Remuneration Policy
Gold Grain Capital BV (GGC) has a remuneration policy and practices that are consistent with and promote sound and effective risk management. The remuneration policy is clearly documented and proportionate to the size, internal organisation and nature of GGC, as well as to the scope and complexity of its activities. GGC’s remuneration policy is gender neutral.
GGC’s remuneration policy applies to all categories of staff, including senior management, risk takers whose professional activities have a material impact on the risk profile of GGC, and staff engaged in control functions.
The remuneration of all staff of GGC consists of a fixed remuneration and may include a variable remuneration. The variable remuneration of staff in the Netherlands shall not exceed 20% of that person's annual fixed remuneration. The variable remuneration of staff in other EU countries shall not exceed the applicable maximum in that country (usually 100% of the fixed remuneration). GGC has criteria on which the variable remuneration is based, which include the performance of an employee, the business unit and GGC. At least 50% of the variable remuneration is based on non-financial criteria.
There are no natural persons working under GGC’s responsibility that receive a total annual remuneration of EUR 1 million or more. The annual amount of variable remuneration paid to natural persons working under its responsibility. In 2023 is EUR 0.