RJ Salary $300 plus IPO 0.20 cents .. Today 0.15 cents 1...

RJ Salary $300 plus
IPO 0.20 cents .. Today 0.15 cents


1 November 2019-Jagger gets 2,515 707 shares under Employee Incentive Scheme via company loan at 8.5c per share

12 December 2019- May and Jagger sell 46,895 and 148,955 shares at 26c to cover ‘’ tax obligations’’‘’ Notice says ‘’RG and PM have no plans to sell any further shares in BGT’’-

22 June 2020- RG takes up $2,500.00 in the Cap raise at 15.5c (What support from the board and Management .)

30 July 2020- RG gets 1,593,626 shares under the EIP at 6.8c per share ( just after the market paid 15.5c in the cap raise)

16 September 2020. RG and PM again sell shares above 20c for ‘’ tax obligations’’.. even though they stated after the first sale they had no intention of selling more shares

So this is why as a shareholder we are all able to vote and vote you should ..... Long term Incentive plan is exactly that and for the purpose of rewarding achievements and progress within BTG ... should not be about comparisons to other companies LTI as suggested by the board where as we all now LTI could be confused in many stocks as an acronym for long term .....job security for the board and management funded buy a loyal shareholder base .

Long-term retention and alignment with company goals... Well if your investment outlook is to continue going backwards and retain those who have driven that return for you then you should vote for the free cash grab at the lows !! Truly amazing to raise money from investors and at a big discount which in turn influences the current price and within he same greedy heart beat issue options.

https://www.automicgroup.com.au/

Under the terms of the previous Long Term Incentive plan (LTI), Mr Jagger was eligible to receive shares under the LSP valued at 25% of his total potential remuneration (base salary, superannuation, Short term incentive (STI) and LTI). These shares were issued effective at the commencement of each financial year. Half of these shares were issued based on the 5 day VWAP (volume weighted average price) of the Company's shares as at June 30 of the relevant year for nominal value, vesting in three equal tranches on July 1 of the following 3 years subject to achievement of share price targets. The other half of these shares were issued based on the 5 day VWAP (volume weighted average price) of the Company's shares as at June 30 of the relevant year, priced at that price with a limited recourse loan provided for the purchase. These shares were subject to vesting on the third anniversary of the issue date if commercial targets had been achieved. Full details of these arrangements are outlined in the Remuneration Report contained in the Company’s 2020 Annual Report. The Board has determined that this remuneration structure was overly complicated and agreed to replace the LTI component with this issue of options under the ESOP. It is proposed to make a single issue of options to the executives as a replacement of the LTI moving forward. The exercise price of the options will align the executives’ interests with the interest of Shareholders. The Board considers the grant of the 5,000,000 options to Mr. Jagger, on the terms proposed in Resolution 6, to be reasonable and in accordance with his employment agreement as Chief Executive Officer and Managing Director. The Board views the grant as being in line with corporate remuneration of similar companies. The options will be issued under the terms of the ESOP as detailed in the Explanatory Notes to resolution 5 of this Notice of Meeting. The Board has, subject to member approval, resolved to issue Mr. Jagger the options at an exercise price which is the greater of 30 cents (which is a premium of 87.5% to the closing share price on 22 October 2020) or 145% of the volume weighted average closing price for the 5 trading days before the date of issue of the options. The Board (except for Mr. Jagger) unanimously recommends that members vote in favour of this Resolution 6.