Group Management includes the CEO, the six business area heads and five Group staff heads.Read more
Remuneration to Group Management
Remuneration guidelines for Group Management are resolved upon by the AGM, based on the proposal from the Board. Remuneration to the President is then resolved upon by the Board, based on proposals from the Remuneration Committee.
Changes in the remuneration to other members of Group Management is resolved upon by the Remuneration Committee, based on proposals from the President, and reported to the Board.
Electrolux shall strive to offer total remuneration that is fair and competitive in relation to the country of employment or region of each Group Management member. The remuneration terms shall emphasize “pay for performance”, and vary with the performance of the individual and the Group.
Remuneration may comprise of:
- Fixed compensation.
- Variable compensation.
- Other benefits such as pension and insurance.
Following the ”pay for performance ”principle, variable compensation shall represent a significant portion of the total compensation opportunity for Group Management.
Variable compensation shall always be measured against pre-defined targets and have a maximum above which no pay-out shall be made. The targets shall principally relate to financial performance.
Each year, the Board of Directors will evaluate whether or not a long-term incentive program shall be proposed to the AGM.
|Electrolux Remuneration Guidelines 2016 2016 - Language: English||2016||English|
|Electrolux Share program 2016 2016 - Language: English||2016||English|
Topics and categories
Read more within Management
Electrolux has a long tradition of providing safe and healthy working conditions, and to care for the environment as well as our own employees and people around us.Read more
The Electrolux Code of Ethics outlines both prescriptive and proscriptive ethical standards that require strict adherence from all employees and Board members of the Electrolux Group, in all markets and at all times.Read more