Core Viewpoint - Luotea Oyj has updated its share-based incentive plans for key employees, introducing changes to align with company objectives and employee experience metrics, while also launching a new incentive plan for 2026-2030 aimed at long-term value creation [2][3][6]. Group 1: Updates to Existing Incentive Plans - The share-based incentive plan for 2023-2027 has been modified to change the ESG criterion from carbon footprint reduction to employee experience measured by eNPS for the years 2026 and 2027 [3]. - The performance criteria for the earning periods 2024-2026 and 2025-2027 remain unchanged, with the maximum rewards corresponding to approximately 183,000 shares and 291,000 shares respectively [4]. Group 2: New Share-Based Incentive Plan 2026-2030 - The new share-based incentive plan for 2026-2030 consists of three performance periods: 2026-2028, 2027-2029, and 2028-2030 [7]. - The plan aims to align the interests of the company, shareholders, and key employees, focusing on long-term value increase and employee commitment [6]. Group 3: Performance Criteria for New Incentive Plan - The performance criteria for the 2026-2028 period include relative total shareholder return (TSR) weighted at 30%, return on capital employed (ROCE) at 50%, and cash conversion, earnings per share (EPS), eNPS, and revenue growth each weighted at 20% [8][13]. - The maximum rewards for the 2026-2028 performance period are estimated to be approximately 389,000 shares, targeting around 18 key employees [9]. Group 4: General Provisions - Rewards will be distributed partly in shares and partly in cash, with cash portions intended to cover tax liabilities [10]. - Group Management Team members are required to hold at least 50% of the net shares received until their value equals their annual salary [11].

Core Viewpoint - Siili Solutions Plc has established a new share-based incentive plan aimed at aligning the interests of shareholders and key employees to enhance long-term company value [1] Group 1: Incentive Plan Overview - The new share-based incentive plan is designed to commit key employees to the company's strategy and objectives while providing a competitive incentive based on earning and accumulating shares [1] - This plan will succeed the previous share-based incentive plan for the period 2023–2027 [1] Group 2: Performance Share Plan Details - The Performance Share Plan 2026–2030 includes three performance periods covering the financial years 2026–2028, 2027–2029, and 2028–2030 [2] - The Board of Directors will determine the commencement and specifics of each performance period annually [2] Group 3: Target Group and Performance Criteria - Approximately 60 key employees, including the Management Team and CEO, are included in the target group for the performance period 2026–2028 [3] - Performance criteria for this period are linked to revenue and EBITA for 2026, as well as shareholder value development from 2026 to 2028 [3] Group 4: Reward Structure - The maximum total value of rewards under the plan corresponds to 185,000 shares of Siili Solutions Plc, with rewards paid partly in shares and partly in cash [4] - The cash portion is intended to cover taxes and social security contributions related to the reward [4] Group 5: Shareholding Requirements - Members of the Management Team must hold all shares received until their total shareholding equals 50% of their annual base salary from the previous calendar year [5] - This shareholding requirement must be maintained as long as the individual remains a member of the Management Team [5]

Core Points - Suominen Corporation's Board of Directors has established a new share-based incentive plan aimed at aligning the interests of shareholders and key employees to enhance long-term company value [1][2] - The plan is designed to retain key talents, attract new talent, and address specific situations as determined by the Board [2] - The incentive plan will allocate rewards from the Restricted Share Unit Plan for the years 2026 to 2028, with a maximum total of 200,000 shares, including cash payments [3] - Rewards will be distributed by the end of May 2029, contingent upon the continuation of employment or service [4] - The reward structure includes both shares and cash, with the cash portion intended to cover taxes and social security contributions [5] Company Overview - Suominen manufactures nonwovens for various applications, including wipes, and aims to lead in nonwovens innovation and sustainability [5] - The company's net sales for 2024 are projected to be EUR 462.3 million, employing over 700 professionals across Europe and the Americas [5] - Suominen's shares are listed on Nasdaq Helsinki [5]

Group 1 - The Board of Directors of Rapala VMC Corporation has established a new share-based incentive plan aimed at aligning the interests of shareholders and key employees to enhance long-term company value [1] - The Performance Share Plan 2025–2029 includes three performance periods covering financial years 2025–2027, 2026–2028, and 2027–2029, with annual resolutions on performance period details [2] - The target group for the first performance period (2025–2027) consists of approximately 60 key employees, including the Management Team and CEO, with performance criteria based on Leverage, EBIT, and Total Shareholder Return [3] Group 2 - The maximum potential rewards for the 2025–2027 period correspond to 544,000 shares of Rapala VMC, with rewards paid partly in shares and partly in cash to cover taxes and social security contributions [4] - Management Team members must hold 50% of received shares until their total shareholding equals 50% of their annual base salary, while the CEO must hold 50% until their shareholding equals 100% of their annual base salary [5] Group 3 - Rapala VMC Corporation is a leading fishing tackle company with a significant distribution network, specializing in fishing lures, treble hooks, and related tools, with net sales of EUR 221 million in 2024 and approximately 1,400 employees across 40 countries [6]