In 2018, there was no formalised remuneration policy at the Company with respect to members of the Company’s bodies and the key managers. However, various formal remuneration regulations are applied in the Company. At ENEA S.A., remunerations are determined on the basis of the company’s collective labour agreement, bonus regulations, and work regulations. The rules for determining remunerations at ENEA S.A. are linked to its strategy, objectives, interests, and results. In addition, they are set out taking into consideration the principle of non-discrimination on any grounds. Save for the modifications in the rules of remunerating persons performing management or supervision functions, there were no significant changes to the remuneration rules applied at the Company in 2018.
The extra-financial remuneration components (including those for the key managers) applied by ENEA S.A. in 2018 included, i.a., health care services, training courses, welfare benefits (under the Company’s Welfare Benefits Fund, i.e., co-financing the employees’ holidays and sports, leisure, cultural and education activities, and low-interest loans for housing purposes), an additional day off, preferential insurance offer, company cars with the option to use them for private purposes, and the employee pension scheme.
As mentioned above, there was no formalised remuneration policy at ENEA S.A. in 2018. However, the remuneration rules applied at the Company are assessed positively from the point of view of implementation of its objectives, including long-term increase in value for shareholders and stability of the enterprise operation.
As at 31 December 2018, neither the Issuer not the member companies of ENEA Group had any liabilities (including assumed liabilities) on account of retirement pensions or similar benefits assigned individually to former employees performing management or supervision functions or former members of administrating authorities.