TELECHOICE INTERNATIONAL LIMITED
ANNUAL REPORT 2014
31
CORPORATE
GOVERNANCE
Principle 6: Access to Information
We believe that our Board should be provided with complete, adequate and timely information prior to Board meetings
and as and when the need arises.
Management provides complete, adequate and timely information to our Board, on our affairs and issues requiring
our Board’s attention, as well as monthly reports providing updates on our key operational activities and financial
performance. The monthly flow of information and reports allows our Directors to make informed decisions and also
to keep abreast of key challenges and opportunities between our Board meetings.
Frequent dialogue takes place between Management and members of our Board, and our President encourages all
Directors to interact directly with all members of our Management team.
Where a physical Board meeting is not possible, timely communication with members of our Board is effected through
electronic means, which include electronic mail and teleconference. Alternatively, Management will arrange to personally
meet and brief each Director, before seeking our Board’s approval.
Our Board has separate and independent access to our senior Management and the Company Secretary at all times.
Our Board also has access to independent professional advice, if necessary.
Likewise, our AC has separate and independent access to the external and internal auditors, without the presence
of our President and other senior Management members, in order to have free and unfettered access to information
that our AC may require.
(B)
REMUNERATION MATTERS
Principle 7: Procedures for Developing Remuneration Policies
Principle 8: Level and Mix of Remuneration
Principle 9: Disclosure on Remuneration
We believe that a framework of remuneration for our senior Management and key staff should not be taken in isolation.
It should be linked to the development of our senior Management and key staff to ensure that there is a continual
development of talent and renewal of strong and sound leadership for our continued success. For this reason, our RC
oversees the compensation package for our senior Management and key staff.
Our RC is responsible for reviewing cash and long-term incentive compensation policies for our President, senior
Management and key staff. Our RC is chaired by an Independent Non-Executive Director, Bertie Cheng and also
comprises Yen Se-Hua Stewart (Independent Non-Executive Director) and Sio Tat Hiang (Non-Executive Director).
The members of our RC (including the Chairman) are all Non-Executive Directors independent of Management. From
time to time, we may co-opt an outside member into our RC to provide additional perspectives on talent management
and remuneration practices.
