decisions with excessive business risk and maintaining viability and profitability.
•
It
provides
information
on
the
total
remuneration
that
has
been
granted
or
paid,
broken
down
into
their
individual
components,
the
distinct
recording
of
fixed
and
any
variable
remuneration,
including
the
audit
of
any
remuneration
referred
to
in
paragraph
2
of
article
109
of
Law
4548/18
and how the total remuneration complies with the approved remuneration policy.
•
It
monitors
the
general
implementation
of
the
basic
guidelines
for
the
management
and
payment
of
remuneration
to
the
members
of
the
Board
of
Directors,
the
CEO
and
the
General
Managers
–
senior
managers
in
accordance
with
the
Company's
Organizational
Chart
and
the
approved
Remuneration Policy.
7.4.
Remuneration (Remuneration/Benefits) Components
The
remuneration
presented
in
this
Report
covers
all
types
of
remuneration,
i.e.
remuneration
and
benefits
that
may
include
monetary
emoluments,
stock
options,
expenses
for
attendance
at
Board
meetings,
provision
of
benefits
(e.g.
company
car,
insurance
policies,
etc.)
both
constant
and
variable.
The
report
reflects
the
remuneration
of
any
company
belonging
to
the
group,
as
defined
in
article
32
of Law 4308/2014.
The
monetary
amounts
of
both
fixed
and
any
variable
remuneration
are
recorded
in
gross
(gross)
prices as defined in paragraph 4 of the European Commission Guidelines of 1 March 2019.
7.5.
Approved remuneration based on remuneration policy
According
to
the
Remuneration
Policy,
the
Executive
Members
of
the
Board
of
Directors
who
are
paid
as
Senior
Management
(CEOs)
in
Group
companies,
may
receive
annual
fixed
remuneration
falling
under
the
ranges
from
C
(from
120,000
euros
to
180,000
euros),
B
(from
150,000
euros
to
215,000
euros), A (180,000 euros to 350,000 euros) to A + (over 350,000 euros) to which the CEO belongs.
In
particular,
the
CEO,
as
a
member
of
the
BoD,
may
receive
annually
fixed
remuneration
that
will
not
exceed the maximum limit of one million four hundred thousand euros (1,400,000 euros).
The
components
of
variable
remuneration
that
may
be
paid
to
beneficiaries
falling
within
the
scope
of
the Remuneration Policy are the following:
•
Short-term variable remuneration (bonus)
•
Stock option plan pursuant to article 113 of Law 4548/2018
•
Free share distribution plan according to article 114 of Law 4548/2018
In addition, additional benefits may be granted, such as:
•
Company car
•
Group Life and Health Insurance Policy, as well as Civil Liability Policy
•
Pension Plan
7.6.
Total Remuneration
The
total
remuneration
for
the
financial
year
2022
(Table
1)
refers
to
the
sum
of
a)
the
fixed
remuneration,
consisting
of
the
remuneration
of
the
Board
of
Directors
and
Committees
of
the
Company
and
Group
companies
(1,150,000
euros
and
750,000
euros
respectively),
b)
the
remuneration from the Company and Group companies to which senior managers provide services as
employees
or
under
contracts
of
indefinite
duration
in
accordance
with
paragraph
9
art.39
of
Law