Compensation of the Board of Directors and the Group Executive Board

Board of Directors

The Board of Directors stipulates the amount of compensation of its members in accordance with their duties and responsibilities. The members of the Board of Directors receive a fixed compensation, which includes the participation in (ordinary and extraordinary) meetings and the General Meeting of Shareholders. The fixed compensation is paid out in cash and in the form of entitlements for the acquisition of LLB shares. The number of LLB shares is calculated on the basis of the average share price in the last quarter of the financial year. The entitlement to acquire LLB shares is subject to a blocked period of three years.

The Members of the Board of Directors do not receive any variable compensation. They also do not profit from the additional benefits for staff (fringe benefits) or from their preferential conditions on bank products. Business relations with them are subject to the same conditions that apply to comparable transactions with third parties.

On account of legal provisions, no severance payment may be made in the event of the termination of a mandate (Art. 21, para. 2 of the law concerning the control and supervision of public companies).

Group Executive Board

The total target compensation for each member of the Group Executive Board is fixed. It consists of a fixed compensation (67 %) and a variable target compensation (33 %). The target compensation corresponds to the remuneration attributable to the member of the Group Executive Board if the targets are 100 percent attained.

The compensation model also contains a bonus-malus provision. The members of the Group Executive Board receive more or less than their total target compensation depending on whether they exceed, partly attain, or do not attain the annual targets. The maximum bonus possible is 200 percent of the variable total target compensation and the maximum malus possible is 0 percent of the variable target compensation. This means that the variable compensation is limited to the total amount of the fixed compensation.

The compensation model is illustrated in the following chart.

Compensation model: Group Executive Board

The total target compensation for the members of the Group Executive Board was determined on the basis of a compensation comparison carried out by the Towers Watson company in 2014. This comparison comprised between 6 and 15 banks and between 8 and 34 positions per function represented in the Group Executive Board.

The amount of the variable compensation is determined by the Group performance. This is measured using the relative Total Shareholder Return (TSR), i. e. the “Market Adjusted Performance Indicator” (MAPI). This is done by comparing the TSR of the LLB share in relation to the TSR of a peer group. The peer group is broadly diversified and comprises a group of 28 banks. Its composition is discussed and evaluated annually by the Group Nomination & Compensation Committee. The Board of Directors can adjust the variable compensation, based on the individual performance by + / – 10 percent of the variable total target compensation within the framework of the Management by Objectives (MbO) process.

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Geographic distribution of the 28 banks in the peer group:

Liechtenstein

1

Switzerland

12

Austria

2

Germany

1

France

4

Italy

4

United Kingdom

1

UAE

3

The relative Total Shareholder Return (MAPI) compares management performance with the performance of a group of banks. Market effects can be eliminated from the performance indicator by comparing performance with a peer group. The MAPI is therefore free of external market effects. It is calculated by FehrAdvice & Partners AG.

If the MAPI is zero percent, which means that the Total Shareholder Return of the LLB share corresponds to the Total Shareholder Return of the peer group, the members of the Group Executive Board receive their variable total target compensation. The variable compensation is linearly dependent on the MAPI. No variable compensation is paid if the MAPI is minus 40 percent or less. If the MAPI is 40 percent or more, the maximum variable compensation is paid, which is capped at 200 percent of the variable target compensation.

The fixed compensation is paid out in cash every month, the variable component is provided in the first quarter of the following year. The variable compensation comprises a short-term incentive (STI) and a long-term incentive (LTI). The STI is paid in cash and the LTI is paid in the form of an entitlement to acquire LLB shares. The distribution between the STI (50 %) and the LTI (50 %) is fixed. The number of LLB shares for the LTI is calculated on the basis of the average share price in the last quarter of the financial year. The LTI is subject to a blocked period of three years. The three-year period remains in force even after termination of employment. After three years, the entitlement to acquire shares is transformed into a right to the transfer of the corresponding LLB shares. The share entitlement can be withdrawn or reduced if – during the three-year period – there are significant changes in the assessment of performances and / or risk behaviour of the member of the Group Executive Board. Furthermore, the entitlement to acquire shares in a particular year lapses if the average Group result of the previous three years is negative. At the end of the three-year period, the Group Nomination & Compensation Committee examines whether the prerequisites for the entitlement have been met. The Committee submits its decision to the Board of Directors for a final decision.

LTI with claw-back mechanism

LTI with claw-back mechanism (bar chart)

The employment relationship of the members of the Group Executive Board is stipulated in individual employment contracts. The period of notice is four months. The contracts of employment do not contain any special clauses, such as, for example, severance compensation following the termination of employment or even in the event of a change in control.

The fixed compensation component and the variable target compensation are insured in the staff pension scheme for old age, death and invalidity. The members of the Group Executive Board are subject to the same conditions in relation to fringe benefits as apply to other employees of the LLB Group. The preferential conditions on bank products as customary in the industry largely consist of a limited preferential interest rate for mortgage loans and on credit balances.