Salary and Remuneration Report from 2017

(This page has been updated April 12, 2018)

1. Introduction

The governance of Bittium Corporation (hereinafter ´Company´) is determined by the Company´s Articles of Association, the laws of Finland (such as the Finnish Companies Act and Securities Market Act) and the Company´s Corporate Governance Code. The Company follows the Finnish Corporate Governance Code 2015 prepared by the Finnish Securities Market Association. The Governance Code is available at the website of the Finnish Securities Market Association at www.cgfinland.fi.

The statutory governing bodies of the Company are the Shareholders´ meeting, Board of Directors, Chief Executive Officer and the Auditor. The Management Group supports the statutory governing bodies of the Company. The Company has no Supervisory Board. The Company´s domicile is Oulu.

A coherent and up-to-date depiction on remuneration promotes the providing of information to the shareholders. To achieve this, the Company has prepared a salary and remuneration report. The salary and remuneration report is prepared in accordance with recommendations included in the Governance Code. The Company´s Corporate Governance Code, Corporate Governance Statement for each financial period and the salary and remuneration report are publicly available at the Company's website at www.bittium.com.

Up-to-date information regarding the shareholdings of the CEO and the other management is publicly available at the Company's website at www.bittium.com.

2. Remuneration

Decision-making Process

The general meeting decides on the remuneration paid for board and committee work and on the basis for its definition. Generally the body that appointed a person also decides on the remuneration of that person. The Board of Directors appoints the CEO and thus decides also upon the CEO´s remuneration. In addition, the Board of Directors decides upon the compensation payable based on termination of the CEO. The Board of Directors decides on the principles and structure of the remuneration scheme of the Company and the Group based on the presentation of the CEO. In accordance with the annual clock of the Board of Directors the review is scheduled to occur in October. The remuneration of the other management is decided on a one-over-one basis[1]. The CEO may, however, decide upon the salary increases of his direct subordinates within the budget approved by the Board of Directors

3. Remuneration of the Board of Directors

Remuneration and other Benefits of the Members of the Board of Directors

The Annual General Meeting decides the remuneration of the Board. As a rule, there has not been a separate remuneration for executive members of the Board of Directors[2]. The General Meeting held on April 11, 2018 decided that the elected Board members´ remuneration for the term ending at the end of the following Annual General Meeting shall be as follows:

  • Chairman of the Board EUR 3,500 per month and
  • other members of the Board of Directors EUR 2,000 per month.


In addition, the Board members are entitled to compensation for the attended Board Committee meetings as follows:

  • the Chairman of the Committee EUR 600 for each meeting and other Committee members EUR 400 for each meeting.

The travel expenses of the members of the Board of Directors shall be reimbursed in accordance with the Company´s travel policy. In accordance with the decision of the Annual General Meeting, 40 percent of the monthly remuneration is paid in the Company´s shares. In 2017, the Company´s shares were acquired on the market for the Board members as follows[3]: Erkki Veikkolainen 2,625 shares, Kirsi Komi 1,500 shares, Staffan Simberg 1,500 shares, Juha Putkiranta 1,500 shares, Seppo Mäkinen 1,500 shares and Tero Ojanperä 1,500 shares. The member of the Board of Directors may not transfer the shares received as remuneration before his/her membership in the Board of Directors has ended.

Remuneration paid to Board Members in 2017, EUR 
Name Position Remuneration/
Bittium Corporation
Board Member
Remuneration/
Audit Committee
Share Remuneration In Total
Kirsi Komi Board Member, Member of the Audit Committee 14,348.01 2,400 9,738.40 26,486.41 
Juha Putkiranta Board Member 14,348.01   9,738.36 24,086.37
Seppo Mäkinen Board Member 14,348.01   9,738.40 24,086.41
Staffan Simberg Board member, Chairman
of the Audit Committee
14,348.01 3,600 9,738.36 27,686.37
Erkki Veikkolainen Chairman of the Board 25,103.84   17,042.13 42,145.97
Tero Ojanperä Board Member 10,333.33   9,738.40 20,071.73
In Total   92,829.21 6,000 65,734.05 164,563.26
 
 

The members of the Board have not received other benefits or any share-based rights, or participated in the Company´s remuneration schemes.

Financial Benefits of the Chairman of the Board and the Members of the Board Pertaining to their Possible Employment Relationship or Service Contract

There are no employment relationships or service contracts between the Company´s members of the Board and the Company. The members of the Board have not been included in the remuneration schemes of the Company.

Participation of the Members of the Board in a Share-Related Remuneration Scheme

The members of the Board have been paid remuneration in the Company´s shares as described above. Information on the shareholdings of the members of the Board in the Company is publicly available in the Company's insider register in here.  

4. Remuneration of the Chief Executive Officer and Other Executives

Information on the Service Contract of the CEO

The Board of Directors defines and approves the essential terms of the service of the CEO, including the CEO´s remuneration, in the form of a written agreement. CEO Hannu Huttunen´s service contract is effective until further notice and can be terminated by the Company with twelve (12) and the CEO with six (6) months´ written notice.

The CEO is entitled to a work pension under the Contracts of Employment Act and other legislation pertaining to pensions and he does not have supplementary pension. The Finnish employee pension system (TyEL) entitles to work pension that is based on such income during the career that entitles to work pension. Persons born in 1954 and before it can retire to old age pension in the age of 63 at the earliest. The pension age of persons born in 1955 or thereafter rises evenly three months in a year until the pension age of 65 is reached. The lower limit of the pension age for persons born in 1962–1964 is 65 years. The pension age of persons born in 1965 or thereafter is bound to the expectancy of lifetime.

The Company´s CEO Hannu Huttunen has participated in the share-related remuneration scheme in connection with which he has received 10,000 Company shares. The maximum amount of variable pay for the CEO is 60% of the aggregate salary of the variable pay earning period.

 
 
Remuneration paid to the CEO Hannu Huttunen in 2017, EUR
Salary Other benefits Extraordinary payments Variable payment
213,948.00 240.00    73,899.00


The Essential Principles Regarding Remuneration of Other Executives

Remuneration of the other group executives consists of fixed monthly salary with fringe benefits (i.e. the aggregate salary) and variable pay. The maximum amount of variable pay for other executives is 30% of the aggregate salary of the variable pay earning period. In addition to the CEO, also other members of the Company´s management members have participated in the share-related remuneration scheme and received 27,500 Company shares in total.

Remuneration paid to other executiveS in 2017, EUR
Salary Other benefits Extraordinary
payments
Variable payment
775,700.92 23,402.00 5,000.00 135,767.54
 
 


Variable Pay System

Variable pay will be based on achievement of targets. The earning period for the variable pay in 2017 was the calendar year. The targets are set separately for each earning period. The setting of targets and the review of their achievement is decided on a one-overone basis. The criteria for the short term variable pay are the financial and strategic targets. In addition, part of the targets may be other objectives or personal targets. Personal targets vary between duties. In 2017 the financial targets were operating profit, turnover or the both.

Long Term Reward System

 

Directed share issue without consideration 2016

Based on the authorization granted by Bittium Corporation´s Annual General Meeting of Shareholders held on April 15, 2015, the Board of Directors of Bittium Corporation decided on March 22, 2016 on a directed share issue without consideration as reward payments to the key persons of the company and its subsidiaries. In the share issue 37,500 new shares were issued without consideration to the key persons entitled to the share bonus. The share bonus was issued to 8 key persons of the company defined by the Board of Directors, with the condition that they must be employed by Bittium Corporation or its subsidiaries at the time of payment of the share bonus. The shares issued in the directed share issue without consideration are subject to restrictions on the right of disposal until December 31, 2018. However, the Board of Directors may grant permission to dispose or use the shares prior to the given date. The shares were registered to the trade register and on the book-entry accounts of the recipients on March 24, 2016, and became subjects to trading on the trading list of Nasdaq Helsinki on March 29, 2016. The CEO received 10,000 shares of Bittium Corporation, and the rest of the members of the Management Group received in total 27,500 shares of Bittium Corporation.


[1] One-over-one principle means that a decision on remuneration shall be approved by the supervisor of the decision-maker.
[2] In 2017, none of the members of the Board had an employment relationship or service contract with the Company.
[3] The shares acquired cover the whole board period from April 12, 2017 to April 11, 2018