Date: 27 January 2022
The Board of Directors of Glaston Corporation has resolved on the share-based incentive plan 2022−2026 for the Group key employees in accordance with the terms and conditions materially corresponding to the terms and conditions of the share-based incentive plan 2019−2023.
The aim of the incentive plan is to align the objectives of the shareholders and the key employees in order to increase the value of the company in the long term, to retain the key employees at the company, and to offer them a competitive incentive plan that is based on earning and accumulating the company’s shares.
The Performance Share Plan 2022−2026 comprises three performance periods, calendar years 2022−2024, 2023−2025, and 2024−2026. The Board of Directors resolves on the plan’s performance criteria and on the performance levels at the beginning of each performance period. The key employees will receive the company’s shares as a reward, if the performance levels of the performance criteria, set by the Board of Directors, are achieved. As a rule, no reward will be paid, if a key employee’s employment or service terminates before the reward payment.
The CEO and President and each member of the Executive Management Group of the Company must hold 50% of the net number of shares he or she has received on the basis of the plan until the number of the company’s shares he or she holds corresponds to the value of his or her gross annual base salary. Such number of shares must be held as long as such person’s employment or service in a company belonging to the Group Company continues.
Performance Period 2022−2024
The potential reward of the performance period 2022−2024 will be based on the Glaston Group’s comparable EBITA*) and Service Net Sales during the period of 1 January 2022−31 December 2024. If the performance levels of the performance criteria for the performance period 2022−2024 are achieved in full, the payable rewards correspond to a maximum total of 700,000 Glaston Corporation shares, including also the proportion to be paid in cash.
The potential reward from the performance period 2022−2024 will be paid in 2025 in a manner resolved by the Board of Directors, either partly in the company’s shares and partly in cash, in which case the cash proportion is intended to cover taxes and tax-related costs arising from the reward to the key employee, or fully in cash.
The reward to be paid on the basis of the plan may be reduced if the reward cap set by the Board of Directors is reached.
In total 18 key persons, including the CEO and President and the members of the Executive Management Group, belong to the target group of the plan in the performance period 2022–2024.
*) Comparable EBITA: operating result before amortization, impairment of intangible assets and purchase price allocation excluding items affecting comparability
The Board of Directors