Remuneration to Senior Management in Securitas AB

Guidelines for Remuneration to Senior Management in Securitas AB

The Annual General Meeting 2009 resolved on guidelines for remuneration to management in accordance with the following:

The fundamental principle is that remuneration and other terms of employment for management shall be competitive and in accordance with market conditions, in order to ensure that the Securitas Group will be able to attract and keep competent management employees.

The total remuneration to management shall consist of a fixed basic salary, variable remuneration, pensions and other benefits. In addition to a fixed annual salary the group management may also receive variable remuneration, based on the outcome in relation to financial goals and growth targets within the individual area of responsibility (group or division) and agree with the interest of the shareholders. The variable remuneration shall amount to a maximum of 50 percent of the fixed annual salary for the President and CEO and a maximum of 35–200 percent of the fixed annual salary for other individuals of the Group Management.

The undertakings of the company as regards variable remuneration may, at maximal outcome within all divisions during 2009, amount to a maximum of MSEK 53.

The pension rights of senior management employees shall be applicable as from the age of 65 at the earliest and the entire Group Management shall be subject to defined contribution pension plans for which insurance premiums are transferred from the individual’s total remuneration and paid by the company during the term of employment. Variable compensation shall in principle not qualify for pension purposes.

Other benefits, such as company car, special health insurance or occupational health service shall be provided to the extent this is considered customary for management employees holding equivalent positions on the employment market where the management employee is active.

At dismissal, the notice period for all management employees shall amount to a maximum of 12 months with a right to redundancy payment after the end of the notice period, equivalent to a maximum of 100 per cent of the fixed salary for a period not exceeding 12 months At resignation by a management employee, the notice period shall amount to a maximum of 6 months.

These guidelines shall apply to individuals who are included in the Group Management during the term of application of these guidelines. The guidelines shall apply to agreements entered into after the adoption by the Annual General Meeting, and to changes made in existing agreements after this date. The Board shall be entitled to deviate from the guidelines in individual cases if there are particular grounds for such deviation.

Renumeration 2008

KSEK Base salary/fee Other benefits Short-term bonus Long-term bonus2 Pension Total remuneration
Melker Schörling, Chairman of the Board1 1,100 - - - - 1,100
Carl Douglas, Vice Chairman 725 - - - - 725
Fredrik Cappelen1 550 - - - - 550
Marie Ehrling1 650 - - - - 650
Annika Falkengren 450 - - - - 450
Stuart E. Graham 450 - - - - 450
Berthold Lindqvist1 600 - - - - 600
Fredrik Palmstierna 450 - - - - 450
Sofia Schörling Högberg 450 - - - - 450
Subtotal Board of Directors 5,425 - - - - 5,425
President and CEO 10,763 90 5,250 - 3,152 19,255
Other members of Group Management (10 persons)3 34,458 2,155 18,712 8,223 4,809 68,357
Subtotal President and CEO and Group Management 45,221 2,245 23,962 8,223 7,961 87,612
Total 50,646 2,245 23,962 8,223 7,961 93,037

Above information refers to full year remuneration for the Group Management, unless stated otherwise. Other benefits include customary expatriate benefits.
The Board of Directors have no pension benefits.
1  Including remuneration for committee work.
2  Refer to the cost for 2008, please find further reference under section long-term incentive in the Annual Report, note 8.
3  The compensation for one member who joined the Group Management on May 1, 2008 relates as from this date.

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