Logitech 2007 Annual Report Download - page 40
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eight years at Weiser Lock, a division of Masco Corporation, a U.S. manufacturer of home improvement and
building products, in various management positions including Vice President of Finance and Logistics. Mr. Wick
holds a BS degree in Accounting from the University of Arizona and is a former Certified Public Accountant.
4.2 Involvements Outside Logitech of the Executive Officers
Daniel Borel. Refer to section 3.2 above.
Junien Labrousse served as a Director of A4Vision, Inc., a privately held U.S. high technology company
from which Logitech licensed face tracking software, from March 2000 to March 2007.
David Henry served as a Director of Anoto AB, a Sweden-based technology company from which Logitech
licenses digital writing technology and in which Logitech had a minority equity interest, from July 2003 to June
2006.
No other Logitech Executive Officer currently has supervisory, management, or material advisory functions
outside Logitech. None of the Company’s Executive Officers hold any official functions or political posts.
4.3 Management Contracts
Logitech has not entered into any contractual relationships regarding the management of the Company or its
subsidiaries.
5. Compensation, Shareholdings and Loans
5.1 Logitech’s General Compensation Policy
Logitech has designed its compensation programs to attract, develop, retain and motivate the high caliber of
executives, managers and staff that is critical to the long-term success of its business. Logitech’s compensation
package is composed of a base salary that is competitive with comparable companies in the industry and region,
periodic cash incentive awards that are based on company performance, and long-term incentive awards
comprised of stock options.
Executive Compensation Programs
Logitech’s compensation programs for its Executive Officers are designed to:
• provide compensation competitive with comparable companies in the industry and region;
• provide executives with competitive compensation that maintains a balance between fixed and variable
compensation and places a significant portion of total compensation at risk;
• align executive compensation with shareholders’ interests by tying a significant portion of compensation
to increasing share value; and
• support a performance-oriented environment that rewards superior performance.
An Executive’s compensation includes the following key components:
• base salary;
• short-term incentives (cash bonus programs based on financial performance); and
• long-term incentives (stock option awards and employee stock purchase program).
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