The company has defined clear roles and sharing of responsibility between the Board and management and the various bodies.
In 2019, Midsona deviated from rule 9.7 in the Code that sets a vesting period of at least three years for incentive programmes based on warrants, which are directed at senior executives. During the year, the Group had two outstanding warrant programmes directed at senior executives, TO2017/2020 and TO2019/2022. The issued programmes have a slightly shorter vesting period than three years, which the Board found suitable.
In 2018, Midsona deviated from rule 9.7 in the Code that sets a vesting period of at least three years for incentive programmes based on warrants, which are directed at senior executives. During the year, the Group had two outstanding warrant programmes directed at senior executives, TO2016/2019 and TO2017/2020. The issued programmes have a slightly shorter vesting period than three years, which the Board found suitable.
Midsona does not have any deviations from the Code of Corporate Governance to report.
Midsona does not have any deviations from the Code of Corporate Governance to report.
Midsona does not have any deviations from the Code of Corporate Governance to report.
Midsona does not have any deviations from the Code of Corporate Governance to report.
Midsona does not have any deviations from the Code of Corporate Governance to report.
Midsona does not have any deviations from the Code of Corporate Governance to report.
Midsona does not have any deviations from the Code of Corporate Governance to report.
