130 Appendix G4-50 Report the nature and total number of critical concerns that were communicated to the highest governance body and the mechanism(s) used to address and resolve them. 50 Remuneration and incentives G4-51 a. Report the remuneration policies for the highest governance body and senior executives for the below types of remuneration. b. Report how performance criteria in the remuneration policy relate to the highest governance body’s and senior executives’ economic, environmental and social objectives. The remuneration policy of the Board and its committees, and the criteria re- lating to performance and its relationship, whenever appropriate, to economic, environmental and social aspects of the Company and, generally, the processes for determining the remuneration of the highest governing body, are detailed in the Annual Report on Remuneration of directors and the IAGC. In 2015 at the last Stakeholders Meeting, the remuneration policy was voted on (in a merely consultative vote). The policy approved will be in place for three years. With regards to senior management, the remuneration consists of fixed, variable short-term (bonus) in cash and long-term variable (ILP), which is partly in cash and partly in PRISA shares. The cash bonus perceived depends on business variables as well as qualitative achievements determined by a Performance Evaluation system. Both the bonus and ILP are governed by Regulations. G4-52 Report the process for determining remuneration. Report whether remuneration consul- tants are involved in determining remuneration and whether they are independent of management. Report any other relationships which the remuneration consultants have with the organization. G4-53 Report how stakeholders’ views are sought and taken into account regarding remuneration, including the results of votes on remuneration policies and proposals, if applicable. G4-54 Report the ratio of the annual total compensation for the organization’s highest-paid individual in each country of significant operations to the median annual total compensation for all employees (excluding the highest-paid individual) in the same country. This indicator is not covered in this Sustainability Report. Nevertheless, PRISA publishes the remuneration of its Di- rectors and Senior Management in its Annual Report on Good Remuneration Practices. G4-55 a. Report the ratio of percentage increase in annual total compensation for the organization’s highest-paid individual in each country of significant operations to the median percentage increase in annual total compensation for all employees (excluding the highest-paid individual) in the same country. Ethics and integrity G4-56 Describe the organization’s values, principles, standards and norms of behavior such as codes of conduct and codes of ethics. 51-52 G4-57 Report the internal and external mechanisms for seeking advice on ethical and lawful behavior, and matters related to organizational integrity, such as helplines or advice lines. 51-52 G4-58 Report the internal and external mechanisms for reporting concerns about unethical or unlawful behavior, and matters related to organizational integrity, such as escalation through line management, whistleblowing mechanisms or hotlines. 51-52 In 2015 there were 9 complaints (13 in 2014), of which: • 2 were from employees, and the rest from third parties related to the company (radio listeners and readers of El País). • 4 cases were analyzed and the necessary measures were taken. The rest of the complaints were not relevant or no measure was needed. • Most complaints came from a third party complaining about a journalist from El País and one was presented by an employee who had been fired, who claimed to be a victim of mobbing.
Memoria 2016 EN_PRISA_20160315_V4 baja
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