Download PDF version English (3237KB) - Hamon

Part 1 - General presentation of the Group
29
January 2008), and to be divided up annually amongst
its members by the Board of Directors.
In 2012, the remuneration of these mandates came to
EUR 182 200.
The non-executive directors do not receive stock options
or bonuses tied to the Company performances.
Gross remuneration and other perks to the non-executive directors
In EUR As members of the As members of the Total
Board of Directors specialized Committees
Baron Philippe Bodson 47 200 6 000 53 200
Jacques Lambilliotte 10 000 0 10 000
Bernard Lambilliotte 22 000 0 22 000
Jean Hamon 10 000 0 10 000
Martin Gonzalez del Valle 23 000 6 000 29 000
Sogepa 24 000 0 24 000
Baron Philippe Vlerick 23 000 11 000 34 000
Remuneration of the Managing Director
The remuneration of Mr Francis Lambilliotte, Managing
Director, is made up as follows (figures in EUR):
Gross fixed remuneration 902 000
Variable remuneration 869 000
Pension (defined contribution) 176 000
Other remuneration components
(perks, health / life insurances, company car) 148 000
These figures represent the full company cost (including social security costs)
The articles of association of Hamon & Cie foresee
that it is possible to pay the managers of the Company
a variable remuneration without applying the constraints
under Article 520 ter al 2 of the Companies Code.
Furthermore, no agreement was entered into or
extended with the Managing Director since 3 May 2010
providing any severance. No agreement shall therefore
be submitted for approval at the next Annual General
shareholders Meeting.
Remuneration of Executive Committee members
The remuneration of the Executive Committee members
consists of a fixed sum and a variable amount.
The fixed sum corresponds to international market rates
for the various functions involved. The purpose of the
variable remuneration is to ensure Executive Committee
members that they are paid based on the performance
of the Group on the one hand and on their personal
performance on the other. Variable compensation is
related to the results of the Business Units and the
Group and to the achievement of personal goals; the
percentage of the variable amount in relation to the
fixed compensation is a function of their contribution to
the results of the BU and the Group. This percentage
may be up to 200% of the fixed compensation for
certain functions and in some countries.
Individual performances are subject to an annual
assessment by the Managing Director who takes
into account how far the mutually agreed objectives,
set the previous year, have been met. The performance
of the Executive Committee members and senior staff
is discussed by the Managing Director in the Remuneration
Committee.
The remuneration and other benefits for the seven
Executive Committee members (excluding Francis
Lambilliotte) in 2012 are as follows (figures in EUR):
Gross fixed remuneration 2 226 000
Variable remuneration 1 413 500
Pension (defined contribution) 195 000
Other remuneration components
(perks, health / life insurances, company car) 223 500
These figures represent the full company cost (including social security costs)
The total remuneration for 2012 is the sum paid to
managers in the United States (increased) and that paid
in Europe (decreased). On the other hand, in 2012
these figures include all individual health insurances.
The articles of association of Hamon & Cie provide for
the payment to managers of the Company a variable
remuneration without applying the constraints under
Article 520 ter al 2 of the Companies Code.
Furthermore, no agreement providing severance
has been presented and therefore this need not be
approved by the Annual General shareholders Meeting
on 23 April 2013.