The LTG Group Remuneration Policy aims to apply standardized process and principles among LTG companies, as well as align the organization's competitiveness and compliance with modern remuneration market trends. 

The remuneration components ensure to: 

• attract, motivate, and retain highly qualified employees;
• encourage employees’ development;
• follow the principle of internal justice, rewarding the input of employees;
• increase productivity and constantly improve the working conditions of employees;
• effective personnel cost management;
• motivate employees by providing them with a benefits package.

The LTG Group has established a job mapping (job structure) of all active job positions and uniform salary review principles: 

• job position evaluation using the internationally accepted job evaluation methodology;
• comparison of LTG companies remuneration data with market information;
• annual performance appraisal of all LTG Group employees. 

These steps ensure transparency in decisions on remuneration and establish a remuneration system that is comprehensible to all employees and linked to the performance of each employee. 

The main remuneration components in the LTG Group are basic salary, variable pay and benefits. 

The basic salary depends on the value created by the job position, which is evaluated according to an international and widely applied methodology. Basic salaries can be during annual salary review after employee’s performance appraisal and during internal career change. 

An annual incentive for the achievement of the LTG Group targets and the employee's individual performance results is a kind of variable pay. Variable pay also includes a monthly or other period shorter than one year variable pay schemes. These schemes encourage to achieve short-term operational indicators. 

The remuneration of the Chief Executive Officer consists of a basic salary as specified in the employment contract and an annual incentive linked to the achievement of the LTG Group's annual goals approved by the Board (100%). Each year, the Board approves the structure of the annual goals, the thresholds, and the weightings for their achievement and, after the year-end, approves the results of the achievement and the possibility of the payment of the annual incentive. The maximum annual incentive opportunity may not exceed 30% of the annual basic salary.

The LTG Group remuneration principles are transparent and apply equally to all employees, regardless of their gender or other aspects of their individual identity. 

The number of employees and average salary by job position group are publicly available. Comparison of average salary by gender is also provided.