MERCER INTERNATIONAL INC
For the period ended May 31, 2024. Filed Apr 19, 2024.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
May 31, 2024 · Filed Apr 19, 2024
MERC$0.26+4.3%Stored close · as of Nov 6, 2026
Contents
Key Principles
Our compensation framework for our NEOs is principally performance-based to support our overall business objectives and increase long-term Shareholder value. It is focused on the following key principles:
| Market Competitiveness | At Risk Incentive Pay |
|---|---|
| Total target compensation levels should be competitive and at market median with other comparable companies operating within the forest products industry and other companies with which we compete for executive talent | A greater percentage of compensation for senior management should be tied to performance against measurable objectives, the majority of which are directly tied to our corporate performance |
| Pay-for-Performance | Shareholder Alignment |
|---|---|
| Compensation should be linked to both individual and our overall performance | Rewards should be linked to the creation of long-term Shareholder value including through the use of equity-based awards as a meaningful portion of our executives' compensation |
| Flexible Short-Term and Long-Term Incentives | Simple Pay Programs |
| Fixed and variable and short and long-term compensation programs should be balanced to reinforce a performance-based culture | Overall compensation simplicity should be maintained to ensure broad employee understanding and acceptance |
| Clear Communication | |
| Compensation should clearly communicate desired behavior and incentive pay programs should reward the achievement of performance goals by executives | |
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