GRI GRI 2-20 Process for determining remuneration

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PRINCIPLE 3Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining.
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PRINCIPLE 4The elimination of all forms of forced and compulsory labor.
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PRINCIPLE 5The effective abolition of child labor.
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PRINCIPLE 6The elimination of discrimination in respect of employment and occupation.

GRI 2-20 Process for determining remuneration

Bracell does not have an independent compensation committee responsible for overseeing the process for determining remuneration. Employee compensation comprises a base salary commensurate with the role, supplemented by various benefits. Each year, the terms of collective bargaining agreements are incorporated into compensation packages following negotiations with unions representing employee categories within the workforce.

The salary structure for our direct employees is based on legal requirements, market benchmarking, and biannual internal performance evaluations. Our compensation and variable compensation policies (which are tied to performance reviews) align with the compensation and evaluation policies of the RGE Group (read more in GRI 2-20).

For employees in leadership positions (specialist and above), performance evaluations are conducted by a committee comprising Bracell leaders from relevant departments (learn more in disclosure GRI 2-19).