18th Compensation & Benefits forum June 2014 Dubai

www.iirme.com/compensation
The Region’s Premier Annual Compensation and Benefits Event – Since 1996
8 – 12 June 2014 | The Address Hotel | Dubai Mall | Dubai | UAE #TotalRewardsME
Hewlett-Packard
Lorna MacMillan
Total Rewards Manager -
Mediterranean and MEA
Vodafone UK
Paul Bissell
Head of Reward
Serco
Rebecca Jeffs
Head of Talent and
Reward
Maersk Oil
Shawn Cramer
Head of Compensation,
Benefits & HRIS
Du
Ramakrishna Krovvidi,
SVP - Organisation
Development
MTN
Loshen Naidu
Senior Manager - Group
Compensation & Benefits
Hilton
Julia Miller
Director Compensation &
Benefits MEA
Noor Investment
Nisheeth Pathak
Head of Rewards
PRESENTING A SENIOR PANEL OF INTERNATIONAL AND
REGIONAL REWARDS EXPERTS
GE
Paul Johnstone
Compensation & Benefits
Manager, MEA
GAIN PRACTICAL TOOLS AND TACTICS FROM
3 RETENTION FOCUSED WORKSHOPSPLUS
Sunday 8 June
The Pay for Performance Boot Camp
Wednesday 11 June
Designing Incentive Plans and Commission Schemes for
Your Sales Force
Thursday 12 June
Designing Long Term Incentive Plans for Top Executives
Led by Robert Mosley
Global Remuneration Expert
More details inside
JOIN OVER 100 REWARD PROFESSIONALS TO:
è Hear how HP has introduced ﬂexible benefits in the
Middle East and how this can help you finally gauge its
success in the region
è Align your total rewards to the imperatives of
employee retention and engagement so that you
remain competitive
è Learn how leading organisations are managing rising
allowances, sales compensation and executive
remuneration to keep costs under control
è Benchmark your own compensation practices against
those of top employers in the region and industry peers
è Engage in a live debate with reward experts on the
latest trends in the compensation in the region like
flexible benefits, cost of living allowance, force rankings
and more
è Network with the largest number of reward
professionals in the Middle East to exchange insights
and best practice
18 Years of
Total Rewards
Thought Leadership
Total Rewards in
Times of Growth:
The Engagement and
Retention Challenge
Siemens
Karen Gaynor
Head of Rewards - UK
and North-West Europe
Support SponsorFrom The Organisers Of Powered By
an informa event
Knowledge Partner
To Register contact Sowmya: +971 4 4072730 / F: +971 4 3352718 / Email: sowmya.yellappa@iirme.com

2 +971 4 335 2437 +971 4 335 2438 register@iirme.com www.iirme.com/compensation
Compensation And Benefits Forum 2014
Employee Retention and Engagement Take Centre Stage
Economies in the region continue to recover and business growth is forecasted for many sectors and industries. Pay increases are
in the 5-6% range again, housing and medical allowances are on the rise, and companies are now actively discussing flex, sales and
executive compensation.
However, employee retention and engagement are now the main differentiators for business success and thus have become
the theme of many HR strategy meetings. Compensation, rewards and employee benefit professionals like you are now under
mounting pressure to ensure that C&B budgets are allocated where they matter, but most importantly contribute to retention
efforts.
The 18th annual Compensation and Benefits Forum brings on the challenge of engagement and retention to centre stage with a
programme engineered to give you insights into how organisations are addressing this challenge and how you can too.
WHAT OUR DELEGATES HAD TO SAY ABOUT 18 YEARS OF C&B FORUM
For 18 years, the Forum has brought together heads
of compensation & benefits, rewards, performance,
organisational development, talent management and
HR strategy to discuss the discipline’s hottest topics
and pressing issues in the Middle East and beyond.
This is a must-attend event for all professionals involved
in the compensation and employee benefits industry
from practitioners, consultants and data providers to
benefits administrators and insurance companies.
WHO SHOULD ATTEND THE FORUM
PREVIOUS ATTENDEES INCLUDE
ABB Industries l Abu Dhabi Investment Authority l Abu Dhabi University
l Aggreko l Ajman Bank l Alstom Grid l Aluminium Bahrain l AON Hewitt
l Bahrain Petroleum l BP Egypt l Crescent Petroleum l Dolphin Energy
l Dubai Airports l Dubai Aluminium l Emaar Properties l Emirates NBD l
Emirates Steel Industries l Ernst & Young l German University in Cairo l
Hay Group l Haya Water l Kingdom Holding l Kuwait Petroleum Corporation
l Maersk Oil Qatar l Milliman l National Bank of Abu Dhabi l Saudi
Arabian Airlines l Saudi Aramco l Saudi Railway Company l Schlumberger
l Middle East l Tawazun Offset Program Bureau l Towers Watson
BE THERE TO GROW YOUR NETWORK
The Forum has been the meeting point for rewards and
compensation professionals in the Middle East for 18 years.
Many functions are planned throughout the week including
structured networking sessions, roundtables discussions,
networking lunch tables and 3 workshop days – you are
guaranteed to meet new industry peers and exchange
insights on your most pressing C&B issues.
THE DISCUSSION STARTS TODAY
Engage in a discussion today with speakers and other delegates on
Twitter. Use TotalRewardsME when posting.
A great platform to share knowledge and
best practice in the market
Asli Berberoglu, Adidas Group
An essential ingredient for the people-
reward ‘recipe’ for the region
Alistair McWhannell, VP – Compensation and Benefits,
Etihad Airways
2014 REPORT ON
COMPENSATION AND
BENEFITS TRENDS IN THE GCC
Our annual compensation and beneﬁts
trends report in the GGC will be soon
available. To participate in the study and to
get your free copy, please send an email to
ramy.bayyour@iirme.com© IIR MIDDLE EAST. All rights reserved
1
The approach to compensation and benefits
in the Middle East and Africa (MEA) has
traditionally lagged behind what followed
in developed economies. Remuneration
structures are heavily biased towards base
salary and supplemented by guaranteed
allowances. The generous allowances
which have historically been paid in“expat
packages”have found their way into many
local contracts. For employers, allowances
have provided an attractive mechanism for
keeping the base salary and component part
of packages low, reducing their liabilities
under the end-of-service benefits schemes
which are entrenched in the labour laws of
many of the countries in the region.
Labour shortages seem to be driving shifts in
the approaches taken to compensation and
benefits. In a period of economic growth,
and continued globalisation, companies are
being forced to re-examine how they can
attract and retain skilled employees. The rigid
salary and allowance packages of the 80s
and 90s are giving way to more flexible and
innovative approaches as companies strive
to offer reward packages which will motivate
and retain their top employees.
Recent reports from leading consultancies
suggest that salaries are likely to increase
in 2013 in emerging and high growth
markets. Mercer’s prediction is that Middle
East employees are looking at a“predicted
average pay rise of 5.4% for 2013”, a rate
which they claim is well above the rate of
inflation.
As companies review their reward strategies,
they need to consider carefully how
sustainable the costs are in the long run,
and balance this with the need to attract
and retain their key talent. According to
Mercer, high tax-free salaries and generous
allowances have contributed to people
wanting to move to the region. As an
attraction strategy they work. But they are
costly and with allowances having become
the market standard for local employees as
well as expatriates, the costs can be high.
In this environment, it seems prudent for
companies to look beyond doing what
they have always done, and take a fresh
look at flexible alternatives and their overall
Employee Value Proposition (EVP).
GCC COMPENSATION AND BENEFITS
TRENDS IN 2013
The MEA region
continues to
offer economic
opportunities to
companies but,
on the downside,
there continues to
be a shortage of
appropriately skilled
talent.
INSIGHTS FROM TOP COMPANIES
A STUDY BY
The event provided a good opportunity to
learn and share experiences and HR best
practices in the region
Ridha Al-Badai, Petroleum Development Oman
The forum is an opportunity to learn best
practices of other companies. I also met
exceptional people here. Thank you!
Anastasya Lyaschenko, Baker Hughes
To Register contact Sowmya: +971 4 4072730 / F: +971 4 3352718 / Email: sowmya.yellappa@iirme.comTo Register contact Sowmya: +971 4 4072730 / F: +971 4 3352718 / Email: sowmya.yellappa@iirme.com

Event at a Glance / Pre Forum Workshop
The Pay-For-Performance Boot Camp
Pre Forum Workshop Sunday 8 June 2014
An Essential Refresher on Key C&B Skills and Best Practice to Prepare for Business Growth, Encourage Performance,
Motivate and Retain Key Talent
With many markets in the region gearing up for business growth, many employers are facing a challenge of aligning compensation
and benefits practices with business strategies. Uncontrolled business growth poses a new set of risks and challenges that rewards
professionals have to plan and prepare for to avoid the pitfalls of pre-recession practices.
This boot camp will enable you to re-equip yourself with key C&B skills and get a better understanding of the latest best-practice
approaches for key compensation and reward practices geared towards pay-for-performance.
Workshop Outline
Venue
The Address Dubai Mall
Dubai | UAE
AT A GLANCE SCHEDULE
Sunday 8 June Monday 9 June Tuesday 10 June Wednesday 11 June Thursday 12 June
Pre Forum Workshop
A
(Pay-For-Performance)
18th
Compensation and
Benefits Forum
Post Forum Workshop
B
(Sales Incentive
Plans)
Post Forum Workshop
C
(Long-Term Incentive
Plans)
Michelle Johnson, Head of Talent & Reward, Serco Middle
This has been an excellent conference, well worth our time and
money. I have learned some new things and made some valuable
contacts
Robert Mosley is widely recognised as a leading global expert on compensation and benefits. He worked as a Principal
Consultant with the HAY Group in the UK and the UAE for 6 years. After which he joined the Emirates Group where he
was for 13 years, eventually becoming the SVP Human Resources. He later went on to Qatar Airways in the same role.
Now he spends most of his time in the Middle East offering an expert range of services and solutions on all HR and
compensation and benefits issues.
Robert Mosley
Global Remuneration Expert and Consultant
Former SVP Human Resources, Emirates Group
Your Workshop Leader
• Managing performance ratings and performance distribution
curves: current best-practice
§§ Approaches to performance appraisal rating scales
§§ Using forced distribution curves of appraisal ratings
§§ Understanding and managing the “snap-ratio”
§§ Adjusting the distribution curve of employee ratings to reflect
company results
• Managing the annual merit-pay review process and linking pay
reviews with performance
• Conducting and managing the annual pay review process (both
fixed-pay and merit-pay)
• Linking merit-pay and annual pay reviews to individual employee
performance
• Rewarding performance within basic salary increases and merit
pay reviews
• Rainbow curves to manage pay-for-performance and using an
advanced merit-matrix
• Balancing the annual pay review budget
• Managing retention programmes to retain top performers
• What is a retention programme in both a risk and non-risk
context?
• Why have retention plans linked to talent management and key
employee plans?
• Identifying the most appropriate retention schemes for your
company
• Types of retention plans and the typical costs of retention
schemes
• Using various 9-box techniques for identifying talent and key
retention employees
• Linking pay-for-performance with talent management into
3-year retention plans
12.30 Afternoon Coffee And Networking Break
12.50 Workshop Continues
14.30 Workshop Closes
14.35 Networking Lunch
08.00 Registration and Morning Coffee
08.30 Workshop Starts
10.30 Morning Coffee And Networking Break

Forum Day One Monday, 9 June 2014
08.55 Opening Remarks from the Chair
Robert Mosley, Global Remuneration Expert and
Consultant, Former SVP Human Resources, Emirates
Group
09.00 Interactive Polling Session - Live Statistics Generated By
The Audience
Setting the tone for the rest of the agenda, this session
will help you put matters in perspective and generate data
and statistics to support your compensation and benefits
practices.
09.15 Harmonising Total Rewards and Talent Management to
Drive Business Growth
• Dissecting the link between a talent management
strategy and the overall business strategy and
embedding growth objectives into your architecture
• Integrating stand-alone reward programmes with key
talent management programmes for better alignment
• Demonstrating how compensation can be linked
to career mapping, strategic talent acquisition and
organisational design
Shawn Cramer, Head of Compensation, Benefits & HRIS,
Maersk Oil Qatar
09.45 Retaining Executives: How Remuneration Should Drive
Retention in Times of Growth
• Planning long-term reward plans and performance-
based remuneration for top executives
• Regional approaches to designing executive pay
packages where data is scarce
• Managing expectations and setting performance
targets for senior employees
Ramakrishna Krovvidi, Senior Vice President -
Organisation Development, du
10.20 Meeting Accelerator – A Structured Networking Session
This unique facilitated session will give you the
opportunity to shake hands with your peers from
companies representing different sectors in the region.
Bring a lot of business cards.
11.00 The For-It or Against-It Panel: Debating The Latest
Trends in C&B
A panel discussion made up of the forum speakers
debating the latest trends in C&B and making the case for
their stance. The debate will also be open to the audience
to vote. Some of the trends up for debate are:
• Flexible Benefits in the Middle East
• Cost of Living (COL) or Composite Allowance: a move
to single-allowance approach
• Forced Performance Rankings and Differentiated Pay
• No-Rating Performance Management: Performance
Conversations
Lorna MacMillan, Total Rewards Manager - Mediterranean
and MEA, Hewlett-Packard UK
Paul Johnstone, Compensation & Benefits Manager, MEA,
GE
Kafa Al Tamimi, Head of Compensation and Benefits,
Masdar
Sandrine Bardot, Total Rewards Expert , Former SVP
Performance & Reward, Mubadala
11.45 Perception is Reality: Communicating Rewards For
Benefits Engagement and Staff Motivation
• How communication campaigns can help improve
organisational perception, drive adoption and
engagement in reward programs
• Building your communication strategy around the
importance, scope and strength of your benefits
offerings
• Key ingredients that produce a communication
strategy to engage your diverse workforce
• Utilising technology to deliver cost-effective
communication
Paul Bissell, Head of Reward, Vodafone UK
12.30 Strategic Analytics: Health Check of Your Compensation
Strategies
• Demonstrating the benefits of compensation
analytics like saving money and exposing risks
• Understanding and selecting market data sources and
job matching
• Analysing your compensation effective by converting
raw data from various sources into decision-making
insights
14.00 Interactive Roundtable Discussions
This interactive session divides the audience into 3-4
groups, each representing an industry and / or a hot
topic ranging from employee retention to recognition
and engagement. Delegates are given the opportunity to
vote on what topics to be discussed. Each roundtable is
tasked to come up with three practical strategies related
to their topic and/or industry. Discussion will go on for 25
minutes and then each moderator will present his or her
table findings.
15.30 Driving Engagement Through Structured Non-Cash
Recognition Programmes
• Exploring key recognition trends and tools to inspire
and engage employees
• Leveraging peer-to-peer and social recognition: could
there be more efficient alternatives to traditional
recognition programmes?
• How to prove ROI of recognition programmes:
understanding baselines, metrics and target
audiences
Rebecca Jeffs, Head of Talent and Reward, Serco
16.10 Employee Wellness Initiatives: Do They Pay Off?
• Overview of the development of employee wellness
programmes – the rationale and links to total rewards
• How to address diverse cultures and needs of
employees and measure programme engagement
levels
• Ensuring ROI: linking wellness programmes to
overall healthcare spend, productivity and employee
engagement
Nisheeth Pathak, Head of Rewards, Noor Investment
Group
16.40 Closing Remarks From the Chair

Forum Day Two Tuesday, 10 June 2014
08.30 Registration And Morning Coffee
08.55 Opening Remarks From The Chair
Robert Mosley, Global Remuneration Expert and
Consultant, Former SVP Human Resources, Emirates
Group
09.00 Total Rewards and the Employer Value Proposition: A Two
Dimensional Perspective
• Understanding the strategic value of a strong
employer value proposition
• How to define value and what models to use to achieve
a growth ‘culture’ the attracts and retain staff
• How a better EVP can impact employee satisfaction
and in return increase engagement and reduce
benefits costs
Julia Miller, Director Compensation & Benefits MEA, Hilton
09.40 Optimising Your Pay and Rewards Structures: Are You
Spending Where It Matters?
• Understand employee preferences in the context of
emerging trends and relative positioning in respect to
careers
• Evaluating the effectiveness of each reward element
and reviewing alignment with business strategy and
employee needs
• Highlighting any disconnect between what employees
value and what the company is focused on
Loshen Naidu, Senior Manager - Group Compensation &
Benefits, MTN
10.20 Insights into the Best Medical Insurance Scheme
Designed by Medstar
Drawing upon 16 years of designing and managing
medical insurance schemes for companies in the Middle
East, Robin will be offering a personal view on what
makes a successful and sustainable group medical
insurance scheme, using on a real-life company in the UAE
as case study.
• Designing excellence into the scheme from the outset
- how you can ensure a great programme by following
a simple step-by-step process
• The 6 common mistakes to be avoided
• Essential learning for everyone engaged in this aspect
of benefits design
Robin Wells, Regional Manager, Middle East and Asia,
Medstar Insurance
11.10 Pay for Performance: Aligning Performance Management
Systems with Total Rewards
• Ensuring alignment between employee performance
goal-setting and rewards
• Understanding contribution to long-term retention
and higher business performance
• Striking the balance of fixed vs. variable pay for
performance differentiation
• Using pay-for-performance as a differentiation and
engagement tool
Karen Gaynor, Head of Rewards - UK and North-West
Europe, Siemens
11.50 Introducing Flexible Benefits in the Middle East: An HP
Case Study
• How flexible benefits can bring competitive advantage,
key differentiators in retaining talent and better value
perception
• Why you should give your people a ‘choice’ –
overcoming the trust challenge
• Can you drive benefits costs down by implementing a
flexible benefits approach?
• Overcoming challenges in transitioning into a flexible
benefits approach – internal culture, finance and legal
Asraa Habib, Total Rewards Consultant - MEMA, Hewlett-
Packard
13.30 Panel Discussion
How Can Reward Help to Retain and Engage Talent in this
Business Climate?
• Are pay and benefits still the main motivators for staff
retention?
• Which reward policies and programmes are directly
associated with employee engagement and which
score higher?
• The correlation between spend and engagement
levels: do you have to invest more to achieve a more
engaged workforce?
• How do you maintain an attractive benefits package in
a competitive environment?
Yasser Galal, Head of Compensation & Benefits, Middle
East, Novartis
Ishak Majeed, Senior Manager - Compensation &
Benefits, Emaar Hospitality Group
Jaz Chuhan, HR Expert – C&B and Talent Management,
Bayer
Emma El-Karout, Group Head of Human Resources, Etoile
Group
14.15 Global Talent for Global Growth: Managing Mobility and
Rewards
• Exploring the different structures for expatriate pay:
pros and cons and when to choose which
• Managing the balance between temporary
assignments pay and flexibility for reintegration into
home salary schemes
Daniel Sickora, Director of Remuneration, Jumeirah Group
15.30 Designing a Reward Mix for Retaining Your National
Workforce
• Understating the influencers in retaining nationals in
the private sector beyond pay and financial rewards
• Adapting your retention schemes to nationals’
expectations and aspirations with innovative benefits
and recognition programmes
• What can C&B do to support nationalisation drives
nationals in the private sector
Sandrine Bardot, Total Rewards Expert , Former SVP
Performance & Reward, Mubadala
16.10 Realigning Sales Incentive Plans (SIPs) with Business and
Market Growth Strategies
• Translating your sales targets into sales incentive
plans that support your company's go-to-market
strategy
• Examine job design and performance measures for
different sales roles and layers
• Designing commission plans and incentive tools
for your sales force that keep them motivated and
engaged
16.40 Closing Remarks From the Chair
BOOK BEFORE
20 MARCH 2014
AND SAVE BIG

08.30 Workshop Starts
Post Forum Workshops Wednesday 11 – Thursday 12 June 2014
14.30 Workshop Closes
Robert Mosley is widely recognised as a leading global expert on compensation and benefits. He worked as a Principal
Consultant with the HAY Group in the UK and the UAE for 6 years. After which he joined the Emirates Group where he
was for 13 years, eventually becoming the SVP Human Resources. He later went on to Qatar Airways in the same role.
Now he spends most of his time in the Middle East offering an expert range of services and solutions on all HR and
compensation and benefits issues.
Robert Mosley
Global Remuneration Expert and Consultant
Former SVP Human Resources, Emirates Group
Your Workshop Leader
Excellent trainer, very knowledgeable, a
true guru on reward in the GCC.
Suchita Shroff, British Council, Oman
Robert is an excellent trainer. Robert
brought lots of examples from various
companies and brilliantly mixed knowledge
with his great experience.
Sukaina Al Essa, Bank Dhofar Al Oman Al Fransi
Wednesday 11 June 2014
Designing Incentive Plans and
Commission Schemes for
the Sales Force
Incentivise, Motivate and Retain Your Sales Team
Business growth is directly linked to the organisation’s ability to
maximize sales results, drive sales ROI and reach the next level.
This workshop will enable you to design and deliver effective
sales incentive plans (SIPs) and commission schemes to attract,
motivate and incentivise your sales staff, and get a better
understanding of the latest best-practice approaches for SIPs that
are geared towards pay-for-performance.
Workshop Outline
• Introduction to Sales Incentives Programmes (SIPs)
• Understanding the different types of sales employees : hunters,
farmers, gatherers and supporters
• Managing the risk-reward ratio and understanding employee
motivational psychology
• Managing the mixture of fixed pay versus variable pay within
the total cash package
• Setting performance targets, bonus and incentive payment
levels
• Expressing SIPs as a “percentage commission” scheme
• Designing scheme rules and terms-sheets for SIPs
• Managing the payment process for SIPs: timing and deferral
• Implementing an end-of-year “true-up” process for monthly or
quarterly SIPs
Thursday 12 June 2014
Designing Long Term Incentive Plans
(LTIPs) for Top Executives
Encourage Performance, and Motivate and Retain Key Executives
Senior management and executives tend to be the most mobile
during times of growth and recovery. Retaining your executives
is one of the key differentiators in the future of the business. This
workshop will enable you to design and deliver effective long term
incentive plans (LTIPs) to attract, motivate, incentivise and retain
your key top Executives and Senior Management, and get a better
understanding of the latest best-practice approaches for LTIPs.
Workshop Outline
• The role of the Remuneration Committee (RemCo)
• Introduction to LTIPs and types of LTIPs
• Understanding and managing the key fulcrum points for
designing LTIPs:
§§ Setting the “threshold” or “minimum” level
§§ Setting the “on-target” or “100%” level
§§ Setting the “stretch” or “ceiling” level
• Why are all LTIP awards expressed and communicated at the
“stretch” level?
• Understanding the impact of LTIP awards on share dilution (the
10-10 rule)
• Other critical elements of “Executive Compensation” plans
• Other deferral schemes for retaining C-Suite Executives
(including Provident schemes)

Sponsorship
Medstar Insurance (‘Medstar’) are the MENA region's leading specialist in employee benefits insurances - meaning they design and manage
medical, life and pension schemes for top level companies. Medstar have significant experience in this field, and a blue-chip client base across the
Middle East region.
Mercer Marsh Benefits is a brand name providing clients with a single touch point for managing the costs, people risks and complexities of
employee health & benefits. Our network is a combination of Mercer and Marsh local offices around the world, home to our benefits experts,
servicing clients in more than 150 countries. Through our locally established businesses, we have a unique common platform which allows us to
serve clients with global consistency and locally unique solutions. Mercer and Marsh are two of the Marsh & McLennan Companies (NYSE: MMC),
together with Guy Carpenter and Oliver Wyman. MMCo, is a global professional services firm offering clients advice and solutions in the areas of
risk, strategy, and human capital, with more than 54,000 employees worldwide and approximately $12 billion in annual revenue. To reach Mercer
and Marsh in Middle East please check http://me.mercer.com and http://me.marsh.com/
Support Sponsor
Knowledge Partner
For 18 years, the Forum has been the hub that brings the
compensation, reward and employee benefits community in the
Middle East together to network and learn. If you provide solutions
or services that could help the community face the challenges of
retention and engagement, this is THE event to be associated with
Position yourself as a market leader in the field of employee
compensation and benefits and meet top decision makers in the
discipline. Our customised sponsorship packages are designed to
give your brand targeted exposure and increase your client base with
targeted speaking and networking opportunities.
To find out more on how the forum can help you with your marketing
strategy, contact Faariss Khalil on +971 4 4072516 or sponsorship@
iirme.com for further details.
As business conference experts we know how to best use events
to promote, develop and generate business for you. We offer a range
of tailored packages. If you have any questions, whether general or
specific, we would be happy to help you to answer them.
èè Generate high value sales leads in the region’s top organisations
èè Launch and promote new products to the HR and C&B directors
èè Build loyalty with your clients’ key decision makers
èè Position your company as leading the sector in front of an
influential audience
èè Broker new contracts and business partnerships
Sponsorship Opportunities
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4. Prices for each Event are correct at the time of publication. IIR reserves the right to change the prices at any time but changes will
not affect registrations which have already been confirmed by IIR.
5. It is the intent of the parties that IIR will receive the Fees net of all applicable taxes, including without limitation, sales, VAT,
service or withholding taxes (“Taxes”), all of which shall be paid solely by the Client. If and to the extent that any Taxes are levied
upon, or found to be applicable to, the whole or any portion of the Fees, the amount of the Fees shall be increased by an amount
necessary to compensate for the Taxes (including any amount necessary to “gross up” for Taxes levied on the increase itself).
6. Registrations cancelled after confirmation by IIR but more than 7 days before the Event are subject to a $200 administration
charge. Registration fees for registrations cancelled 7 days or less before the Event must be paid in full. If you fail to attend an
Event, the full fees remain payable and no refunds will be given. IIR reserves the right to cancel any registration after confirmation
in which case all fees paid will be refunded. You acknowledge that the refund of registration fees is your sole remedy in the event
of cancellation of your registration by IIR and all other liability is expressly excluded.
7. Substitutions are welcome at any time but in all other respects delegate registrations are issued for your personal use only. You
may not purchase registrations as agent for any third party or sell or otherwise transfer your registration to others, or exploit the
registration commercially or non-commercially in any way.
8. You may transfer your registration for a training course to an alternative course provided that the alternative course takes place
within 3 months of the date of the original course. Transfers are subject to availability and to the payment of any additional fees
due in respect of the alternative course. You will not be entitled to any refund when you transfer to an alternative course. You may
only transfer between courses once. We regret that we cannot accept cancellations once you have transferred to an alternative
course and any fees will be remain payable in full. We regret that we cannot accept the transfer of registrations between
conferences.
9. IIR reserves the right at any time to change the format, participants, content, location and timing or any other aspect of the Event,
in each case without liability.
10. IIR reserves the right to cancel or change the date of an Event at any time for any reason whether or not due to causes beyond its
reasonable control. Where the date of an Event is changed, your registration will be valid for the new date of the Event if you wish
to attend. Where IIR changes the date of or cancels an Event (and you no longer wish to attend the Event where the date has
been changed), you will be entitled to receive either a credit note or a refund in respect of the full registration fees at your
discretion. You acknowledge that the credit note or refund of registration fees (or the continued validity of your registration if you
choose to attend the rescheduled Event) is your sole remedy in the event of the changing of the date of the Event or cancellation
of the Event by IIR and all other liability is expressly excluded.
11. IIR reserves the right without liability to refuse admission to, or to eject from the Event, any person in its absolute discretion,
including (without limitation) any person who fails to comply with these terms and conditions or who in the opinion of IIR
represents a security risk, nuisance or annoyance to the running of the Event. You agree to comply with all reasonable
instructions issued by IIR or the venue owners at the Event.
12. All unauthorised photography and the recording or transmitting of audio or visual material, data or information is expressly
prohibited. You consent to filming and sound recording and photography of the Event as a delegate and you consent to the use
by IIR of any such recording or photography anywhere in the world for promotional, marketing and other purposes.
13. The personal information which you provide to us will be held by us on a database and may be shared with other companies in
the Informa Group and selected third parties in the UAE and internationally for direct marketing purposes. For more information
about how we use the information you provide please see our privacy policy at www.iirme.com/Content-Pages1/Privacy-Policy/
14. IIR excludes all liability for loss, injury or damage to persons or property at the Event. All indemnities, warranties, terms and
conditions (whether express or implied) are excluded. IIR accepts no liability for any loss or damage whatsoever that you may
suffer in connection with or arising from the Event whether direct, indirect or consequential (including but not limited to loss of
profit, loss of business or any other type of economic loss) or otherwise. If IIR is liable to you for any reason, IIR’s total liability to
you in relation to the Event (whether under these terms or conditions or otherwise) is limited to the amount of the registration fees
paid by you to IIR. The limitations and exclusions in this condition 14 only apply to the extent permitted by applicable law.
15. IIR reserves the right to amend these terms and conditions from time to time and you will be subject to the terms and conditions in
force at the time you submit your registration.
16. These terms and conditions will be governed by the laws of the Emirate of Dubai and such federal laws of the UAE applicable in
the Emirate of Dubai and disputes under or in connection with them shall be subject to the non-exclusive jurisdiction of the Courts
of Dubai.

18th Compensation & Benefits forum June 2014 Dubai

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18th Compensation & Benefits forum June 2014 Dubai