Remuneration of the Board of Directors
Pursuant to the Companies Act, the General Meeting decides upon the remuneration paid to the members of the Board of Directors and the basis for it.
Lamor´s Annual General Meeting 2023 resolved, in accordance with the proposal by the Shareholders’ Nomination Board, that the remuneration payable to the members of the Board of Directors will be as the following:
EUR 20,000 annually for each member of the Board, except for the Chairman of the Board, who shall be paid EUR 50,000 annually, and the possible Vice Chairman of the Board, who shall be paid EUR 45,000 annually.
In addition, the Chairman of the Audit Committee shall be paid an annual remuneration of EUR 10,000 and each member of the Audit Committee EUR 5,000. The Chairman of the Remuneration Committee shall be paid an annual remuneration of EUR 5,000 and each member of the Remuneration Committee EUR 2,500. In case the Chairman of the Audit Committee or the Remuneration Committee acts as the Chairman or as the Vice Chairman of the Board of Directors, no remuneration related to the committee work shall be paid.
In addition, the meeting fees payable to all Board members and the Chairman of the Board of Directors shall be EUR 1,000 per each meeting. No separate meeting fee shall be paid for Committee meetings.
Travel expenses will be reimbursed in accordance with the Company’s travel policy and the official decision of the Finnish Tax Administration on tax-exempt allowances.
Remuneration of the members of the Management Team and the CEO
The Board of Directors decides upon the remuneration the CEO and the Management Team and the basis of it, in accordance with Lamor´s Remuneration Policy and its objectives.
The remuneration of the members of the Management Team and the CEO consists of fixed monthly salary, customary benefits in kind and incentives, as in force from time to time.
Long-term share-based incentive plans
Lamor’s Board of Directors has in 2022 established new share-based incentive plans for the key personnel of Lamor.
The objective of the plans is to align the interests of the key personnel and Lamor’s shareholders and to steer them toward achieving the company’s strategic objectives and strengthen the financial performance to increase the company value in the long term as well as to retain the key personnel and to offer them with competitive performance-based compensation.
The rewards from the plans will primarily be paid partly in Lamor shares and partly in cash. The cash proportions of the rewards are intended for covering taxes and statutory social security contributions arising from the rewards to the participants. The Board of Directors decides at the reward payment whether the share proportion will be paid by using existing treasury shares or new Lamor shares to be issued. In general, no reward is paid if the participant’s employment or director contract terminates before the reward payment.
Performance Share Plan for Key Personnel
In the Performance Share Plan, the key individuals are given an opportunity to earn Lamor’s shares based on achievement of performance targets set by the Board of Directors. The Performance Share Plan comprises three plan periods, covering the financial years 2022–2024, 2023–2025, and 2024–2026. The potential rewards will be paid within four months after the end of each plan period. The potential rewards will be capped at a share price set by the Board of Directors for each plan period.
Restrictions on disposal of shares
Each Lamor Management Team member is obliged to hold 50 per cent of the received reward shares, until the total value of the member´s shareholding in Lamor equals to 50 per cent of the member´s annual base salary of the calendar year preceding the reward payment. Respectively, the CEO is obliged to hold 50 per cent of the received reward shares, until the total value of the CEO´s shareholding in Lamor equals to 100 per cent of the CEO´s annual base salary of the calendar year preceding the reward payment. Such number of Lamor shares must be held as long as the membership in the Management Team or the position as a CEO continues and also for the following 12 months thereafter.
Plan period PSP 2023-2025
As approved by the Board of Directors, the plan period 2023-2025 is directed to maximum 10 key persons, including the CEO and other members of the Management Team.
The performance criterion for the new plan period is adjusted earnings per share (adjusted EPS) from the financial year 2023.
The gross rewards to be paid on the basis of the plan period 2023–2025 correspond to the value of approximate maximum total of 140,000 Lamor shares, including cash proportion, calculated with the closing price of the share in Nasdaq Helsinki Ltd on the day preceding the decision made by the Board of Directors.
The potential share rewards earned from the new performance period are paid after a two-year waiting period in spring 2026.
Plan period PSP 2022-2024
The Board of Directors approved six (6) key individuals, including Management Team members and the CEO, as eligible for participating in the plan period 2022–2024.
The performance criterion for the plan period 2022–2024 was adjusted earnings per share (adjusted EPS) from the financial year 2022.
The gross rewards to be paid on the basis of the plan period 2022–2024 corresponded to the value of approximate maximum total of 110,000 Lamor shares calculated with the closing price of the share in Nasdaq Helsinki Ltd. on the day preceding the decision made by the Board of Directors.
The threshold for earning a reward on the basis of EPS in 2022 was not met and the plan expired.
Lamor Remuneration Policy
Lamor Remuneration Report 2022
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