The shareholders of
In order to participate in the AGM, a shareholder must
- be registered in the register of shareholders maintained by
Euroclear Sweden AB as ofTuesday, April 6, 2021 , and
- be registered in the register of shareholders maintained by
-
notify attendance at the AGM no later than
Tuesday, April 13, 2021 . The exercise of voting rights in accordance with the mail-in procedure will be considered as a notification from the shareholder to attend the meeting.
-
notify attendance at the AGM no later than
Shareholders whose shares are registered in the names of banks or other nominees must temporarily register the shares in their own name in order to be entitled to participate in the AGM via the mail-in process not later than on
A. Overview of Mail-In Procedures for the AGM
Due to the Covid-19 pandemic and in order to ensure the health and safety of the Company's shareholders, employees and other stakeholders, the Board of Directors of
- The AGM will take place on
Wednesday, April 14, 2021 . However, no shareholders, proxy holders or other external persons will be able to attend in person.
- Shareholders will only be able to participate in the AGM by voting on the matters and the proposals on the meeting agenda and submitting questions to the Company in advance. See Section B, below, for more details on how.
- The Agenda for the AGM is as set forth below in Section C, with certain items being further explained in Section D.
- A press release will be issued following the AGM informing of those material items that are approved by the AGM as soon as the outcome of the mail-in voting procedure has been finally established. Details of the actual voting results will be included in the minutes of the meeting and will be published within two weeks thereafter.
-
While not technically part of the AGM, we note that a pre-recorded presentation of the year 2020 by the President and CEO ("CEO") and the Chair of our Board (the "Chair") will be available on
Husqvarna Group's website, www.husqvarnagroup.com, onApril 14, 2021 . In that presentation, questions submitted in connection with the AGM may be addressed.
At the time of the issue of this Notice of AGM, the total number of shares in the Company amounts to 111,688,331 A-shares and 464,655,447 B-shares, corresponding to 158,153,875.7 votes in total. The Company holds no A-shares or B-shares as of the date of this notice.
A shareholder can exercise his/her/its shareholder's rights at the AGM by in advance (A) voting on the items on the agenda of the AGM, and (B) submitting questions to the Company.
Any registered shareholder intending to participate in the AGM (via advanced voting or questions), must submit the following information in connection with their respective submissions:
- the shareholder's name,
- personal or organization number,
- postal address,
- email address, and
- telephone number.
The data received will be computerized and used solely for the purpose of the 2021 AGM.
For shareholders wishing to participate through an authorized representative (i.e., where such authorized representative is the one submitting advanced voting or questions on behalf of such shareholder), the Company will provide power of attorney templates on the Company's website. Shareholders participating through an authorized representative must submit the power of attorney together with the voting form or question. If the shareholder is a legal entity, a copy of a registration certificate or a corresponding document for the legal entity shall be enclosed.
B1. Advance voting
Advance voting will be available as of
- Website Voting: Voting may be done electronically through signing with BankID on the Company's website www.husqvarnagroup.com
- Email Voting: Voting may be submitted by completing the advance voting form available on the Company's website www.husqvarnagroup.com and then emailing such form to the following email address GeneralMeetingService@euroclear.eu, together with any power of attorney and/or other authorization documents (See Section B, above).
- Regular Mail: Voting may be submitted by completing the advance voting form available on the Company's website www.husqvarnagroup.com and after completion sending a physical copy (i.e., printed out) of such form, together with any power of attorney and/or other authorization documents (See Section B, above) to the following address,
Husqvarna AB (publ), "Advance voting 2021 AGM", c/oEuroclear Sweden AB , P.O. Box 191, SE-101 23Stockholm, Sweden .
A shareholder cannot give any other instructions than selecting one of the options specified at each point in the advanced voting form. A vote (i.e., the postal voting in its entirety) is invalid if the shareholder has modified the form to provide specific instructions or conditions or if pre-printed text is amended or supplemented.
An email or regular mail voting form, together with any enclosed power of attorney and other authorization documentation, must have been received by
For questions regarding advance voting, please contact
ph.+46 36 14 70 10,
B2. Questions
Questions to the Company in connection with the AGM can be submitted to
- Email: Questions may be submitted by emailing to the following email address ir@husqvarnagroup.com.
- Regular Mail: Questions may be submitted by regular mail to the following address,
Husqvarna AB , "AGM 2021", P.O. Box 7454, SE-103 92Stockholm, Sweden .
In order for questions so submitted to be accepted, such submission must include the name of the shareholder, including such shareholder's personal or organization number. While not formally required, we also ask that all submission include the submitting shareholder's postal address, email address and telephone number.
Questions submitted by shareholders must have been received by
The Board of Directors and the CEO shall, upon request of a shareholder, and provided that the Board of Directors deems this can be done without causing major harm to the Company, inform about matters which might affect the assessment of an item on the agenda or circumstances affecting
C. AGM Agenda
- Opening of the AGM
- Election of Chair of the Meeting
- Preparation and approval of the voting list
- Approval of the agenda
- Election of one or two minute-checkers
- Determination as to whether the Meeting has been duly convened
-
Resolutions concerning
- adoption of the Profit and Loss Statement and the Balance Sheet as well as the Consolidated Profit and Loss Statement and the Consolidated Balance Sheet
- proposed distribution of earnings (allocation of the Company's profit or loss pursuant to the adopted Balance Sheet)
- discharge from liability of the Directors and the CEO
-
Determination of the number of Directors and Auditors to be elected
- number of Directors
- number of Auditors
- Determination of remuneration to the Directors
-
Election of Directors and Chair of the Board
- individual election of Directors
- election of Chair of the Board
-
Election of, and remuneration to, external Auditors
a. election of external Auditors
b. determination of remuneration to external Auditors - Resolution to approve the Remuneration Report
- Resolution on remuneration guidelines for Group Management
- Resolution regarding the adoption of a long-term incentive program (LTI 2021)
- Resolution on authorization to enter into equity swap arrangements to cover obligations under LTI 2021 and any previously resolved LTI programs
- Resolution on authorization to resolve on the issuance of new shares
- Resolution to amend the Articles of Association
- Closing of the Meeting
D. Explanation of Certain AGM Proposals
Election of Chair of the Meeting (item 2)
The Nomination Committee proposes that
Preparation and approval of the voting list (item 3)
The voting list that is proposed to be approved is the voting list that has been prepared by
Election of one or two minute-checkers (item 5)
The Board of Directors proposes that two minute-checkers be elected, and that
Proposed distribution of earnings (item 7 b)
The Board of Directors proposes a dividend for financial year 2020 of
First Installment ( |
Second Installment ( | |
Last day for trading | ||
Record Day | ||
Payment Date |
Determination of the number of Directors and Auditors to be elected (item 8)
The Nomination Committee proposes that the Board of Directors shall be comprised of eight Directors to be elected by the AGM and one audit firm.
Determination of remuneration to the Directors (item 9)
The Nomination Committee proposes that Directors elected by the AGM and not employed by the Company receive the following basic compensation for their board work in 2021 (plus applicable additional remuneration for committee work):
Proposal 2021 | 2020 | Percentage Increase | |
Chair of the Board | 3.8% | ||
Director | 3.4% | ||
Audit Committee Chair | 14.6% | ||
Audit Committee member | 29.6% | ||
People & Sustainability Committee Chair | 3.6% | ||
6.3% |
In addition to the compensation described above, and reimbursement for travel expenses, the Nomination Committee proposes that the following compensation be paid to elected Directors for each physical meeting attended in
Residence of Director | Per Meeting Compensation |
Nordic Countries | None |
| |
Outside of |
The Nomination Committee declares its expectation that each elected Director engage themselves financially in
Election of Directors and Chair of the Board (item 10)
a) Individual election of Directors
Due to
Tom Johnstone ,Katarina Martinson ,Bertrand Neuschwander ,- Daniel Nodhäll,
Lars Pettersson ,Christine Robins ,Henric Andersson , andIngrid Bonde (new election).
The proposed Directors are presented in more detail on the Company's website.
b) Election of Chair of the Board
The Nomination Committee proposes that
Election of, and remuneration to, external Auditors (item 11)
a) Election of external Auditors
The Nomination Committee proposes, in accordance with the Audit Committee recommendation after having conducted a formal tender process, the election of
Neither the Nomination Committee proposal nor the Audit Committee recommendation of external Auditors has been subject to influence from third-party or have been forced by any terms and conditions that has limited the freedom of choice in the election of external Auditors.
b) Determination of remuneration to external Auditors
The Nomination Committee proposes that the external Auditors' fee shall be paid on the basis of approved invoice.
Resolution on remuneration guidelines for Group Management (item 13)
The Board of Directors proposes that the following remuneration guidelines, for the CEO and other members of Group Management, should be approved by the 2021 AGM.
These guidelines do not apply to any remuneration otherwise decided or directly approved by the AGM or other general meeting.
The overarching ambition of the Company's strategy is market leadership, of which long-term profitable growth and being an innovation leader are important aspects.
Built on a strategy for market leadership, the Company's business model is designed for profitable growth, bringing the best forestry, lawn and garden and construction solutions to the market by maximizing assets and minimizing waste and carbon dioxide from operations. Further information on the Company's strategy and financial targets can be found on the Company's website http://www.husqvarnagroup.com/en/financial-targets.
A prerequisite for the successful implementation of the Company's business strategy and safeguarding of its long-term interests, including its sustainability, is that the Company is able to recruit and retain qualified personnel. To this end, it is necessary that the Company offers competitive remuneration.
The guidelines set forth in this item shall apply to remuneration and other employment conditions of Group Management, as defined in the Company's Annual Report. The guidelines shall apply to contracts of employment entered into after the 2021 AGM and also to amendments made thereafter to contracts of employment which are in force.
Remuneration to members of Group Management shall be on market terms and based on the position held, individual performance and Group performance, and shall be on a competitive basis in the country of employment. The overall remuneration package for Group Management is comprised of fixed cash salary, variable cash remuneration in the form of short-term incentives based on annual performance targets, long-term incentives, pension and other benefits. In addition, there are conditions on notice of termination and severance pay.
Additionally, the general meeting may - irrespective of the guidelines - resolve on, among other things, share-related or share price-related remuneration.
The Company shall aim to offer a competitive total remuneration (i.e., all remuneration elements described below) level with a primary focus on "pay for performance".
Fixed cash salary
Fixed salary shall constitute the basis for total remuneration and may amount to not more than 70% of the total remuneration. The salary shall be related to the relevant market and shall reflect the degree of impact, contribution and knowledge involved in the position. The salary levels shall be reviewed regularly (normally annually) in order to ensure continued competitiveness and reward performance.
Variable cash remuneration (Short-term Incentive, "STI")
The satisfaction of criteria for awarding variable cash remuneration shall be measured over a period of one year. The variable cash remuneration may amount to not more than 150% of the fixed salary and not more than 50% of the total remuneration. The Board of Directors decides whether the maximum levels shall be utilized or if a lower level shall be used. The level of STI is set by the Board of Directors based on size of position, taking into account degree of impact, contribution and knowledge involved in the position but also country of employment.
Variable cash remuneration shall be conditional upon the fulfilment of defined financial criteria - such as operating income, sales growth, operating working capital etc., as well as non-financial criteria, to promote the Group's business strategy including its sustainability. The Board of Directors and the
Up to a maximum of 20% of the CEO's and other Group Management member's total STI opportunity may be based on financial or non-financial individual key performance indicators (KPIs). The criteria shall be designed so as to contribute to the Company's business strategy and long-term interests, including its sustainability. The extent to which the criteria for awarding variable remuneration has been satisfied shall be evaluated/determined when the applicable one-year measurement period has ended.
Long-term incentive
The Board of Directors will annually evaluate if a long-term incentive program should be offered and be proposed to the AGM. The award level of such long-term incentive program may amount to not more than 120% of the fixed salary when the program is launched.
Pension and other benefits
Pension and disability benefits shall be designed to reflect regulations and practice in the country of employment. Pension plans shall be defined contribution plans and the employer contribution, including contributions for disability pension/insurance, may amount to not more than 40% of the fixed cash salary and not more than 30% of the total remuneration.
Other benefits may include, for example, life and health care insurance, housing allowance and company cars. Costs relating to such benefits may amount to not more than 20% of the fixed cash salary and not more than 15% of the total remuneration. For employments governed by mandatory rules, pension and other benefits may be duly adjusted for compliance with mandatory rules or established local practice, taking into account, to the extent possible, the overall purpose of these guidelines.
Group Management members who are expatriates may receive additional remuneration and benefits to the extent reasonable in light of the special circumstances associated with the expatriate arrangement, taking into account, to the extent possible, the overall purpose of these guidelines. Such remuneration and benefits may not in total exceed 80% of the fixed cash salary.
Termination of employment
The notice period may not exceed twelve months if notice of termination of employment is made by the Company. Fixed cash salary during the period of notice and severance pay may together not exceed an amount equivalent to fixed salary for two years. The period of notice may not exceed six months when termination is made by the Group Management member, unless there is a right to severance pay to compensate for a longer notice period. Members of Group Management shall be obliged not to compete with the Company during the notice period. Based on the circumstances in each case, a non-compete obligation with continued severance pay may be applied also after the end of the notice period. Non-compete obligation shall not apply for more than 24 months from the end of the notice period and the severance pay during such non-compete period may not exceed an amount equivalent to the fixed salary.
Additionally, remuneration may be paid for non-compete undertakings to compensate for loss of income and shall only be paid in so far as the previously employed Group Management member is not entitled to severance pay. The remuneration shall amount to not more than 60% of the fixed salary at the time of termination of employment, unless otherwise provided by mandatory collective agreement provisions, and be paid during the time the non-compete undertaking applies, however not for more than 24 months following termination of employment.
Salary and employment conditions for employees
In the preparation of the Board of Directors' proposal for these remuneration guidelines, salary and employment conditions for employees of the Company have been taken into account by including information on the employees' total income, the components of the remuneration and increase and growth rate over time, in the
The decision-making process to determine, review and implement the guidelines
The Board of Directors has established a
The members of the
Derogation from the guidelines
The Board of Directors may resolve to derogate from the guidelines, in whole or in part, if in a specific case there is special cause for the derogation and a derogation is necessary to serve the Company's long-term interests, including its sustainability, or to ensure the Company's financial viability. As set out above, the
Resolution regarding the adoption of a long-term incentive program (LTI 2021) (item 14)
Summary of the program
The Board of Directors proposes that the 2021 AGM resolves to adopt a performance based long term incentive program ("LTI 2021") in line with the following description.
The program is based on the same principles as the incentive program granted in 2020 (LTI 2020).
LTI 2021 is proposed to be offered to a maximum of 100 senior managers within the
Participants in LTI 2021 will be granted a number of performance share awards based on such participant's annual target income (fixed salary plus variable salary at a target level) in 2021.
The number of performance share awards that vest and give rights to receive B-shares further depends on the fulfilment of certain levels of increase of the Company's value creation (defined as Earnings Before Interest and Tax - Average Net Assets x Weighted Average Cost of Capital), during the calendar years 2021-2023, as determined by the Board of Directors. These levels are "Entry", "Target" and "Stretch". Entry constitutes a minimum level which must be exceeded in order for the performance share awards to vest and give right to B-shares. The levels correspond to the following number of B-shares, with a linear progression between each level:
- Entry: 10% of annual target income / the share price
SEK 104.48 1 -
Target: 33% of annual target income / the share price
SEK 104.48 1 - Stretch: 66% of annual target income / the share price
SEK 104.48 1
If the price for the B-shares would increase more than 200% during the three-year vesting period, the number of performance share awards that vest and give right to B-shares will be limited to the value of the maximum allocation at Stretch level at a share price increase of 200% from grant of share awards to vesting (vesting period). This limitation enables control and predictability over the maximum scope and cost of the program.
Additional terms & conditions
The performance share awards shall be governed by the following terms and conditions:
- Shares are allotted free of charge
- Are vested three years after grant (vesting period)
-
Vesting of performance share awards and allotment of B-shares in
Husqvarna requires that the participant is then, with certain exceptions, still employed by the Husqvarna Group - Carry no right to compensation for dividends on underlying shares
- Are non-transferable
Design and administration
The Board of Directors, or a committee established by the Board, shall be responsible for the detailed design and administration of LTI 2021, in accordance with the presented terms and guidelines. To this end, the Board of Directors shall be entitled to make adjustments to meet domestic or foreign regulations or market conditions. The Board of Directors may also make other adjustments if significant changes in the
Allotment
In accordance with the above principles and assumptions, LTI 2021 will comprise the following number of B-shares for the different categories of participants: the CEO, approximately 88,000 B-shares, other members of Group Management, each approximately an average of 31,000 B-shares, corresponding to a total of approximately 248,000 B- shares, and other participants, each approximately an average of 15,000 B- shares, corresponding to a total of approximately 1,365,000 B-shares. The above stated numbers are calculated assuming the attainment of performance level Stretch as described above.
Scope and costs of LTI 2021
LTI 2021 is estimated to comprise a maximum of 1.7 million B-shares, which corresponds to less than 0.3% of the total number of outstanding shares. The Company has approximately 576 million shares outstanding. The issued and outstanding rights to shares in accordance with the Company's previous outstanding incentive programs (LTI 2018, LTI 2019 and LTI 2020) correspond to approximately 0.9% of the total number of outstanding shares. The Company's incentive programs' effect on important key figures is only marginal. Information on LTI 2018, LTI 2019 and LTI 2020 can be found in the Annual Report for 2020, note 4, and on the Company's website, www.husqvarnagroup.com.
LTI 2021 will be accounted for in accordance with IFRS 2 - Share-based Payment. IFRS 2 stipulates that the performance share awards should be expensed as personnel costs over the vesting period and will be reported directly against equity. Estimated social security charges will be recorded as a personnel expense in the income statement by current reservations. The cost for LTI 2021 is estimated to amount to
B-shares is 5%, that social security charges amount to 25% and that the annual employee turnover is 5% among the participants of LTI 2021. In order to ensure delivery of Husqvarna B-shares under LTI 2021 and to limit the costs, including social security charges, for LTI 2021, the Board of Directors will adopt hedging measures, such as equity swap agreements with third parties, under which the third party would in its own name buy and transfer Husqvarna B-shares to the participants in accordance with LTI 2021 provided that the AGM resolves in accordance with Item 15 on the agenda. The hedging options are described below under Item 16 of the agenda. The intention is to not issue new shares as a result of LTI 2021.
The rationale for the proposal
The purpose of LTI 2021 is to influence and award long term performance, align shareholders' and managements' interest, attract and retain key employees and provide variable remuneration instead of fixed salary. In light of the above, the Board of Directors believes that adopting LTI 2021 will have a positive effect on the development of the
Preparation
LTI 2021 is based on the same principles as LTI 2020 and has in accordance with guidelines set out by the
Resolution on authorization to enter into equity swap arrangements to cover obligations under LTI 2021 and any previously resolved LTI programs (item 15)
The Board of Directors proposes that the 2021 AGM authorizes the Board of Directors to pass a resolution, on one or more occasions, for the period up until the next AGM, to direct the Company to enter one or more equity swap agreements with a third party (e.g., a bank), on terms and conditions in accordance with market practice, to hedge the obligations of the Company under LTI 2021 and any previously resolved incentive programs (the "Covered Programs"). Under such equity swap arrangements, in exchange for certain fees paid by the Company, the third party acquires (in its own name) such number of Husqvarna B-shares as are necessary to cover the Company's obligations under the Covered Programs and then, transfer (in its own name) such shares to the participants per the terms of the Covered Programs.
Resolution on authorization to resolve on the issuance of new shares (item 16)
The Board of Directors proposes that the 2021 AGM authorizes the Board to resolve to issue not more than 57,634,377 B-shares, which represents 10% of the total number of shares in the Company, against payment in kind, on one or several occasions, during the period until the next AGM.
The price for the new shares shall be based on the market price of the Company's B-shares. The purpose of the authorization is to facilitate acquisitions where the consideration will be paid with own shares.
Resolution to amend the Articles of Association (item 17)
The Board of Directors proposes that Company's Articles of Association be amended as follows:
Present wording | New Wording |
The Board of Directors may collect proxies in accordance with the procedure described in Chapter 7, section 4, second paragraph of the Companies Act. The Board of Directors has the right before a shareholders meeting to decide that shareholders shall be able to exercise their voting rights by regular mail before the shareholders meeting. |
The Board of Directors may collect proxies in accordance with the procedure described in Chapter 7, section 4, second paragraph of the Companies Act. The Board of Directors has the right before a shareholders meeting to decide that shareholders shall be able to exercise their voting rights by regular mail before the shareholders meeting. Persons who are not shareholders of the company shall, in accordance with terms stipulated by the Board of Directors, be entitled to attend or in some other manner monitor the proceedings of the General Meetings of Shareholders. |
Other information
For a valid resolution under the agenda item 17 a shareholder majority of two-thirds of the votes cast and the shares represented at the AGM is required. For all other agenda items above except elections, a shareholder majority of half of the votes cast at the AGM is required. For elections, the person(s) receiving the highest number of votes is elected.
Information on the proposed Board of Directors of
____________________
For information on how your personal data is processed, see
https://www.euroclear.com/dam/ESw/Legal/Privacy-notice-bolagsstammor-engelska.pdf
____________________
THE BOARD OF DIRECTORS
.
For more information please contact:
+46 702 100 451 or ir@husqvarnagroup.com
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