Okay, I take your point. But again, how can we really question the new remuneration until we know what it is - perhaps examining the facts and having perspective now is good but action should take the form of an EGM when the new terms are made public and if tget seem disproportionate?
Is the company in a position to share the new remuneration schedule? If not why not? And surely it still requires a vote to ratify?
Okay, I take your point. But again, how can we really question...
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