| 2019 | 2018 | |
|---|---|---|
| Parent Company | ||
| Short-term employee benefits | 42.8 | 40.3 |
| Management Board | 13.0 | 9.5 |
| Supervisory Board | 1.1 | 1.2 |
| Other key executive personnel | 28.7 | 29.6 |
| Post-employment benefits | 0.1 | – |
| Other key executive personnel | 0.1 | – |
| Termination benefits | 2.1 | 11.1 |
| Management Board | 0.2 | 1.2 |
| Other key executive personnel | 1.9 | 9.9 |
| Subsidiaries | ||
| Short-term employee benefits | 145.7 | 130.8 |
| Post-employment benefits | 0.3 | 0.4 |
| Other long term employee benefits | 0.6 | 0.2 |
| Termination benefits | 8.5 | 7.6 |
| 200.1 | 190.4 |
The above table presents remuneration paid and due or potentially due to the key management personnel of the Parent Company and subsidiaries in the reporting period.
Moreover, as at 31 December 2019 and 31 December 2018 PKN ORLEN has provisions for post-employment benefits in the amount of PLN 0.3 million and PLN 0.2 million, respectively and other long term employee benefits in the amount of PLN 0.5 million for both dates.
The bonus regulations applicable to the Management Board of PKN ORLEN, directors directly reporting to the Management Board of PKN ORLEN and other key positions of the ORLEN Group have certain common features. The persons subject to the above mentioned systems are remunerated for the accomplishment of specific goals set at the beginning of the bonus period, by the Supervisory Board for the Management Board Members and by the Management Board for the key executive personnel. The Bonus Systems are consistent with the Concern’s Values, so as to promote the cooperation between individual employees in view to achieve the best possible results for the ORLEN Group. The targets set are qualitative as well as quantitative and are settled after the end of the year for which they were set.
Pursuant to the contracts, the Management Board Members of PKN ORLEN and the Management Board Members of the ORLEN Group companies are obliged to refrain from competitive activities for a period of 6 months, after the date of termination of the contract. During this period, they receive a remuneration (compensation) of 50% or 100% of the six-month basic salary, payable in 6 equal monthly instalments. Non-competition clauses in contracts after termination of the function of the Management Board Member shall enter into force only after 3 or 6 months as the Management Board Member.
In addition, contracts provide for the payment of severance pay in the event of termination or cancelation of the contract by the Company, for reasons other than a breach of basic, essential obligations under the contract, provided fulfilling the function of the Management Board Member for a period of at least 12 months. In this case, the severance pay is three times monthly basic salary.
Directors directly reporting to the PKN ORLEN Management Board are normally required to refrain from competitive activities for a period of 6 months. During this time, they receive a remuneration of 50% of the six-month basic salary, payable in 6 equal monthly instalments. The severance pay for terminating the contract by the Employer is normally six times monthly basic salary.