Remuneration Policy. All relevant staff that are open to a conflict of interest are paid a basic salary including Compliance. This salary is not dependent on company performance. A bonus structure does exist which is linked to company performance, team performance or the individual’s performance but the structure does not contain performance targets or bonus arrangements that are tiered in a fashion that might incentivise an employee to take inappropriate risks on a client’s behalf. The bonus structure is at the discretion of the senior management and notified only on payment. CESL is subject to both SYSC 19A and SYSC 19F in respect of remuneration and applies such remuneration codes accordingly to ensure that conflicts of interest are mitigated.
Remuneration Policy. Wealth Alliance Ltd is a fee based financial planning firm that provides clients with the option to either pay by a fee, commission or a combination of both. Wealth Alliance Ltd will agree the basis of payment with clients before work commences. Fee Option Our fees will be based on a combination of time needed to complete the required work, the complexity of the case and the specialist knowledge required. Wealth Alliance Ltd will agree the amount or basis of our invoices with clients in advance. Fees are subject to VAT.
Remuneration Policy. Subject to the terms of this Agreement (including, without limitation, Subsection 2.17(o)), the Board shall fix the compensation paid to the officers of the Corporation and from time to time amend the same.
Remuneration Policy. Proposal to approve the remuneration policy. The remuneration policy is available on the Company's website. The Statutory Manager recommends this proposal for your approval. Yes* No* Abstention*
Remuneration Policy. The Company’s inter-alia remuneration policy is determined by the success and performance of the individual employee of the company. The performance of the individual employee is measured through an annual appraisal process. The company, through its compensation program attracts, develops, motivates and retains its talented workforce. The managerial remuneration including perquisites thereof payable to Directors are determined by the Committee and shareholders. The remuneration of the directors during the period 1st April, 2019 to 31st March, 2020 was as follows:
Remuneration Policy. No payment on termination for loss of office or employment may be made to the Executive pursuant to this agreement or otherwise unless it is consistent with the terms of the directors’ remuneration policy of Shire plc in force at the time such payment is made.
Remuneration Policy. MIB’s remuneration for the services will either be brokerage commission, (being a proportion of the (re)insurance premium paid by you and/or determined or allowed by the (re)insurer(s) with whom the (re)insurance is placed, and/or a fee agreed with you. Unless otherwise specifically agreed with you our brokerage commission and/or fees in respect of a (re)insurance contract are deemed fully earned at inception, irrespective of when the (re)insurance premium is payable. We will therefore be entitled to retain all brokerage commission and/or fees in the event of cancellation or earlier termination of the (re)insurance and/or in the event of a transfer of broker of record. It is acceptable market practice the brokerage commission is deducted from premium once received. There may be instances when we may receive remuneration from (re)insurers based on business bound, profitability of portfolio, management and administration of binding authorities, claims management services and administrative support services. Furthermore, it may at times by appropriate and for your benefit for us to use other parties such as, introducers, wholesale brokers, sub-brokers or other intermediaries. These parties may also earn and retain commissions for their role in providing products and services.
Remuneration Policy. MIB’s remuneration for the services will either be brokerage commission, (being a proportion of the (re)insurance premium paid by you and/or determined or allowed by the (re)insurer(s) with whom the (re)insurance is placed, and/or a fee agreed with you. Where applicable, we will notify you of our fee at the time of quoting the premium and terms for your insurance prior to any commitment. Unless otherwise specifically agreed with you our brokerage commission and/or fees in respect of a (re)insurance contract are deemed fully earned at inception, irrespective of when the (re)insurance premium is payable. We will therefore be entitled to retain all brokerage commission and/or fees in the event of cancellation or earlier termination of the (re)insurance and/or in the event of a transfer of broker of record. It is acceptable market practice the brokerage commission is deducted from premium once received. There may be instances when we may receive remuneration from (re)insurers based on business bound, profitability of portfolio, management and administration of binding authorities, claims management services and administrative support services. Furthermore, it may at times by appropriate and for your benefit for us to use other parties such as, introducers, wholesale brokers, sub-brokers or other intermediaries. These parties may also earn and retain commissions for their role in providing products and services.
Remuneration Policy. 13. The remuneration of short‐term conference interpreters employed by Organizations party to the Agreement is specified in Annex A hereto.
Remuneration Policy. All relevant staff who are open to a conflict of interest are paid a basic salary including those who hold key support areas such as compliance, finance and operations. This salary is not dependent on business performance. Relevant persons involved in the compliance function will not be involved in the performance of services or activities they monitor. A bonus structure does exist which is linked to business performance, team performance or the individuals performance. This is at the discretion of the senior management and notified only on payment.
