1
National Medical Care Co.
General Assembly’s Agenda
2
General Assembly’s Agenda
Agenda
#
Reviewing and discussing the report of the Board of Directors for the fiscal year ended on 31-12-2022 AD 1
Voting on the auditor’s report for the year ending on 31-12-2022 AD 2
Reviewing and discussing the financial statements for the fiscal year ended on 31-12-2022 AD 3
Voting on the Audit Committee’s recommendation on the appointment of external auditors, from among nominees, to audit the quarterly (Q2 and Q3) and annual financial statements for 2023. In addition to Q1 2024 financial statements, as well as their fees.
4
Voting to distribute the amount of (1,900,000) riyals as a remuneration to the Board of Directors for the fiscal year ending on 31-12-2022 AD
5
Voting on discharge the Board of Directors for the fiscal year ending on 31-12-2022 AD 6
To Vote on the Board of director’s recommendation to distribute cash dividends in the amount of 44,850,00 SR to shareholders for the financial period 31-12-2022 AD, at 1 riyal per share and 10% of the capital. The eligibility of dividends distribution will be for the shareholders of the company who own shares on the eligibility date and are registered in the company’s share registry at the securities depository center company at the end of the second trading day following the eligibility date. The distribution date shall be announced later.
7
Voting on delegation the Board of Directors with the authority of the general assembly with the license mentioned in paragraph (1) of article 27 of the companies law, for a period of one year from the date of approval of the general assembly or until the end of the session of the delegated Board of Directors , whichever is earlier , in accordance with conditions stipulated in the executive regulations of the private companies law listed joint stock companies .
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3
National Medical Care Co.
Audit Committee Report
4
Item 5
National Medical Care Co.
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
This Policy has been executed in both Arabic and English Language. In the event of any contradiction between the Arabic text and the English text, the Arabic text shall prevail.
هذه دادعا مت ةسايسلا صنلا نيب ضراعت دوجو لاح يفو .ةيزيلجنلإا ةغللاو ةيبرعلا ةغللاب
يبرعلا .ذختملا وه يبرعلا صنلا نوكيف ،يزيلجنلإا صنلاو
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
Page | 2
Article 1 – DefinitionsIn this Policy, the following terms and expressions shall have the meaning they bear as follows unless the contrary intention appears:
• CMA: Capital Market Authority.
• Board: Board of Directors.
• Policy: Remuneration Policy for Board, its Committees and Executive Management
• Committees: Nomination & Remuneration Committee, Audit Committee & Executive Committee.
• “Company” or “Care”: National Medical Care Company.
• Member: Any of the Board & Committee members
• Non-Director: A committee member who is not a member of the Board.
• Executive Management or Senior Executives:
Persons responsible for managing the daily operations of the Company, and proposing and executing strategic decisions, such as the Chief Executive Officer (CEO) and his/her delegates and the Chief Financial Officer (CFO).
• Task force: A committee/ group formed by the board to perform a specified task. Members of the task force may be from the Board or its Committees.
ةداملا 1 - تافيرعتلا ةحضوملا يناعملا ،ةيتلآا تارابعلاو تاملكلاب دصقي ،ةسايسلا هذه يف
كلذ ريغب صنلا قايس ضقي مل ام اهنم لك ءازإ :
:ةئيهلا • ةيلاملا قوسلا ةئيه .
:سلجملا • ةكرشلا ةرادإ سلجم .
:ةسايسلا • ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
ةيذيفنتلا
• ناجللا ةقثبنملا : ،ةعجارملا ةنجل ،تآفاكملاو تاحيشرتلا ةنجل
.ةيذيفنتلا ةنجللاو
• :ةكرشلا ةيبطلا ةياعرلل ةينطولا ةكرش .
• :وضعلا نم يأ .ةقثبنملا ناجللاو ةرادلإا سلجم ءاضعأ
• نم وضع :سلجملا جراخ
سلجم يف سيلو ةنجللا يف وضع
ةرادلإا .
ةرادلإا • ةيذيفنتلا وأ رابك :نييذيفنتلا صاخشلأا طونملا
مهب
ةرادإ تايلمع ةكرشلا حارتقاو ،ةيمويلا تارارقلا
ةيجيتارتسلاا ،اهذيفنتو
سيئرلاك يذيفنتلا باونو ه ريدملاو
يلاملا . :لمعلا قرف •
ةمهم ءادلأ ةرادلإا سلجم اهلكشي قيرف / ةنجل
ةرادلإا سلجم نم لمعلا قرف ءاضعأ نوكي نأ نكمي .ةددحم .ةقثبنملا هناجل وأ Article 2- Purpose
The purpose of this Policy is to regulate the remunerations in a manner that attracts Board and Committee members who possess appropriate academic qualifications and technical and
administrative expertise that enable them to carry out their functions and duties at the highest standards of professionalism and efficiency, taking into
consideration the Company’s business sectors and the skills and capabilities required to manage them.
The Company aims to create an attractive work environment through which it can attract and retain talents with the required skills and expertise to secure its sustainable growth and achieve its vision. This is attainable through the remuneration framework for Executive Management, which is consistent with the relevant laws, regulations, legislations, and best practices.
ةداملا 2 - فدهلا ءاضعلأ تآفاكملا ةسايس نم فدهلا نوكي هناجلو ةرادلإا سلجم
يوذ ناجل وأ سلجم ءاضعأ باطقتسلا تآفاكملا ميظنت وه ةقثبنملا ةيدأت نم مهنكمي امبو ،ةبسانتم ةربخو ةيرادإو ةينفو ةيملع ةءافك لمعت يذلا عاطقلا ةاعارم عم ،ةيلاع ةءافكو ةينهمب مهتابجاوو مهماهم .اهترادلإ ةمزلالا تاراهملاو ةكرشلا هيف
ا فدهت امك اهللاخ نم عيطتست ،اهيف لمعلل ةبذاج ةئيب قلخ ىلا ةكرشل
ةبولطملا تاربخلاو تاراهملا تاذ ةيرشبلا دراوملا باطقتسا للاخ نم كلذو ،اهتيؤر قيقحتو اهومن ةمادتسلا مهيلع ءاقبلإاو قفاوتي ثيحب ،ةكرشلا يف نييذيفنتلا رابك تآفاكمل يميظنتلا راطلإا تلاو تاعيرشتلاو ةمظنلأا عم .ةقلاعلا تاذ تاقيبط
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
Page | 3
Article 3- Scope of ApplicationThis policy applies to all Board of Directors, Committee members (including Audit Committee members), Non- Directors, and the Company’s Executive Management.
ةداملا 3 - قيبطتلا قاطن ىلع ةسايسلا هذه قبطُت ءاضعأ
ةقثبنملا هناجلو ةرادلإا سلجم
امب(
)ةعجارملا ةنجل ءاضعأ اهيف ،سلجملا جراخ نم ءاضعلأا ،
ةرادلإاو
.ةكرشلاب ةيذيفنتلا Article 4- General Criteria for Remuneration
When determining the remuneration, the following criteria shall be taken into consideration:
1. Be consistent with the Company's strategy and objectives
2. Be consistent with the magnitude, nature and level of risks faced by the Company
3. Provide remunerations with the aim of encouraging the Board members and Executive Management to achieve the success of the Company and its long- term development, by for example making the variable part of the remuneration linked to the long- term performance;
4. Determine remuneration based on job level, duties and responsibilities, educational qualifications, practical experience, skills and level of performance 5. Take into consideration the practices of other companies in respect of the determination of remunerations, and avoid the disadvantages of such comparisons in leading to unjustifiable increases in remunerations and compensations
6. Attract talented professionals and retain and motivate them without exaggeration;
7. Be prepared in coordination with the Nomination &
Remuneration Committee in respect of new appointments
8. If the company established a program to grant some of its shares to Board members, Committee members, and Executive management, whether a new issue or shares purchased by the company, the Nomination & Remuneration Committee shall supervise this program in alliance to the company's By-laws and the relevant laws and regulations.
ةداملا 4 - تآفاكملل ةماعلا ريياعملا :ةيتلأا ريياعملا تآفاكملا ديدحت دنع يعاري
.1 اهماجسنا عم ةيجيتارتسا ةكرشلا
اهفادهأو .
.2 ىدل رطاخملا ةجردو ةعيبطو مجح عم اهماجسنا .ةكرشلا
.3 ضعأ ثح ضرغب تآفاكملا مَّدقت نأ ءاضعأو ،ةرادلإا سلجم ءا
،ناجللا ةكرشلا حاجنإ ىلع ةيذيفنتلا ةرادلإاو
ىلع اهتيمنتو
ءادلأاب تآفاكملا نم ريغتملا ءزجلا طبرت نأك ،ليوطلا ىدملا ىدملا ىلع .ليوطلا
.4 ماهملاو ،ةفيظولا ىوتسم ىلع ًءانب تآفاكملا دَّدحت نأ
ايلوؤسملاو ،اهلغاشب ةطونملا ت
تاربخلاو ،ةيملعلا تلاهؤملاو
.ءادلأا ىوتسمو ،تاراهملاو ،ةيلمعلا .5 ديدحت يف ىرخلأا تاكرشلا تاسرامم رابتعلاا يف ذخلأا
أشني دق ام يدافت عم ،تآفاكملا
رربم ريغ عافترا نم كلذ نع
.تاضيوعتلاو تآفاكملل .6 ةينهملا تاءافكلا باطقتسا فدهتست نأ اهيلع ةظفاحملاو
.اهيف ةغلابملا مدع عم ،اهزيفحتو .7 تاحيشرتلا ةنجل عم قيسنتلاب دعت نأ
فاكملا و آ ت تانييعتلا دنع
.ةديدجلا .8 سلجم ءاضعلأ ةكرشلا يف مهسأ حنمل جمانرب ريوطت لاح يف ًارادصإ تناكأ ءاوس ةيذيفنتلا ةرادلإاو ،ناجللا ءاضعأو ،ةرادلإا ًامهسأ مأ ًاديدج ةنجل فارشإ تحت كلذ متي ةكرشلا اهترتشا
تاحيشرتلا
تآفاكلاو ةكرشلل ساسلأا ماظنلا عم قفاوتي امبو
حئاوللاو ةمظنلأاو .ةقلاعلا تاذ
Article 5- Board of Directors Remuneration &
Compensation
1. A Board member is entitled to an annual remuneration in accordance with the relevant laws and regulations, in return for his membership in the Board based on a recommendation from the Nominations and Remuneration Committee.
2. When approving the Board members’ remuneration, the member’s contribution, attendance and participation on the matters raised, and any contributions that serve the interest of the company, are taken into consideration.
ةداملا 5 - تآفاكم تاضيوعتو ةرادلإا سلجم ءاضعأ
.1 فاكم ةرادلإا سلجم وضع قحتسي آ
عم قفاوتي امب ةيونس ة
يف هتيوضع لباقم كلذو ،ةقلاعلا تاذ حئاوللاو ةمظنلأا .تآفاكملاو تاحيشرتلا ةنجل نم ةيصوت ىلع ءانب سلجملا
.2 سلجم ءاضعأ تآفاكم رارقإ دنع رابتعلاا نيعب ذخلأا متي
وضعلا ةمهاسم ةرادلإا نم حرطي اميف هتكراشمو هروضحو
.ةكرشلا ةحلصم مدخت تاماهسا يأو ،عيضاوم
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
Page | 4
3. The Board members’ remuneration may beapproved in a variable manner according to the tasks, responsibilities and achievements.
4. An additional remuneration may be paid to a Board member if she/he is assigned other additional tasks, based on a recommendation from the Nominations and Remuneration Committee and after obtaining the approval of the Board of Directors.
5. Board members shall not vote on the agenda item relating to the remuneration of the Board of Directors at the General Assembly meeting.
6. The total remuneration, allowances and benefits a Board member receives from his membership in the Board and Committees must not exceed the amount stated in the rules and regulations set by the competent authority, and in accordance to the Companies’ Law and Regulations.
(The detailed Remuneration & Compensation is set forth in Table 1)
.3 توافتم لكشب ةرادلإا سلجم ءاضعأ تآفاكم رقت نأ زوجي
.ةققحتملا تازاجنلإاو تايلوؤسملاو ماهملل ًاعبت .4 فاكم فرص زوجي آ
مت لاح يف ةرادلإا سلجم وضعل ةيفاضإ ة
ىلع ءانب كلذو ىرخأ ةيفاضإ ماهمب هفيلكت ةنجل نم ةيصوت
ةرادلإا سلجم ةقفاوم ذخأ دعبو تآفاكملاو تاحيشرتلا .
.5 جم ءاضعلأ قحي لا فاكم دنب ىلع تيوصتلا ةرادلإا سل
آ ة
.نيمهاسملل ةماعلا ةيعمجلا عامتجا يف ةرادلإا سلجم ءاضعأ .6 سلجم وضع هيلع لصحي ام عومجم زواجتي نأ زوجي لا
تيوضع نع ايازمو تلادبو تآفاكم نم ةرادلإا سلجملا يف ه
ناجللاو ةهجلا اهعضت يتلا طباوضلاو ةمظنلأا هب يضقت ام
.هحئاولو تاكرشلا ماظن هيلع صن ام دودح يفو ،ةصتخملا يف ةروكذم ةيليصفتلا تاضيوعتلاو تآفاكملا(
لودجلا 1 )
Article 6- Committee Members Remuneration &
Compensation
1. A Committee member is entitled to an annual remuneration in accordance with the relevant laws and regulations, in return for his membership in the Committee based on a recommendation from the Nominations and Remuneration Committee.
2. When approving the Committee members’
remuneration, the member’s contribution, attendance and participation on the matters raised, and any contributions that serve the interest of the company, are taken into consideration.
3. The Committee members’ remuneration may be approved in a variable manner according to the tasks, responsibilities and achievements.
4. An additional remuneration may be paid to a Committee member if she/he is assigned other additional tasks, based on a recommendation from the Nominations and Remuneration Committee and after obtaining the approval of the Board of Directors.
(The detailed Remuneration & Compensation is set forth in Table 2 & 3)
ةداملا 6 - فاكم آ ت تاضيوعتو ناجللا ءاضعأ
سلجملا نم ةقثبنملا
.1 وضع قحتسي فاكم ةنجللا
آ ةمظنلأا عم قفاوتي امب ةيونس ة
كلذو ،ةقلاعلا تاذ حئاوللاو ءانب ةنجللا يف هتيوضع لباقم
.تآفاكملاو تاحيشرتلا ةنجل نم ةيصوت ىلع .2 ناجللا ءاضعأ تآفاكم رارقإ دنع رابتعلاا نيعب ذخلأا متي
نم حرطي اميف هتكراشمو هروضحو وضعلا ةمهاسم .ةكرشلا ةحلصم مدخت تاماهسا يأو ،عيضاوم
.3 ملل ًاعبت توافتم لكشب ناجللا ءاضعأ تآفاكم رقت نأ زوجي ماه
.ةققحتملا تازاجنلإاو تايلوؤسملاو .4 فاكم فرص زوجي آ
هفيلكت مت لاح يف ةنجللا وضعل ةيفاضإ ة
ةنجل نم ةيصوت ىلع ءانب كلذو ىرخأ ةيفاضإ ماهمب ةرادلإا سلجم ةقفاوم ذخأ دعبو تآفاكملاو تاحيشرتلا .
يف ةروكذم ةيليصفتلا تاضيوعتلاو تآفاكملا(
لودجلا 2 و 3 )
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
Page | 5
Article 7 – Taskforce Remuneration1. The company offers remuneration to each member of the task force, based on a recommendation from the Nomination and Remuneration Committee and after obtaining the approval of the Board of Directors.
2. The tasks assigned to the task force, the number of meetings and the outcome are taken into consideration.
ةداملا 7 - لمعلا قرف تاضيوعتو تآفاكم
.1 فاكم ةكرشلا مدقت آ
كلذو ،لمعلا قرف ءاضعأ نم وضع لكل ة
ذخأ دعبو تآفاكملاو تاحيشرتلا ةنجل نم ةيصوت ىلع ءانب ةرادلإا سلجم ةقفاوم .
.2 ددعو لمعلا قيرفب ةطونملا ماهمللا رابتعلإا يف ذخلأا متي
.تاجرخملاو تاعامتجلإا
Article 8- Executive Management Remuneration Based on the recommendation of the Nomination and Remuneration Committee, the Board determines the remunerations of the Executive Management according to the following principles:
Remuneration and compensation shall:
1. Be consistent with the Company’s strategic objectives and be as a motivating factor for the Executive Management to achieve these objectives, and to enhance the Company’s ability to grow and sustain its business
2. Be consistent with the nature of the Company’s business and size as well as with the required skills and expertise
3. Enable the Company to attract senior executives with skills and qualifications necessary to enable the Company to achieve its objectives
4. Not raise any conflict of interest that might adversely impact the Company’s interests and ability to achieve its objectives.
ةداملا 8 - تآفاكم نيذيفنتلا رابك
نم ةيصوت ىلع ًءانب ،نييذيفنتلا رابك تآفاكم ةرادلإا سلجم ددحي ًاقفو تلادبلاو تآفاكملا نوكت نأ نلع ،تآفاكملاو تاحيشرتلا ةنجل :ةيلاتلا ئدابملل .1 رابك زيفحتل ًلاماعو ،ةيجتارتسلإا ةكرشلا فادهأ عم ةقفاوتم يف ةكرشلا ةردق زيزعتو ،فادهلأا كلت قيقحت ىلع نييذيفنتلا
.اهتمادتساو اهلامعأ ةيمنت .2 ،اهمجحو اهطاشنو ةكرشلا لامعأ ةعيبطل ةمئلام نوكت نأ
.ةبولطملا تاربخلاو تاراهملاو .3 باطقتسا نم ةكرشلا نكمت نأ فنتلا رابك
تاردقلا يوذ نييذي
قيقحت نم ةكرشلا نيكمتل ةمزلالا تلاهؤملاو تاراهملاو .اهفادهأ
.4 ىلع ًابلس رثؤي نأ هنأش نم حلاصملا يف ضراعت يأ ببست لاأ
.اهفادهأ قيقحت ىلع اهتردقو ةكرشلا ةحلصم
Article 9- Situations of Suspending or Reclaiming Remunerations
The Company is entitled to claim compensation for damage to its reputation and to recover any remuneration, compensation, allowance or any other costs incurred by the Company, in the event:
- The member commits an offence of dishonesty, breach of trust, forgery, or violation of the laws and regulations of the Kingdom of Saudi Arabia or any other country.
- The member fails to carry out his/her responsibilities and duties to the extent that results in damage to the interest of the Company.
- Membership is terminated by a resolution of the General Assembly due to the absence of the member from three consecutive meetings within one year without a legitimate excuse acceptable to the Board.
- The member or the executive management provided inaccurate information
ةداملا 9 - فاكملا فرص فاقيإ تلااح آ
اهدادرتسا وأ ة
ةبلاطملا ةكرشلل قحي اهتعمسب قحلي يذلا ررضلا نع ضيوعتلاب
ىرخأ فيلاكت يأو تاضيوعتو تآفاكم نم فرص ام دادرتساو :لاح يف كلذو ةكرشلا اهتلمحت - إ وأ ريوزتلاب وأ ةناملأاو فرشلاب لخم لمع وضعلا باكتر يف وأ ةيدوعسلا ةيبرعلا ةكلمملا يف حئاوللاو ةمظنلأا ةفلاخمب
.رخآ دلب يأ - إ خ نم وضعلا للا
امم هتابجاوو هماهمو هتايلوؤسمب مايقلا
.ةكرشلا ةحلصمب ررض هيلع بترتي - إ ةيوضعلا ءاهن –
ةماعلا ةيعمجلا نم رارقب –
ببسب بييغت
وضعلا نودب ةدحاو ةنس للاخ ةيلاتتم تاعامتجا ةثلاث نع
.ةرادلإا سلجم هلبقي عورشم رذع - إ اذ مدق وضعلا ةيذيفنتلا ةرادلإا وأ ةقيقد ريغ تامولعم
.
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
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Article 10- DisclosureThe Annual Board of Directors report shall provide an accurate, transparent and detailed disclosures on the following:
1. The remunerations granted to the Board members and Executive Management, directly or indirectly, without any omission or misleading information, and whether these were in cash or other benefits of any nature. In case they were shares of the Company, the value of the shares is the market value on the due date
2. Explain the relationship between remunerations granted and applicable remuneration policy, highlighting any significant deviation from such policy;
3. Description of the necessary details with respect to the remunerations and compensations granted to the Board members, Committee members, and five Senior Executives who have received the highest remuneration from the Company, provided that the chief executive officer and chief financial officer are among them.
4. The detailed disclosures of the remuneration and compensation shall be pursuant to the appended schedule in the Corporate Governance Regulations issued by the Capital Market Authority.
ةداملا 10 - حاصفلإا
بجي حاصفلإا ةقدب ةيفافشو ليصفتو يف ريرقت سلجم ةرادلإا امب
:يلي .1 تآفاكملا ةحونمملا سلجم ءاضعلأ ةرادلإا
ةرادلإاو ةيذيفنتلا
ةروصب ةرشابم وأ ريغ ،ةرشابم نود ءافخإ وأ ءاوس ،ليلضت
تناكأ غلابم مأ عفانم مأ ،ايازم ًايأ تناك اهتعيبط اهمساو اذإو.
تناك ًامهسأ ايازملا يف
،ةكرشلا نوكتف ةميقلا ةلخدملا مهسلأل
يه ةميقلا ةيقوسلا دنع قاقحتسلاا خيرات .
.2 حيضوت ةقلاعلا نيب تآفاكملا ةحونمملا ةسايسو تآفاكملا
لومعملا ،اهب نايبو يأ يرهوج فارحنا نع
هذه ةسايسلا .
.3 نايب ليصافتلا ةمزلالا نأشب تآفاكملا تاضيوعتلاو ةعوفدملا
لأ ءاضع سلجم ةرادلإا و ،ناجللا ءاضعأ ، ةسمخ
نم رابك
نييذيفنتلا نمم اوقلت ىلعأ تآفاكملا نم ةكرشلا ىلع نأ نوكي
نم مهنمض سيئرلا يذيفنتلا ريدملاو يلاملا .
.4 ًاقفو تاضيوعتلاو تآفاكملا ليصافت نع حاصفلإا نوكي نأ تاكرشلا ةمكوح ةحئلا يف دراولا تآفاكملاب صاخلا قحلملل .ةيلاملا قوسلا ةئيه نع ةرداصلا
Article 11- Adoption and Changes to the Policy This Policy and any changes thereof shall be approved by the General Assembly.
ةداملا 11 - اهتلايدعتو ةسايسلا دامتعا
.ةيمومعلا ةيعمجلا لبق نم اهيلع تلايدعت يأو ةسايسلا هذه دمتعت
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
Page | 7
Table 1 1لودجلا
Board of Directors Remuneration & Compensation ةرادلإا سلجم ءاضعأ تاضيوعتو تآفاكم Attendance Allowance Three Thousand
Saudi Riyal (3000 SR)
يدوعس ريال فلاآ ةثلاث ( 3000
)يدوعس ريال روضح لدب
Additional Allowance (Travel &
Transportation) for members who are based outside Riyadh
As per the Company’s
policy
ةكرشلا ةسايسل ًاقبط مه نمل )لاقتناو رفس( يفاضإ لدب عامتجلاا رقم ةنيدم جراخ نم )ضايرلا(
Annual Remuneration as a Specific Sum
Two-Hundred Thousand Saudi
Riyal (200,000 SR)
يدوعس ريال فلأ ناتئم ( 200,000 )يدوعس ريال
فاكملا آ ة لا يونس ة لا عوطقم ة
Chairperson Annual Remuneration
One-Hundred Thousand Saudi
Riyal (100,000 SR)
ئم ة يدوعس ريال فلأ
( 100,000 )يدوعس ريال
فاكملا آ سلجملا سيئرل ةيونسلا ة
1. The annual remuneration sum is subject to change based on the Nomination &
Remuneration Committee recommendation.
2. Remuneration shall be paid on an annual basis after obtaining the General Assembly’s approval 3. Compensation shall be paid after each meeting.
.1 فاكملا آ ةيونسلا ة لباق ةيصوت ىلع ًءانب رييغتللة نم
ةنجل
.تآفاكملاو تاحيشرتلا .2 فاكملا فرص متي آ
ةعوطقملا ةيونسلا ة دعب يونس لكشب
.ةماعلا ةيعمجلا لبق نم اهدامتعا .3 .عامتجا لك دعب تلادبلا فرص متي
Table 2 2لودجلا
Committee Members Remuneration &
Compensation (Excluding Audit Committee)
ناجللا ءاضعأ تاضيوعتو تآفاكم )ةعجارملا ةنجل ءانثتسإب(
Attendance Allowance Three Thousand Saudi Riyal
(3000 SR)
يدوعس ريال فلاآ ةثلاث ( 3000
)يدوعس ريال روضح لدب
Additional Allowance (Travel &
Transportation) for members who are based outside Riyadh
As per the Company’s
policy
ةكرشلا ةسايسل ًاقبط مه نمل )لاقتناو رفس( يفاضإ لدب عامتجلاا رقم ةنيدم جراخ نم )ضايرلا(
Annual Remuneration as a Specific Sum
Fifty Thousand Saudi Riyal (50,000 SR)
نوسمخ يدوعس ريال فلا
( 50,000
)يدوعس ريال ةعوطقملا ةيونسلا ة آفاكملا 1. The annual remuneration sum is subject to
change based on the Nomination &
Remuneration Committee recommendation.
2. Remuneration shall be paid on an annual basis after obtaining Board’s approval
3. Compensation shall be paid after each meeting.
.1 ةيونسلا ةآفاكملا لباق
ةيصوت ىلع ًءانب رييغتللة نم
ةنجل
.تآفاكملاو تاحيشرتلا .2 فاكملا فرص متي آ
لكشب ةعوطقملا ةيونسلا ة دعب يونس
ا لبق نم اهدامتعا سلجمل
.
.3 .عامتجا لك دعب تلادبلا فرص متي +
ةيذيفنتلا ةرادلإاو هناجلو ةرادلإا سلجم تآفاكم ةسايس
Remuneration Policy for Board, its Committees and Executive Management
Page | 8
Table 3 3 لودجلا
Audit Committee Members Remuneration &
Compensation
ءاضعأ تاضيوعتو تآفاكم ةعجارملا ةنجل
Attendance Allowance Three Thousand Saudi Riyal
(3000 SR)
يدوعس ريال فلاآ ةثلاث ( 3000
)يدوعس ريال روضح لدب
Additional Allowance (Travel &
Transportation) for members who are based outside Riyadh
As per the Company’s
policy
ةكرشلا ةسايسل ًاقبط مه نمل )لاقتناو رفس( يفاضإ لدب رقم ةنيدم جراخ نم عامتجلاا
)ضايرلا(
Annual Remuneration as a Specific Sum
One-Hundred and Twenty Thousand Saudi
Riyal (120,000 SR)
ريال فلا نيرشعو ةئام يدوعس
( 120,000 )يدوعس ريال
فاكملا آ ةعوطقملا ةيونسلا ة
1. Remuneration shall be paid after the end of the fiscal year.
2. Compensation shall be paid after each meeting.
.1 فاكملا فرص متي آ
.ةيلاملا ةنسلا ةياهن دعب ةيونسلا ة
.2 .عامتجا لك دعب تلادبلا فرص متي
