Remuneration Guidelines

Allenex’s seeks to offer total remuneration in line with market practice to be able to attract and retain senior executives with the best possible qualifications.

Remuneration to the CEO and other senior executives consists of salary, pension contributions and other benefits, such as car allowance. The employee has a fixed cost framework, which in addition to the above remuneration including personnel expenses, and the employee has the opportunity, as long as it is cost-neutral for the company, to pay certain benefits with other benefit. Compensation may also be decided by the Board after review by the Compensation Committee, supplemented by a variable portion and consists in this case the bonus.

For 2011 it is proposed that the bonus system based on the exit of revenue to support it by the Board new strategy for the company. Bonuses are for a limited percentage of the exit proceeds with a maximum amount as the ceiling. Bonus is distributed among the employees in respect of a specific key

Allenex’s pension policy for senior executives is to offer pensions that are in line with market practice, and that are based on defined-contribution plans or follow national pension plans. The retirement age is 65.

In order to encourage employees to share a long-term strategic vision with shareholders, remuneration, in addition to salary, pension and other compensation, may also consist of incentives in the form of share-related instruments.

In the event of termination of employment by the company, the CEO has a term of notice of 12 months and six months if the termination is from the CEO’s side. The term of notice varies for other senior managers, but does not exceed six months. During the term of notice, remuneration is paid according to
the employee’s employment contract. Apart from this, no severance pay or similar is applicable.

The Board of Directors has the right to deviate from the above guidelines where cause exists in an individual case.