DHL 2015 Annual Report Download - page 128

Deutsche Post  Group —  Annual Report
In the event the right to early termination is exercised or a Board of Management
contract is terminated by mutual consent within nine months of the change in control,
the Board of Management member is entitled to payment to compensate the remaining
term of their Board of Management contract. Such payment is limited to   of the
severance payment cap pursuant to the  recommendation. e amount of the
payment is reduced by   if the Board of Management member has not reached the
age of  upon leaving the company. If the remaining term of the Board of Management
contract is less than two years and the Board of Management member has not reached
the age of  upon leaving the company, the payment will correspond to the severance
payment cap. e same applies if a Board of Management contract expires prior to the
Board of Management member’s reaching the age of  because less than nine months
remained on the term of the contract at the time of the change in control and the con-
tract was not renewed.
Board of Management members are also subject to a non-compete clause, taking
eect on the cessation of their contracts. During the one-year non-compete period, for-
mer Board of Management members receive   of their last contractually stipulated
annual base salary on a pro-rata basis as compensation each month. Any other income
earned during the non-compete period is subtracted from the compensation paid. e
amount of the compensation payment itself is deducted from any severance payments
or pension payments. Prior to, or concurrent with, cessation of the Board of Management
contract, the company may declare its waiver of adherence to the non-compete clause.
In such a case, the company will be released from the obligation to pay compensation
due to a restraint on competition six months aer receipt of such declaration.
Apart from the aforementioned arrangements, no member of the Board of Manage-
ment has been promised any further benets aer leaving the company.
Other provisions
Roger Crook resigned as a member of the company’s Board of Management on
 April  and le the company at the expiry of  April . He received a payment
in the amount of ,, to settle the claims arising from his employment agreement.
Amount of remuneration paid to members of the Group Board of Management
in financialyear 
e remuneration paid to members of the Board of Management in nancial year 
totalled . million (previous year: . million) in accordance with the applicable
international accounting standards. at amount comprised . million in non-
performance-related components (previous year: . million) and . million in
paid-out performance-related components (previous year: . million). An add itional
. million of the performance-related component was transferred to the medium-
term component and will be paid out in  subject to the condition that the required
, an indicator of sustainability, be reached.
e members of the Board of Management were granted a total of ,,  s
in nancial year  with a total value of . million (previous year: . million)
at the time of issue ( September ). e total remuneration paid to Board of Manage-
ment members is presented individually in the tables below. In addition to the applicable
accounting principles, the  recommendations were also taken into account.
In accordance with the recommendations, the “target remuneration” tables (.
and ., or “benets granted” in  terminology) do not show any actual payments
of performance-based remuneration. By contrast with the payment amount stated, the
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