Key components of contract
Key components of contract: Member of Executive Board of Royal BAM Group nv
Chairman of the Executive Board
| Name | : | J.A.P. van Oosten (Joop) |
| Date of birth | : | 30 March 1948 |
| Nationality | : | Dutch |
| Date employment commenced | : | 1976 |
| Appointed member of Executive Board | : | 1995 |
| Appointed Chairman of Executive Board | : | 2005 |
Fixed salary
The fixed annual salary amounts to € 610,000, including holiday allowance.
Variable remuneration
Bonus up to a maximum of 60% of the fixed annual salary.
In principle, the bonus scheme operates as follows: the job holder shall be entitled to 40% of the fixed annual salary,
provided the budget of the year in question is achieved, and proportionally less if it is not. In the event that there
is a significant negative difference between the target and actual budget, this component will not be paid.
Plus a maximum of 20% of the fixed annual salary, provided targets that are less profit-related are achieved.
In order to achieve long-term aims, a place has also been found in the remuneration policy for members of the Executive Board. Under the current long-term bonus plan, if the margin of 4 percent before tax is realised on Group turnover, as formulated in the strategic agenda, each member of the Executive Board will be eligible for an additional variable remuneration in that year of 50% of his annual salary. No payments will be made if this profit margin is not achieved.
Pension
Part of the gross fixed annual salary, including holiday allowance, shall be the basis for calculating the
pensionable salary.
Mr Van Oosten's own contribution towards the pension contributions shall amount to 7%.
Incidental remuneration
A fixed expense allowance of € 7,500 per year shall apply.
A company car will be placed at the job holder's disposal. The running costs of the car shall be for the company's
account.
The company does not have a share option scheme.
No agreement has been concluded providing for redundancy compensation or payment on departure.
The contract does not contain a change of control clause; remuneration is not subject to a change of control within the
company.
Duration and termination
The contract is entered into for an indefinite period, as is the appointment as member of the Executive Board, and may be prematurely terminated by either party at the end of a month, subject to a period of notice of at least three months for the job holder and six months for the employer.
Vice-chairman of the Executive Board
| Name | : | N.J. de Vries (Nico) |
| Date of birth | : | 21 July 1951 |
| Nationality | : | Dutch |
| Date employment commenced | : | 1977 |
| Appointed member of Executive Board | : | 1998 |
| Appointed vice-chairman of Executive Board | : | 8 May 2007 |
Fixed salary
The fixed annual salary amounts to € 535,000, including holiday allowance.
Variable remuneration
Bonus up to a maximum of 60% of the fixed annual salary.
In principle, the bonus scheme operates as follows: the job holder shall be entitled to 40% of the fixed annual salary,
provided the budget of the year in question is achieved, and proportionally less if it is not. In the event that there
is a significant negative difference between the target and actual budget, this component will not be paid.
Plus a maximum of 20% of the fixed annual salary, provided targets that are less profit-related are achieved.
In order to achieve long-term aims, a place has also been found in the remuneration policy for members of the Executive Board. Under the current long-term bonus plan, if the margin of 4% before tax is realised on Group turnover, as formulated in the strategic agenda, each member of the Executive Board will be eligible for an additional variable remuneration in that year of 50% of his annual salary. No payments will be made if this profit margin is not achieved.
Pension
Part of the gross fixed annual salary, including holiday allowance, shall be the basis for calculating the
pensionable salary.
Mr De Vries' own contribution towards the pension contributions shall amount to 7%.
Incidental remuneration
A fixed expense allowance of € 7,500 per year shall apply.
A company car will be placed at the job holder's disposal. The running costs of the car shall be for the company's
account.
The company does not have a share option scheme.
No agreement has been concluded providing for redundancy compensation or payment on departure.
The contract does not contain a change of control clause; remuneration is not subject to a change of control within the
company.
Duration and termination
The contract is entered into for an indefinite period, as is the appointment as member of the Executive Board, and may be prematurely terminated by either party at the end of a month, subject to a period of notice of at least three months for the job holder and six months for the employer.
Chief Financial Officer
| Name | : | J. Ruis (Jan) |
| Date of birth | : | 14 May 1950 |
| Nationality | : | Nederlandse |
| Date employment commenced | : | 1971 |
| Appointed member of Executive Board | : | 2004 |
Fixed annual salary
The fixed annual salary amounts to € 460,000, including holiday allowance.
Variabele beloning
Bonus up to a maximum of 60% of the fixed annual salary.
In principle, the bonus scheme operates as follows: the job holder shall be entitled to 40% of the fixed annual salary,
provided the budget of the year in question is achieved, and proportionally less if it is not. In the event that there
is a significant negative difference between the target and the actual budget, this component will not be paid.
Plus a maximum of 20% of the fixed annual salary, provided targets that are less profit-related are achieved.
In order to achieve long-term aims, a place has also been found in the remuneration policy for members of the Executive Board. Under the current long-term bonus plan, if the margin of 4% before tax is realised on Group turnover, as formulated in the strategic agenda, each member of the Executive Board will be eligible for an additional variable remuneration in that year of 50% of his annual salary. No payments will be made if this profit margin is not achieved.
Pension
Part of the gross fixed annual salary, including holiday allowance, shall be the basis for calculating the
pensionable salary.
Mr Ruis' own contribution towards the pension contributions shall amount to 7%.
Incidental remuneration
A fixed expense allowance of € 7,500 per year shall apply.
A company car will be placed at the job holder's disposal. The running costs of the car shall be for the company's
account.
The company does not have a share option scheme.
The contract does not contain a change of control clause; remuneration is not subject to a change of control within the
company
Duration and termination
The appointment is for a period of four years (Until May 2012); the contract of employment is entered into for an indefinite period, and may be prematurely terminated by either party at the end of a month, subject to a period of notice of at least three months for the job holder and six months for the employer. In the event that the company terminates the contract of employment, the member will be paid the sum of € 800,000 as compensation.
Member of the Executive Board
| Name | : | R.P. van Wingerden (Rob) |
| Date of birth | : | 21 July 1961 |
| Nationality | : | Dutch |
| Date employment commenced | : | 1988 |
| Appointed member of Executive Board | : | 7 May 2008 |
Fixed salary
The fixed annual salary amounts to € 460,000, including holiday allowance.
Variable remuneration
Bonus up to a maximum of 60% of the fixed annual salary.
In principle, the bonus scheme operates as follows: the job holder shall be entitled to 40% of the fixed annual salary,
provided the budget of the year in question is achieved, and proportionally less if it is not. In the event that there
is a significant negative difference between the target and actual budget, this component will not be paid.
Plus a maximum of 20% of the fixed annual salary, provided targets that are less profit-related are achieved.
In order to achieve long-term aims, a place has also been found in the remuneration policy for members of the Executive Board. Under the current long-term bonus plan, if the margin of 4% before tax is realised on Group turnover, as formulated in the strategic agenda, each member of the Executive Board will be eligible for an additional variable remuneration in that year of 50% of his annual salary. No payments will be made if this profit margin is not achieved.
Pension
The gross fixed annual salary, including holiday allowance, shall be the basis for calculating the pensionable
salary.
Mr Van Wingerden's own contribution towards the pension contributions shall amount to 9%.
Incidental remuneration
A fixed expense allowance of € 7,500 per year shall apply.
A company car will be placed at the job holder's disposal. The running costs of the car shall be for the company's
account.
The company does not have a share option scheme.
The contract does not contain a change of control clause; remuneration is not subject to a change of control within the
company
Duration and termination
The appointment is for a period of four years (Until May 2012); the contract of employment is entered into for an indefinite period, and may be prematurely terminated by either party at the end of a month, subject to a period of notice of at least three months for the job holder and six months for the employer. In the event that the company terminates the contract of employment before the end of the four-year period, or in case Mr Van Wingerden is not reappointed as member of the Executive Board, he will be paid a sum of maximum two times the fixed annual salary, with a minimum of € 600,000 as compensation.
Member of the Executive Board
| Name | : | M.J. Rogers (Martin) |
| Date of birth | : | 18 December 1955 |
| Nationality | : | British |
| Date employment commenced | : | 13 August 1979 |
| Appointed member of Executive Board | : | 21 April 2009 |
Fixed salary
The fixed annual salary amounts to £360,000, including holiday allowance.
Variable remuneration
Bonus up to a maximum of 60% of the fixed annual salary.
In principle, the bonus scheme operates as follows: the job holder shall be entitled to 40% of the fixed annual salary,
provided the budget of the year in question is achieved, and proportionally less if it is not. In the event that there
is a significant negative difference between the target and actual budget, this component will not be paid.
Plus a maximum of 20% of the fixed annual salary, provided targets that are less profit-related are achieved.
In order to achieve long-term aims, a place has also been found in the remuneration policy for members of the Executive Board. Under the current long-term bonus plan, if the margin of 4% before tax is realised on Group turnover, as formulated in the strategic agenda, each member of the Executive Board will be eligible for an additional variable remuneration in that year of 50% of his annual salary. No payments will be made if this profit margin is not achieved.
Pension
Part of the gross fixed annual salary, including holiday allowance, shall be the basis for calculating the
pensionable salary.
Mr Rogers' own contribution towards the pension contributions shall amount to 6,5%.
Incidental remuneration
The cost involved for the use of a car will be compensated.
The company does not have a share option scheme.
The contract does not contain a change of control clause; remuneration is not subject to a change of control within the
company
Duration and termination
The appointment is for a period of four years (Until May 2013); the contract of employment is entered into for an indefinite period, and may be prematurely terminated by either party at the end of a month, subject to a period of notice of at least three months for the job holder and six months for the employer. In the event that the company terminates the contract of employment before the end of the four-year period, or in case Mr Rogers is not reappointed as member of the Executive Board, he will be paid a sum of maximum two times the fixed annual salary, with a minimum of €600,000 as compensation.
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