text: **What We Do:** **What We Don’t Do:**
  
  •**Pay for Performance**– STI and LTI awarded is based on 
  historical Company performance. 
  
  •**Enter into Egregious Employment Contracts –**The 
  Company does not enter into contracts containing multi- 
  year guarantees for salary increases, non-performance 
  based bonuses or equity compensation. 
  
  •**Utilize a Quantitative Process for Performance Cash**
  **Bonuses**– The Remuneration and Nominations 
  Committee establishes Company performance measures 
  and goals at the beginning of the performance year that 
  are assigned individual weightings. In considering bonus 
  awards for the year, the Committee scores the Company’s 
  performance on each measure in arriving at an overall 
  weighted score that determines the amount of any 
  bonuses. 
  
  •**Provide Excessive Severance and/or Change in Control**
  **Provisions –**Provisions do not require cash payments 
  exceeding three times base salary plus target/average/last 
  paid bonus; No liberal change in control definition in 
  individual contracts or equity plans that could result in 
  payments to executives without an actual change in 
  control or job loss occurring. 
  
  •**Require Stock Ownership by Executive Officers**– 
  Board-adopted guidelines establish robust minimum stock 
  ownership levels for our executive officers to ensure 
  appropriate alignment with shareholders. 
  
  •**Provide Tax Gross-Ups**– The Company does not include 
  tax gross-up payments for any STI or LTI Plans. 