www.iirme.com/compensation

The Region’s Premier Annual Compensation and Benefits Event – Since 1996

8 – 12 June 2014 | Th e Address Hotel | Dubai Mall | Dubai | UAE #TotalRewardsME

Hewlett-PackardLorna MacMillanTotal Rewards Manager - Mediterranean and MEA

Vodafone UKPaul BissellHead of Reward

SercoRebecca Jeff sHead of Talent and Reward

Maersk OilShawn CramerHead of Compensation, Benefi ts & HRIS

Du Ramakrishna Krovvidi, SVP - Organisation Development

MTNLoshen NaiduSenior Manager - Group Compensation & Benefi ts

HiltonJulia MillerDirector Compensation & Benefi ts MEA

Noor InvestmentNisheeth PathakHead of Rewards

PRESENTING A SENIOR PANEL OF INTERNATIONAL AND REGIONAL REWARDS EXPERTS

GEPaul JohnstoneCompensation & Benefi ts Manager, MEA

GAIN PRACTICAL TOOLS AND TACTICS FROM 3 RETENTION FOCUSED WORKSHOPSPLUS

Sunday 8 June Th e Pay for Performance Boot CampWednesday 11 JuneDesigning Incentive Plans and Commission Schemes for Your Sales ForceTh ursday 12 JuneDesigning 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 fl exible benefi ts in the

Middle East and how this can help you fi nally 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 fl exible benefi ts, 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

Th ought Leadership

Total Rewards in Times of Growth: The Engagement and Retention Challenge

SiemensKaren GaynorHead of Rewards - UK and North-West Europe

Support SponsorFrom The Organisers Of Powered By

an informa event

Knowledge Partner

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Compensation And Benefi ts Forum 2014Employee Retention and Engagement Take Centre StageEconomies 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 fl ex, sales and executive compensation.

However, employee retention and engagement are now the main diff erentiators for business success and thus have become the theme of many HR strategy meetings. Compensation, rewards and employee benefi t 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 eff orts.

Th e 18th annual Compensation and Benefi ts 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 & benefi ts, 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.

Th is is a must-attend event for all professionals involved in the compensation and employee benefi ts industry from practitioners, consultants and data providers to benefi ts administrators and insurance companies.

WHO SHOULD ATTEND THE FORUM

PREVIOUS ATTENDEES INCLUDEABB 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 Off set Program Bureau l Towers Watson

BE THERE TO GROW YOUR NETWORKTh e 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 TODAYEngage 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 Benefi ts, Etihad Airways

2014 REPORT ON COMPENSATION AND BENEFITS TRENDS IN THE GCCOur annual compensation and benefi ts 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

Th e event provided a good opportunity to learn and share experiences and HR best

practices in the regionRidha Al-Badai, Petroleum Development Oman

Th e forum is an opportunity to learn best practices of other companies. I also met

exceptional people here. Th ank you!Anastasya Lyaschenko, Baker Hughes

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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

VenueThe 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 WorkshopB

(Sales Incentive Plans)

Post Forum WorkshopC

(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 MosleyGlobal Remuneration Expert and ConsultantFormer 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 Break12.50 Workshop Continues14.30 Workshop Closes14.35 Networking Lunch

08.00 Registration and Morning Coffee08.30 Workshop Starts10.30 Morning Coffee And Networking Break10.45 Workshop Continues

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Forum Day One Monday, 9 June 2014

08.30 Registration and Morning Coff ee

08.55 Opening Remarks from the ChairRobert Mosley, Global Remuneration Expert and Consultant, Former SVP Human Resources, Emirates Group

09.00 Interactive Polling Session - Live Statistics Generated By Th e AudienceSetting 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 benefi ts 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, Benefi ts & 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 employeesRamakrishna Krovvidi, Senior Vice President - Organisation Development, du

10.20 Meeting Accelerator – A Structured Networking SessionTh is unique facilitated session will give you the opportunity to shake hands with your peers from companies representing diff erent sectors in the region. Bring a lot of business cards.

10.30 Morning Coff ee And Networking Break

11.00 Th e For-It or Against-It Panel: Debating Th e Latest Trends in C&BA panel discussion made up of the forum speakers debating the latest trends in C&B and making the case for their stance. Th e debate will also be open to the audience to vote. Some of the trends up for debate are:• Flexible Benefi ts in the Middle East• Cost of Living (COL) or Composite Allowance: a move

to single-allowance approach• Forced Performance Rankings and Diff erentiated Pay • No-Rating Performance Management: Performance

Conversations Lorna MacMillan, Total Rewards Manager - Mediterranean and MEA, Hewlett-Packard UKPaul Johnstone, Compensation & Benefi ts Manager, MEA, GEKafa Al Tamimi, Head of Compensation and Benefi ts, MasdarSandrine Bardot, Total Rewards Expert , Former SVP Performance & Reward, Mubadala

11.45 Perception is Reality: Communicating Rewards For Benefi ts 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 benefi ts off erings

• Key ingredients that produce a communication strategy to engage your diverse workforce

• Utilising technology to deliver cost-eff ective communication

Paul Bissell, Head of Reward, Vodafone UK

12.30 Strategic Analytics: Health Check of Your Compensation Strategies• Demonstrating the benefi ts of compensation

analytics like saving money and exposing risks• Understanding and selecting market data sources and

job matching • Analysing your compensation eff ective by converting

raw data from various sources into decision-making insights

13.00 Networking Lunch

14.00 Interactive Roundtable DiscussionsTh is 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 fi ndings.

15.10 Afternoon Coff ee And Networking Break

15.30 Driving Engagement Th rough 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 effi cient alternatives to traditional recognition programmes?

• How to prove ROI of recognition programmes: understanding baselines, metrics and target audiences

Rebecca Jeff s, Head of Talent and Reward, Serco

16.10 Employee Wellness Initiatives: Do Th ey 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

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Forum Day Two Tuesday, 10 June 2014

08.30 Registration And Morning Coffee

08.55 Opening Remarks From The ChairRobert 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 designRobin Wells, Regional Manager, Middle East and Asia, Medstar Insurance

10.40 Morning Coffee And Networking Break

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 toolKaren 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

12.30 Networking Lunch

13.30 Panel DiscussionHow 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, NovartisIshak Majeed, Senior Manager - Compensation & Benefits, Emaar Hospitality GroupJaz 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

15.00 Afternoon Coffee And Networking Break

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 2 0 MARCH 2 0 1 4 AND SAVE BIG

08.00 Registration and Morning Coffee08.30 Workshop Starts10.30 Morning Coffee And Networking Break10.45 Workshop Continues

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Post Forum Workshops Wednesday 11 – Thursday 12 June 2014

12.30 Afternoon Coffee And Networking Break12.50 Workshop Continues14.30 Workshop Closes14.35 Networking Lunch

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 MosleyGlobal Remuneration Expert and ConsultantFormer 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)

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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.

è Generate high value sales leads in the region’s top organisations è Launch and promote new products to the HR and C&B directors è Build loyalty with your clients’ key decision makers è Position your company as leading the sector in front of an

influential audience è Broker new contracts and business partnerships

Sponsorship Opportunities

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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 tota l 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.