The long-term success of a company also requires proper incentives to attract and retain entrepreneurial-minded, competent, and experienced members of the Managing Board who act in the interest of the Company and its stakeholders. On the one hand, the remuneration of the Managing Board must ensure that successful individuals with experience in a competitive market can be attracted and encouraged to stay with the Company. On the other hand, the remuneration must reflect the performance of the Company from the perspective of the various stakeholders, i.e. the remuneration must reward successful management, in particular taking into account sustainable income and/or contributions to the benefit of employees, respectively the common good.

The remuneration should be proportional to the tasks and services of the members of the Supervisory Board, the success of the Company, and the customary remuneration. It should also ensure that the Supervisory Board members act in line with the objective of a sustainable business development.

Pursuant to the respective resolution of the General Meeting, the members of the Supervisory Board receive a monthly remuneration (the amount of such remuneration depends on whether the member acts as chairman/chairwomen, deputy chairman/chairwomen, or member) and are entitled to an attendance fee per meeting (irrespective of the specific function), including for committee meetings. For the moment, the remuneration does not include a variable remuneration, subject to the achievement of targets.