Mr. David Schwimmer was appointed as CEO in August 2018. The current Chairman, Mr. Donald Brydon, will step down after the AGM. Mr. Don Robert who joined the Board as a Non-Executive Director in January 2019 will succeed Mr. Brydon as Chair.
Item 3: Approve the Remuneration Report
The structure is unsatisfactory. The bonus exceeds guidelines and the use of qualitative exceeds guidelines, which calls into question the alignment of pay with performance. The LTI is overly reliant on EPS, which is not considered appropriate as it can potentially be influenced by executives. Incentive payments to the new CEO during the year were excessive and an unacceptable recruitment award was made. We recommend shareholders oppose.
London Stock Exchange Group is a global markets infrastructure business based in the United Kingdom. Co's operating segments include: Information Services, which provides a range of information and data products including indexes and benchmarks; Post Trade Services LCH, which provides clearing services through which counterparty risk is mitigated across multiple asset classes; Capital Markets, provides access to capital for domestic and international businesses and electronic platforms for secondary market trading of equities, bonds and derivatives; and Group Technology, which provides secure technologies to customers that require performance at high levels of availability and throughput.
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Stress testing CME’s and LSEG’s key clearing houses indicate their very high resilience in default management and funding the costs to liquidate a defaulting member’s portfolio.
Item 3: Approve the Remuneration ReportThe remuneration structure is satisfactory, though accelerated vesting is possible. Potential and actual total variable remuneration exceed guidelines, but not very much. They are moderate in comparison with UK market practice. Overall, the quantum during the year was not excessive. We recommend shareholders vote in favor.
Item 3: Approve the Remuneration Report The structure is weighted more heavily towards short-term performance. One of the performance metrics for the LTI is the payment of sustainable dividends, which is not considered appropriate as executives can potentially influence the payout level. The LTI also includes relative TSR as a performance metric. Nevertheless, the quantum is not excessive and even maximum potential amounts are moderate. On balance, we recommend shareholders vote in favor. Item 4: Approve the Remuneration PolicyThe main concern with the Company's remuneration policy is that pa...
Item 2: Approve the Remuneration ReportThe remuneration structure is unsatisfactory. The main concern at the Company is that the potential maximum incentive pay including the bonus, matching shares on the deferred portion of the bonus and the LTI amounts to 1000% of base salary, which is considered grossly excessive. Actual incentive pay during the year was1.6 times the ECGS limit. Furthermore, variable remuneration is overly reliant on a single performance metric, benchmark profit before tax. A second performance criteria will be used in the coming year. We note that the Company has adjusted ...
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