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Guidelines for remuneration
Principles for remuneration and other conditions of employment for the CEO and senior executives are adopted by the Annual General Meeting.
Remuneration to the CEO and other senior executives is constituted by a fixed basic salary, variable remuneration and pension. By other senior executives is meant XVIVO Perfusion’s senior management team. The composition and size of this group may be changed over time in adaptation to the development of the business.
The division between basic salary and variable salary shall be in proportion to the responsibility and authority of the senior executive. For the variable salary of the CEO there is a ceiling of six months’ salary. For other senior executives the ceiling for the variable salary is three months’ salary. The variable salary for the CEO and other senior executives is based on the outcome of various parameters compared with set objectives. The parameters are attributable to the company’s sales and results and to individually set objectives.
Each year the Board shall evaluate if some form of share-related incentive program shall be proposed to the Annual General Meeting.
The remuneration policy is evaluated each year and is submitted to the Annual General Meeting for adoption.
Outstanding share based incentive programs
The company has two outstanding share warrants programs. Share warrant program 2015/2017 consists of 215,000 warrants and in June 2017 each warrant will entitle the holder to subscribe for one new share at a price of SEK 60.92. Share warrant program 2016/2018 consists of 212,000 warrants and in June 2018 each warrant will entitle the holder to subscribe for one new share at a price of SEK 90.22.