This document sets out the remuneration policy at In2Matrix (Netherlands) B.V. (In2Matrix).
1. Reflection of Policy
The remuneration policy encourages behaviour in line with our core values and corporate social responsibility. The long-term interests of customers are always key, and the remuneration policy encourages and supports this.
The following matters serve as a starting point for the remuneration policy of In2Matrix:
We have a healthy balance between intrinsic motivation and setting clear goals, so that we can assess each other on this
The remuneration is in line with the market and is aimed at attracting the right and good people, so that we can serve our customers well
The policy does not lead to taking unacceptable risks
The policy encourages behaviour that is in line with our core values
We measure performance on both financial and non-financial goals
The policy applies to all our employees
The policy is in accordance with the applicable laws and regulations and is periodically evaluated by the management of In2Matrix
2. Employee Remuneration
Employee remuneration is a fixed remuneration. The management of In2Matrix takes all decisions regarding employee remuneration. In certain cases, the management can also decide to deviate from the usual system by way of exception, if there is reason to do so. This is then recorded.
The starting point for the fixed remuneration is mainly a reflection of relevant work experience and (organisational) responsibility that the employee in question has. At least once a year, the manager assesses how an employee has performed, including in relation to previously made agreements. This assessment forms the starting point for awarding a possible increase.
Employees with a self-employed contract are rewarded based on their declared hours (hours x hourly rate).
3. 13th Month and Holiday Allowance
In principle, In2Matrix pays its employees a 13th month. In addition, we pay an annual holiday allowance, amounting to 8% of the annual salary (excluding 13th month).
