ANNUAL REPORT 2017

Remuneration Report

1 PRINCIPLES OF THE COMPENSATION SYSTEM

1.1 Board of Directors

Based on a proposal from the Compensation and Nomination Committee, the Board of Directors determines once a year at its year-end meeting the level of compensation paid to its members on the basis of their activities and responsibilities, while taking due account of prevailing market and industry levels. The comparative group includes companies of a comparable size in the automotive industry which do business with their own manufacturing plants in the most important markets. The Compensation and Nomination Committee consults external advisers if required. The remuneration is based on the contractual agreements.

1.2 Group Management

The Compensation and Nomination Committee determines all components of the compensation paid to the CEO on the basis of the contractual agreement. For the other members of Group Management, the Compensation and Nomination Committee makes its decision following proposals submitted by the CEO on the basis of the respective contractual agreements. This is reported to the Board of Directors at its regular meeting at the end of each year. If required, external advisers are consulted when determining the compensation and stock option plans for Group Management.

Every two to three years, Feintool commissions an external consulting firm to review Group Management's compensation as compared against the external labor market. The peer group comprises internationally active industrial companies of a similar structure and size, with a focus on automotive suppliers as well as plant construction and mechanical engineering. The comparison includes basic, overall and direct compensation as well as selected fringe benefits (occupational pension, company car and lump-sum expenses).

2 Elements of the compensation system

2.1 Board of Directors

The compensation paid to members of the Board of Directors consists of a fixed component plus a lump-sum reimbursement of expenses and an attendance fee. Members of the various committees are paid a separate fixed component and attendance fee. Where meetings of the Board of Directors and the various committees are held immediately after one another, the attendance fee is paid once only.

The compensation paid to the Chairman of the Board of Directors is based on a fixed proportion of his salary (fixed component).Depending on the company's financial performance, the Chairman also receives free shares in Feintool International Holding AG. These shares are locked in for five years.

2.2 Group Management

The compensation paid to Group Management is based on a fixed proportion of each individual's salary (fixed component). In addition, the amount of compensation is determined directly by the attainment of targets and performance of each member of Group Management, as well as the financial performance of the company (variable component).The performance-related bonus is determined on the basis of operating results (EBIT) and the degree to which annually agreed individual objectives have been achieved. It is based on a ratio of approximately 70:30 operating to personal targets, and is very similar for all members of Group Management except the CEO. The bonus for the CEO is calculated entirely according to the EBIT of the Feintool Group. The variable compensation component paid to the members of Group Management is between 30 % and 70 % of the fixed salary component. . The current bonus payments in 2017 reflect the good business performance in the year under review.

Members of Group Management receive part of their fixed compensation in the form of shares, which are locked in on a staggered basis for up to four years. Details are set out in the "Regulations for the issue of employee shares and options to members of the Board of Directors and Senior Executives", as issued by the Board of Directors in 2005.

Members of Group Management also receive customary fringe benefits (company car, risk insurance and retirement, management insurance cover and voluntary insurance).

3 Compensation for acting members of governing bodies

The following compensation was paid during the compensation period. These figures relate to the period from January 1 to December 31. 1)

3.1 Current members of the Board of Directors (including related parties)

in CHF

Fixed salary 2)

Shares/ options 3)

Contributions to pension plans 4)

Total

In the 2017 financial year

Alexander von Witzleben, Chairman

274 000

595 000

140 382

1 009 382

Dr. Michael Soormann, Deputy Chairman

137 500

137 500

Thomas A. Erb, Member

55 000

3 587

58 587

Wolfgang Feil, Member 5)

27 499

2 186

29 685

Dr. Rolf-Dieter Kempis, Member

52 500

6 306

58 806

Heinz Loosli, Member 6)

36 666

15 648

52 314

Dr. Thomas Muhr, Member

50 000

50 000

Dr. Kurt E. Stirnemann, Member 5)

30 833

2 546

33 379

Total Board of Directors

663 998

595 000

170 655

1 429 653

In the 2016 financial year

Alexander von Witzleben, Chairman

274 000

565 000

130 926

969 926

Dr. Michael Soormann, Deputy Chairman

137 500

137 500

Thomas A. Erb, Member

57 500

3 857

61 357

Wolfgang Feil, Member

85 000

6 828

91 828

Dr. Rolf-Dieter Kempis, Member

42 500

5 145

47 645

Dr. Thomas Muhr, Member

50 000

5 974

55 974

Dr. Kurt E. Stirnemann, Member

95 000

7 908

102 908

Total Board of Directors

741 500

565 000

160 638

1 467 138

1) The compensation paid to the Board of Directors is determined for the period between the ordinary General Meeting at which the individual member is elected and the following ordinary General Meeting. In this report, the compensation paid relates to the financial year (January 1 to December 31) and is accrued accordingly.

2) Fixed compensation including attendance fee.

3) Allocation of a predefined number of shares. The shares are locked in for five years. The valuation corresponds to the price at the time of allocation. The value of the shares for tax purposes is CHF 444 620 (previous year CHF 422 202). This includes a discount for the lock-in period.

4) Payments made by the employer to the state pension schemes (AHV/IV) and the occupational pension scheme.

5) Wolfgang Feil and Dr. Kurt E. Stirnemann, both previously members of the Board of Directors, waived further candidacy for this committee on April 25, 2017. The compensation refers to the period from January 1, 2017 to April 24, 2017.

6) The General Meeting on April 25, 2017, elected Heinz Loosli to the Board of Directors. The compensation involves the period from April 25, 2017 to December 31, 2017.

The Chairman of the Board of Directors is in each case granted a loan equivalent to the withholding tax on his shares; this is offset against the fixed salary on a straight-line basis in the same year. There were no loans at the end of the year.

With the above exception, no loans or securities were granted to members of the Board of Directors in the reporting years.

The highest compensation was paid to Alexander von Witzleben, Chairman of the Board of Directors (previous year Alexander von Witzleben, Chairman of the Board of Directors).

3.2 Group Management

According to ERCO (the Ordinance against Excessive Remuneration in Listed Companies Limited by Shares), Group Management consists of the roles of CEO and CFO.

3.2.1 Current members of Group Management (including related parties)

in CHF

Fixed salary 1)

Variable salary 2)

Shares/options 3)

Benefits in kind 4)

Contributions to pension plans 5)

Total

In the 2017 financial year

Bruno Malinek, CEO

437 520

338 000

4 800

116 185

896 505

Dr. Thomas F. Bögli, CFO

346 000

86 360

34 921

4 800

98 148

570 229

Total Group Management

783 520

424 360

34 921

9 600

214 333

1 466 734

In the 2016 financial year

Heinz Loosli, CEO 6)

306 667

171 720

79 958

3 200

106 223

667 768

Bruno Malinek, CEO 6)

133 332

80 000

39 941

1 600

35 989

290 862

Dr. Thomas F. Bögli, CFO

336 000

85 860

34 963

4 800

88 607

550 230

Total Group Management

775 999

337 580

154 862

9 600

230 819

1 508 860

1) Contractually agreed salary (excluding tax-allowable expenses).

2) Bonus in accordance with individual contractual agreements. Payment in each case is made in the new financial year.

3) Fixed entitlement in Swiss francs. Remuneration is in the form of shares. The number of shares depends on the average price in October/November. They have a staggered lock-in period of 1 to 4 years. Disbursement took place in December. The taxable value of the shares, which includes the discount for the lock-in period, is for Thomas F. Bögli CHF 30 251 (previous year CHF 30 276; for Bruno Malinek in previous year CHF 34 591 and for Heinz Loosli in previous year CHF 69 266).

4) Provision of company cars, etc.

5) Payments made by the employer to the state pension schemes (AHV/IV) and the occupational pension scheme

6) Heinz Loosli was employed as CEO until August 31, 2016. Bruno Malinek took over as CEO on September 1, 2016.

The highest compensation was paid to Alexander von Witzleben, Chairman of the Board of Directors (previous year Alexander von Witzleben, Chairman of the Board of Directors).

No securities or loans were provided to members of Group Management in the reporting years.

4 Compensation for former members of governing bodies

The remuneration below refers to the period after departure of the members of Group Management from September 1, 2016 until December 31, 2016 respectively from January 1, 2017 until December 31, 2017.

4.1 Former members of Group Management (including related parties)

in CHF

Fixed salary 1)

Variable salary 2)

Shares/options 3)

Benefits in kind 4)

Contributions to pension plans 5)

Total

2017 total for former members

114 999

70 435

29 932

1 200

41 980

258 546

2016 total for former members

153 332

85 860

39 979

1 600

53 390

334 161

1) Contractually agreed salary (excluding tax-allowable expenses).

2) Bonus in accordance with individual contractual agreements. The 2016 bonus entitlement relates to the whole financial year and was calculated on a straight-line, pro rata basis for this presentation.

3) Fixed entitlement in Swiss francs. Remuneration is in the form of shares. The number of shares depends on the average price in October/November. They have a staggered lock-in period of 1 to 4 years. Disbursement is in December. The 2016 share entitlement relates to the whole financial year and was calculated on a straight-line, pro rata basis for this presentation. The taxable value of the shares, including the discount for the lock-in period, is CHF 34 633 for the 2016 financial year.

4) Provision of company cars, etc.

5) Payments made by the employer to the state pension schemes (AHV/IV) and the occupational pension scheme.