La présente assemblée générale est marquée par le renouvellement de quatre administrateurs et la nomination d'un nouveau membre au conseil. Malgré la non indépendance de la société Orpar nouvellement nommée, le conseil conserve une majorité de membres libres de conflit d'intérêt ce qui lui permet de se conformer au Code de gouvernance Afep/Medef qu'elle applique dans son intégralité…
Remy Cointreau is an operator in the global wines and spirits market. Co. produces, markets and distributes Cognac, Liquors and Spirits and other non-group brand alcoholic beverages. Co.'s primary cognac brand is Remy Martin, produced from Petite Champagne and Grande Champagne eaux-de-vie. Co.'s principal liquor and spirits include the following brands: Cointreau, Passoa, Metaxa, St Remy, and Mount Gay. Co. also operates a distribution network that handles products from partners and third-party companies. Major non-group products distributed by Co. include Scotch Whiskies (Edrington brand), Champagne (Piper-Heidsieck and Charles Heidsieck brands) and Vodka.
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RÉMY COINTREAU - BUY | EUR130 vs. EUR126 (+8%) A lot of positives in yesterday’s release Cognac: 2019/20 to be another strong year Liqueurs & Spirits: expected to accelerate to +5% this year Partner Brands: more distribution terminations to come Mid-term guidance likely to be upgraded Fair Value raised to EUR130 – Buy confirmed
La rémunération pour l'exercice 2018 et la politique pour 2019 d'Hervé de Beublain, Président du Conseil d'Administration, ne comportent pas de rémunération variable (résolutions 8 et 11), ce qui est conforme à notre politique de vote. En effet, Proxinvest s'oppose à ce qu'un Président non-exécutif, donc sans responsabilité opérationnelle, touche une rémunération basée sur les performances opérationnelles de la société (résolution 7). La résolution 9 visant la rémunération pour l'exercice 2018 de Didier Fauque, Directeur Général, manque de transparence et ne comporte aucune rémunération long-...
Item 2: Approve the Remuneration ReportAlthough the remuneration structure was previously considered satisfactory, the changed situation for long-term incentive pay means that it is no longer considered acceptable. The new LTI awards exceed guidelines, are transaction-based and are overly dependent on the discretion of the remuneration committee. Furthermore, there will be no long-term incentive pay in 2019. Actual incentive pay for the year was excessive. We recommend shareholders oppose.EGM Items 1 - 4: Return of Value to Shareholders The Company is seeking to return value to shareholders. ...
Item 2: Approve the Remuneration ReportThe structure is considered acceptable. However, the STI and the LTI are overly reliant on a sole performance metric, EBITDA. Furthermore, pay is only slightly weighted toward the long-term. Actual incentive pay for the year exceeded ECGS guidelines, though concern with this is partially mitigated by the lower base salary. Nevertheless, on balance, we recommend shareolders oppose. Items 6-16: Re-elect the Board of DirectorsThere is insufficient independent representation on the Board and insufficient gender diversity. One of the joint Chairman is the for...
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