the rules of the NCLA for industry managers, and are an integral and substantive part of the individual employment contracts.
See paragraph 6 above.
SAES is unique in the Italian and international market. In fact, it is a multi-business company, producing multi-technology products; it is therefore extremely difficult to find companies
comparable to SAES both in size and in production activities in the high innovation technology sector. For this reason, also with reference to the remuneration of Executive Directors and management, SAES should be considered a market leader. Consequently, in order to identify the right balance of remuneration, SAES has analysed the macro trends of the remuneration of Italian listed companies during 2020 (a year, as we know, unlike any other, due to the spread of the COVID 19 pandemic), to compare them with its own decisions. As the Company has not identified any comparable organisations to SAES, it has not used any other companies as a basis for determining the 2021 Policy.
The remuneration of the Board of Statutory Auditors is resolved by the Meeting of Shareholders at the time of appointment based upon professional rates (if applicable) and/or normal market practices. In this regard, the Meeting of Shareholders of 24 April 2018 determined the aforementioned annual remuneration in the amount of Euro 40,000.00 (forty thousand) for the Chairperson and Euro 29,000.00 (twenty-nine thousand) for each other Statutory Auditor. The Auditors may receive additional remuneration for their participation in other control bodies (for example, the Supervisory Body), within the limits permitted by the laws in force.
The Board of Statutory Auditors, whose term of office expires with the approval of the financial statements for the year ended 31 December 2020, has not provided the Company with any details on the quantification of the required commitment, pursuant to standard Q.1.6 of the rules of conduct for the Board of Statutory Auditors of listed companies, issued by the Italian National Council of Chartered Accountants and Accounting Experts.
This Section II illustrates, with reference to 2020, the year of application of the 2020 Policy, the payments received by the members of the administration and control bodies (with specific indication of their names) and by the Managers with Strategic Responsibilities (in aggregate form, considering also that SAES falls within the size parameters of a "smaller" company pursuant to CONSOB Regulation 17221 of 12 March 2010 on related party transactions).
With reference to the Executive Directors, the payments made during the 2020 financial year were as follows:
The fixed remuneration paid in 2020 to the two Executive Directors did not change from 2019. In particular, the Chairman/CEO Massimo della Porta was paid a fixed fee of Euro 910,000.00 and the Deputy Chairperson/Managing Director/CFO, Giulio Canale, a fixed fee of Euro 670,000.00.
With reference to variable compensation, in 2020, the following were paid:
Variable compensation paid in 2020 relates to performance achieved in 2019; the reference criteria are those set forth in the MBO Incentive Plan; for calculation mechanisms, see paragraph 7 of the 2020 Policy (now paragraph 9, Section I of this document).
The consolidated Target Adjusted EBITDA, for 2019, was set at 19.3% and the Company's achieved result, as reflected in the Consolidated Financial Statements, and after making the adjustments set forth in paragraph 9 of Section I of this document, was equal to 21.1%.
Applying the over-performance mechanisms, set out in paragraph 7 of the 2020 Policy, the aforementioned variable remuneration for Chairman/CEO and Deputy Chairperson/Managing Director/CFO, paid during the 2020 financial year, has been calculated.
Finally, it should be noted that the annual determination of Targets, carried out in accordance with the procedure provided for in the Remuneration Policy in force from time to time, is carried out taking into account the objectives set in the consolidated budget and strategic plan.
Therefore, the total remuneration paid during the 2020 financial year to the Executive Directors was as follows:
See Table 1 of this Section II for calculation details.
With reference to the data relating to the remuneration paid in the 2020 financial year to Managers with Strategic Responsibilities, please refer to Table 1 of this Section II.
The remuneration awarded to Managers with Strategic Responsibilities was in line with the 2020 Policy.
No cases occurred in 2020.
No cases occurred in 2020.
No cases occurred in 2020.
Additional information relating to 2019 and 2020 financial years is provided below with respect to:
a) total remuneration of Executive Directors:
| Executive Director | Mr Massimo della Porta | Mr Giulio Canale |
|---|---|---|
| 2019 | Euro 1,966,000.00 | Euro 1,157,500.00 |
| 2020 | Euro 1,790,000.00 | Euro 1,076,000.00 |
b) Company results
| Consolidated Adjusted EBITDA |
Amount Euro |
Target | Actually achieved in the previous year (*) |
|---|---|---|---|
| 2018 Financial year for 2019 remuneration |
31,030,000 | 13.8% | 19.4% |
| 2019 Financial year for 2020 remuneration |
38,461,000 | 19.3% | 21.1% |
(*) please note that the variable remuneration to which the Executive Directors' MBO is indexed is calculated on Consolidated Adjusted EBITDA targets for the year prior to the year in which the variable remuneration is actually paid. The Consolidated Adjusted EBITDA parameter is also relevant for the calculation of the variable part of the remuneration of employees who are recipients of the so-called PfS (MBO) described above; for this reason, it is the parameter that the Company has decided to use to highlight the Company's results, pursuant to this paragraph.
c) average gross annual remuneration measured in relation to full-time employees, of employees other than those whose remuneration is indicated by name in this Section II.
| Gross annual salary | ||||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| 2019 | Euro 50,116.83 | |||||||||
| 2020 | Euro 50,850.70 |
The remuneration shown refers to the average salary of full-time1 permanent employees of the Company in the year indicated, for all contractual categories, excluding Executive Directors.
The discussions at the meeting to approve the 2020 Policy did not provide any insights that needed to be considered, nor have any requests or communications from shareholders been received by the Company from the date of the meeting to the present date. Should this occur in the future, the Company will take these elements into consideration when drafting and approving future remuneration policies.
1 In compliance with the standard, comparable qualifications and categories (permanent, full-time) were considered in the comparison.
Esercizio 2020
COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO | DESCRIZIONE CARICA | COMPENSI | ||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| (A) | (B) | (C) | (D) | (1) | (2) | (3) | (4) | (5) | (6) | (7) | (8) | |
| Cognome Nome |
Carica * | Periodo per cui è stata ricoperta la carica |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a comitati |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di cessazione del |
|
| Bonus e altri incentivi |
Partecipazione agli utili |
rapporto di lavoro | ||||||||||
| DIRGENTI STRATEGICI |
Group Human Resources Manager Group Legal / Compliance & Internal Audit Manager Group Research Lab Manager |
2020 | 565.318 (2) € $(1)$ $\in$ |
(3) $\sim$ |
575.428 (4) € $\epsilon$ |
$\overline{\phantom{a}}$ | 17.878 (5) € |
1.158.624 € |
(6) | |||
| (1) | Compensi nella società che redige il bilancio | € 565.318 |
€ $\sim$ |
575.428 € |
€ $\overline{\phantom{a}}$ |
17.878 € |
€ $\sim$ |
1.158.624 € |
€ $\blacksquare$ |
€ $\blacksquare$ |
||
| (II) | Compensi da controllate e collegate | € $\sim$ (6) |
€ $\sim$ |
|||||||||
| Totale (III) |
€ 565.318 |
€ $\sim$ |
575.428 € |
€ $\overline{\phantom{a}}$ |
17.878 € |
€ $\blacksquare$ |
1.158.624 € |
€ $\overline{\phantom{a}}$ |
∣€ $\sim$ |
(*) Cariche con Responsabilità Strategiche: Group Human Resources Manager, Group Legal / Compliance & Internal Audit Manager e il Group Research Lab Manager. Si segnala che il Group Research Lab Manager ha assunto la qualifica di Dirigente con Responsabilità Strategiche a far data dall'1 gennaio 2020.
(1) Contratto a tempo indeterminato.
(2) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
(3) Compensi per partecipazione come membro dell'Organismo di Vigilanza
(4) Ammontare compensi per Una Tantum dirigenti strategici
(5) Compensi per uso autovettura, polizza sanitaria, check up e assicurazione infortuni, invalidità e extraprofessionali
25
Saes
group
GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a comitati |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di cessazione del |
|
| ricoperta la carica |
Bonus e altri incentivi |
Partecipazione agli utili |
rapporto di lavoro | |||||||||
| CANALE GIULIO |
Amministratore Dal 24 aprile Delegato SAES Getters S.p.A. |
2018 | Approvazione bilancio al 31.12.2020 |
20.000,00 (1) € (2) $\sim$ (3) $\sim$ € 650.000,00 (4) (5) $\blacksquare$ |
€1.216.875,00 | € 8.646,47 (6) | € 1.245.521,47 $\ddot{}$ $\overline{a}$ € 650.000,00 € $\blacksquare$ |
$\overline{\phantom{a}}$ | ||||
| (1) Compensi nella società che redige il bilancio |
€ 670.000,00 | € $\overline{a}$ |
€1.216.875,00 | € $\overline{\phantom{a}}$ |
€ 8.646,47 | € $\overline{a}$ |
€ 1.895.521,47 | $\overline{a}$ | ||||
| (II) | Compensi da controllate e collegate | $\overline{a}$ | $\frac{1}{2}$ | |||||||||
| (III) Totale |
€ 670.000,00 | € $\sim$ |
€1.216.875,00 | € $\sim$ |
€ 8.646,47 | € $\sim$ |
€ 1.895.521,47 | € $\sim$ |
$\sim$ |
(1) Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020
$(2)$ Gettone di presenza
$(3)$ Rimborsi spese
$(4)$ Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.
$(5)$ Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
Compensi per uso autovettura, assistenza sanitaria, check up e assicurazione infortuni e extraprofessionali $(6)$
Esercizio 2020
GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
|
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
||||||||
| DELLA PORTA MASSIMO |
Presidente SAES Getters S.p.A. |
Dal 24 aprile 2018 |
Approvazione bilancio al 31.12.2020 |
30.000,00 (1) € (2) $-$ (3) € 880.000,00 (4) $- (5)$ |
€ 1.936.200,00 | 9.066,74(6) € |
1.975.266,74 € € $\overline{\phantom{a}}$ € $\blacksquare$ 880.000,00 € € $\overline{\phantom{a}}$ |
|||||
| (1) | Compensi nella società che redige il bilancio | € 910.000,00 | $\frac{1}{2}$ | € 1.936.200,00 | $\overline{\phantom{a}}$ | 9.066,74 € |
$\overline{\phantom{a}}$ | 2.855.266,74 € |
$\overline{\phantom{a}}$ | |||
| (II) | Compensi da controllate e collegate | € $\sim$ |
$\overline{\phantom{a}}$ | |||||||||
| (III) Totale |
€ 910.000,00 | € $\frac{1}{2}$ |
€ 1.936.200,00 | $\overline{a}$ | 9.066,74 € |
$\overline{\phantom{a}}$ | 2.855.266,74 € |
$\overline{\phantom{0}}$ |
$(1)$ Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020
Gettone di presenza $(2)$
$(3)$ Rimborsi spese
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c. $(4)$
Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR $(5)$
$(6)$ Compensi per uso autovettura, assistenza sanitaria, check up e assicurazione infortuni e extraprofessionali
making innovation happen, together
GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
|
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
||||||||
| DE MAIO ADRIANO |
Amministratore Dal 24 aprile SAES Getters S.p.A. |
2018 | Approvazione bilancio al 31.12.2020 |
€ 20.000,00 (1) € € (2) $\sim$ (3) € $-$ (4) € $\sim$ (5) € $\blacksquare$ |
$10.000,00$ (6) | 30.000,00 € $\overline{\phantom{a}}$ $\qquad \qquad \blacksquare$ ۰ ۰ |
||||||
| (1) | Compensi nella società che redige il bilancio | € 20.000,00 | € $10.000,00$ | $\overline{\phantom{a}}$ | € $\blacksquare$ |
€ $\overline{\phantom{a}}$ |
30.000,00 € |
$\overline{\phantom{a}}$ | ||||
| (II) | Compensi da controllate e collegate | $\overline{\phantom{a}}$ | ||||||||||
| (III) Totale |
€ 20.000,00 | € $10.000,00$ | $\overline{\phantom{a}}$ | € $\sim$ |
€ $\sim$ |
30.000,00 € |
€ $\overline{\phantom{a}}$ |
€ |
$(1)$ Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020
Gettone di presenza $(2)$
$(3)$ Rimborsi spese
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c. $(4)$
Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR $(5)$
Compensi per partecipazione come membro del Comitato Remunerazone e Nomine relativi al periodo di competenza Gen-Dic 2020 $(6)$
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
carica o di | Indennità di fine | |||||||
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
|||||||||||||||
| DELLA PORTA LUIGI LORENZO |
Amministratore Dal 24 aprile SAES Getters S.p.A. |
2018 | Approvazione bilancio al 31.12.2020 |
€ | € 20.000,00 (1) (2) $\overline{\phantom{a}}$ (3) $\overline{a}$ (4) $\blacksquare$ (5) $\blacksquare$ |
€ € € € € |
20.000,00 ۰ ۰ $\blacksquare$ ۰ |
||||||||||||
| Compensi nella società che redige il bilancio (1) |
€ 20.000,00 | € | € | $\overline{\phantom{a}}$ | € | $\bullet$ | $\overline{\phantom{a}}$ | € | 20.000,00 | $\blacksquare$ | |||||||||
| (11) | Compensi da controllate e collegate | $\overline{a}$ | |||||||||||||||||
| (III) Totale |
€ 20.000,00 | € | € | $\blacksquare$ | € | $\sim$ | ۰ | € $\overline{a}$ |
€ | 20.000,00 | € $\blacksquare$ |
€ |
$(1)$ Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020
Gettone di presenza $(2)$
Rimborsi spese $(3)$
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c. $(4)$
$(5)$ Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
||||||||
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
|||||||||||||||
| DELLA PORTA ALESSANDRA |
Amministratore Dal 24 aprile SAES Getters S.p.A. |
2018 | Approvazione bilancio al 31.12.2020 |
€ € |
20.000,00 (1) (2) $\overline{\phantom{a}}$ (3) $\overline{\phantom{a}}$ (4) $\blacksquare$ (5) $\overline{a}$ |
€ € € € € |
20.000,00 $\blacksquare$ ٠ $\blacksquare$ |
||||||||||||
| Compensi nella società che redige il bilancio (1) |
€ | 20.000,00 | ۰ | € | $\sim$ | $\overline{\phantom{a}}$ | € | € | 20.000,00 | € $\blacksquare$ |
|||||||||
| (II) | Compensi da controllate e collegate | $\overline{a}$ | |||||||||||||||||
| (III) Totale |
€ 20.000,00 | € | $\tilde{\phantom{a}}$ | € | $\overline{a}$ | € | 20.000,00 | € $\blacksquare$ |
Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020 $(1)$
Gettone di presenza $(2)$
Rimborsi spese $(3)$
$(4)$ Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.
Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR $(5)$
GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | |||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
|||||
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
||||||||||||
| DOGLIOTTI ANDREA |
Amministratore Dal 24 aprile SAES Getters S.p.A. |
2018 | Approvazione bilancio al 31.12.2020 |
20.000,00 (1) € € $\overline{a}$ € $\overline{\phantom{a}}$ € € |
(2) (3) $-$ (4) $-$ (5) |
(6) | (7) | 20.000,00 $\overline{\phantom{a}}$ ۰ $\tilde{\phantom{a}}$ $\overline{\phantom{a}}$ |
||||||||
| (1) Compensi nella società che redige il bilancio |
€ 20.000,00 | € $\sim$ |
€ $\blacksquare$ |
€ $\blacksquare$ |
€ $\blacksquare$ |
€ $\sim$ |
€ | 20.000,00 | € $\sim$ |
|||||||
| (11) | Compensi da controllate e collegate | $\overline{\phantom{a}}$ | ||||||||||||||
| (III) Totale |
€ 20.000,00 | € $\blacksquare$ |
€ $\blacksquare$ |
€ $\blacksquare$ |
€ $\blacksquare$ |
€ $\sim$ |
€ | 20.000,00 | € $\sim$ |
€ |
Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020 $(1)$
Gettone di presenza $(2)$
$(3)$ Rimborsi spese
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c. $(4)$
Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR $(5)$
GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | ||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
||
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
|||||||||
| DONNAMARIA VINCENZO |
Sindaco effettivo SAES Getters S.p.A. |
Dal 24 aprile 2018 |
Approvazione bilancio al 31.12.2020 |
€ € € |
€ 40.000,00 (1) $-$ (2) $5.236,00$ (3) (4) $- (5)$ |
40.000,00 € $\overline{\phantom{a}}$ 5.236,00 € $\blacksquare$ $\overline{\phantom{a}}$ |
|||||||
| (1) Compensi nella società che redige il bilancio |
€ 45.236,00 | € $\sim$ |
€ $\sim$ |
€ $\blacksquare$ |
€ $\sim$ |
€ $\overline{\phantom{a}}$ |
45.236,00 € |
€ $\sim$ |
|||||
| (11) | $\overline{\phantom{a}}$ | ||||||||||||
| Compensi da controllate e collegate (III) Totale |
€ 45.236,00 | € $\blacksquare$ |
€ $\sim$ |
€ ٠ |
€ $\overline{\phantom{a}}$ |
€ $\blacksquare$ |
45.236,00 € |
€ $\blacksquare$ |
Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn- 31 Dic 2020 $(1)$
Gettone di presenza $(2)$
Rimborsi spese $(3)$
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c. $(4)$
Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR $(5)$
GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata ricoperta |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
||||||||
| la carica | comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
|||||||||||||||
| SPERANZA SARA ANITA |
Sindaco effettivo SAES Getters S.p.A. |
Dal 24 Aprile 2018 |
Approvazione bilancio al 31.12.2020 |
€ € |
29.000,00 (1) € (2) $\overline{a}$ (3) $\qquad \qquad \blacksquare$ (4) $\sim$ (5) $\qquad \qquad$ |
18.000,00 (6) | € € € € € |
47.000,00 $\qquad \qquad \blacksquare$ $\blacksquare$ $\blacksquare$ ۰ |
|||||||||||
| (1) | Compensi nella società che redige il bilancio | € | 29.000,00 | € 18.000,00 | € | $\sim$ | € | $\blacksquare$ | € $\overline{\phantom{a}}$ |
$\blacksquare$ | € | 47.000,00 | $\sim$ | ||||||
| (II) | Compensi da controllate e collegate | € | $\blacksquare$ | ||||||||||||||||
| (III) Totale |
€ | 29.000,00 | € | 18.000,00 | € | $\sim$ | € | ÷. | € $\overline{a}$ |
$\overline{a}$ € |
€ | 47.000,00 | € | $\overline{a}$ | € | $\blacksquare$ |
(1) Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020
Gettone di presenza $(2)$
Rimborsi spese $(3)$
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c. $(4)$
(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
| SOGGETTO | DESCRIZIONE CARICA | COMPENSI | ||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| (A) Cognome Nome |
(B) Carica |
(C) Periodo per cui è stata ricoperta la carica |
(D) Scadenza della carica |
(1) Compensi fissi |
(2) Compensi per la partecipazione a comitati |
(3) Compensi variabili non equity Bonus e altri incentivi |
Partecipazione agli utili |
(4) Benefici non monetari |
(5) Altri compensi |
(6) Totale |
(7) Fair Value dei compensi equity |
(8) Indennità di fine carica o di cessazione del rapporto di lavoro |
| ROVELLI LUCIANA |
Amministratore SAES Getters S.p.A. |
Dal 24 aprile 2018 |
Approvazione bilancio al 31.12.2020 |
20.000,00 (1) € € (2) € $\sim$ (3) $\overline{a}$ (4) $\sim$ $-$ (5) € |
47.000,00 (6) | 67.000,00 € € $\qquad \qquad \blacksquare$ € $\overline{\phantom{a}}$ € $\overline{\phantom{0}}$ € $\overline{\phantom{a}}$ |
||||||
| (1) | Compensi nella società che redige il bilancio | 20.000,00 € |
47.000,00 | $\sim$ | € $\overline{\phantom{a}}$ |
$\overline{\phantom{a}}$ | € $\sim$ |
67.000,00 € |
$\blacksquare$ | |||
| (II) | Compensi da controllate e collegate | € $\sim$ |
||||||||||
| (III) Totale |
20.000,00 € |
47.000,00 | € $\blacksquare$ |
€ $\blacksquare$ |
$\overline{\phantom{a}}$ | € $\overline{\phantom{a}}$ |
67.000,00 € |
$\blacksquare$ |
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | (7) | (8) | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata ricoperta |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
|
| la carica | comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
||||||||
| GIUSTI GAUDIANA |
Amministratore Dal 24 aprile SAES Getters S.p.A. |
2018 | Approvazione bilancio al 31.12.2020 |
20.000,00 (1) € € (2) € (3) $\blacksquare$ (4) $\overline{\phantom{a}}$ (5) $\sim$ |
43.000,00 (6) | 63.000,00 € € $\overline{\phantom{a}}$ € $\ddot{}$ € $\overline{\phantom{a}}$ € $\sim$ |
||||||
| (1) | Compensi nella società che redige il bilancio | 20.000,00 € |
€ 43.000,00 |
€ $\sim$ |
€ $\overline{\phantom{a}}$ |
€ $\blacksquare$ |
€ $\overline{\phantom{a}}$ |
63.000,00 € |
€ ×. |
€ $\overline{\phantom{a}}$ |
||
| (II) | Compensi da controllate e collegate | € $\blacksquare$ |
||||||||||
| (III) Totale |
20.000,00 € |
43.000,00 € |
€ $\blacksquare$ |
€ $\sim$ |
€ ۰ |
€ $\overline{\phantom{a}}$ |
63.000,00 € |
€ $\blacksquare$ |
€ |
| SOGGETTO (A) |
(B) | DESCRIZIONE CARICA (C) |
(D) | (1) | (2) | (3) | COMPENSI (4) |
(5) | (6) | $(7)$ | ${8}$ | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Periodo per cui è stata |
Scadenza della carica |
Compensi fissi |
Compensi per la partecipazione a |
Compensi variabili non equity | Benefici non monetari |
Altri compensi | Totale | Fair Value dei compensi equity |
Indennità di fine carica o di |
|
| ricoperta la carica |
comitati | Bonus e altri incentivi |
Partecipazione agli utili |
cessazione del rapporto di lavoro |
||||||||
| CIVARDI MAURIZIO |
Sindaco effettivo SAES Getters S.p.A. |
Dal 24 Aprile 2018 |
Approvazione bilancio al 31.12.2020 |
29.000,00 (1) $\epsilon$ (2) € $\sim$ € 990,00 (3) (4) (5) € w. |
(6) | € 8.424,00 (6) $\in$ | 29.000,00 € 990,00 8.424,00 $\overline{\phantom{a}}$ |
|||||
| (1) (11) |
redige il bilancio | Compensi nella società che Compensi da controllate e |
$E$ 29.990,00 | ÷ € |
$\sim$ € |
÷. € |
€ $\overline{a}$ |
€ 8.424,00 | 638.414,00 | $\mathcal{L}$ € |
$\sim$ | |
| collegate (III) Totale |
€ 29.990,00 |
$\omega_{\rm c}$ € |
$\blacksquare$ € |
€ ٠ |
$\blacksquare$ € |
€ 8.424,00 | ÷. € 38.414,00 |
$\overline{\phantom{a}}$ € |
$\bullet$ |
Emolumento: deliberati dall'assemblea del 24 aprile 2018 e relativi al periodo di competenza 01 Genn-31Dic 2020
Gettone di presenza
Rimborsi spese
Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.
Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
Compenso per svolgimeno carica di sindaco presso una controllata
making innovation happen, together
| ∥COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| ∥Canale Giulio | Amministratore | SAES Getters S.p.A. |
$\overline{\phantom{0}}$ | |||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| De Maio Adriano |
Amministratore | |||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| ∥della Porta Alessandra |
Amministratore | SAES Getters S.p.A. |
54.856 SGR | 54.856 SGR* | ||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| della Porta Luigi Lorenzo |
Amministratore | SAES Getters S.p.A. |
9.619 SG | 9.619 SG | ||
| SAES Getters S.p.A. |
13.685 SGR | $\qquad \qquad \blacksquare$ | 13.685 SGR | |||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| della Porta Massimo |
Presidente | SAES Getters S.p.A. |
9.620 SG | 9.620 SG | ||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Dogliotti ∥Andrea |
Amministratore | SAES Getters S.p.A. |
108.673 SG | 108.673 SG | ||
| SAES Getters S.p.A. |
2.000 SGR | 2.000 SGR | ||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Stefano Proverbio |
Amministratore | |||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Luciana Rovelli |
Amministratore | $\qquad \qquad$ | ||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Gaudiana Giusti |
Amministratore | |||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Sara Speranza |
Sindaco effettivo | |||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI I POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Maurizio Civardi |
Sindaco effettivo | |||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Donnamaria Vincenzo |
Sindaco effettivo fino al 24/4/2018 poi Presidente Collegio Sindacale |
0 | ||||
| COGNOME E NOME |
CARICA | SOCIETA' PARTECIPATA |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO PRECEDENTE (31/12/2019) |
NUMERO AZIONI ACQUISTATE NEL 2020 |
NUMERO AZIONI VENDUTE NEL 2020 |
NUMERO AZIONI POSSEDUTE ALLA FINE DELL'ESERCIZIO DI RIFERIMENTO (31/12/2020) |
|---|---|---|---|---|---|---|
| Dirigenti con responsabilità strategica |
N/A | N/A | 0 | |||
| 52 | ||||
|---|---|---|---|---|
iii Non applicabile perché l'incentivo matura in corrispondenza di eventi (di seguito descritti) non nel controllo dei beneficiari.
Gli eventi che, ai termini e condizioni del piano, possono dar luogo all'erogazione di un incentivo a favore, a seconda dei casi, degli Amministratori Esecutivi o di uno di essi (o dei suoi eredi) sono i seguenti.
Gli eventi che, ai termini e condizioni del piano, possono dar luogo all'erogazione di un incentivo a favore, a seconda dei casi, dei Dirigenti Strategici o di uno di essi (o dei suoi eredi) sono i seguenti:
<sup>i In una prima fase, oltre agli Amministratori Esecutivi, i Dirigenti Strategici potranno essere individuati solamente tra quelli con riporto gerarchico diretto nei confronti degli Amministratori Esecutivi che siano membri del c.d. Corporate Management Committee in possesso del requisito di un'anzianità di servizio globale di almeno tre anni.
a Ai sensi del Piano di Phantom Shares 2018, ogni phantom share attribuisce ai beneficiari il diritto alla corresponsione di un importo lordo in denaro calcolato sulla base dell'eventuale incremento di valore delle azioni ordinarie della Società nel periodo di riferimento. Il premio sarà dunque pari alla differenza tra il valore del prezzo di borsa delle azioni registrato alla Data dell'Evento (ovvero, in caso di Cambio di Controllo in seguito ad offerta pubblica di acquisto, del prezzo dell'offerta pubblica di acquisto), rispetto al valore di assegnazione. Per i soli beneficiari che siano Dirigenti Strategici, l'importo dell'incentivo sarà:
(i) diminuito del 50% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale inferiore a 10 anni;
(ii) incrementato del 10% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 15 anni;
(iii)incrementato del 20% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 20 anni;
(iv) incrementato del 30% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 25 anni;
(v) incrementato del 50% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 30 anni.
| Strumenti finanziari assegnati negli esercizi precedenti non vested nel corso dell'esercizio |
Strumenti finanziari assegnati nel corso dell'esercizio | Strumenti finanziari vested nel corso dell'esercizio e non attribuiti |
Strumenti finanziari vested nel corso dell'esercizio e attribuibili |
Strumenti finanziari di competenza dell'esercizio |
|||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Α | B | (1) | (2) | (3) | (4) | (5) | (6) | (7) | $(8)(**)$ | (9) | (10) | (11) | (12) |
| Nome e cognome | CARICA | Piano | Numero e tipologia di strumenti finanziari |
Periodo di vesting |
Numero e tipologia di strumenti finanziari |
Fair value alla data di assegnazione |
Periodo di vesting iii |
Data di assegnazione |
Prezzo di mercato all'assegnazione |
Numero e tipologia strumenti finanziari |
Numero e tipologia strumenti finanziari |
Valore alla data di maturazione |
Fair value |
| Massimo Della porta | Presidente e Amministratore Delegato |
||||||||||||
| I) Compensi nella società che redige il bilancio | Piano di Phantom Shares- n. 513.497,5 Delibera 01/10/2018 |
Phantom Shares |
Aleatorio e differenziato per singolo Beneficiario |
€106.599 | |||||||||
| Giulio Canale | Amministratore Delegato | ||||||||||||
| I) Compensi nella società che redige il bilancio | Piano di Phantom Shares-n. 366.783,5 Delibera 01/10/2018 |
Phantom Shares |
Aleatorio e differenziato per singolo Beneficiario |
€ 68.316 | |||||||||
| Altri dirigenti con Responsabilità Strategiche | |||||||||||||
| I) Compensi nella società che redige il bilancio | Piano di Phantom Shares- n. 586.854 Delibera 01/10/2018 |
Phantom Shares |
Aleatorio e differenziato n. 195.618 per singolo Beneficiario |
Phantom Shares* |
€194.303 | Aleatorio e differenziato per singolo Beneficiario |
13/02/2020 | €182.480 | |||||
| II) Compensi da controllate e collegate | |||||||||||||
| III) Totale | €194.303 | €357.395 |
* Si segnala che in data 13 febbraio 2020 il Consiglio di Amministrazione di SAES Getters S.D.A., su proposta del Comitato Remunerazione e Nomine, ha assegnato n. 195.618 ihantom Shares (tra quelle ancora assegnabili ai se nominato Dirigente con Responsabilità Strategica con effetto dal 1º gennaio 2020.
(**) Si segnala che, Il valore originario di Assegnazione, pari alla media ponderata dei Prezzi ufficiali delle Azioni, rilevati nei giorni di negoziazione che ricadono nei 36 mesi precedenti rispetto alla data di Individu è pari a 16.451 euro.
In una prima fase, oltre agli Amministratori Esecutivi, i Dirigenti Strategici potranno essere individuati solamente tra quelli con riporto gerarchico diretto nei confronti degli Amministratori Esecutivi che siano membri d possesso del requisito di un'anzianità di servizio globale di almeno tre anni
"Ai sensi del Piano di Phantom Shares 2018, ogni phantom share attribuisce ai beneficiari il diritto alla corresponsione di un importo lordo in denaro calcolato sulla base dell'eventuale incremento di valore delle azioni o Il premio sarà dunque pari alla differenza tra il valore del prezzo di borsa delle azioni registrato alla Data dell'Evento (ovvero, in caso di Cambio di Controllo in seguito ad offerta pubblica di acquisto, del prezzo dell assegnazione. Per i soli beneficiari che siano Dirigenti Strategici, l'importo dell'incentivo sarà:
(i) diminuito del 50% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale inferiore a 10 ann (ii) incrementato del 10% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 15 anni (iii) incrementato del 20% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 20 anni (iv) incrementato del 30% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 25 anni (v) incrementato del 50% se il beneficiario, avuto riguardo alla Data dell'Evento, ha un'anzianità di servizio globale superiore a 30 anni
" L'incentivo matura in corrispondenza di eventi (di seguito descritti) non nel controllo dei beneficiari.
Gli eventi che, ai termini e condizioni del piano, possono dar luogo all'erogazione di un incentivo a favore, a seconda dei casi, degli Amministratori Esecutivi o di uno di essi (o dei suoi eredi) sono i seguenti
Gli eventi che, ai termini e condizioni del piano, possono dar luogo all'erogazione di un incentivo a favore, a seconda dei casi, dei Dirigenti Strategici o di uno di essi (o dei suoi eredi) sono i seguenti:
55
Saes
group
| Α | B | (1) | (2) | (4) | |||||
|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Piano | Bonus dell'anno | Bonus di anni precedenti | Altri Bonus | ||||
| DELLA PORTA | Presidente | (A) | (B) | (C) | (A) | (B) | (C) | ||
| MASSIMO | SAES Getters S.p.A. |
Erogabile/Erogato | Differito | Periodo di differimento |
Non più erogabili | Erogabile/Erogati | Ancora differiti | ||
| (1) | Compensi nella società che redige il bilancio |
Piano A (data relativa delibera) |
1.419.933 € |
70.400 € -€ |
586.667 | ||||
| Piano B (data relativa delibera) |
|||||||||
| Piano C (data relativa delibera) |
|||||||||
| (II) e collegate |
Compensi da controllate | Piano A (data relativa delibera) |
|||||||
| Piano B (data relativa delibera) |
|||||||||
| Piano C (data relativa delibera) |
|||||||||
| Totale (III) |
1.419.933 $ \epsilon$ € |
$\blacksquare$ | € $\tilde{\phantom{a}}$ |
70.400 € -€ |
586.667 € | $\blacksquare$ | € $\blacksquare$ |
| Α | В | (1) | (2) | (3) | (4) | ||||
|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Piano | Bonus dell'anno | Bonus di anni precedenti | Altri Bonus | ||||
| CANALE | Amministratore Delegato |
(A) | (B) | (C) | (A) | (B) | (C) | ||
| GIULIO | SAES Getters S.p.A. |
Erogabile/Erogato | Differito | Periodo di differimento |
Non più erogabili | Erogabile/Erogati | Ancora differiti | ||
| (1) | Compensi nella società che redige il bilancio |
Piano A (data relativa delibera) |
€ 767.542 |
449.333 € |
|||||
| Piano B (data relativa delibera) |
|||||||||
| Piano C (data relativa delibera) |
|||||||||
| (II) e collegate |
Compensi da controllate | Piano A (data relativa delibera) |
|||||||
| Piano B (data relativa delibera) |
|||||||||
| Piano C (data relativa delibera) |
|||||||||
| Totale (III) |
€ 767.542 € |
$\blacksquare$ | ∣€ $\omega$ . |
€ $\blacksquare$ |
449.333 $\epsilon$ € |
$\sim$ | € $\sim$ |
| Α | B | (1) | (2) | (3) | |||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| Cognome Nome |
Carica | Piano | Bonus dell'anno | Bonus di anni precedenti | Altri Bonus | ||||||
| DIRIGENTI | VARIE | (1) | (A) | (B) | (C) | (A) | (B) | (C) | |||
| STRATEGICI * | Erogabile/Erogato | Differito | Periodo di differimento |
Non più erogabili | Erogabile/Erogati | Ancora differiti | |||||
| (1) | Compensi nella società che redige il bilancio |
Piano A (data relativa delibera) Piano B |
398.767 (2) € |
126.667 (3) $ \epsilon $ |
28.005 (6) € |
(4) | 274.667 (5) ∣€ |
||||
| (data relativa delibera) Piano C (data relativa delibera) |
|||||||||||
| (II) e collegate |
Compensi da controllate | Piano A (data relativa delibera) Piano B |
|||||||||
| (data relativa delibera) Piano C (data relativa delibera) |
|||||||||||
| Totale (III) |
398.767 € |
126.667 € |
€ $\blacksquare$ |
28.005 € |
€ $\sim$ |
274.667 € |
€ $\blacksquare$ |
59
The following is a technical Glossary of several recurring terms, used in this document with an initial capital letter:
Executive Directors, holding special offices: these are the Directors holding the offices of Chairperson or Managing Director of SAES Getters S.p.A.
Non-Executive Directors, not holding special offices: these are the Directors of SAES Getters S.p.A. appointed by the Meeting of Shareholders, not having special delegated powers and not covering operational roles in the Company or its subsidiaries.
Independent Directors: the Directors of SAES Getters S.p.A. who meet the independence requirements defined by Article 3 of the Corporate Governance Code.
Code/Corporate Governance Code: the Corporate Governance Code of listed companies approved in July 2018 by the Corporate Governance Committee and promoted by Borsa Italiana S.p.A.
Remuneration and Appointment Committee: the Remuneration and Appointment Committee established by the Company in implementation of Article 6 of the Corporate Governance Code.
Corporate Management Committee: a committee established by the Company within which the Executive Directors provide guidelines and share objectives with those reporting directly to them hierarchically.
Managers with Strategic Responsibilities: these are personnel that cover organisational roles with powers and responsibilities, directly and indirectly, relating to planning, management and control activities within the Company. The definition includes directors (executive and non) of the Company itself and also includes standing auditors of the Board of Statutory Auditors, as defined by the rules adopted by CONSOB with resolution No. 17221 of 12 March 2010, as amended and supplemented, in relation to operations with related parties.
Strategic Managers: managers, identified at the sole discretion of the Board of Directors, reporting directly and hierarchically to the Executive Directors and members of the so-called Corporate Management Committee, and other executives who the Board of Directors again at its sole discretion, considers to cover organisational roles of strategic significance within the Company; in both cases they have overall length of service in the Company of at least three years.
Consolidated Adjusted EBITDA: the amount equal to the consolidated profit before tax, interest and amortisation, net of (a) "non-recurring costs", whether budgeted or unbudgeted, and (b) provisions (accruals) related to the various Executive Directors' annual and three-year bonuses, and the PfS bonus pool and LTIP of strategic managers, i.e. net of all non-recurring costs in the last reporting period.
Group or SAES Group: the group of subsidiaries or affiliated companies of SAES pursuant to Article 2359 of the Italian Civil Code.
MBO (Management by Objectives): refers to the annual variable component of remuneration (Annual Incentive) obtained in relation to the achievement of predefined company targets. This plan is exclusively for the Executive Directors.
PfS (Partnership for Success): means the annual variable component of remuneration (on-target bonus of 40% of basic salary) obtained in relation to the achievement of predefined company targets for the population of employees who participate in the Plan.
Asset Disposal Plan: refers to the Plan discussed in Section I, paragraph 11 of this document relating to the extraordinary remuneration payable under the conditions established by the Executive Directors' Plan, to members of the Corporate Management Committee and to participants of the PfS plan in relation to the extraordinary disposal of company assets.
LTI Plan: refers to the "Long Term Incentive" Plan described in Section I, paragraph 10 of this document for Executive Directors, and in paragraph 9 for Managers with Strategic Responsibilities (excluding members of the Board of Statutory Auditors). The component of remuneration payable based upon the LTI Plan is paid with a three-year deferment.
Phantom Shares Plan: refers to the Plan outlined in Section I, paragraph 12 of this document which incentivises the Executive Directors and selected managers to achieve long-term results.
GAS (Gross Annual Salary): refers to the annual fixed remuneration for Executive Directors (Basic Pay) and the gross annual fixed component of remuneration for personnel recruited under an employment relationship.
TAR (Total Annual Remuneration): for directors this refers to GAS increased by the average variable remuneration (as defined below) actually paid in the last two years. For personnel recruited under an employment relationship, this refers to GAS increased by the variable remuneration items paid in the last year.
Variable Remuneration: for Executive Directors, this is the remuneration linked to the achievement of the targets established by the MBO plan and that provided for by the LTI Plan, paid on a deferred basis; in the case of employment relationships, it refers to payments deriving from the PfS plan.
Consolidated Finance Law: Legislative Decree 58 of 24 February 1998.
Yearly Total Direct Compensation Target: refers to the sum of (i) the GAS, (ii) the gross annual variable component that the beneficiary receives on the achievement of targets (MBO/PfS); and (iii) the annualisation of the gross variable component in the medium/long-term (LTI Plan) which the beneficiary is entitled to receive on achievement of medium/long-term targets.
Lainate, 11 March 2021
On behalf of the Board of Directors
| Mr. Massimo della Porta |
|---|
Chairman
61
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