Xegate committee structure is designed to be a consistent and clear framework to carry out certain oversight functions on behalf of the Board. It comprises of Audit Committee, Strategic Committee, CSR and Ethics Committee, Risk Committee, Compensation Committee, Nomination Committee and Remuneration Committee.
- Audit Committee
The purpose The purpose of the Audit Committee is to:
Assist the Board of the Company (the “Board”) in fulfilling its responsibilities in relation to internal control and financial reporting, and carries out certain oversight functions on behalf of the Board.
- Strategy Committee
Xegate strategic committee assists the Board in carrying out its oversight responsibilities relating to potential mergers, acquisitions, divestitures and other key strategic transactions outside the ordinary course of the corporation’s business.
- CSR and Ethics Committee
The primary function of the corporate social responsibility and ethics committee is to assist the Board of the company in reviewing the policies including sustainable development and the health, safety and environment policy and also major issues of ethics and public concern.
- Risk Committee
Xegate risk committee is established as a consistent framework to assist the Board in its oversight of the corporate’s management of key strategic and operational risks.
- Compensation Committee
The compensation committee assists the Board to conduct its responsibilities with respect to determination and execution of Xegate compensation philosophy regarding the employee benefit plans.
- Nomination Committee
The purpose of the Nomination Committee is to:
Lead the process for appointments to the Board of Directors of the Company (the “Board”);
Make recommendations to the Board on all Board appointments and re-appointments;
Review and make recommendations to the Board on succession planning; and
Review and make recommendations to the Board on corporate governance guidelines.
- Remuneration Committee
The purpose of the Remuneration Committee is to:
Determine and agree with the Board of Directors of the Company the remuneration policy for the Chair, the Chief Executive Officer, Executive Directors and senior management of the Company.
Within the terms of such agreed policy, determine the individual remuneration package for the Chair, the Chief Executive Officer and the Executive Directors; and
Monitor the structures and levels of remuneration for other senior executives and make recommendations if appropriate.