35
ANNUAL REPORT 2015/2016
CORPORATE GOVERNANCE STATEMENT
The RC meets at least once a year. In setting remuneration packages, the RC takes into account the
pay and employment conditions within the industry and in comparable companies, as well as the
profitability of the Group as a whole, and individual performance. The RC is provided with access to
expert professional advice on remuneration matters as and when necessary. The expenses of such
services will be borne by the Company.
No director is involved in any discussion relating to his own remuneration, terms and conditions of
service and the review of his own performance. The level and structure of the Group’s remuneration
policy are aligned with its long-term interest and risk policies, as are appropriate to attract, retain and
motivate directors to provide good stewardship, as well as to retain and motivate key management
personnel to successfully manage the Group.
Disclosure of Remuneration
The Board is of the view that given the highly competitive industry conditions coupled with the
sensitivity and confidentiality of remuneration matters, the disclosure of the remuneration packages of
directors and key management personnel, including those who are immediate family members of the
directors and the disclosure of remuneration of key management personnel as recommended by the
2012 Code would be prejudicial to the Company’s interests.
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the top five key management personnel of the Group. For FY2016, no such termination, retirement and
post-employment benefits were paid.
Share Option Plan and Performance Share Plan
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from 30 July 2015, which period may be extended upon its expiry subject to the approval of the
Company’s Shareholders.
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Group. This would foster a greater ownership culture within the Group by aligning more directly the
interests of key management personnel and senior executives with the interest of Shareholders, and
for such employees to participate and share in the Group’s growth and success.
