notes to the Consolidated Financial Statements (cont’d) 21. RElATED PARTyTRANSACTIONS the ultimate parent key management perSonnel compenSation employee future benefitS termination and change of control benefitS Short-term incentive plan long-term incentive planS High Liner Foods Incorporated is the ultimate parent entity. In addition to their salaries, the Company also provides benefits to the Chief Executive Officer (“CEO”), Named Executive Officers  (“NEOs”) and Directors in the form of contributions to post-employment benefit plans on their behalf, non-cash plans and various  other short- and long-term incentive and benefit plans as described below:  Please refer to  note 14  for details of each plan as applicable to the Company’s NEOs. The Company has entered into Change of Control Agreements (the “Agreements”) between the Company and the CEO and NEOs. The Agreements are automatically extended annually by one additional year unless the Company provides 90 days notice of its  unwillingness to extend the agreements. The change of control agreements provide that, in the event of a termination by the Company following a change of control, other  than for cause, or by the executive for good reason, the NEO is entitled to: (a) cash compensation equal to the final annual  compensation (including base salary and short-term incentives) multiplied by 3 for the CEO and 2 for all other NEOs; (b) the automatic  vesting of any options or other entitlements for the purchase or acquisition of shares in the capital of the Company that are not then  exercisable, which shall be exercisable following termination for 3 years for the CEO and 2 years for all other NEOs; (c) continue to  participate in certain benefit programs for 3 years for the CEO and 2 years for all other NEOs.  The short-term incentive (“Bonus”) plan for the CEO and other NEOs is based on two components: (1) goals relating to financial  performance of the Company and/or an operating unit of the Company; and (2) individual goals related specifically to the individual’s  responsibilities and areas of influence. The Bonus is paid as a percentage of eligible annual earnings, as reported for income taxes not  including taxable benefits, miscellaneous earnings or incentive payments. The Company has two long-term incentive plans available for the CEO and NEOs, which are the Company’s share option plan and the  Company’s PSU plan. Details regarding the share option and PSU plan are detailed in  note 18  above.  Key management personnel compensation is comprised of: 91 AnnuAl RepoRt 2011  (Amounts in $000s) Fiscal 2011 Fiscal 2010 For the fifty-two weeks ended December 31, 2011  Salaries  $   1,813  $   1,749  Short-term incentive plans   1,159   1,045  Employee future benefits   287  228  Share-based awards  484  467  $   3,743 $   3,489 