Frasle Mobility's New Positioning and Randoncorp Investments
Remuneration
GRI 2-19 > 2-20
Our Remuneration Policy for senior management aims to attract, retain
and engage the best professionals, contributing to the business longevity
and value creation for our stakeholders. It provides that the remuneration
must be established and updated based on an annual market survey and
on the targets linked to the Company's strategic planning.
The Board of Directors, Executive Board and Fiscal Council's compensation
is approved annually by the shareholders at the Shareholders' Meeting.
Board of Directors members are paid a fixed monthly fee, distributed by
the Directors at a meeting, which is part of the overall amount defined at
the Meeting.
The Executive Board is entitled to a fixed remuneration, a benefits package
and variable remuneration, as profit sharing, linked to the achievement
of goals and the obtaining of short- and long-term results. The Fiscal
Council Members, on the other hand, have equal fixed remuneration, plus
the cost of travel expenses, as provided by law.
In 2022, we created a non-statutory People Committee, which began
operating in 2023. Among its duties is the evaluation process for
determining the remuneration of employees.
For further information about leadership remuneration, please access our
Remuneration Policy.
R$20 million distributed as follows:
47.8%
0.2%
3.3%
Board of
Directors and
Statutory
Board
Fixed
remuneration
V v
L
Variable
remuneration
Post-job
benefit
Benefit +
FGTS
48.5%
ETHICAL AND RESPONSIBLE MANAGEMENT
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