The remuneration policy reflects and supports the group’s standards and medium-long term strategy, within an approach aimed at value creation and sustainability of results, maintaining a strong focus and commitment vis-à-vis all stakeholders.
The guidelines of our remuneration policy are defined according to the following principles:
The following elements are always taken as reference for the definition of the remuneration policy:
How remuneration policy is defined in Acea
The retribution system is the result of a clear, transparent process, involving remuneration policy proposals put forward by the Appointments and Remuneration Committee and their approval by the Board of Directors. The interaction between these two bodies facilitates policy consistency, avoiding the occurrence of conflict of interest situations and ensuring transparency thanks to the availability of adequate information.
The Annual General Meeting can establish a fixed fee for members of the BoD for the entire duration of their mandate. It also decides for or against (non-binding decision pursuant to Art. 123-ter, para. 6, of the Italian Consolidated Finance Act) the remuneration policy, as explained and disseminated via the Remuneration Report.