REMUNERATION POLICY

 

1. Introduction
1.1 Capital Requirements Directive

MB Capital Ltd  (“MB”) remuneration policy considers in full the requirements of and our obligations to the FCA’s revised Remuneration Code and the Capital Requirements Directive (Directives 2006/48/EC and 2006/49/EC) as amended by CRD III..

2. Objective

MB’s compensation program is designed to attract, develop, retain and reward employees for contributing to MB’s success, whilst maintaining financial stability including a sound capital base for the underlying entity and robust and effective risk management.

3. Basic Salary

Basic salary compensation is generally based upon individual expertise, internal and external parity and the level of responsibility the position has on supporting the success of MB. The length of service with MB is not considered when determining basic salary levels.

4. Variable Compensation and Commission Payments

In addition to an employee’s basic salary compensation, employees may be eligible to participate in MB’s variable compensation program. Variable compensation is a bonus paid in excess of basic salary and benefits to incentivise employee performance, whereas commission is payable upon the completion of a client transaction.

The payment and amount of any variable compensation and commission under the program is at the complete discretion of MB, and MB is under no obligation to pay an employee any variable compensation.

An employee must be actively employed by MB on the date that variable compensation, or commission, is paid in order to be eligible to receive the compensation. Variable compensation and commission may be based on individual performance relative to expectations and objectives, business unit performance against the business plan, overall MB financial results and other factors.

Variable compensation and commission, if paid, will be paid in cash.

The total variable remuneration must not limit the firm’s ability to strengthen its capital base.

5. Benefits

There are no benefits available for employees outside of the minimum statutory requirements.

6. Remuneration Code Principles

MB are aware of the FCA revised Remuneration Code’s twelve principles found in the Systems and Controls (SYSC) sourcebook, section 19A.3 of the FCA’s handbook  and will act in compliance with them.

(Link: https://www.handbook.fca.org.uk/handbook/SYSC/19A/3.html)  

Risk Warning Notice

Contracts For Difference May Be Subject To Rapid And Unexpected Price Movements And Past Performance Is Not Necessarily A Guide To Future Performance. Trading In These Markets Is Generally Considered To Be Suitable Only For The More Experienced Investor As It Poses A Risk Of Loss To Your Capital. An Investor May Not Receive Back The Amount Of Their Original Investment And In Certain Circumstances May Be Liable For A Sum That Is Greater Than Their Original Investment. Tax Treatment Depends On Your Individual Circumstances And May Be Subject To Change In The Future. If In Any Doubt Please Seek Further Independent Advice.