Inside Asian Gaming

IAG AUG 2022年8月 亞博匯 98 not compliant with regulatory requirements, no mechanism would likely exist for the company to claw back a short- term incentive payment from a recipient. Any such cost would be worn by shareholders – a result seemingly completely at odds with the stated objectives of the remuneration system. Star’s long term share incentives were completely based on three financial metrics … Total Shareholder Return, Earnings per Share and Return on Invested Capital. In 2019, 46% of the CEO’s remuneration mix comprised performance shares, with vesting to occur, or not, after four years. Again, the ability of the company to claw The Star Gold Coast COLUMNISTS