GHL System Berhad Annual Report 2018

G H L S y s t e m S B e r h a d ( 2 9 3 0 4 0 - D ) 36 PRINCIPLE A: BOARD LEADERSHIP AND EFFECTIVENESS (cont’d) III. REMUNERATION (cont’d) 3.2 Senior Management’s Remuneration The remuneration of key management personnel comprises primarily a basic salary component and a variable component, which includes bonuses rewarded based on the performance of the Company, the Group as a whole, and individual performance. The Company currently does not have any long-term incentive scheme(s) or contractual provisions to reclaim incentive components of remuneration to key management personnel. Practice 7.2 of the MCCG recommends that companies disclose the name and remuneration of at least the top five (5) Senior Management personnel. As best practice, companies are encouraged to fully disclose the remuneration of the said top five (5) Senior Management personnel. In addition, companies should also disclose the aggregate of the total remuneration paid or payable to the top five (5) key management personnel. Due to the existing industry competition to retain and recruit key talents, the Board is of the opinion that it is in the best interest of the Company to disclose the Company’s top six (6) Senior Management personnel’s remuneration for FY 2018 in bands of RM300,000 as follows:- Senior Management Salary and Other Emoluments Fees EPF & Socso Total Remuneration % % % % Band Leong Kah Chern 89 - 11 100 III Yap Chih Ming 89 - 11 100 II Dunstan Gerald Maurice 89 - 11 100 II Sam Eng Sun 89 - 11 100 II Chumacera, Rey Maria Receno* 99 - 1 100 II Napaporn Wilaikit* 94 - 6 100 II Note: Band I: Remuneration up to MYR300,000 per annum Band II: Remuneration between MYR300,001 and MYR600,000 per annum Band III: Remuneration between MYR600,001 and MYR900,000 per annum *Foreign Provident Fund Rate in Thailand or Philippines MYR Aggregate of the total remuneration paid or payable to the top six (6) key management personnel 2,766,287 CORPORAT E GOVERNANCE OVERV I EW STAT EMENT C O N T ’ D