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  "notes": "Page 120 of the Lufthansa Group Annual Report 2025.",
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      "text": "The remuneration of Supervisory Board members is designed as a fixed remuneration system, as per the regulation adopted by the Annual General Meeting on 9 May 2023. Members do not receive attendance fees or variable remuneration.",
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      "text": "The Supervisory Board as a whole is responsible for the structure of the remuneration system for Executive Board members and for defining the individual remuneration. The Steering and Remuneration Committee of the Deutsche Lufthansa AG Supervisory Board supports the Supervisory Board, monitors the appropriateness of the remuneration system and prepares the Supervisory Board's resolutions. If so required, the Steering and Remuneration Committee recommends any changes to the Supervisory Board. In the event of material changes to the remuneration system, but at least every four years, the remuneration system is presented at the Annual General Meeting for approval.",
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      "text": "The long-term variable remuneration is designed to promote the long-term, sustainable development of the Company. It is subject to a four-year assessment period and is made up of 20% strategic and sustainability targets. For these targets the Supervisory Board specifies core areas of focus each year. Within the scope of the long-term variable remuneration of the Executive Board, the Supervisory Board has defined an environmental target as one of the strategic and sustainability targets since 2019. The reduction of specific CO2 emissions has been defined as a core focus for the long-term variable remuneration since 2022. This was derived from the current corporate strategy, according to which the reduction targets are based on the indicator grammes CO2 per tonne-kilometre transported, in line with the target system for the validated SBTi targets. The indicator grammes of CO2 per revenue tonne-kilometre shows the CO2 intensity - i.e. the CO2 emissions per transported tonne-kilometre.",
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