- Interview CEO
- Vetropack Locations
- Market environment offering opportunities and challenges
- Business model
- Strategy 2030
- Management Structure
- Organisation
- col2
- Material Topics and Performance Review
- Customers and suppliers
- Finances
- Innovation and intellectual property
- Production and products
- Employees
- Environment
- col3
- New Design
- Financial Report
- col1
- At a Glance
- Financial Report Vetropack Group
- Consolidated Balance Sheet
- Consolidated Income Statement
- Consolidated Cash Flow Statement
- Changes in Consolidated Shareholders’ Equity
- Consolidation Principles
- Valuation Principles
- Notes
- Ownership Structure
- Company Participations
- Report of the statutory auditor on the consolidated financial statements
- Five Year Overview
- col2
- Financial Report Vetropack Holding Ltd
- Balance Sheet
- Income Statement
- Notes
- Board of Directors’ (BoD) Proposal for the Corporate Profit Appropriation
- Report of the statutory auditor on the financial statements
- Five Year Overview
- Corporate Governance
- col1
- Introduction
- Board of Directors
- MB Members
- Remuneration and Additional Information
- Shareholders’ Participation Rights
- Auditors
- Information Policy
- General blocking periods
- Contact Address
- Remuneration Report
- col1
- Introduction
- Principles of the Remuneration Scheme and its Components
- Organisation and Authorities for Determining Remuneration
- Description of the Remuneration Components
- Board of Director’s Remuneration
- Management Board’s Remuneration
- Comparison of Remuneration disbursed with the Remuneration approved by the 2021 and 2022 Annual General Assembly
- Shareholdings
- Report of the statutory auditor on the remuneration report
- Sustainability Report
- col1
- Sustainability Report
- Customers and suppliers
- Finances
- Innovation and intellectual property
- Production and products
- Employees
- Environment
- col2
Audited InformationRemuneration
ReportPrinciples of the Remuneration Scheme and its Components
Vetropack Group’s remuneration scheme is geared towards its employees’ level of responsibility and experience as well as local conditions. Members of the Board of Directors (BoD) receive a fixed cash benefit with no variable components.
Members of the Management Board (MB) receive basic remuneration reflecting their individual responsibility and experience as well as a variable performance- and results-related component. They are also awarded non-cash benefits in the form of supplementary pension contributions and a company car, which is also available for their private use.
All remuneration is paid in cash, there are no share or option plans.
- Sustainability Report
- col1
- col1
- col1
- col1
- Material Topics and Performance Review