Nous tenons à attirer l’attention des actionnaires sur certains points relatifs aux résolutions soumises au vote.
Bien que la société fasse preuve d’une bonne transparence en termes de structure et d’alignement avec la performance, la pondération des critères est contestable. En effet, 25% de l’attribution variable pluriannuel repose sur des critères externes (TSR relatif) et 75% sur des critères internes (TSR absolu). Par ailleurs, la performance du variable pluriannuel est, cette année encore, mesurée annuellement sur 3 ans, et non sur l’ensemble de cette période comme nous le recommandons.
Malgré ces quelques points de divergence, le remplacement progressif d’un variable nominal pluriannuel avec la mise en place d’un plan d’intéressement long-terme (attribution d’actions gratuites) est encourageant.
Cette année, le conseil devient majoritairement indépendant à 58% et le taux de féminisation atteint 54%. Cependant, il n'y a toujours pas de séparation des fonctions de Président et Directeur Général.
Il serait préférable pour la société de privilégier son désendettement plutôt que d’utiliser sa trésorerie à travers la mise en place de plans de rachat d’actions.
Dans l’ensemble, le rapport présenté par la société est satisfaisant.
Mercialys is a real estate company, specialized in the transformation and management of shopping centers. Co. manages a portfolio of 91 properties located throughout France at Dec 31, 2013. Co.'s assets are classified into three categories: large regional shopping centers (GLA of over 365,800 sq. m.), neighborhood shopping centers (GLA of over 181,600 sq. m.), and Other assets (40,900 sq. m.). At Dec. 31, 2013, the portfolio comprised 25 large regional shopping centers, 36 neighborhood shopping centers, and 18 other sites such as food stores, specialty stores, independent cafeterias, service malls, and convenience stores, representing a total gross leasable area of about 588,300 sq. m.
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We recently held our 14th Sustainability Forum, a unique platform for SRI investors to meet with companies to discuss CSR themes and to assess their strategies in light of prevailing trends and long-term challenges. Among the key recurring themes this year were the formulation of an overarching “raison d’être”, defining carbon targets in line with the 2°C trajectory (SBT - science based targets), the circular economy and talent retention. - - >A “raison d’être” approach: a...
Nous avons organisé, pour la quatorzième fois, notre Sustainability Forum, un évènement unique permettant aux investisseurs ISR de rencontrer les entreprises sur les thématiques E, S et G et d’en évaluer la stratégie à l’aune des tendances et des enjeux de long terme. Nous relevons des thématiques particulièrement récurrentes pour ce millésime : la formulation d’une raison d’être structurante, la définition d’objectifs carbone s’alignant sur une trajectoire 2° (SBT – Science Base...
In this note, we review the reasons for the payment sector’s rapid growth. On the stock market, it has sharply outperformed the technology sector over the long run and we see no reason why this should not continue. Against this backdrop, we propose a clear hierarchy of European stocks. We reiterate our preference (Buy) for Worldline and Wirecard, maintain our Neutral recommendation on Ingenico and initiate Adyen at Reduce. Cf. report published last evening. - ...
Item 3: Approve the Remuneration Report The structure is weighted more heavily towards short-term performance. One of the performance metrics for the LTI is the payment of sustainable dividends, which is not considered appropriate as executives can potentially influence the payout level. The LTI also includes relative TSR as a performance metric. Nevertheless, the quantum is not excessive and even maximum potential amounts are moderate. On balance, we recommend shareholders vote in favor. Item 4: Approve the Remuneration PolicyThe main concern with the Company's remuneration policy is that pa...
Item 2: Approve the Remuneration ReportThe remuneration structure is unsatisfactory. The main concern at the Company is that the potential maximum incentive pay including the bonus, matching shares on the deferred portion of the bonus and the LTI amounts to 1000% of base salary, which is considered grossly excessive. Actual incentive pay during the year was1.6 times the ECGS limit. Furthermore, variable remuneration is overly reliant on a single performance metric, benchmark profit before tax. A second performance criteria will be used in the coming year. We note that the Company has adjusted ...
Leadership changes Vittorio Colao was succeeded by Nick Read who was appointed Chief Executive Designate on 27 July 2018 and became Chief Executive on 1 October 2018. Margherita Della Valle joined the Board as Chief Financial Officer on 27 July 2018. Item 15: Advisory vote on the Remuneration ReportThe structure is unsatisfactory. The maximum bonus and total incentive pay exceed guidelines. The quantum for the year was excessive. Pay weighted more towards rewarding long-term performance, but there are overlapping performance conditions as free cash flow was used for both the STI and LTI. A b...
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