{"id":3320,"date":"2022-05-05T12:16:23","date_gmt":"2022-05-05T09:16:23","guid":{"rendered":"https:\/\/egrupp.ee\/?page_id=3320"},"modified":"2025-05-07T10:09:06","modified_gmt":"2025-05-07T07:09:06","slug":"remuneration","status":"publish","type":"page","link":"https:\/\/www.egrupp.ee\/en\/about-group\/management\/remuneration\/","title":{"rendered":"Remuneration"},"content":{"rendered":"

Remuneration policy for the executive management of AS Ekspress Grupp<\/a><\/p>\n

<\/a><\/a>1.\u00a0\u00a0 <\/strong>Introduction<\/strong><\/h3>\n

The remuneration policy describes the main principles of Ekspress Grupp’s remuneration of the Supervisory Board, committees and the Management Board, as well as the decision-making process complied with when approving, assessing, and implementing the remuneration policy. The remuneration policy is valid for up to four years. The remuneration policy will comply with the recommendations of the Estonian Securities Market Act (\u00a7 1353<\/sup>), Corporate Governance Recommendations (clause 2.2.7) and the provisions of the Shareholders\u2019 Rights Directive (EU 2017\/828; Art 9b). The remuneration policy is based on the long-term goals of the Group and takes into account the financial results and the legitimate interests of investors and creditors. Compliance with the remuneration policy is monitored by the Supervisory Board.<\/p>\n

<\/a><\/a>2.\u00a0\u00a0 <\/strong>General principles<\/strong><\/h3>\n

The mission of Ekspress Grupp is to serve democracy. In accordance with our strategy, Ekspress Grupp builds sustainable growth by being part of the opportunities presented by the digital transformation. The objective of the Group is to increase shareholder value through revenue growth and improved profitability. Ekspress Grupp is developing and expanding its media business and seeking growth opportunities in new digital media or media-related businesses. The Group\u2019s remuneration policy is aimed at promoting the long-term financial success, competitiveness, and creating shareholder value.<\/p>\n

The Group aims at using reasonable, well-balanced and competitive remuneration packages to attract and retain talented employees who are the key to our business.<\/p>\n

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The remuneration of employees across the company is reviewed regularly to secure its competitiveness in the context of market and to attract and retain talent. To avoid conflicts of interest, remuneration is managed through well-defined processes, ensuring that no person is involved in the decision-making process regarding his or her own remuneration.<\/p>\n

The remuneration policy is submitted to the AGM for adoption at least once every four years, as well as when significant changes are made to the remuneration system.<\/p>\n

<\/a><\/a>3.\u00a0\u00a0 <\/strong>Remuneration of the Supervisory Board and Committee Members<\/strong><\/h3>\n

\u00a0<\/strong>Decision-making process<\/strong><\/p>\n

The remuneration of Supervisory Board is approved by the shareholders at the AGM. The members of the Supervisory Board or Management Board are not employed by the company.<\/p>\n

Remuneration<\/strong><\/p>\n

The Chairman of the Supervisory Board receives remuneration. The other members of the Supervisory Board do not receive any remuneration unless the AGM decides otherwise. No other fees are paid to the Supervisory Board members or Chairman for the participation in the work of the committees.<\/p>\n

<\/a><\/a>4.\u00a0\u00a0 <\/strong>Remuneration of the Management Board members<\/strong><\/h3>\n

Decision-making process<\/strong><\/p>\n

The Supervisory Board is responsible for preparing the remuneration policy for the Management Board. To ensure that these principles are used for the intended purpose, the Supervisory Board prepares and proposes amendments to the remuneration policy. The Supervisory Board decides on the remuneration of the Management Board members and other terms and conditions of the Management Board members\u2019 contracts of employment.<\/p>\n

The Supervisory Board may temporarily deviate from the remuneration policy in case of significant changes in the Group’s structure and business operations or changes in the legislation regulating remuneration, as well as in any other case where the deviation is significant for ensuring the Group\u2019s long-term interests and continuance as a going concern.<\/p>\n

Remuneration elements<\/strong><\/p>\n

The remuneration of the Management Board is comprised of the following elements:<\/p>\n