IBERSOL | Annual Report 2021

ANNUAL REPORT 2021 Member – Dr. Carlos Alberto Alves Lourenço: earned the monthly amount of 733.33 euros after the election of 18 June 2021 in the proportional and until 31 December 2021, not having received any other remuneration com- ponents for the exercise of the respective position; Member – Dr. ª Maria José Martins Lourenço da Fonseca: earned the monthly amount of 733.33 euros after the election of 18 June 2021 in the proportional and until 31 December 2021, not having received any other remuneration components for the exercise of the respective position. The Remuneration Committee, following the approval at the last General Meeting of the proposal presented, proceeded to a review of the princi- ples underlying the remuneration of the governing bodies to be applied from the 2022 financial year, taking into account the legislative and rec- ommendatory framework. These principles reinforce and highlight the aspects of the remuneration policy that are critical for the sustainability of Ibersol’s business, in par- ticular: - the international context that makes it possible to measure (“bench- mark”) the competitive remuneration of corporate bodies and maintain the ability to attract and retain the best talent; - the alignment of remuneration with the responsibilities inherent to the functions performed by the members of the governing bodies, their cur- riculum and competence; - the desired level of competitiveness of the remuneration package must be in line with market practice as well as internal remuneration policies; - alignment with the remuneration policies and other conditions of the company’s workers is guaranteed by comparison with equivalent func- tions, which confers an adequate level of internal equity and external competitiveness; - the importance of rewarding the commitment to the Group’s strategy, the interests of shareholders, the achievement of results and the appro- priate attitude and behaviour are taken into account in the company’s compensation policies. The independence of the Committee, together with the permanent moni- toring of the benchmark as well as use of external consultancy, is an ef- fective way of avoiding possible conflicts of interest with the members of 305