Investors > Corporate Governance > Remuneration
The remuneration policy of Boreo’s governing bodies applies to the decision-making process and key principles and terms of the remuneration of the Board of Directors and the CEO.
The Remuneration report describes Boreo’s remuneration practices and the remuneration of the governing bodies, that is the Board of Directors and the CEO, and the rest of the group executive management team. The Remuneration report has been compiled in accordance with the Finnish Corporate Governance Code 2020 issued by the Securities Market Association.
Boreo's Remuneration reports and Salary and remuneration statements are published in Finnish and can be found on the Finnish site
The General Meeting decides on the emoluments paid to the members of the Board. The Board of Directors decides on the salary and benefits of the CEO. The Board of Directors also annually approves the principles and objectives of the remuneration systems based on the parent company’s CEO’s proposal.
When determining salaries and remuneration the company’s financial performance, skills of the people and their performance in their tasks, the difficulty level of the tasks, and external salary and remuneration references on the relevant markets are considered. Compensation should be carried out so that it is motivating and promotes performance. In addition, fairness, competitiveness, clear communication, and efficient feasibility are emphasized in remuneration.
In the remuneration of the CEO, the special position of the task in forming and implementing the company's business strategy and in achieving the short-term financial result are also considered.
The remuneration of the Board of Directors is based on generally accepted remuneration systems for the Board so that the Board as a whole can support the development of the company's current and future business in the best possible way
Remuneration of the Board of Directors can consist of one or several factors, such as annual salaries, meeting fees and shares. Members of the Board of Directors are not part of the incentive bonus or pension systems.
During the 2021 financial period the following fees were paid to the Board of Directors:
|Members of the Board of Directors||Fees|
|Simon Hallqvist (Chairman of the Board from March 3, 2020)||0|
|Camilla Grönholm (Chairman of the Remuneration & Nomination Committee from April 16, 2021)||41,963|
|Jouni Grönroos (Chairman of the Audit Committee from April 16, 2020)||80,963|
|Michaela von Wendt||37,713|
The CEO’s monthly salary consists of a fixed basic salary and fringe benefits. The fixed basic salary of the CEO is EUR 265,000 per year. The amount of fringe benefits is 0.1% of the basic salary. The remuneration of the CEO is assessed as a whole every year.
The CEO has a short-term bonus scheme, the conditions of which are checked annually. In the bonus scheme part of the objectives are linked to financial indicators and part to quality and/or personal indicators. The maximum bonus paid is a sum corresponding with the basic salary for 6 months. Paying the bonus requires that the CEO has worked in the position until the end of the calendar year and that the company or CEO have not terminated the employment before the end of the calendar year.
The retirement age of the CEO is determined based on valid legislation on pensions for employed persons. The CEO of the parent company does not have a pension agreement that deviates from conventional pension legislation.
The table below shows the salaries and fees paid to the CEO in 2021:
|CEO's fees||Basic salary||Fringe benefits||Bonus||Pensions||Total|
|Kari Nerg||212,000||240||66 000||0||278 240|
The period of notice for the CEO is 6 months for both contracting parties. Termination requires no breach of contract or similar special reason. The CEO’s service contract determines the severance pay if Boreo Oyj terminates the employment. In addition to the six-month salary paid during the period of notice, the CEO will receive severance pay corresponding with the basic salary of six months.
The monthly salary of other members of the group management team consists of a fixed basic salary and fringe benefits. Members of the group executive management team can exchange part of the monetary pay into use of a company car benefit.
The members of the group management team have a short-term bonus scheme, the conditions of which are checked annually. In the bonus scheme part of the objectives are linked to financial indicators and part to quality and/or personal indicators. The maximum bonus paid is a sum corresponding with the basic salary for 6 months.
Paying the bonus requires that the member of the executive management team has worked in the position until the end of the calendar year and that the company or person have not terminated the employment before the end of the calendar year.
The retirement age of the members of the group executive management team is determined based on valid legislation on pensions for employed persons. Members of the group executive management team do not have individual pension arrangements in Finland. Members of the group executive management team working in Sweden can exchange part of their monetary salary for pension contributions as is typical for the employee pension scheme in Sweden.
Majority of members of the group management team own shares of the company. Some of the members have acquired shares of Boreo from Preato Capital AB – the majority shareholder of the company in connection with the signing of their employment contracts. In these arrangements the person’s possibilities of selling the shares have been restricted in time.
The periods of notice for members of the group management team are determined personally for each manager. If the company terminates the employment, the period of notice for members of the group management team is six months. If the member him/herself terminates the employment a 4 to 6 month period of notice is applied. No extra compensation to be paid for redundancies have been determined in the management agreements of members of the group management team.
The following fees were paid to the members of the group executive management team in 2021:
|Group management team 2020||Salaries||Bonuses||Fringe benefits||Pensions||Total|
The new group management team was appointed on October 1, 2020 and since October 5, it has consisted of the CEO, Aku Rumpunen, Mari Katara and Janne Silvennoinen. Richard Karlsson joined the group management team on January 5, 2021 and Tomi Sundberg started in group management team on October 18th, 2021. After the financial period ended, Jesse Petäjä joined the group management team on March 15th, 2022.