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DKSH Annual Report 2023 3970% of her/his LTIP payout paid out in DKSH shares and 30% in cash with the view of offering flexibility for tax purposes.Other Employee BenefitsOther employee benefits are market-specific and structured in accordance with local practice and local legal requirements. The Group regularly reviews its benefit coverage locally and assesses its programs in this area with the support of selected vendors.Three members of the Executive Committee are covered by the pension scheme applicable to all employees with a Swiss employment contract. In addition, they are covered in a top-up pension scheme. Six members of the Executive Committee are covered under an expatriate offshore pension plan and four members of the Executive Committee are covered by local pension plans in their markets.The Company%u2019s long-term performance plan for the performance cycle 2023 to 2025 is gauged by a 60% weighting linked to the EBIT of DKSH Group, as reported in the Company%u2019s last Annual Report prior to the end of the threeyear performance cycle, a 20% weighting linked to the share price measured as the average of the 20 days%u2019 closing share price prior to the end of the three-year performance cycle, and a 20% weighting linked to the RONOC (monthly average) of the DKSH Group in the financial year prior to the end of the three-year performance cycle (jointly the Vesting Multiple). At the end of a three-year performance cycle, the number of PSUs vesting shall be calculated by multiplying the number of granted PSUs per key manager with the Vesting Multiple.Weighted Percentage of LTIP Criteria(2023%u20132025 Performance Cycle)EBITShare priceRONOC2060 20Furthermore, shares may be allocated only following the end of a three-year performance cycle subject to pre-determined performance conditions. If a key manager terminates her/his employment contract during a performance cycle or if the employment contract is terminated by the employer for cause, the PSUs shall lapse without any compensation.If the employment contract of a key manager is terminated due to a key manager%u2019s disability, death, early retirement, retirement, or otherwise by DKSH without cause, or if a fixed-term contract expires, the unvested PSUs of the key manager shall be adjusted pro rata based on the number of days elapsed between the first date of the performance cycle and the %u201cdate of termination%u201d compared with the full performance cycle, rounded up to the nearest full number of PSUs. The cancelled PSUs shall be deemed forfeited, without any right for compensation, on the date of termination.In case of death, disability, or retirement, the PSUs that remain outstanding after the pro-rating shall vest on the date of termination, and the Vesting Multiple shall be 1.00. In all other situations, the PSUs that remain outstanding after the pro-rating shall continue to vest pursuant to the original vesting schedule and subject to achievement of the performance targets. The LTIP is paid out in the form of DKSH shares, unless the participant elects upon grant to have only