Comunicati.net - Comunicati pubblicati - Varie Comunicati.net - Comunicati pubblicati - Varie Sun, 23 Feb 2020 04:02:24 +0100 Zend_Feed_Writer 1.12.20 (http://framework.zend.com) http://zend.comunicati.net/comunicati/turismo/varie/1 PRN: Wilson Sporting Goods ha firmato un contratto con Fernando Belasteguín, star internazionale del padel, includendolo nel suo Advisory Staff Fri, 21 Feb 2020 15:50:11 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621317.html http://zend.comunicati.net/comunicati/turismo/varie/621317.html PR Newswire Turismo PR Newswire Turismo

Wilson Sporting Goods ha firmato un contratto con Fernando Belasteguín, star internazionale del padel, includendolo nel suo Advisory Staff

  [2020-02-21]  

Belastegu í n e Wilson insieme per creare una collezione firmata di articoli da padel

CHICAGO, 21 febbraio 2020 /PRNewswire/ -- Wilson Sporting Goods Co., ha annunciato oggi di aver firmato un contratto con la star mondiale di padel, Fernando Belasteguín, noto come "Bela", includendolo nel suo Advisory Staff. In qualità di membro del Wilson Advisory Staff, Belasteguín collaborerà con Wilson alla progettazione di una collezione di articoli da padel firmata, che include racchette paddle, accessori, abbigliamento e calzature sportive. Darà inoltre il suo contributo attraverso suggerimenti e testando i futuri prodotti Wilson Padel.

Wilson Sporting Goods Co., announced it has signed global Padel star Fernando Belasteguín, known as “Bela,” to its Advisory Staff.

"Questa collaborazione con Wilson è estremamente entusiasmante per me," ha dichiarato Fernando Belasteguín. "Questa azienda è la migliore nel campo degli sport di racchetta da oltre un secolo ed è impegnata nella crescita di queste discipline. Possiedono una vasta conoscenza nella creazione di nuovi prodotti in grado di offrire agli atleti un vantaggio, lo stesso che ora porteremo in grande stile nel padel. Questo è un matrimonio p! erfetto t ra competenza e passione, e non vedo l'ora di diventare parte del team Wilson, progettando insieme attrezzature e facendo crescere il gioco in tutto il mondo."

"Esiste un solo Bela," ha affermato Hans-Martin Reh, General Manager, Wilson Racquet Sports. "Stiamo parlando di una reale collaborazione in tutti i sensi. Lavoreremo a stretto contatto per creare prodotti in grado di cambiare il gioco che contribuiranno alla crescita del padel e lo renderanno un gioco più gratificante, e sonderemo nuove opportunità per far aumentare la comunità legata a questo sport."

Fernando Belasteguín farà il suo debutto a marzo con una racchetta Wilson oscurata, che sta attualmente testando. Questa racchetta è stata progettata in maniera specifica per lui e risponde alle sue indicazioni e alle sue preferenze. Inoltre, entrerà in campo con abbigliamento e scarpe Wilson. Quest'anno, Belasteguín e Wilson presenteranno una collezione da padel chiamata "Wilson x BELA". Questa linea consiste in diverse racchette da paddle, accessori, abbigliamento da campo e scarpe performanti.

Fernando Belasteguín si è unito al prolifico programma dell'Advisory Staff dell'azienda che è stato costituito più di 90 anni fa ed è composto da più di 10.000 atleti professionisti, allenatori, tecnici e consulenti appartenenti ad una vasta gamma di sport in tutto il mondo. Si unisce inoltre ad altre icone del Wilson Advisory Staff degli sport di racchetta, come Roger Federer e Serena Williams, che, come Belasteguín, hanno contribuito a definire e far crescere i loro rispettivi sport.

INFORMAZIONI SU FERNANDO BELASTEGU Í N

Fernando Belasteguín, conosciuto anche come "Bela," è un giocatore di padel professionista argentino. Attualmente numero 7, è stato per 16 anni consecutivi della sua carriera il numero 1 al mondo. Belasteguín è un giocatore dal talento straordinario. Ha giocato 268 finali, vincendone 220.

INFORMAZIONI SU WILSON SPORTING GOODS 

Con sede a Chicago Wilson Sporting Goods Co., filiale di Amer Sports, è il produttore leader mondiale di attrezzature, abbigliamento e accessori sportivi ad elevate prestazioni. Wilson è leader mondiale negli sport di racchetta performanti, tra cui tennis, padel, racquetball, badminton e pickleball. L'azienda si avvale dei suggerimenti dei giocatori per sviluppare prodotti capaci di spingere le innovazioni delle attrezzature paddle verso nuovi territori. Attraverso la sua dedizione nel creare prodotti che permettono agli atleti di ogni livello di forn! ire la mi gliore prestazione, Wilson si è guadagnato il suo posto di leader negli articoli sportivi.

Foto - https://mma.prnewswire.com/media/1093220/Wilson_Sporting_Goods_Bela_Codesign_Collection.jpg

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PRN: Wilson Sporting Goods Signs International Padel Star Fernando Belasteguín To Its Advisory Staff Fri, 21 Feb 2020 15:50:11 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621318.html http://zend.comunicati.net/comunicati/turismo/varie/621318.html PR Newswire Turismo PR Newswire Turismo

Wilson Sporting Goods Signs International Padel Star Fernando Belasteguín To Its Advisory Staff

  [21-February-2020]  

Belasteguín & Wilson to Create Signature Padel Collection

CHICAGO, Feb. 21, 2020 /PRNewswire/ -- Wilson Sporting Goods Co., announced today it has signed global Padel star Fernando Belasteguín, known as "Bela," to its Advisory Staff. As a Wilson Advisory Staff member, Belasteguín will collaborate with Wilson and co-design a signature Padel collection of products, including a paddle line, accessories, apparel, and footwear. He will also contribute insights and test future Wilson Padel products.

Wilson Sporting Goods Co., announced it has signed global Padel star Fernando Belasteguín, known as “Bela,” to its Advisory Staff.

"This partnership with Wilson could not be more exciting for me," said Fernando Belasteguín. "This is a company that has been at the top of the game in racquet sports for a century and committed to growing these sports. They have tremendous knowledge of how to create new products that give athletes an edge, and now we'll bring that edge into Padel in a big way. It's a perfect marriage of expertise and passion, and I look forward to bei! ng a part of the Wilson team, co-designing gear, and growing the game around the world."

"There is only one Bela," said Hans-Martin Reh, General Manager, Wilson Racquet Sports. "This is a true partnership in every sense. We'll work closely together to create game-changing products that fuel the growth of Padel and make it more rewarding to play, and we'll seek new opportunities to build a larger community around the sport."

Fernando Belasteguín will debut a blacked-out Wilson paddle in March, which he is playtesting. This racket is designed specifically for him and reflects his insights and preferences. He will also take the court in Wilson apparel and footwear. Later this year, Belasteguín and Wilson will unveil a Padel collection called "Wilson x BELA". This line will consist of several paddles, accessories, on-court apparel, and performance footwear.

Fernando Belasteguín joins the Company's prolific Advisory Staff program that was established more than 90 years ago and is comprised of more than 10,000 professional athletes, coaches, teaching pros, and advisors across a wide variety of sports around the world. He joins several icons of the Wilson Advisory Staff in Racquet Sports, including Roger Federer and Serena Williams, who, like Belasteguín, have helped define and grow their respective sport. 

ABOUT FERNANDO BELASTEGUÍN

Fernando Belasteguín, also known as "Bela," is a professional Padel player from Argentina. Currently ranked #7, he spent 16 consecutive years of his career ranked #1 in the world. Belasteguín is an incredibly accomplished player. He has played 268 finals, winning 220 finals. 

ABOUT WILSON SPORTING GOODS

Chicago-based Wilson Sporting Goods Co., a subsidiary of Amer Sports, is one of the world's leading manufacturers of high performance sports equipment, apparel, and accessories. Wilson is the global leader in performance racquet sports, including tennis, padel, racquetball, badminton, and pickleball. The company uses player insights to develop products that push paddle equipment innovation into new territories. Through its dedication to creating products that enable athletes at every level to perform at their best, Wilson has earned its place as a leader in sporting goods.

Photo - https://mma.prnewswire.com/media/1093220/Wilson_Sporting_Goods_Bela_Codesign_Collection.jpg

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PRN: Fairspin, the First Blockchain-supported Casino, Takes Online Gaming World by Storm Fri, 21 Feb 2020 10:50:23 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621311.html http://zend.comunicati.net/comunicati/turismo/varie/621311.html PR Newswire Turismo PR Newswire Turismo

Fairspin, the First Blockchain-supported Casino, Takes Online Gaming World by Storm

  [21-February-2020]  

An online casino that lets players make buy-ins with cryptocurrency, Fairspin has already generated 53,000 Etherium â€�“ currently worth almost $14 million â€�“ in winnings

BRASILIA, Brazil, Feb. 21, 2020 /PRNewswire/ -- The world's first-ever blockchain-supported online casino, Fairspin is revolutionizing the world of digital gaming by providing players with much greater transparency and security. Through its use of the TruePlay blockchain platform, Fairspin also lets players make buy-ins in their preferred cryptocurrency, including Ethereum, Bitcoin, Tether, Cardano and Dash. Since first coming online in late 2018, Fairspin has generated a whopping 53,000 Ethereum â€�“ almost $14 million by today's exchange rate â€�“ worth of payouts.

The world’s first-ever blockchain-supported online casino, Fairspin is revolutionizing the world of digital gaming by providing players with much greater transparency and security. (PRNewsfoto/Fairspin)

Unprecedented transparency

All transactions and statistics (including bets, payouts, bonuses, balances and probabilities) can be easily monitored on Fairspin's website and verified on a blockchain explorer. Using this publicly available data, Fairspin highlights its most lucrative games in terms of total payouts. Within the past month, these have included 'Steam Tower Touch' ($2,058) and '7 Sins' ($1,283).

Available in eight languages, Fairspin offers a range of classic casino games, including slots, roulette, lotto, and card games, among others. Fairspin players see frequent jackpots. One player recently won $4,355 playing the 'Book of Gold' slots game, while another made $3,799 (off a single $10 bet) in 'Shaolin Spin'. With a view to rewarding its most loyal players, Fairspin recently introduced a 'VIP Club', members of which receive special bonuses with every new deposit they make.

TruePlay tokens: Digital gambling chips

Players can make their deposits in cryptocurrency, which are then automatically converted into TruePlay (TPLAY) tokens, with 1 Etherium (or its equivalent) buying 1,000 tokens. These unique tokens were specially designed and developed by the TruePlay blockchain platform, which meticulously records and tracks all token activity. Players can use these TPLAY tokens to place their bets in the game of their choice. When players are ready to cash out, their tokens are reconverted into the currency in which the initial deposit was made. Because TPLAY tokens were developed exclusively for gaming on Fairspin, they are not subject to price volatility.

About Fairspin

Fairspin is a blockchain-based online casino that operates under the Curacao gaming license. The online casino partners with the leading online gaming providers including NetEnt, Microgaming, Spinomenal and more. Fairspin's platform is available in English, Russian, Polish, Turkish, German, Spanish, Portuguese, and Japanese.

Photo - https://mma.prnewswire.com/media/1092421/Fairspin.jpg

Tülay Genç
B2Press Online PR Agency
Support@b2press.com
+31 30 799 6022

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PRN: HONOR Unveils Top Trends in Intelligent Living Ecosystem in Europe Fri, 21 Feb 2020 09:58:26 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621310.html http://zend.comunicati.net/comunicati/turismo/varie/621310.html PR Newswire Turismo PR Newswire Turismo

HONOR Unveils Top Trends in Intelligent Living Ecosystem in Europe

  [21-February-2020]  

The HONOR-commissioned Canalys research shows that smart device shipment in Europe to surpass 500 million units in 2023; Smart speakers and smart personal audio devices are the fastest-growing categories

HONG KONG, Feb. 21, 2020 /PRNewswire/ -- To support its goal to orchestrate a one-stop, all-scenario intelligent living ecosystem for young people around the world, global technology brand HONOR commissioned Canalys to conduct a study into the top intelligent living trends in Europe. The report titled, Intelligent Living In Europe, looks at the potential market for smart device ecosystems as well as market trends and the sentiment of locals in Europe. The findings are as follows:

Smart device shipment in Europe is expected to surpass 500 million in 2023, according to a recent Canalys report[1] commissioned by global smartphone brand HONOR. This represents a three-year CAGR of 3.5% from 465 million units in 2020. The report predicts that smart speakers and smart personal audio will be the fastest-growing categories. In 2023, a total of 212 million smartphones, 136 million smart personal audio devices, 87 million personal computers, 43 million wearable bands and 39 million smart speakers are expected to gain wallet share as Europeans increase their spending on these devices.

Device shipment in Western, Central and Eastern Europe

The colossal growth in demand for smart devices indicates a shift in consumer behavior towards a more digital lifestyle. The research shows that for every 100 smartphones shipping in 2023 in Western Europe, there will be 86 smart personal audio devices, 38 desktops or notebooks, 24 wearable bands, 28 smart speakers and 18 tablets. While in Central and Eastern Europe, for every 100 smartphones shipping in 2023, there will be 36 smart personal audio devices, 16 desktops or notebooks, 15 wearable bands, five smart speakers and six tablets.

Top Use Cases in Intelligent Living

The Internet of Things (IoT) plays an important role in today's hyperconnected world where most devices and things sync wirelessly. The expanded AI capabilities in devices, combined with a digitally-savvy audience, has had a major impact on the demand for these smart devices which leads to the adoption of intelligent living. Findings from the research indicate that there are four main categories of intelligent living â€�“ Entertainment, Health & Fitness, Productivity and Connected Living, with each representing a significant impact on the daily lives of end-users.

  • Entertainment
    - Audio and Video: Offering users high-quality audio and visual experiences while consuming content, be it on-the-go or in specific environments or user scenarios
    - Gaming: Elevating users' game-play experience and performance so they can enjoy and gain a competitive edge
  • Health & Fitness
    - General well-being: Helping users to improve the state of personal health by achieving better body weight, better sleep, better stress management, and more
    - Sports and fitness: Helping users to perform better in the sports they engage with, allowing them to challenge their personal best
  • Productivity
    - Mobile Worker: Allowing workers to achieve peak productivity wherever they work. Devices aim to provide the performance or the flexibility to suit different tasks
    - Content Creator: Leveraging a number of devices to create a conducive environment to
    spur creativity
  • Connected Living
    - Smart Hom! e: Achiev ing key use cases, such as home automation, control and monitoring to aid users in convenience, safety and achieving energy efficiency
    - Mobile Lifestyle: Allowing users to attain key features and services, completing tasks while on the go

"At HONOR, we are continually innovating our products and services to deliver an enhanced consumer experience that will satisfy the needs of today's digitally engaged consumer," said George Zhao, President of HONOR. "Our "1+8+N" All-Scenario IoT strategy addresses this goal and as we increase the capabilities of our products and create new use cases that add convenience to the lives of consumers, we hope to expand the IoT ecosystem and shape the future of intelligent living."

Consumer sentiments towards intelligent living

According to the report, 41% of surveyed respondents carry more than one smart device while at work or on-the-go, and this increases to 68% while they are at home. Devices that users use at home are expected to be those that offer rich user interactions, including TVs, PCs, and smart speakers.

Findings from the report also indicated that the top three reasons to buy smartwatch and fitness bands are to improve fitness and well-being (56%); to try new smart features (18%), and to receive notifications on my wrist (18%). Convenience is the top benefit for the purchase of smart personal audio devices (48%), followed by better sound quality (20%) and more features (15%).

The goal: an integrated, intuitive and intelligent ecosystem

In a bid to establish intelligent living as the new norm, the research pointed out four key factors that will help shape this intelligent ecosystem. Firstly, devices must be designed to exist within an ecosystem. This means that devices not only need to perform their core capabilities, they must also be able to connect with other devices to perform a myriad of tasks. Secondly, devices must possess high interoperability and compatibility to accommodate consumers' preference for multi-brand devices. Thirdly, devices and features must be highly accessible to users to encourage greater adoption. Finally, device vendors should consider enhancing the AI capabilities in smart devices to improve user experience. When these factors are considered, the research assets the creation of an ecosystem where users can be assisted by technology intelligently.

To showcase its all-scenario IoT strategy, HONOR will be launching a comprehensive suite of products at a livestream press conference at 18:30 CET on 24th February 2020. To view the livestream, please visit hihonor.com.

For more information about the Intelligent Living in Europe report: Hihonor.com, Canalys.com.

About HONOR

HONOR is a leading technology brand. The brand was created to meet the needs of digital natives through internet-optimised products that offer superior user experiences, inspire action, foster creativity and empower the young to achieve their dreams. In doing this, HONOR has set itself apart by showcasing its own bravery to do things differently and to take the steps needed to usher in the latest technologies and innovations for its customers.

For more information, please visit HONOR online at www.hihonor.com or follow us on: 

https://www.facebook.com/honorglobal/ 
https://twitter.com/Honorglobal 
https://www.instagram.com/honorglobal/ 
https://www.youtube.com/honorglobal

[1] Research was conducted by Canalys with 4,144 consumers aged 16 and above in 4 markets â€�“ United Kingdom, France, Italy and Russia in February 2020.

 

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PRN: Artprice by Artmarket's 2019 Annual Art Market Report Shows Continued Growth With an All-time Record Number of Transactions Based on Global Confidence Fri, 21 Feb 2020 09:56:10 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621309.html http://zend.comunicati.net/comunicati/turismo/varie/621309.html PR Newswire Turismo PR Newswire Turismo

Artprice by Artmarket's 2019 Annual Art Market Report Shows Continued Growth With an All-time Record Number of Transactions Based on Global Confidence

  [21-February-2020]  

PARIS, Feb. 21, 2020 /PRNewswire/ -- Artprice by Artmarket's 2019 Annual Art Market Report shows continued growth with a all-time record number of transactions based on global confidence in the market, and the French market was particularly strong in 2019.

Claude Monet - Haystacks (1890)

Fruit of the alliance between Artprice by Artmarket.com, world leader in Art Market information (founded and directed by thierry Ehrmann), and Artron, its powerful Chinese institutional partner (directed by Wan Jie), our 22nd Annual Art Market Report allows a global view of public Fine Art sales of paintings, sculptures, drawings, photography, prints and installations from 1 January 2019 to 31 December 2019.

thierry Ehrmann: "Today's Art Market is exceptionally mature, capable of withstanding political instabilities, as both London and Hong Kong's results have shown. China, which hardly existed on the global Art Market in 2000, now generates almost a third of its total value."

22nd Annual Report by Artprice by Artmarket

This report contains the famous Artprice ranking of the Top 500 best-selling artists on the global fine art auction market and the Top 100 auction results. It also contains an analysis of the global Art Market from a geographical perspective (by country and by major city), a breakdown by historical periods and by artistic media, a selection of crucial Artprice market indices and 8 key chapters providing an uncompromising analysis of today's global Art Market. No other entity is currently capable of generating such high quality macro- and micro-economic metadata based on proprietary Big Data and AI algorithms.

This 22nd Annual Report on the Global Art Market is distributed worldwide exclusively by Artprice by ArtMarket and Cision, which together have created the first international press agency dedicated to Art Market information: Artpress agency®, which belongs to Artmarket.com, is the global leader in art market information.

Read this 22nd Global Annual Art Market Report for free:

https://www.artprice.com/artprice-reports/the-art-market-in-2019

Confident and stable growth, with a record number of transactions worldwide

The Art market has continued to deepen with a record 550,000 fine art lots sold via auctions around the world in 2019, generating a total of $13.3 billion. This was the highest annual number of lots sold since 1945… creating the deepest and broadest public art market ever recorded.

Driven by a healthy combination of investment logic, speculative buying, passion collecting and insatiable demand for major signatures from the world's new museums, the global Art Market posted a buoyant level of activity in 2019 with a record number of 550,000 transactions worldwide.

The drivers of this growth are ease of access to Art Market information, electronic sales (99% of the market's participants are connected to the Internet) - the financialization of the market, a growing population of ever-younger art consumers (from 500,000 after WWII to 120 million in 2019) and the extension of the market to the entire Asia/Pacific area, plus India, South Africa, the Middle East and South America.

In terms of turnover, the global Art Market posted a contraction of -14% mainly due to a dearth of masterpieces above the $50 million threshold; however, the unsold rate remained perfectly stable at 38%, as did the overall art price index, which only changed +0.48%.

Remember the "unsold rate" has been closely watched for 120 years as it quickly indicates when a market is moving into speculative mode (below 20%) or into a meltdown of confidence mode (over 60%). According to the famous Art Market sociologist Raymonde Moulin, the current rate of 38% is close to the "ideal" unsold rate.

The strength of the Art Market is related to its unparalleled level of selectivity, very much reflecting Artprice's dictum "Buy the right work, from the right period, with a good story, by the right artist, at the right time."

Over 20 years, the Art Market has experienced very substantial growth

An efficient, liquid and transparent Art Market that resembles financial markets.

In a world where many countries are posting quarterly economic growth rates well below 1%, the Art Market has once again confirmed its efficiency, liquidity and transparency... just like a financial market. The key growth figure bear witness to this evolution:

- the Art Market's total auction turnover has grown fourfold since 2000, from $3.2 billion to $13.3 billion in 2019

- the number of lots sold has doubled over the same period from 272,000 lots sold in 2000 to 550,000 sold in 2019.

Our Artprice100® (a global index covering all historical periods of creation combined: i.e. Old Masters, the Modern period and the Post-War/Contemporary periods) showed a +396% increase in value between 1 January 2000 and 31 December 2019.

While the Central Banks â€�“ and notably the ECB â€�“ are maintaining close to zero or even negative base interest rates, the Art Market is posting frankly insolent health and our Artprice100® virtual index (covering all historical periods of creation combined) is currently posting a +396% increase since 2000.

The Internet (Microsoft estimates over 6.3 billion people are connected worldwide) has now become the principal and definitive forum for auction operators worldwide and they are using it to consolidate their market shares on all continents. Of the world's 6,300 auction houses, 99% are today present on the Internet (versus just 3% in 2005).

France joins the quartet of major Art Market powers

France posted the best performance in its auction history, raising its auction turnover +18%. With a total of $830 million in 2019, it substantially upgraded its fourth place in the ranking of major Art Market powers. However, it still has a long way to catch up with the 3rd-placed UK, which posted an annual auction turnover total on fine art 2.5 times higher.

thierry Ehrmann: "If Eric Turquin's Caravaggio had sold at auction, as planned, and not privately two days before its scheduled auction in Toulouse, France's annual turnover total would have been close to $1 billion in 2019."

Nevertheless, France's fine art auction strength is essentially its core high-volume backbone. With 82,000 fine art lots sold in 2019, France represented the second largest market in the world, behind the United States (99,000 lots sold), but ahead of the UK (70,000) and China (66,000).

France can today congratulate itself on having the strongest auction house in Europe: Artcurial, which now ranks 11th in the world by annual turnover.

General overview of 2019

The global Art Market generated $13.32 billion, down -14% mainly due to a drop in the number of ultra-high value masterpieces offered (worth > $50 million)

The number of lots sold worldwide reached a new historical high of 550,000

The average lot price in 2019 reached $24,300

The median lot price was $940

Approximately 90% of all lots sold fetched less than $17,000

The unsold rate remained stable at 38% (slightly more than a third)

The overall price index remained stable at +0.48%

The Contemporary art price index was up +4.44%

Financial performances

Repeat sales* show an average annual return varying between +5.5% and +8.2% since 2000

Works purchased between $200,000 and $1 million generate the strongest annual return: +8.2% since 2000

* The same work bought at auction and sold at auction in 2019

Soft Power

The United States ($4.6 billion) outperformed China ($4.1 billion) and the UK ($2.2 billion)

China suffered a milder correction (-9%) than the United States (-22%) and the UK (-21%)

The top three powers on the Art Market accounted for 82% of global fine art auction turnover

France was the only major power to post positive growth: +18%

Auction houses

Christie's and Sotheby's together hammered 54% of the global art auction market: $3.65 billion and $3.59 billion respectively

Five Chinese auction houses ranked in the Top 10 worldwide

Phillips confirmed its excellent 2018 results with its second best-ever annual total, despite an -11% contraction

Artcurial ranked 11th in the world becoming the leading European auction house

Artists and record results

In 2019 there was only one auction result above $100 million (compared with two in 2018).

Claude Monet's Haystacks (Meules) (1890) peaked the market at $110.7 million.

Its value was multiplied by 44 since its previous auction in 1986.

Claude Monet arrived second in the general classification by annual auction turnover, below Pablo Picasso and above Zao Wou-Ki.

Jeff Koons recovered the title of "most valued living artist in the world" when his Rabbit (1986) fetched $91.1 million

Gerhard Richter and David Hockney were the world's best-selling living artists, each with annual totals of $130 million in 2019.

Three main trends

1. Street Art is increasingly present on auction podiums, with its own stars: Kaws and Banksy. Lots of other street artists are moving up the sales rankings including Invader, Stik, Shepard Fairey and Vhils.

2. African-American and African-origin artists are recovering their rightful places in art history and in the market. Kerry James Marshall climbed to 55th place in Artprice's general ranking.

3. Christie's HI-LITE sale in Hong Kong put a name on the first major art movement of the 21st century.

The Museum Industry® is a global economic reality in the 21st century that represents the driving force behind the Art Market

The growth of the museum industry is also playing a crucial role. With more than 700 new museums opening every year, the museum industry has become a global economic reality in the 21st century. More museums opened between 2000 and 2014 than in the previous two centuries.

Demand for museum-quality works is one of the key factors in the spectacular growth of the Art Market. The Art Market is now both mature and liquid.

Copyright 1987-2020 thierry Ehrmann www.artprice.com - www.artmarket.com

About Artmarket:

Artmarket.com is listed on Eurolist by Euronext Paris, SRD long only and Euroclear: 7478 - Bloomberg: PRC - Reuters: ARTF.

Discover Artmarket and its Artprice department on video: https://artprice.com/video

Artmarket and its Artprice department was founded in 1997 by its CEO, thierry Ehrmann. Artmarket and its Artprice department is controlled by Groupe Serveur, created in 1987.

See certified biography in Who's who ©:

https://imgpublic.artprice.com/img/wp/sites/11/2019/10/biographie_oct2019_WhosWho_thierryEhrmann.pdf

Artmarket is a global player in the Art Market with, among other structures, its Artprice department, world leader in the accumulation, management and exploitation of historical and current art market information in databanks containing over 30 million indices and auction results, covering more than 700,000 artists.

Artprice Images® allows unlimited access to the largest Art Market image bank in the world: no less than 180 million digital images of photographs or engraved reproductions of artworks from 1700 to the present day, commented by our art historians.

Artmarket with its Artprice department accumulates data on a permanent basis from 6300 Auction Houses and produces key Art Market information for the main press and media agencies (7,200 publications). Its 4.5 million 'members log in' users have access to ads posted by other members, a network that today represents the leading Global Standardized Marketplace® to buy and sell artworks at a fixed or bid price (auctions regulated by paragraphs 2 and 3 of Article L 321.3 of France's Commercial Code).

Artmarket with its Artprice department, has been awarded the State label "Innovative Company" by the Public Investment Bank (BPI) (for the second time in November 2018 for a new period of 3 years) which is supporting the company in its project to consolidate its position as a global player in the market art.

Artprice by Artmarket's 2019 Global Art Market Report published in February 2020 :

https://www.artprice.com/artprice-reports/the-art-market-in-2019

Index of press releases posted by Artmarket with its Artprice department:

http://serveur.serveur.com/press_release/pressreleaseen.htm

Follow all the Art Market news in real time with Artmarket and its Artprice department on Facebook and Twitter:

https://www.facebook.com/artpricedotcom/ (4.7 million followers)

https://twitter.com/artmarketdotcom

https://twitter.com/artpricedotcom

Discover the alchemy and universe of Artmarket and its artprice department http://web.artprice.com/video headquartered at the famous Organe Contemporary Art Museum "The Abode of Chaos" (dixit The New York Times): https://issuu.com/demeureduchaos/docs/demeureduchaos-abodeofchaos-opus-ix-1999-2013

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Logo - https://mma.prnewswire.com/media/1009603/Art_Market_logo.jpg

Contact Artmarket.com and its Artprice department

Contact: thierry Ehrmann, ir@artmarket.com

Art Market logo

 

 

 


Company Codes: Bloomberg:PRC@FP, EuronextParis:PRC, LSE:0DM3, RICS:ARTF.PA, ISIN:FR0000074783, Euroclear:7478, Berlin:AJP, OTC-PINK:ARTAF, Dusseldorf:AJP, Frankfurt:AJP, Stuttgart:AJP
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PRN: Test sul campo: le plastiche compostabili si rompono in meno di 22 giorni nel compostaggio industriale Fri, 21 Feb 2020 09:51:14 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621306.html http://zend.comunicati.net/comunicati/turismo/varie/621306.html PR Newswire Turismo PR Newswire Turismo

Test sul campo: le plastiche compostabili si rompono in meno di 22 giorni nel compostaggio industriale

  [2020-02-21]  

BERLINO, 21 febbraio 2020 /PRNewswire/ -- Un recente studio dell'Università di Wageningen, (Paesi Bassi) ha analizzato i tempi di biodegradazione del packaging compostabile in un impianto di compostaggio industriale. I risultati mostrano che i prodotti certificati EN13432 si biodegradano entro un massimo di 22 giorni. Il progetto è stato commissionato dal Ministero olandese per gli Affari economici e la politica climatica. "Lo studio dimostra che gli oggetti testati hanno lo stesso tasso di disintegrazione e degradazione, o un tasso ancora più rapido, dei normali rifiuti organici". Abbiamo bisogno di più ricerche indipendenti di questo tipo", afferma François de Bie, presidente di European Bioplastics (EUBP).

L'obiettivo centrale dello studio è stato quello di raccogliere dati empirici  sulla disintegrazione dei prodotti compostabili per verificare la compatibilità con le attuali pratiche di trattamento dei rifiuti organici. Sono stati testati nove diversi prodotti in plastica compostabile: sacchetti per la raccolta dei rifiuti organici, vasi per piante, bustine di tè, cialde  per il caffè, capsule per il caffè ed etichette per la frutta. "Abbiamo studiato il comportamento delle plastiche compostabili nell'attuale sistema olandese per il trattamento dei GFT (cioè dei rifiuti organici biodegradabili separati alla fonte) e siamo giunti alla conclusione che i prodotti compostabili possono essere riciclati  con i GFT", dice Maarten van der Zee, co-autore dello studio.

Dopo un primo ciclo di trattamento dei rifiuti di soli 11 giorni, il vaso per piante in PLA si è già completamente disintegrato. "Questo è molto più veloce della carta e della maggior parte della materia organica. Anche le bucce di arancia e di banana non si sono disintegrate completamente e hanno avuto bisogno di più tempo" ha commentato de Bie. "Anche la bustina di tè in PLA si è disintegrata con successo in soli 22 giorni. "

Lo studio ha anche analizzato la contaminazione visiva del compost con la plastica. Non sono state identificate materie plastiche compostabili. "L'importanza di questo risultato non può essere sottovalutata", sottolinea de Bie. "Tutte le parti interessate coinvolte nel riciclo organico, ora hanno la prova che la plastica compostabile certificata funziona".

"In vista dell'imminente sviluppo del quadro di riferimento per le plastiche biodegradabili incluso nell'European Green Deal, chiediamo  alla Commissione Europea di tenere conto di questi risultati della ricerca e di sostenere progetti di ricerca simili", ha concluso  de Bie.

Per leggere lo studio completo: https://edepot.wur.nl/514397

- L'immagine è disponibile all'indirizzo AP Images (http://www.apimages.com) -

Informazioni sulle bioplastiche europee:
European Bioplastics (EUBP) è l'associazione europea che rappresenta gli interessi dell'industria delle bioplastiche lungo l'intera catena del valore. I suoi membri producono, rifiniscono e distribuiscono bioplastiche, cioè plastiche a base biologica, biodegradabili o entrambe. Maggiori informazioni sono disponibili sul sito www.european-bioplastics.org.

Contatto stampa: 
Oliver Buchholz, responsabile delle comunicazioni, European Bioplastics, Marienstr. 19/20, 10117 Berlino, Tel: +49 (0) 30 28482 353, Fax: +49 (0)30 284 82 359, press@european-bioplastics.org

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PRN: Conveyance of Citycon Oyj's Own Shares for Payment of Rewards Earned Under Incentive Programme Fri, 21 Feb 2020 09:50:59 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621305.html http://zend.comunicati.net/comunicati/turismo/varie/621305.html PR Newswire Turismo PR Newswire Turismo

Conveyance of Citycon Oyj's Own Shares for Payment of Rewards Earned Under Incentive Programme

  [21-February-2020]  

HELSINKI, Finland, Feb. 21, 2020 /PRNewswire/ -- Citycon Oyj has on 21 February 2020 conveyed 3,337 own shares held by the company in a directed share issue without consideration to 16 persons for payment of rewards earned under the Performance Share Plan 2015 in accordance with the terms and conditions of said plan.

On 12 July 2017, Citycon Oyj's Board of Directors decided on the repurchase and conveyance of an aggregate maximum number of 500,000 of its own shares in several separate transactions during 2017-2020 to implement payments of rewards earned under the company's Performance Share Plan 2015 and Restricted Share Plan 2015.

The conveyance of shares is based on the authorisation granted to the Board of Directors by the General Meeting of Shareholders held on 13 March 2019. The shares were conveyed and registered in the recipi! ent's boo k-entry accounts on 21 February 2020, after which they entitle their holder to dividend and other shareholder rights.

Further details concerning the company's Performance Share Plan 2015 are available in the company's remuneration statements.

The company does not hold any of its own shares after the conveyance.

Espoo, 21 February 2020

CITYCON OYJ

Citycon is a leading owner, manager and developer of urban, grocery-anchored shopping centres in the Nordic region, managing assets that total almost EUR 4.5 billion. Citycon is No. 1 shopping centre owner in Finland and among the market leaders in Norway, Sweden and Estonia. Citycon has also established a foothold in Denmark.

Citycon has investment-grade credit ratings from Moody's (Baa3) and Standard & Poor's (BBB-). Citycon Oyj's share is listed in Nasdaq Helsinki.

www.citycon.com

CONTACT:

Further information:
Valtteri Piri
IR and Legal Specialist
+358 50 570 10 22
valtteri.piri@citycon.com

This information was brought to you by Cision http://news.cision.com

https://news.cision.com/citycon-oyj/r/conveyance-of-citycon-oyj-s-own-shares-for-payment-of-rewards-earned-under-incentive-programme,c3041464


Company Codes: Bloomberg:CTY1S@FH, Helsinki:CTY1S, ISIN:FI4000369947, RICS:CTY1S.HE
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PRN: Field Test: Compostable Plastics Break Down in Less Than 22 Days in Industrial Composting Fri, 21 Feb 2020 09:47:33 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621304.html http://zend.comunicati.net/comunicati/turismo/varie/621304.html PR Newswire Turismo PR Newswire Turismo

Field Test: Compostable Plastics Break Down in Less Than 22 Days in Industrial Composting

  [21-February-2020]  

BERLIN, Feb. 21, 2020 /PRNewswire/ -- A recent study by Wageningen University & Research, Netherlands, analysed the fate of compostable packaging in an industrial composting plant. The results show that the tested EN13432 certified products break down within a maximum of 22 days. The project was commissioned by the Dutch Ministry of Economic Affairs and Climate Policy. "The study shows that the tested objects have the same or an even faster disintegration and degradation rate as regular biowaste. We need more independent research of this kind," says EUBP Chairman of European Bioplastics (EUBP), François de Bie.

The central aim of the study was to gather more empiric data on whether the disintegration rate of compostable products is sufficient to be compatible with current organic waste treatment practices. In an industrial organic waste treatment trial, nine different compostable plastic products were tested: organic waste collection bags, plant pots, tea bags, coffee pads, coffee capsules, and fruit labels. "We studied how compostable plastics behave in the current Dutch system for the treatment of GFT (i.e source separated biowaste) and came to the conclusion that compostable products can be processed well with GFT," says Maarten van der Zee, co-author of the study.

After a first waste treatment cycle of only 11 days, the PLA plant pot already completely disintegrated. "This is significantly faster than paper and most organic matter. Even the orange and banana peels did not completely disintegrate and needed more time," de Bie commented on the study. "The PLA tea bag also successfully disintegrated within only 22 days."

The study also analysed the visual contamination of compost with plastics. No compostable plastics were identified. "The importance of this result cannot be overstated," de Bie stresses. "All stakeholders involved in organic recycling, now have the proof that certified compostable plastics actually deliver."

"In view of the upcoming development of the framework for biodegradable plastics included in the European Green Deal, I kindly ask the European Commission to take these research results into account and to support more similar research projects," stated de Bie.

To read complete study: https://edepot.wur.nl/514397 

- Picture is available at AP Images (http://www.apimages.com) -

About European Bioplastics:
European Bioplastics (EUBP) is the European association representing the interests of the bioplastics industry along the entire value chain. Its members produce, refine and distribute bioplastics i.e. plastics that are bio-based, biodegradable, or both. More information is available at www.european-bioplastics.org.

Press contact:  
Oliver Buchholz, Communications Manager, European Bioplastics, Marienstr. 19/20, 10117 Berlin, Tel: +49 (0) 30 28482 353, Fax: +49 (0)30 284 82 359, press@european-bioplastics.org

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PRN: Gamuda Land Adopts Yardi Elevate for Leasing and Deal Management Fri, 21 Feb 2020 08:31:03 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621300.html http://zend.comunicati.net/comunicati/turismo/varie/621300.html PR Newswire Turismo PR Newswire Turismo

Gamuda Land Adopts Yardi Elevate for Leasing and Deal Management

  [20-February-2020]  

Strengthening leasing and deal management with an easy-to-use, mobile-friendly solution

KUALA LUMPUR, Malaysia, Feb. 21, 2020 /PRNewswire/ -- Malaysian property developer Gamuda Land will be positioned to grow its commercial portfolio utilising Yardi® Deal Manager, Yardi's cloud-based asset management platform.

Yardi Logo

Yardi® Deal Manager is part of the Yardi Elevate suite, which leverages real-time real estate data from Yardi® Voyager to provide in-depth operational and predictive insights with recommended actions.

By integrating all aspects of the leasing process in a single connected solution, Gamuda Land will reduce leasing cycle times, improve communication, engage prospects and gain insight into portfolio health. Yardi Deal Manager provides complete deal pipeline visibility along with unrivalled deal oversight and approval functionality that helps teams collaborate easily on properties, deals and prospects.

Gamuda Land will also implement Voyager to manage its financial accounting and lease management operations. Browser-agnostic and fully mobile, Voyager drives workforce efficiency, promotes portfolio visibility and delivers comprehensive business intelligence.

"Immediate access to portfolio financial and leasing data from Yardi Elevate will give us a competitive advantage. We recognise that the platform will be a vital element for managing our current operations and laying the groundwork for strategic growth," said Herbie Tan, Director Leasing, Retail and Malls for Gamuda Land.

"We are excited to be working with Gamuda Land and providing them with a technology solution that will not only deliver the intelligence, transparency and reporting to drive decision making that supports growth, but represents a set of fully-connected real estate management solutions delivering the lowest cost of ownership," said Neal Gemassmer, vice president of international for Yardi.

About Gamuda Land
Gamuda Land is the property arm of Gamuda Berhad - the monumental nation builder with a spectrum of experience and expertise in engineering, construction and infrastructure concessions. Gamuda Land has over two decades of experience in developing townships, high-rise developments, country clubs and commercial centres. Some of its high profile, award-winning projects in Malaysia include Gamuda Cove, Gamuda Gardens, twentyfive.7, Horizon Hills, Kota Kemuning, Bandar Botanic, Jade Hills and Valencia among others; more notably, its international foothold is further strengthened by its overseas projects in Australia, Singapore and Vietnam respectively, some of which have won numerous awards.

About Yardi
Yardi® develops and supports industry-leading investment and property management software for all types and sizes of real estate companies. Established in 1984, Yardi is based in Santa Barbara, Calif., and serves clients worldwide. For more information on how Yardi is Energised for Tomorrow, visit yardi.asia

Logo - https://mma.prnewswire.com/media/737275/Yardi_Logo.jpg

 

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PRN: Certero Launches New ITAM and Software Asset Management Platform Fri, 21 Feb 2020 08:26:48 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621298.html http://zend.comunicati.net/comunicati/turismo/varie/621298.html PR Newswire Turismo PR Newswire Turismo

Certero Launches New ITAM and Software Asset Management Platform

  [21-February-2020]  

New SaaS modules, dashboarding engine and addition of RESTful API feature in latest release

WARRINGTON, England, Feb. 21, 2020 /PRNewswire/ -- Certero, the provider of hybrid technology and service solutions for ITAM and SAM, today announced the launch of Version 7 of its Unified Platform, including Enterprise ITAM and SAM products.

The new release includes major enhancements to Certero for Cloud, which now helps customers optimize their subscriptions costs across a wider range of leading enterprise SaaS providers. A new powerful dashboarding and analytics interface meets the reporting needs of not only ITAM professionals, but a growing number of IT and non-IT stakeholders across the organization.

John Lunt, CEO of Certero, explained the drivers behind the Version 7 release: "As our customers diversify their technology spending on-premises and in the cloud, our priority is to help them manage and optimize their larger and more strategic investments, wherever they might be. Our customers have had direct input into which SaaS providers we added support for in Version 7. Likewise, we see an increasing frustration both within and beyond the ITAM stakeholder communities when it comes to reporting, where pre-canned and rigid reports simply don't meet the needs of an increasingly broad user base."

Key among the new SaaS providers supported in the latest release of Certero for Cloud is Okta, which enables customers to not only manage their Okta subscriptions and usage, but gain visibility of the usage of all other SaaS applications managed through the Okta single sign-on technology. Tableau, Slack and Wrike are among the other new SaaS products, joining existing solutions for Office 365, Salesforce and Adobe Creative Cloud.

Version 7 of the Certero Unified Platform also includes an enhanced reporting and dashboarding engine that covers all products and data on the platform. This makes it easy for different stakeholders accessing the Certero platform to build, customize and share dashboards that take full advantage of the unparalleled depth of data and insight available.

Finally, Version 7 of the Certero Unified Platform sees the introduction of a RESTful API which will make it easier to integrate data from the Certero platform into third party applications and databases.

Version 7 of the Certero unified platform will be available in March 2020 and customers using SaaS delivery will be updated automatically. Certero customers should visit the in-product Customer Center for more information.

Media Contact:
Matt Fisher
CMO, Certero
matt.fisher@certero.com
+44-(0)192-586-8970

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PRN: Widespread Digitalization to Promote Adoption of UCaaS and Hosted IP Telephony in Asia-Pacific Fri, 21 Feb 2020 07:03:55 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621293.html http://zend.comunicati.net/comunicati/turismo/varie/621293.html PR Newswire Turismo PR Newswire Turismo

Widespread Digitalization to Promote Adoption of UCaaS and Hosted IP Telephony in Asia-Pacific

  [21-February-2020]  

Addressing security, reliability, and provider viability concerns will accelerate UCaaS adoption, finds Frost & Sullivan

SINGAPORE, Feb. 21, 2020 /PRNewswire/ -- The hosted IP telephony and UCaaS services market in the Asia-Pacific region keeps growing, driven by increasing consumer awareness and demand for cloud communication services. A recent analysis by Frost & Sullivan forecasts that the sector will grow at a CAGR of 23% between 2019 and 2025, with revenues reaching $3.5 billion. The total installed base is also predicted to increase by 29% in the same time period.

"Businesses in the APAC region are expected to drive broader UCaaS adoption and cloud migration as they embark on digital transformation projects," said Youngso Lee, Senior Industry Analyst, Information and Communication Technology at Frost & Sullivan. "Digitalization via UCaaS can evolve the way of work and potentially generate new business opportunities in the digital market."

Frost & Sullivan's latest research, Analysis of Asia-Pacific Hosted IP Telephony and UCaaS Market, Forecast to 2025, explores the current and future trends of the Asia-Pacific hosted IP telephony and UCaaS services market. It analyzes the service providers' market share and provides detailed region-wise revenue and market forecasts through 2025.

For further information on this analysis, please visit: http://frost.ly/406

The market is expected to grow at double-digit rates between 2019 and 2025 in terms of both users and revenues. Maturing technologies and business models, as well as fully established customer awareness about the benefits of business unified communications, hosted IP telephony, and UCaaS, will help accelerate adoption, thereby helping service providers generate a higher average revenue per user (ARPU).

"Feature enhancements will help generate a higher ARPU from customers with purchasing power," noted Lee. "Nevertheless, a significant portion of service provider revenues will come from low-end basic packages of service bundles, which are most sought after by small and medium-sized businesses."

Service providers can also leverage the growth opportunities in:

  • Addressing security, reliability, and provider viability concerns
  • Expanding geographical coverage to attract multinational companies
  • Improving user experience with easy-to-use solutions to increase adoption
  • Supporting businesses by offering seamless cloud migration and cloud integration capabilities
  • Offering vertical-specific solutions to improve UCaaS adoption

Analysis of Asia-Pacific Hosted IP Telephony and UCaaS Market, Forecast to 2025 is a part of Frost & Sullivan's Information and Communication Technology Growth Partnership Service program, which helps organizations identify a continuous flow of growth opportunities to succeed in an unpredictable future.

About Frost & Sullivan

For over five decades, Frost & Sullivan has become world-renowned for its role in helping investors, corporate leaders and governments navigate economic changes and identify disruptive technologies, Mega Trends, new business models and companies to action, resulting in a continuous flow of growth opportunities to drive future success. Contact us: Start the discussion.

Analysis of Asia-Pacific Hosted IP Telephony and UCaaS Market, Forecast to 2025
PA96-64

Contact:

Melissa Tan
Corporate Communications, Frost & Sullivan
E: melissa.tan@frost.com
P: +65 68900926

http://ww2.frost.com

 

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PRN: Invitation to Investor Day With Electrolux Professional Fri, 21 Feb 2020 06:32:09 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621288.html http://zend.comunicati.net/comunicati/turismo/varie/621288.html PR Newswire Turismo PR Newswire Turismo

Invitation to Investor Day With Electrolux Professional

  [21-February-2020]  

STOCKHOLM, Feb. 21, 2020 /PRNewswire/ -- Electrolux has the pleasure of inviting investors, financial analysts and media representatives to an Investor Day hosted by Electrolux Professional in Stockholm on March 11, 2020. The event will be hosted by Alberto Zanata, President and CEO of Electrolux Professional, together with parts of the management team of Electrolux Professional.

The Investor Day will provide a review of the company's strategy, financial development and goals, and a description of products, production and markets. 

The event will take place at IVA Conference Centre, Grev Turegatan 16, Stockholm between 10.00 and 14.30.

Please register for the Investor Day through Jacob Broberg, SVP IR and Corporate Communication at Electrolux Professional: jacob.broberg@electroluxprofessional.com.

CONTACT:

For further information, please contact Jacob Broberg, Electrolux Professional, +46 70 190 0033.

This information was brought to you by Cision http://news.cision.com

https://news.cision.com/electrolux/r/invitation-to-investor-day-with-electrolux-professional,c3040680

The following files are available for download:

 


Company Codes: Berlin:ELX, OTC-PINK:ELUXY, ISIN:SE0000103806, ISIN:SE0000103814, LSE:0GQ1, LSE:0MDT, OTC-PINK:ELUXF, RICS:ELUXA.ST, RICS:ELUXB.ST, Stockholm:ELUXA, Stockholm:ELUXB, Berne:ELX, Bloomberg:ELUXA@SS, Bloomberg:ELUXB@SS, Dusseldorf:ELX, Frankfurt:ELX, Munich:ELX, Stuttgart:ELX
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PRN: Paytah Supports Global Growth Strategy Fri, 21 Feb 2020 06:27:38 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621287.html http://zend.comunicati.net/comunicati/turismo/varie/621287.html PR Newswire Turismo PR Newswire Turismo

Paytah Supports Global Growth Strategy

  [21-February-2020]  

The payment institution offers smart financial services

BIRKIRKARA, Malta, Feb. 21, 2020 /PRNewswire/ -- Considered as one of the top payment service providers in Europe, Paytah

Payment Solutions (PAYTAH), which uses cutting edge financial technology applications, is also the first finance institution to offer IBAN (International Bank Account Numbers) running on blockchain.

 

FINANCIAL INCLUSION THROUGH INNOVATIVE PAYMENT SOLUTIONS

 

A participant of the European Payment Council, this user-friendly and cost-effective banking service alternative is one of the first crypto-friendly payment service providers. Its services include instant transfers within Paytah accounts, Euro transfers to external accounts via SEPA, Euro deposits through SEPA, International wire and credit card transactions, private encrypted messaging between client/Paytah or client/client.

Designed to ensure payment safety, product quality and data integrity throughout the life cycle of a regulated product, the personalized IBANs and SEPA help facilitate the process of opening a business or individual account less the bureaucracy, thus, a much faster service. This brings Paytah at the forefront of financial innovation and continues to help in the growth of the company.

Paytah Founder and Chairman Marco Lavanna, who has successfully steered the company since late 2018, affirms that "Paytah provides true agility and responsiveness towards the market. We give first class customer experience while transactions are faster, more affordable, and highly safe. We are fully compliant with the European Payment Council, as we have proudly launched the Paytah Wallet, a wallet account application, meticulously developed to be seamless and user-friendly."

Paytah is committed to finding solutions to challenges in the online finance sector as it expedites growth for companies and individuals.

For more information on Paytah, please log on to www.paytah.com.

ABOUT PAYTAH PAYMENT SOLUTIONS

Paytah Payment Solutions (Phoenix Payments Ltd) is a fully licensed financial institution regulated by the Malta Financial Services Authority (MFSA). It has passported its activity to all 28 EU and EEA member states. PAYTAH operates under the legal framework of the European Payment Services Directive established to provide safer and more innovative payment services across the EU.

Photo - https://mma.prnewswire.com/media/1093594/Paytah_Payment_Solutions.jpg

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PRN: Bulletin From AB Electrolux Extraordinary General Meeting 2020 Fri, 21 Feb 2020 06:02:04 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621285.html http://zend.comunicati.net/comunicati/turismo/varie/621285.html PR Newswire Turismo PR Newswire Turismo

Bulletin From AB Electrolux Extraordinary General Meeting 2020

  [21-February-2020]  

At the Extraordinary General Meeting ("EGM") in AB Electrolux ("Electrolux") held today in Stockholm it was resolved to distribute all shares in the wholly-owned subsidiary Electrolux Professional AB ("Electrolux Professional") to the shareholders of Electrolux.

STOCKHOLM, Feb. 21, 2020 /PRNewswire/ -- The EGM resolved in accordance with the Board's proposal to distribute all shares in the wholly-owned subsidiary Electrolux Professional, whereby one (1) share of series A in Electrolux will entitle to one (1) share of series A in Electrolux Professional and one (1) share of series B in Electrolux will entitle to one (1) share of series B in Electrolux Professional.

The EGM also authorized the Electrolux Board to determine the record date for the distribution of the shares in Electrolux Professional. The record date is expected to take place close to the distribution and first day of trading in the Electrolux Professional share, which is planned to take place on March 23, 2020.

Electrolux Professional intends to apply for listing of the shares in Electrolux Professional on Nasdaq Stockholm by the end of February 2020. A prospectus for admission to trading of the shares in Electrolux Professional is planned to be published on March 10, 2020.

Investors, financial analysts and media representatives are invited to Electrolux Professional's first Investor Day, planned to be held on March 11, 2020 in Stockholm, Sweden. Registration for the Investor Day is done through Jacob Broberg, SVP Investor Relations and Corporate Communication for Electrolux Professional: jacob.broberg@electroluxprofessional.com

Full details on the proposal adopted by the EGM can be downloaded at www.electroluxgroup.com/egm2020.

CONTACT:

For further information, please contact:
Sophie Arnius, Head of Investor Relations, +46 70 590 80 72
Electrolux Press Hotline, +46 8 657 65 07

This information was brought to you by Cision http://news.cision.com

https://news.cision.com/electrolux/r/bulletin-from-ab-electrolux-extraordinary-general-meeting-2020,c3039528

The following files are available for download:

 


Company Codes: Berlin:ELX, OTC-PINK:ELUXY, ISIN:SE0000103806, ISIN:SE0000103814, LSE:0GQ1, LSE:0MDT, OTC-PINK:ELUXF, RICS:ELUXA.ST, RICS:ELUXB.ST, Stockholm:ELUXA, Stockholm:ELUXB, Berne:ELX, Dusseldorf:ELX, Frankfurt:ELX, Munich:ELX, Stuttgart:ELX
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PRN: I4MS Overcomes the MWC2020 Cancellation and Will Continue Digitally Transforming SMEs Online Fri, 21 Feb 2020 05:55:13 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621281.html http://zend.comunicati.net/comunicati/turismo/varie/621281.html PR Newswire Turismo PR Newswire Turismo

I4MS Overcomes the MWC2020 Cancellation and Will Continue Digitally Transforming SMEs Online

  [21-February-2020]  

BARCELONA, Spain, Feb. 21, 2020 /PRNewswire/ --

  • The European Initiative I4MS had planned a range of activities for EU manufacturing SMEs during MWC2020.
  • Instead, I4MS joins the movement "the show must go on" of the Barcelona innovation ecosystem and organises a webinar for SMEs that will not be able to attend Mobile World Congress 2020 due to its cancellation.
  • The intention is to facilitate the adoption of industry 4.0 enabler technologies to facilitate that EU manufacturing SMEs in their digital transformation processes.

The I4MS initiative sends a message to the overall EU manufacturing community to keep working towards the digitalization of the economy, despite the obstacle that has represented the cancellation of one of the biggest tech events worldwide that is the Mobile World Congress that take places in Barcelona.

I4MS Promotion Banner

I4MS also joins the Barcelona innovation ecosystem "the show must go on" spirit, to maintain the MWC2020 agenda to the maximum extent. In any case, I4MS will continue showcasing industry 4.0 technologies in Europe through its brand. This event will take place now online through a webinar focused on additive manufacturing, high-performance computing simulations, cyber-physical systems and IoT and intra-factory logistics.

The intention is to expand the impact of early adopters' experiments within the EU manufacturing sector. Many companies still must go through this transformation process to raise their competitiveness and be able to create wealth in a modern context. This is key to maintain the competition with the other two major global blocs, USA and China. To this end, I4MS experts are inviting SMEs to attend a webinar in which they will explain how to access these technologies, on the 25th of February at 12:00 CET. The webinar can be attended in the following url: https://www.eventbrite.co.uk/e/i4ms-digital-transformation-services-marketplaces-for-manufacturing-smes-tickets-95222516109

This webinar, organised by FundingBox and Mobile World Capital, will keep guiding SMEs in their digital transformation path, explaining how digital technologies can improve product quality, process efficiency, and business profitability and how to master the deployment and operationalization of digital tools and the use of those particular tools and marketplaces. 

The EU companies registered at the MWC2020 event and interested in industry 4.0 developments can join this online activity that will count with the presence of experts from other EU initiatives: L4MS, Cloudifacturing, MIDIH and AMable.

About I4MS

I4MS, ICT Innovation for Manufacturing SMEs, is a European initiative supporting manufacturing SMEs and mid-caps in the widespread use of information and communication technologies (ICT) in their business operations. This project has received funding from the European Union's Horizon 2020 research and innovation programme under grant agreement No 768631

Are you interested? Read more about our project  https://www.eventbrite.co.uk/e/i4ms-digital-transformation-services-marketplaces-for-manufacturing-smes-tickets-95222516109

Photo - https://mma.prnewswire.com/media/1092122/I4MS_Promotion_Banner.jpg

For more information, contact:

Juan Antonio Pavón Losada 
E-mail: japavon@mobileworldcapital.com   
Telephone: +34 673-007-282

 

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PRN: SabanciDx Closes 2019 With Record Growth Fri, 21 Feb 2020 05:50:19 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621277.html http://zend.comunicati.net/comunicati/turismo/varie/621277.html PR Newswire Turismo PR Newswire Turismo

SabancıDx Closes 2019 With Record Growth

  [21-February-2020]  

Having increased its investments in new generation technologies including advanced data analytics, cyber security and artificial intelligence, SabancıDx grew by 39% in turnover and 96% in net income in 2019. The company launched its Digital Campus based on collaboration among the private sector, academic institutions and start-ups, and expanded into Portugal and Egypt through software.

ISTANBUL, Feb. 21, 2020 /PRNewswire/ -- SabancıDx, the digital and analytics company of Sabancı Group, achieved 39% growth in turnover and increased its net income by 96% in 2019 through its investments in technologies including advanced data analytics, robotic process automation, blockchain, artificial intelligence and industrial IoT. With its outstanding rapid growth and the bold steps it took, SabancıDx was also named by Fortune Magazine among the companies to follow in 2020.

The CFO of Sabancı Holding and SabancıDx Executive Director Barış Oran

SabancıDx partnered with five new generation technology start-ups

SabancıDx launched its Digital Campus in the last quarter of 2019 with a goal to create an R&D ecosystem based on collaboration among industry, academic institutions and start-ups and initiated the Catalist Start-up Program in the campus where more than 300 start-ups were analysed for collaboration. After identifying 50 start-ups as partner candidates, SabancıDx started to work actively with five start-ups operating in new generation technology fields including IoT, advanced data analytics and digital twins.

Expanded into two new markets through software exports

SabancıDx expanded its online procurement platform Pratis to Egypt and Portugal in 2019. Pratis, the platform bringing companies and best in class suppliers, analyses data of the last five years in order to increase the efficiency of procurement departments. Thanks to its broad supplier base, companies using Pratis enjoy strategic procurement and e-tender processes with optimum costs.   

Value creation of TRY 200 million through advanced data analytics

Using data to transform businesses through data analytics, SabancıDx conducted 74 analytics projects including 27 projects in industrial and cement sectors, 11 projects in energy sector, 19 projects in insurance sector and 17 projects in retail sector. TRY 200 million equivalent of value was created with projects to improve efficiency, profitability and product quality. The DnA Platform, formed as a SabancıDx initiative to increase advanced data analytics' transformative and synergizing impact in the business world and hosts Sabancı University Advanced Data Analytics Academy alumni and analytics professionals of Sabancı Group, reached 200 members in 2019.

The CFO of Sabancı Holding and SabancıDx Executive Director Barış Oran, commented on SabancıDx's 2019 activities: "Reinventing itself through refocusing on key growth areas with the 'Sabancı of New Generation' vision, SabancıDx contributes to the digitalization and innovative transformation of companies while making business processes more efficient and competitive by acting as the digital facilitator of companies. In 2019, we have achieved rapid growth in advanced data analytics, software development and robotic process automation. Developing products in analytical solutions, growing in other markets, achieving fast growth through building up capabilities in industrial IoT and cyber security are the priorities for 2020. The Digital Campus will be a great example of collaboration. SabancıDx has generated a significant field of attraction for talent in the technology field through growth and transformation."

SabancıDx Managing Director Burak Aydın underlined that 2019 was a milestone for SabancıDx and added: "We had a very successful year. Following 2018 in which we relaunched our corporate branding, we had a comprehensive transformation in 2019. We have always believed in the power of collaboration among industry, academic institutions and start-ups for Turkey's long-term development and we have established an innovation-driven ecosystem in our Digital Campus. Digital Campus has already become a meeting point for businesses, academicians and start-ups. We went through a transformation that adopted a new approach with teams that can adapt quickly to changes, create value and perform in a flat organization.

In line with the vision for SabancıDx, we are working for solutions related to the quality, deduplication and correlation of data, which has become the new currency of our day, and on transforming data into information, and information into added value with advanced data analytics. We had significant success in expanding our business, both in scope and geography. I believe that we have laid a strong foundation for the next decade in terms of developing new products and expanding into markets abroad and we will be guiding Turkey's digital transformation journey with success."

About SabancıDx

Having operated under Sabancı Holding, SabancıDx aims to pioneer Turkey's digital transformation through the vision of expanding into a global landscape. SabancıDx continues its activities in the field of advanced data analytics and digital transformation with the legacy it inherited from BimSA, which has 43 years of information technology experience and has completed many firsts and successful projects. SabancıDx plays an important role in the 'Sabancı of the New Generation' approach adopted by the Sabancı Group with its breakthrough new generation technologies such as Advanced Data Analytics, Robotic Workforce and Cyber Security.

https://www.sabancidx.com/

Photo - https://mma.prnewswire.com/media/1093132/Baris_Oran.jpg
Photo - https://mma.prnewswire.com/media/1093133/Burak_Aydin.jpg 
Logo - https://mma.prnewswire.com/media/1093131/SabanciDx_Logo.jpg

Contact:
Ayşe Ekin Gündüz
Bordo PR
+90-212-219-29-71 / +90-533-921-43-53
ayseg@bordopr.com.tr 

SabancıDx Managing Director Burak Aydın

SabanciDx Logo

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PRN: Study from Ascensia Demonstrates Impact of BGMS Selection on Glycemic Control when Using a Diabetes Management App Fri, 21 Feb 2020 05:50:19 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621280.html http://zend.comunicati.net/comunicati/turismo/varie/621280.html PR Newswire Turismo PR Newswire Turismo

Study from Ascensia Demonstrates Impact of BGMS Selection on Glycemic Control when Using a Diabetes Management App

  [21-February-2020]  

First-of-its-kind data in Ascensia's first ever oral presentation at ATTD, highlights the importance of meter selection for diabetes management apps by assessing accuracy at low blood glucose ranges

MADRID, Feb. 21, 2020 /PRNewswire/ -- Today, at the International Conference on Advanced Technologies & Treatments for Diabetes (ATTD) 2020, Ascensia presented data from a study that assessed the performance of blood glucose monitoring systems (BGMSs) when used with mobile applications (apps) for diabetes management1. At the event, data from Ascensia's first ever oral presentation highlighted the challenges of hypoglycemia management using apps and demonstrated that not all BGMSs using apps are capable of detecting hypoglycemia with a high probability, which has the potential to make them less effective in supporting glycemic control. ATTD 2020 is taking place in Madrid, Spain from February 19-22, 2020.   

Ascensia Diabetes Care Logo

Apps for type 1 and type 2 diabetes management often rely on data from glucose monitoring devices, such as BGMSs. These apps are designed to provide support that can help to reduce the occurrence of hypoglycemia and enable more effective glycemic control. Therefore, the performance of these apps in hypoglycemia management is dependent on the quality and accuracy of the data from the BGMSs, particularly in the low blood glucose range (LBGR: ≤70 mg/dl).  

The Ascensia sponsored study presented at ATTD used a statistical model applied to real BGMS data to calculate the probability of achieving ±15% of a reference blood glucose (BG) value of 50 mg/dl for a variety of available BGMSs that can link to apps for diabetes management1. The BGMSs included were CONTOUR®NEXT ONE (CNO), Accu-Chek Aviva Connect, FreeStyle Freedom Lite, GlucoMen Areo and OneTouch Verio.  

The study demonstrated that not all systems were capable of detecting hypoglycemia with a high probability. Based on this analysis in the LBGR, the probability of achieving ±15% of the reference BG value of 50 mg/dl for CNO was above 95%, whereas it was below 95% for some of the other BGMSs studied. Specifically, CNO's predicted BG value was 50.74mg/dL, with a 95% confidence interval of ±3.25 mg/dL. This analysis shows that BGMS selection is critical in assessing the effectiveness of apps for glycemic control and hypoglycemia detection.  

These results follow two recent studies that demonstrate the accuracy of products in the CONTOUR® portfolio in the LBGR, which are also being presented as posters at ATTD 20202,3. These two studies also used data from clinical trials applied to a linear regression model to calculate the likelihood of accurate BGMS performance in the LBGR. These assessments showed that the CNO, CONTOUR®PLUS (CP) and CONTOUR®PLUS ONE (CPO) BGMSs maintained high levels of accuracy in the LGBR, which is important for safe and effective diabetes management. The probability of having results within ±15% of the reference BG values was >95% for all three systems, and was in contrast to other systems included in these studies. 

Together, the results of these studies highlight the importance of selecting a highly accurate BGMS in order to enable effective diabetes management through an app and demonstrate the high levels of accuracy of the three BGMSs from the CONTOUR® range in the LBGR. 

James Richardson, Medical Lead BGM â€�“ Mature Markets at Ascensia Diabetes Care, said: "It's a privilege to be invited to present these important findings to the diabetes community at ATTD 2020, which is a first for Ascensia. We believe these studies are of great clinical importance to people with diabetes, as the results show that accurate blood glucose data is critical for effective use of diabetes management apps."  

Sabina Furber, M.D., Chief Medical Officer at Ascensia Diabetes Care, added: "These findings demonstrate the importance of the accuracy of blood glucose monitoring systems in the low blood glucose range where the risks to health are the highest and the impact of accuracy on the effectiveness of diabetes management apps. We want to be at the forefront of scientific excellence in assessing the quality of diabetes devices and digital solutions. These data further validate the accuracy of Ascensia's world-renowned CONTOUR® product portfolio, which many people depend upon to manage their diabetes."     

References  

  1. Richardson J. et al., Challenges of Hypoglycemia management using mobile applications. Poster presented at International Conference on Advanced Technologies & Treatments for Diabetes, Madrid, Spain, 2020.
  2. Stuhr A. et al., Accuracy of CONTOUR®NEXT ONE BGMS in low blood glucose range using probability methodology. Poster presented at International Conference on Advanced Technologies & Treatments for Diabetes, Madrid, Spain, 2020.
  3. Shaginian R. et al., Blood glucose monitoring systems' performance in low blood glucose range and its clinical implications. Poster presented at International Conference on Advanced Technologies & Treatments for Diabetes, Madrid, Spain, 2020.

Logo: https://mma.prnewswire.co! m/media/7 49389/Ascensia_Diabetes_Care_Logo.jpg   

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PRN: Invitation to Ericsson's Annual General Meeting 2020 Fri, 21 Feb 2020 05:06:41 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621270.html http://zend.comunicati.net/comunicati/turismo/varie/621270.html PR Newswire Turismo PR Newswire Turismo

Invitation to Ericsson's Annual General Meeting 2020

  [21-February-2020]  

STOCKHOLM, Feb. 21, 2020 /PRNewswire/ -- The Annual General Meeting of shareholders of Telefonaktiebolaget LM Ericsson (NASDAQ: ERIC) will be held on Tuesday, March 31, 2020, at 3 p.m. at Kistamässan, Arne Beurlings Torg 5, Kista/Stockholm.

The Nomination Committee proposes among other things:

  • Unchanged composition of the Board of Directors (item 11 and item 12)
  • Increase of the Board fees and the fees for work on the Committees of the Board (item 10)
  • Election of Deloitte AB as new auditor (item 15)

The Board of Directors proposes among other things:

  • A dividend of SEK 1.50 per share, to be paid in two equal installments (item 8.3)
  • Revised Guidelines for remuneration to Group Management to align with new legislation while keeping the core principles unchanged (item 16)
  • A Long-term Variable Compensation Program for the Executive Team, with a one-year Group operating income target for 2020 and three-year total shareholder return targets, all targets with a three-year vesting period (item 17)
  • Transfer of treasury stock in relation to the Long-Term Variable Compensation Programs 2020, 2019 and 2018 (item 17.2 and item 18)

Welcome to the Annual General Meeting of shareholders 2020 of Telefonaktiebolaget LM Ericsson

Telefonaktiebolaget LM Ericsson's (reg. no 556016-0680) shareholders are invited to participate in the Annual General Meeting of shareholders to be held on Tuesday, March 31, 2020 at 3 p.m. at Kistamässan, Arne Beurlings Torg 5, Kista/Stockholm. Registration to the Annual General Meeting starts at 1.30 p.m.

Registration and notice of attendance

Shareholders who wish to attend the Annual General Meeting must

  • be recorded in the share register kept by Euroclear Sweden AB, the Swedish securities registry, on Wednesday, March 25, 2020; and
  • give notice of attendance to the Company at the latest on Wednesday, March 25, 2020. Notice of attendance can be given by telephone +46 (0)8 402 90 54 on weekdays between 10 a.m. and 4 p.m. or on Ericsson's website www.ericsson.com.

Notice may also be given in writing to:
Telefonaktiebolaget LM Ericsson
General Meeting of shareholders
c/o Euroclear Sweden AB
Box 191
SE-101 23 Stockholm
Sweden

When giving notice of attendance, please state name, date of birth or registration number, address, telephone number and number of attending assistants, if any.

The Annual General Meeting will be conducted in Swedish and simultaneously translated into English.

Shares registered in the name of a nominee

In addition to giving notice of attendance, shareholders having their shares registered in the name of a nominee, must request the nominee to temporarily enter the shareholder into the share register as per Wednesday, March 25, 2020, in order to be entitled to attend the Annual General Meeting. The shareholder should inform the nominee to that effect well before that day.

Proxy

Shareholders represented by proxy shall issue a power of attorney for the representative. A power of attorney issued by a legal entity must be accompanied by a copy of the entity's certificate of registration (should no such certificate exist; a corresponding document of authority must be submitted). In order to facilitate the registration at the Annual General Meeting, the power of attorney in the original, certificate of registration and other documents of authority should be sent to the Company in advance to the address above for receipt by Monday, March 30, 2020. Forms of power of attorney in Swedish and English are available on Ericsson's website, www.ericsson.com.

Processing of personal data

For information on how your personal data is processed, see: https://www.euroclear.com/dam/ESw/Legal/Privacy-notice-bolagsstammor-engelska.pdf

Agenda

1. Election of the Chair of the Annual General Meeting

2. Preparation and approval of the voting list

3. Approval of the agenda of the Annual General Meeting

4. Determination whether the Annual General Meeting has been properly convened

5. Election of two persons approving the minutes

6. Presentation of the annual report, the auditor's report, the consolidated accounts, the auditor's report on the consolidated accounts and the auditor's report whether the guidelines for remuneration to group management have been complied with, as well as the auditor's presentation of the audit work with respect to 2019

7. The President's speech. Questions from the shareholders to the Board of Directors and the management

8. Resolution with respect to         

1. adoption of the income statement and the balance sheet, the consolidated income statement and the consolidated balance sheet;

2. discharge of liability for the members of the Board of Directors and the President; and

3. the appropriation of the results in accordance with the approved balance sheet and determination of the record dates for dividend

9. Determination of the number of Board members and deputies of the Board of Directors to be elected by the Annual General Meeting

10. Determination of the fees payable to members of the Board of Directors elected by the Annual General Meeting and members of the Committees of the Board of Directors elected by the Annual General Meeting

11. Election of the members and deputies of the Board of Directors 

The Nomination Committee's proposal for Board members:       

1. Jon Fredrik Baksaas

2. Jan Carlson

3. Nora Denzel

4. Börje Ekholm

5. Eric A. Elzvik

6. Kurt Jofs

7. Ronnie Leten

8. Kristin S. Rinne

9. Helena Stjernholm

10. Jacob Wallenberg

12. Election of the Chair of the Board of Directors The Nomination Committee's proposal: 

The Nomination Committee proposes that Ronnie Leten be re-elected Chair of the Board of Directors.

13. Determination of the number of auditors

14. Determination of the fees payable to the auditors

15. Election of auditors

16. Resolution on the guidelines for remuneration to Group Management

17. Long-Term Variable Compensation Program 2020 ("LTV 2020")   

1. Resolution on implementation of LTV 2020

2. Resolution on transfer of treasury stock for the LTV 2020

3. Resolution on Equity Swap Agreement with third party in relation to the LTV 2020

18. Resolution on transfer of treasury stock to employees and on an exchange in relation to the resolution on the Long-Term Variable Compensation Programs 2018 and 2019

19. Resolution on transfer of treasury stock in relation to the resolutions on the Long-Term Variable Compensation Programs 2016 and 2017

20. Resolution on proposal from the shareholder Thorwald Arvidsson to amend the articles of association in the following way:  

1. to make an addition to § 5 of the articles of association - a new section two - stating: all shares carry equal rights; and

2. to delete § 6 of the articles of association, and to adjust the numbering accordingly.

21. Resolution on proposal from the shareholder Thorwald Arvidsson that the Annual General Meeting resolve to delegate to the Board of Directors:       

1. to work for the abolishment of the possibility to have voting power differences in the Swedish Companies Act, primarily by turning to the Government of Sweden; and

2. to prepare a proposal for Board and Nomination Committee representation for the small and midsize shareholders, to be presented to the Annual General Meeting 2021, or any earlier held extraordinary general shareholders meeting.  The assignment shall also include working to ensure that the corresponding change is made in national legislation, primarily by turning to the Government of Sweden 

22. Resolution on proposal from the shareholder Thorwald Arvidsson for an examination through a special examiner (Sw. särskild granskning) of the circumstances leading to the company reportedly having to pay SEK 10.1 billion to the US public treasury. This special examination shall also cover the company auditors' actions or lack of actions.

23. Resolution on proposal from the shareholder Einar Hellbom that the Annual General Meeting resolve that the Board of Directors shall propose at the next General Meeting of shareholders that all shares carry equal voting rights and describe how this should be implemented

24. Closing of the Annual General Meeting

Item 1 Chair of the Annual General Meeting

The Nomination Committee, appointed in accordance with the Instruction for the Nomination Committee resolved by the Annual General Meeting 2012, is composed of the Chair of the Committee Johan Forssell (Investor AB), Karl Åberg (AB Industrivärden and Svenska Handelsbankens Pensionsstiftelse), Jonas Synnergren (Cevian Capital Partners Limited), Anders Oscarsson (AMF Försäkring och Fonder) and Ronnie Leten (Chair of the Board of Directors). The Nomination Committee proposes that Advokat Sven Unger be elected Chair of the Annual General Meeting of shareholders 2020.

Item 8.3 Dividend and record dates

The Board of Directors proposes a dividend to the shareholders of SEK 1.50 per share. The dividend is proposed to be paid in two equal installments, SEK 0.75 per share with the record date Thursday, April 2, 2020, and SEK 0.75 per share with the record date Friday, October 2, 2020. Assuming these dates will be the record dates, Euroclear Sweden AB is expected to disburse SEK 0.75 per share on Tuesday, April 7, 2020, and SEK 0.75 per share on Wednesday, October 7, 2020.

Item 9 Number of Board members and deputies to be elected by the Annual General Meeting

According to the articles of association, the Board of Directors shall consist of no less than five and no more than twelve Board members, with no more than six deputies. The Nomination Committee proposes that the number of Board members elected by the Annual General Meeting of shareholders shall be ten and that no deputies be elected.

Item 10 Fees payable to members of the Board of Directors elected by the Annual General Meeting and to members of the Committees of the Board of Directors elected by the Annual General Meeting

The Nomination Committee proposes that fees to non-employee Board members elected by the Annual General Meeting and non-employee members of the Committees of the Board of Directors elected by the Annual General Meeting be paid as follows:

  • SEK 4,175,000 to the Chair of the Board of Directors (previously SEK 4,075,000);
  • SEK 1,050,000 to each of the other Board members (previously SEK 1,020,000);
  • SEK 420,000 to the Chair of the Audit and Compliance Committee (previously SEK 400,000);
  • SEK 270,000 to each of the other members of the Audit and Compliance Committee (previously SEK 250,000);
  • SEK 205,000 to each Chair of the Finance, the Remuneration and the Technology and Science Committee (previously SEK 200,000); and
  • SEK 180,000! t o each of the other members of the Finance, the Remuneration and the Technology and Science Committee (previously SEK 175,000).

A basic principle when assessing Board fees is that these shall be competitive and enable the recruitment and retainment of individuals with the best possible competence. When assessing the level of fees, a comparison has been made in relation to the Board fees in companies of equal size and complexity and it should be considered that the Ericsson Group has customers in 180 countries and that sales in 2019 amounted to more than SEK 200 billion.

The Nomination Committee has compared the Board fees in Ericsson with Board fees in other international high-tech companies and has concluded that an increase of all fees in accordance with the above is reasonable and well-justified, in order to secure that the fees remain relevant compared to other companies in the market. The proposal of the Nomination Committee implies all in all an increase of the fees of approximately 3% compared with the total fees to the corresponding number of Board and Committee members for Board and Committee work resolved by the Annual General Meeting 2019.

Fees in the form of synthetic shares

Background

The Nomination Committee believes that it is appropriate that Board members elected by the shareholders hold shares in Ericsson, in order to strengthen the Board members' and the shareholders' mutual interests in the Company. The Nomination Committee recommends Board members elected by the shareholders to, during a five year period, build a holding of shares or synthetic shares in Ericsson at least corresponding to the value of the annual Board fee (excluding fees for Committee work), and that such holding be kept during the time the Board member remain Board member in Ericsson.

To enable Board members to create an economic interest in the Company and considering that it is in many cases difficult for Board members to trade in the Company's share due to applicable insider rules, the Nomination Committee proposes that the Board members should, as previously, be offered the possibility of receiving part of the Board fees in the form of synthetic shares. A synthetic share constitutes a right to receive payment of an amount which corresponds to the market value of a share of series B in the Company on Nasdaq Stockholm at the time of payment.

Proposal

The Nomination Committee therefore proposes that the Annual General Meeting of shareholders 2020 resolve that part of the fees to the Directors, in respect of their Board assignment (however, not in respect of Committee work), may be paid in the form of synthetic shares, on the following terms and conditions.

  • A nominated Director shall be able to choose to receive the fee in respect of his or her Board assignment, according to the following four alternatives:

i. 25 percent in cash - 75 percent in synthetic shares

ii. 50 percent in cash - 50 percent in synthetic shares

iii. 75 percent in cash - 25 percent in synthetic shares

iv. 100 percent in cash.

  • The number of synthetic shares to be allocated shall be valued to an average of the market price of shares of series B in the Company on Nasdaq Stockholm during a period of five trading days immediately following the publication of Ericsson's interim report for the first quarter of 2020. The synthetic shares are vested during the term of office, with 25 percent per quarter of the year.             
  • The synthetic shares give a right to, following the publication of Ericsson's year-end financial statement in 2025, receive payment of a cash amount per synthetic share corre­sponding to the market price of shares of series B in the Company at the time of payment.
  • An amount corresponding to dividend in respect of shares of series B in the Company, resolved by the Annual General Meeting during the holding period, shall be disbursed at the same time as the cash amount.
  • Sh ould the Director's assignment to the Board of Directors come to an end no later than dur­ing the third calendar year after the year in which the Annual General Meeting re­solved on allocation of the synthetic shares, payment may take place the year after the assignment came to an end.
  • The number of synthetic shares may be subject to recalculation in the event of bonus issues, splits, rights issues and similar measures, under the terms and conditions for the synthetic shares.

The complete terms and conditions for the synthetic shares are described in Exhibit 1 to the Nomination Committee's proposal.

The financial difference for the Company, should all Directors receive part of their fees in the form of synthetic shares compared with the fees being paid in cash only, is assessed to be limited.

Item 11 Election of Board members and deputies of the Board of Directors

The Nomination Committee proposes that the following persons be re-elected Board members:

11.1  Jon Fredrik Baksaas

11.2  Jan Carlson

11.3  Nora Denzel

11.4  Börje Ekholm

11.5  Eric A. Elzvik

11.6  Kurt Jofs

11.7  Ronnie Leten

11.8  Kristin S. Rinne

11.9  Helena Stjernholm, and

11.10  Jacob Wallenberg

In the composition of the Board of Directors, the Nomination Committee considers, among other things, experience and competence needed in the Board of Directors and its Committees, and also the value of diversity in age, gender and cultural/geographic background as well as the need for renewal. The Nomination Committee has applied the Swedish Corporate Governance Code, Section 4.1, as diversity policy. The Nomination Committee also assesses the appropriateness of the number of members of the Board of Directors and whether the Board members can devote the necessary time required to fulfill their tasks as Board members in Ericsson. The Nomination Committee primarily searches for potential Board member candidates for the upcoming mandate period but also considers future competence needs. It is a long journey to identify the right candidates for the future, meaning that long-term planning is essential for the Nomination Committee.

In its appraisal of qualifications and performance of the individual Board members, the Nomination Committee takes into account the competence and experience of each individual member along with the individual member's contribution to the Board work as a whole and to the Committee work. The Nomination Committee has familiarized itself with the results of the Board work evaluation that was led by the Chair of the Board of Directors. The Nomination Committee believes that it is very important that the composition of Board members proposed includes complementing experiences and competencies to enable the Board of Directors to contribute to a positive development of Ericsson. The Nomination Committee aims to propose a Board of Directors that constitutes a good team to lead Ericsson.

The Nomination Committee is of the opinion that the current Board of Directors and Board work is well functioning. Further it is the Nomination Committee's view that the Board fulfils high expectations in terms of composition and that the Board of Directors as well as the individual Board members fulfil high expectations in terms of expertise. The Nomination Committee believes that the proposed Board composition provides the Company with the right conditions for realizing its long-term potential. Out of the proposed Board members to be elected by the Annual General Meeting of shareholders (excluding the President and CEO) 33% are women. Gender balance is a key priority for the Nomination Committee, and the Committee works to improve the gender balance on the Board of Directors over time.

Since the Nomination Committee believes that stability and continuity on the Board of Directors is in the interest of Ericsson to secure continuity in the execution and follow up of Ericsson's focused strategy, the Nomination Committee does not propose any changes to the composition of the Board of Directors this year.

Information regarding proposed Board members

Information regarding the proposed Board members is presented in Exhibit 2 to the Nomination Committee's proposal.

Independence of Board members

The Nomination Committee has made the following assessments in terms of applicable Swedish independence requirements:

(i)  The Nomination Committee considers that at least the following Board members are independent of the Company and its senior management:

a. Jon Fredrik Baksaas

b. Jan Carlson

c. Nora Denzel

d. Eric A. Elzvik

e. Kurt Jofs

f. Ronnie Leten

g. Kristin S. Rinne

h. Helena Stjernholm

i. Jacob Wallenberg

(ii)   From among the Board members reported in (i) above, the Nomination Committee considers that at least the following are independent of the Company's major shareholders:

a. Jon Fredrik Baksaas

b. Jan Carlson

c. Nora Denzel

d. Eric A. Elzvik

e. Kurt Jofs

f. Kristin S. Rinne

Moreover, the Nomination Committee considers that at least the following Board members are independent in respect of all applicable independence requirements:

a. Jon Fredrik Baksaas

b. Jan Carlson

c. Nora Denzel

d.Eric A. Elzvik

e. Kurt Jofs

f. Kristin S. Rinne

The Nomination Committee concludes that the proposed composition of the Board of Directors meets the independence requirements applicable to Ericsson.

Item 12 Election of the Chair of the Board of Directors

The Nomination Committee proposes that Ronnie Leten be re-elected Chair of the Board of Directors.

Item 13 Number of auditors

According to the articles of association, the Company shall have no less than one and no more than three registered public accounting firms as auditor. The Nomination Committee proposes that the Company should have one registered public accounting firm as auditor.

Item 14 Fees payable to the auditor

The Nomination Committee proposes, like previous years, that the auditor fees be paid against approved account.

Item 15 Election of auditor

In accordance with the recommendation by the Audit and Compliance Committee, the Nomination Committee proposes that Deloitte AB be appointed auditor for the period from the end of the Annual General Meeting 2020 until the end of the Annual General Meeting 2021.

Statement regarding the Nomination Committee's proposal on election of auditor

In 2018, Ericsson initiated a selection process for the purpose of securing a timely auditor rotation. After an overall assessment, taking into account the outcome of the selection process and analyzing the selection criteria used throughout the process (face-to-face meeting impression, global reach, conflict services, governance, tools and automation vision, integrated audit model, transition plan and commercial fee), the Audit and Compliance Committee resolved to recommend election of Deloitte AB as auditor at the Annual General Meeting of shareholders 2020 or, as a second choice, re-election of PricewaterhouseCoopers AB. The Nomination Committee therefore proposes that the Annual General Meeting, in accordance with the Audit and Compliance Committee's recommendation, appoint Deloitte AB as auditor for the period from the end of the Annual General Meeting 2020 until the end of the Annual General Meeting 2021.

Item 16 Guidelines for remuneration to Group Management

The Board of Directors proposes that the Annual General Meeting of shareholders 2020 resolve on the following guidelines for remuneration to Group Management. Compared to the guidelines resolved by the Annual General Meeting of shareholders 2019, the guidelines have been updated to comply with the requirements of the European Union Shareholder Rights Directive II ("SRD II") as transposed into Swedish law.

Guidelines for remuneration to Group Management

Introduction

These Guidelines for Remuneration to Group Management (the "Guidelines") apply to the Executive Team of Telefonaktiebolaget LM Ericsson (the "Company" or "Ericsson"), including the President and Chief Executive Officer (the "President and CEO") ("Group Management"). These Guidelines apply to remuneration agreed and changes to previously agreed remuneration after the date of approval of the Guidelines and are intended to remain in place for four years until the Annual General Meeting of shareholders 2024. For employments outside of Sweden, due adaptations may be made to comply with mandatory local rules or established local practices. In such cases, the overall purpose of these Guidelines shall be accommodated to the largest extent possible. These Guidelines do not cover remuneration resolved by the general meeting of shareholders, such as long-term variable compensation programs ("LTV").

Objective

These Guidelines aim to ensure alignment with the current remuneration philosophy and practices applicable for the Company's employees based on the principles of competitiveness, fairness, transparency and performance. In particular to:

  • attract and retain highly competent, performing and motivated people that have the ability, experience and skill to deliver on the Ericsson strategy,
  • encourage behavior consistent with Ericsson's culture and core values,
  • ensure fairness in reward by delivering total remuneration that is appropriate but not excessive, and clearly explained,
  • have a total compensation mix of fixed pay, variable pay and benefits that is competitive where Ericsson competes for talent, and
  • encourage variable remuneration which aligns employees with clear and relevant targets, reinforces their performance and enables flexible remuneration costs.

The Guidelines and the Company's strategy and sustainable long-term interest

A successful implementation of the Company's strategy and sustainable long-term interests requires that the Company can attract, retain and motivate the right talent and can offer them competitive remuneration. These Guidelines aim to allow the Company to offer the members of the Group Management attractive and competitive total remuneration. Variable compensation covered by these guidelines shall be awarded against specific pre-defined and measurable business targets derived from the long-term business plan approved by the Board of Directors. Targets may include financial targets at either Group, Business Area or Market Area level, strategic targets, operational targets, employee engagement targets, customer satisfaction targets, sustainability and corporate responsibility targets or other lead indicator targets.

The Company operates long-term variable compensation programs for the Group Management. These have been approved by the Annual General Meeting ("AGM") and as a result are not covered by these Guidelines. Details of Ericsson's current remuneration policy and how we deliver on our policy and guidelines and information on previously decided long-term variable compensation programs that have not yet become due for payment, including applicable performance criteria, can be found in the Remuneration Report and in Note G2, "Information regarding members of the Board of Directors, the Group management" and Note G3, "Share-based compensation" in the annual report 2019.

Governance of remuneration to Group Management

The Board has established a Remuneration Committee (the "Committee") to handle compensation policies and principles and matters concerning remuneration to Group Management. The Board has authorized the Committee to determine and handle certain issues in specific areas. The Board may also on occasion provide extended authorization for the Committee to determine specific matters.

The Committee is authorized to review and prepare for resolution by the Board salary and other remuneration for the President and CEO. Further, the Committee shall prepare for resolution by the Board proposals to the AGM on Guidelines for Remuneration to Group Management at least every fourth year and on LTV and similar equity arrangements.

The Committee has the mandate to resolve salary and other remuneration for the other members of Group Management except for the President and CEO, including targets for short-term variable compensation ("STV"), and payout of STV based on achievements and performance.

In order to conduct its responsibilities, the Committee considers trends in remuneration, legislative changes, disclosure rules and the general global executive remuneration environment. It reviews salary survey data, Company results and individual performance before preparing salary adjustment recommendations for the President and CEO for resolution by the Board and before approving any salary adjustments for the other members of Group Management. In order to avoid conflict of interests, no employee is present at the Committee's meetings when issues relating to their own remuneration are being discussed. The President and CEO is not present at Board meetings when issues relating to the President and CEO's own remuneration are being discussed. The Committee may appoint independent expert advisors to assist and advise in its work.

The Chair of the Remuneration Committee along with the Chair of the Board work together with Ericsson's Investor Relations team, striving to ensure that healthy contact is maintained as necessary and appropriate with shareholders regarding remuneration to Group Management.

Overview of remuneration package covered by these Guidelines

For Group Management the remuneration package may consist of fixed salary, short-term and long-term variable compensation (STV and LTV), pension and other benefits.

The table below sets out the key components of remuneration of Group Management covered by these Guidelines, including why they are used, their operation, opportunity levels and the related performance measures. In addition, the AGM has resolved and may in the future decide to implement LTV for Group Management. The ongoing share-based LTV programs resolved by the AGM have been designed to provide long-term incentives for the members of Group Management and to incentivize the Company's performance creating long-term value. The aim is to attract, retain and motivate executives in a competitive market through performance-based share related incentives and to encourage the build-up of significant equity holdings to align the interests of the members of Group Management with those of shareholders. The vesting period under the ongoing share-based LTV programs resolved by the shareholders is three years and vesting is subject to the satisfaction of identified performance criter! ia. Altho ugh LTV is an important component of the remuneration of Group Management, it is not covered by these Guidelines, because these programs are separately resolved by the AGM.

Element and purpose

Operation

Opportunity

Performance measures

Fixed salary Fixed compensation paid at set times. Purpose:                          

  • attract and retain the executive talent required to implement Ericsson's strategy,
  • deliver part of the annual compensation in a predictable format.

Salaries shall normally be reviewed annually in January. Salaries shall be set taking into account:                            

  • Ericsson's overall business performance,
  • business performance of the Unit that the individual leads,
  • year-on-year performance of the individual,
  • external economic environment,
  • size and complexity of the position,
  • external market data,
  • pay and conditions for other employees based in locations considered to be relevant to the role.

                                    When setting fixed salaries, the impact on total remuneration, including pensions and associated costs, shall be taken into consideration.

There is no maximum salary level; however, salary increases (as a % of existing salary) for most Group Management members would normally be in line with the external market practices, employees in relevant locations and performance of the individual. There are circumstances where higher salary increases could be awarded. For example, where:                          

  • a new Group Management member has been appointed at a below-market salary, in which case larger increases may be awarded in following years, subject to strong individual performance,
  • the Group Management member has been promoted or has had an increase in responsibilities,
  • an individual's salary has fallen significantly behind market practice.

This element of the package does not require achievement of any specific performance targets. However, individual performance and capability shall be taken into account along with business performance when determining fixed salary levels and any salary increases.

Short-term variable compensation (STV) STV is a variable compensation plan that shall be measured and paid over a single year. Purpose:                                   

  • align members of Group Management with clear and relevant targets to Ericsson's strategy and sustainable long-term interests,
  • provide individuals an earning opportunity for performance at flexible cost to the Company.

The STV shall be paid in cash every year after the Committee and, as applicable, the Board have reviewed and approved performance against targets which are normally determined at the start of each year for each member of Group Management. The Board and the Committee reserve the right to:                                 

  • revise any or all of the STV targets at any time,
  • adjust the STV targets retroactively under extraordinary circumstances,
  • reduce or cancel STV if Ericsson faces severe economic difficulties, for instance in circumstances as serious as no dividend being paid,
  • adjust STV in the event that the results of the STV targets are not a true reflection of business performance,
  • reduce or cancel STV for individuals either whose performance evaluation or whose documented performance feedback is below an acceptable level or who are on performance counselling.

                                    Malus and Clawback The Board and the Committee shall have the right in their di! scretion to:                                   

  • deny, in whole or in part, the entitlement of an individual to the STV payout in case an individual has acted in breach of Ericsson's Code of Business Ethics,
  • claim repayment in whole or in part the STV paid in case an individual has acted in breach of Ericsson's Code of Business Ethics,
  • to reclaim STV paid to an individual on incorrect grounds such as restatement of financial results due to incorrect financial reporting, non-compliance with a financial reporting requirement etc.

Target pay-out opportunity for any financial year may be up to 150% of annual fixed salary of the individual. This shall normally be determined in line with the external market practices of the country of employment. Maximum pay-out shall be up to two times the target pay-out opportunity (i.! e. 300% o f annual fixed salary)1), 2).

The STV shall be based on measures linked to the annual business plan which in itself is linked to Ericsson's long-term strategy and sustainability. Measures shall include financial targets at Group, Business Area or Market Area level (for relevant members of Group Management). Other potential measures may include strategic targets, operational targets, employee engagement targets, customer satisfaction targets, sustainability and corporate responsibility targets or other lead indicator targets. A maximum of four STV targets shall be assigned to an individual in total for a financial year. Financial targets shall comprise at least 75% of the target bonus opportunity with a minimum of 40% being defined at Group level. The minimum weighting for an STV target shall be 20%. Performance of all STV targets shall be tested over a one-year performance period (financial year). The STV measures and targets shall be! determin ed by the Committee for the members of Group Management other than the President and CEO. The Board has the mandate to define STV measures and targets for the President and CEO, should STV be introduced for the President and CEO.

Pension Contributions paid towards retirement fund. Purpose:                                   

  • attract and retain the executive talent required to implement Ericsson's strategy,
  • facilitate planning for retirement by way of providing competitive retirement arrangements in line with local market practices.

The operation of the pension plan shall follow competitive practice in the individual's home country and may contain various supplementary plans in addition to any national system for social security. Pension plans should be defined contribution plans unless the individual concerned is subject to defined benefit pension plan under mandatory collective agreement provisions or mandatory local regulations. In some special circumstances where individuals cannot participate in the local pension plans of their home countries of employment:                        

  • cash equivalent to pension may be provided as a taxable benefit, or
  • contributions may be made to an international pension fund on behalf of the individual on a cost-neutral basis.

Since 2011, members of Group Management in Sweden participate in the defined contribution plan (ITP1) which applies for the wider workforce in Sweden. The pension contribution for ITP1 is capped at 30% of pensionable salary which includes fixed salary and STV paid in cash. According to the local collective bargaining agreement in Sweden, the members of Group Management are also entitled to an additional pension contribution for part-time retirement for which the cap is determined during the union negotiations for all the local employees. Members of Group Management employed outside of Sweden may participate in the local market competiti! ve pensio n arrangements that apply in their home countries in line with what is offered to other employees in the same country. In all cases the annual pension contributions shall be capped at 70% of annual fixed salary3).

None

Other Benefits Additional tangible or intangible compensation paid annually which do not fall under fixed salary, short-term and long-term variable compensation or pension. Purpose:                               

  • attract and retain the executive talent required to implement Ericsson's strategy,
  • deliver part of the annual compensation in a predictable format.

Benefits offered shall take into account the competitive practices in the individual's country of employment and should be in line with what is offered to other senior employees in the same country and may evolve year on year. Benefits may for example include company phones, company cars, medical and other insurance benefits, tax support, travel, Company gifts and any international relocation and/or commuting benefits if the individual is required to relocate and/or commute internationally to execute the requirements of the role.

Benefit opportunities shall be set in line with competitive market practices and shall reflect what is offered to other senior employees in the individual's country of employment. The levels of benefits provided may vary year on year depending on the cost of the provision of benefits to the Company. Other benefits shall be capped at 10% of annual fixed salary for members of Group Management located in Sweden. Additional benefits and allowances for members of Group Management who are commuters into Sweden or who are on long-term assignment ("LTA") in countries other than their home countries of employment, shall be determined in line with the Company's international mobility policy which may include (but is not limited to) commuting or relocation costs; cost of living adjustment, housing, home travel or education allowance; tax and social security equalization assistance.

None

Comments to the table

1.  For most of the current members of Group Management, the current STV target opportunity is below 50% of the annual fixed salary.

2.  At present the President & CEO does not participate in STV. The Board has the mandate to decide to include the President and CEO in STV in the future. In doing so the Board shall:

  • determine the STV opportunity for the President and CEO within the ranges mentioned above and in line with the external market practices of the country of employment, keeping the STV opportunity of the other members of Group Management under consideration,
  • reduce the LTV opportunity in relation to the STV opportunity, keeping the total target cash compensation consisting of fixed salary, STV and LTV unchanged.

Should the Board decide to introduce STV for the President and CEO, the details will be disclosed in the Remuneration Report for the relevant year.

3.  Since most of the current members of Group Management are currently under ITP1 coverage, their pension contributions are currently capped at 30% of pensionable salary and the additional pension contribution for part-time retirement mandated by the local collective bargaining agreement in Sweden.

Alignment of short-term variable compensation with the Company's strategy and criteria for payment

These Guidelines for Remuneration to Group Management have been developed to support alignment of Ericsson's business strategy and long-term interests of members of Group Management with that of shareholders, in particular:

  • The targets for the STV shall be set each year either by the Board or the Committee as appropriate for the members of the Group Management. In determining the targets, the Board and the Committee shall take into account Ericsson's focused business strategy, which is built on technology leadership, product-led solutions and global scale, along with internal annual and long-term business plans. Therefore, all members of Group Management shall have one or more Group financial targets derived from the long-term financial targets which amount to at least 40% of the target STV opportunity. At least 75% of the target STV opportunity shall be linked to financial measures. The Board and the Committee, as applicable, may also choose to include other operational, strategic, employee engagement, customer satisfaction or sustainability and corporate responsibility or other lead indicator measures to support the delivery of the business plan. For certain roles such tar! gets may be supplemented by targets for the relevant Business Area, Market Area or Group Function.
  • Maximum pay-out shall be achievable for truly outstanding performance and exceptional value creation.
  • At the end of the performance period for each STV cycle, the Board and the Committee shall assess performance versus the measures and determine the formula-based outcome using the financial information made public by the Company for the financial targets.  The Board has the discretion to adjust targets and the subsequent outcome in the event that they cease to be relevant or stretching or to enhance shareholder value. Adjustments shall normally only occur in the event of a major change (e.g. an acquisition or divestment) and shall be on the basis that the new target shall be no more or less difficult to achieve.

Consideration of remuneration offered to the Company's employees

When developing these Guidelines, the Board and the Committee have considered the total remuneration and employment conditions of the Company's employees by reviewing the application of Ericsson's remuneration policy for the wider employee population to ensure consistency.

There is clear alignment in the remuneration components for the members of Group Management and the Company's employees in the way that remuneration policy is applied as well as the methods followed in determining fixed salaries, short-term and long-term variable compensation, pension and benefits, which are to be applied broadly and consistently throughout the Company. The targets under short-term variable compensation are similar and the performance measures under long-term variable compensation program are the same for the members of Group Management and other eligible employees of the Company. However, the proportion of pay that is linked to performance is typically higher for Group Management in line with market practice.

Employment contracts and termination of employment

The members of Group Management are employed on permanent rolling contracts. The maximum mutual notice period is no more than 12 months. In case of termination by the employee, the employee has no right to severance pay.

In any case, the fixed salary paid during the notice period plus any severance pay payable will not together exceed an amount equivalent to the individual's 24 months fixed salary.

The employee may be entitled to severance pay up until the agreed retirement age or, if a retirement age has not been agreed, until the month when the employee turns 65. In a case where the employee is entitled to severance pay from a date later than 12 months prior to retirement, the severance pay shall be reduced in proportion to the time remaining and calculated only for the time as of the date when the employee's employment ceases (i.e. the end of the period of notice) and until the time of retirement.

Severance pay shall be reduced by 50 percent of the remuneration or equivalent compensation the employee receives, or has become entitled to, from any other employer or from his/her own or other activities during the period that severance is paid to the employee by the Company.

The Company shall have the right to terminate the employment contract and dismiss the employee with immediate effect, without giving any advance notice and entitlement to severance pay, if the employee commits a serious breach of his/her obligations towards the Company.

Normally disputes regarding employment agreements or any other agreements concerning the employment of the members of Group Management, the way such agreements have been arrived at, interpreted or applied, as well as any other litigation proceedings from legal relations based on such agreements, shall be settled by arbitration by three arbitrators in accordance with the Rules of the Arbitration Institute of the Stockholm Chamber of Commerce. Irrespective of the outcome of any arbitral award, the Company may, in the relation between the parties, carry all fees and expenses charged by the arbitrators and all of its own litigation costs (including attorney's fees), except in the event the arbitration proceedings were initiated by the employee without reasonable cause.

Recruitment policy for new members of Group Management

In determining the remuneration of a new member of Group Management, the Board and the Committee shall take into consideration all relevant factors to ensure that arrangements are in the best interests of the Company and its shareholders. These factors include:

  • The role being taken on.
  • The level and type of remuneration opportunity received at a previous employer.
  • The geography in which the candidate is being recruited from and whether any relocation allowance is required.
  • The skills, experience and caliber of the candidate.
  • The circumstances of the candidate.
  • The current external market and salary practice.
  • Internal relativities

Additional arrangements

By way of exception, additional arrangements can be made when deemed appropriate and necessary to recruit or retain an individual. Such arrangement could be in the form of short-term or long-term variable compensation or fixed component and can be renewed, but each such arrangement shall be limited in time and shall not exceed a period of 36 months and twice the annual fixed salary that the individual would have received if no additional arrangements were made. In addition, if appropriate, different measures and targets may be applied to the new appointment's incentives in the first year.

In addition, it may on a case by case basis be decided by the Board and the Committee respectively to compensate an individual for remuneration forfeited from a previous employer during recruitment. The Board and the Committee will consider on a case by case basis if all or some of the remuneration including incentives forfeited need to be `bought-out'. If there is a buy-out of forfeited incentives, this will take into account relevant factors including the form they were granted (cash vs. shares), performance conditions attached to these awards and the time they would have vested/paid. Generally, buy-out awards will be made on a comparable basis to those forfeited.

In the event of an internal candidate being promoted to Group Management, legacy terms and conditions may be honored, including pension and benefit entitlements and any outstanding incentive awards. If a Group Management member is appointed following a merger or acquisition with/of another company, legacy terms and conditions may also be honored for a maximum period of 36 months.

Board of Directors' discretions

The Board upon recommendation from the Committee may in a specific case decide to temporarily deviate from these Guidelines in whole or in part based on its full discretion in unusual circumstances such as:

  • upon change of the President and CEO in accordance with recruitment policy for new members of Group Management,
  • upon material changes in the Company structure, organization, ownership and business (for example takeover, acquisition, merger, demerger etc.) which may require adjustments in STV and LTV or other elements to ensure continuity of Group Management, and
  • in any other circumstances, provided that the deviation is required to serve the long-term interests and sustainability of the Company or to assure its financial viability.

The Committee is responsible for preparing matters for resolution by the Board, and this includes matters relating to deviations from these Guidelines. Any such deviation will be disclosed in the Remuneration Report for the relevant year.

Item 17 Implementation of Long-Term Variable Compensation Program 2020 ("LTV 2020") including transfer of treasury stock

Following its continuous evaluation of the Company's long-term variable compensation, the Board of Directors has concluded to propose an LTV 2020 materially unchanged compared to the Long-Term Variable Compensation Programs 2018 and 2019. LTV 2020 is an integral part of the Company's remuneration strategy, in particular the Board of Directors wishes to encourage the leadership to build significant equity holdings to align the interests of the LTV Program participants with those of shareholders.

Proposals

The Long-Term Variable Compensation Program 2020

The Board of Directors proposes that the Annual General Meeting resolve on the implementation of a Long-Term Variable Compensation Program 2020 in accordance with the proposals set out below.

17.1 Implementation of the LTV 2020

The Board of Directors proposes that the Annual General Meeting resolves on the LTV 2020 for members of the Executive Team, comprising a maximum of 2.5 million shares of series B in Ericsson as set out below.

Objectives of the LTV Program

The LTV Program is designed to provide long-term incentives for members of the Executive Team (the "Participants") and to incentivize the Company's performance creating long-term value. The aim is to attract, retain and motivate executives in a competitive market through performance-based share related incentives and to encourage the build-up of significant equity holdings to align the interests of the Participants with those of shareholders.

The LTV Program in brief

The LTV Program is proposed to include all members (current and future) of the Executive Team, currently comprising of 15 employees, including the President and CEO. Awards under LTV 2020 ("Performance Share Awards") will be granted free of charge entitling the Participant, provided that i.a. certain performance conditions set out below are met, to receive a number of shares, free of charge, following expiration of a three year vesting period (the "Vesting Period"). Allotment of shares pursuant to Performance Share Awards will be subject to the achievement of performance conditions, as set out below, and will generally require that the Participant retains his or her employment over the Vesting Period. All major decisions relating to LTV 2020 will be taken by the Remuneration Committee, with approval by the full Board of Directors as required.

Granting of Performance Share Awards

Granting of Performance Share Awards to the Participants will generally take place as soon as practicably possible following the Annual General Meeting 2020. For 2020, the value of the underlying shares in respect of the Performance Share Awards made to the President and CEO will not exceed 180% of the annual base salary at the time of grant, and for other participants, the value will not exceed 70% of the participants' respective annual base salaries at the time of grant.

The share price used to calculate the number of shares to which the Performance Share Award entitles will be the volume-weighted average of the market price of Ericsson series B shares on Nasdaq Stockholm during the five trading days immediately following the publication of the Company's interim report for the fourth quarter 2019.

Performance criteria

The vesting of Performance Share Awards will be subject to the satisfaction of challenging performance criteria related to 2020 Group Operating Income target and total shareholder return ("TSR"[1]), which will determine what portion (if any) of the Performance Share Awards will vest at the end of the Vesting Period.

The 2020 Group Operating Income target relates to 50% of the Performance Share Awards and the maximum vesting level is 200%.

The performance criteria based on TSR are absolute TSR development and relative TSR development for the Ericsson series B share over the period January 1, 2020 - December 31, 2022 (the "TSR Performance Period"[2]). The TSR performance criteria relate to a total of 50% of the Performance Share Awards and the maximum vesting level for each of the TSR performance criteria is 200%.

The following conditions will apply to the performance criteria:

  • 2020 Group Operating Income target:

50% of the Performance Share Awards granted to a Participant will be subject to fulfilment of a Group Operating Income target for the 2020 financial year. The 2020 Group Operating Income target established by the Board of Directors will stipulate a minimum level and a maximum level. The vesting level of Performance Share Awards related to 2020 Group Operating Income will be determined by the Board of Directors when the audited result for the financial year 2020 is available.

If the maximum performance level is reached or exceeded, the vesting will amount to (and will not exceed) the maximum level of 200% of the Performance Share Awards related to the 2020 Group Operating Income target. If performance is below the maximum level but exceeds the minimum level, a linear pro-rata vesting of shares will occur. No vesting will occur if performance amounts to or is below the minimum level. The allotment of the shares will not occur until the end of the Vesting Period in 2023.

  • TSR performance

Absolute TSR performance

30% of the Performance Share Awards granted to a Participant will be subject to fulfilment of an absolute TSR performance requirement over the TSR Performance Period. If the absolute TSR development reaches or exceeds 14% per annum compounded, the maximum vesting of 200% of the Performance Share Awards related to absolute TSR shall occur. If the absolute TSR development is below or reaches only 6% per annum compounded, no vesting will occur in respect of the Performance Share Awards related to the absolute TSR. A linear pro-rata vesting from 0% to 200% of the Performance Share Awards related to absolute TSR shall apply if the Company's absolute TSR performance is between 6% and 14% per annum compounded.

Relative TSR performance

20% of the Performance Share Awards granted to a Participant will be subject to fulfilment of a relative TSR performance requirement over the TSR Performance Period, compared to a peer group consisting of 11 peer companies (the "Peer Group"[3]). The vesting of the relative TSR related Performance Share Awards varies depending on the Company's TSR performance ranking versus the other companies in the Peer Group. If the Company's relative TSR performance is below the TSR development of the company ranked 6th in the Peer Group, no vesting will occur in respect of the Performance Share Awards related to relative TSR performance. Vesting of the Performance Share Awards related to relative TSR performance will occur at the following percentage levels, based on which ranking position in the Peer Group the Company's TSR Performance corresponds to:

Position within the Peer Group          Associated vesting percentage level

6 or lower                                                                            0%

5                                                                                        50%

4                                                                                        100%

3                                                                                         150%

2 or higher                                                                              200%

If the Company's TSR performance is between two of the ranked companies, a linear pro-rata vesting shall apply between the vesting percentage levels for the relevant ranked positions.

Information about the outcome of the performance criteria will be provided not later than in the annual report for the financial year 2022.

Allotment of shares

Provided that the performance criteria above have been met and that the Participant has retained his or her employment (unless special circumstances are at hand) during the Vesting Period, allotment of vested shares will take place as soon as practicably possible following the expiration of the Vesting Period.

When determining the final vesting level of Performance Share Awards, the Board of Directors shall examine whether the vesting level is reasonable considering the Company's financial results and position, conditions on the stock market and other circumstances, and if not, as determined by the Board of Directors, reduce the vesting level to the lower level deemed appropriate by the Board of Directors.

In the event delivery of shares to Participants cannot take place under applicable law or at a reasonable cost and employing reasonable administrative measures, the Board of Directors will be entitled to decide that Participants may, instead, be offered a cash settlement.

Financing

The Board of Directors has considered different financing methods for transfer of shares under the LTV 2020. After evaluating the different options, the Board of Directors considers that transfer of treasury stock is the most cost efficient and flexible method to transfer shares under the LTV 2020.

Since the costs for the Company in connection with an equity swap agreement will be significantly higher than the costs in connection with transfer of treasury stock, the main alternative is that the financial exposure is secured by transfer of treasury stock and that an equity swap agreement with a third party is an alternative in the event that the required majority for approval is not reached.

Costs

The total effect on the income statement of the LTV 2020, including financing costs and social security fees, is estimated to range between SEK 65 million and SEK 125 million distributed over the years 2020-2023.

The administration cost for transfer of shares by way of an equity swap agreement is estimated to approximately SEK 10.3 million.

Dilution

The Company has approximately 3.3 billion shares in issue. As per December 31, 2019 the Company held approximately 19.9 million shares in treasury. The number of shares that may be required for ongoing long-term variable compensation programs as per December 31, 2019 is estimated to approximately 17.5 million shares, corresponding to approximately 0.5 percent of the number of outstanding shares. In order to implement the LTV 2020, a total of up to 2.5 million shares are required, which corresponds to approximately 0.1 percent of the total number of outstanding shares. The effect on important key figures is only marginal.

17.2 Transfer of treasury stock for the LTV 2020

  1. Transfer of treasury stock under the LTV 2020

Transfer of no more than 1.9 million shares of series B in the Company may occur on the following terms and conditions.

  • The right to acquire shares shall be granted to such persons within the Ericsson Group covered by the terms and conditions pursuant to the LTV 2020. Furthermore, subsidiaries within the Ericsson Group shall have the right to acquire shares, free of consideration, and such subsidiaries shall be obligated to immediately transfer, free of consideration, shares to employees covered by the terms and conditions of the LTV 2020.
  • The employee shall have the right to receive shares during the period when the employee is entitled to receive shares pursuant to the terms and conditions of the LTV 2020, i.e. in 2023.
  • Employees covered by the terms and conditions of the LTV 2020 shall receive shares of series B in the Company free of consideration.
  1. Transfer of treasury stock on an exchange

The Company shall have the right to, prior to the Annual General Meeting in 202! 1, transf er no more than 600,000 shares of series B in the Company, in order to cover certain expenses, mainly social security payments. Transfer of the shares shall be effected on Nasdaq Stockholm at a price within the, at each time, prevailing price interval for the share as disseminated by Nasdaq Stockholm.

17.3 Equity Swap Agreement with third party in relation to the LTV 2020

In the event that the required majority for approval is not reached under item 17.2 above, the financial exposure of the LTV 2020 shall be hedged by the Company entering into an equity swap agreement with a third party, under which the third party shall, in its own name, acquire and transfer shares of series B in the Company to employees covered by the LTV 2020.

Majority rules

The resolution of the Annual General Meeting on implementation of the program according to item 17.1 above requires that more than half of the votes cast at the Annual General Meeting approve the proposal. The Annual General Meeting's resolution on transfer of treasury stock according to item 17.2 a) above requires that shareholders representing at least nine-tenths of the votes cast as well as the shares represented at the Annual General Meeting approve the proposal and the Annual General Meeting's resolution on transfer of treasury stock according to item 17.2 b) above requires that shareholders representing at least two-thirds of the votes cast as well as the shares represented at the Annual General Meeting approve the proposal. A valid resolution in accordance with the proposal for an equity swap agreement under item 17.3 above requires that more than half of the votes cast at the Annual General Meeting approve the proposal.

Description of other ongoing long-term variable compensation programs

In addition to the LTV-programs, which are directed at the members of the Executive Team, the Company also has other ongoing long-term variable compensation programs directed at other employees within the Group. These programs are an integral part of the Company's remuneration strategy as well as a part of the Company's talent management strategy. The company has decided to implement the following share-related compensation programs for 2020. The Executive Performance Plan 2020 ("EPP 2020") is designed to attract, retain and motivate senior managers in a competitive market through performance based long-term cash incentive supporting the achievement of the Company's long-term strategies and business objectives. Approximately 200 senior managers will be eligible for the EPP 2020. Participants are assigned a potential award defined as a percentage of the participants' annual gross salary, which is converted into a number of synthetic shares based on the same market p! rice of E ricsson series B shares used for the LTV 2020 at the time of grant. There are two award levels called "High" and "Regular" which are differentiated as below between the USA and the rest of the world to bring greater alignment with the local market conditions:

Award level                           USA                                                           Rest of the world

  High                                        35%                                                             25%

  Regular                                      25%                                                         15%

The vesting level of the awards, occurring after a three-year vesting period, is subject to the achievement of the same performance criteria as for the LTV 2020, and generally requires that the participant retains his or her employment over the three-year vesting period. At the end of the Vesting Period, the allotted synthetic shares are converted into a cash amount, based on the market price of Ericsson series B shares at Nasdaq Stockholm at the payout date, and this final amount is paid to the Participant in cash gross before tax. It is estimated that approximately one million synthetic shares will be awarded under the EPP 2020. The maximum total cost effect of the EPP 2020 on the income statement, including social security fees, is estimated to be approximately SEK 334 million distributed over the years 2020-2023.

The Key Contribution Plan 2020 ("KC Plan 2020") is designed to recognize the best talent, individual performance, potential and critical skills as well as encourage the retention of key employees. Approximately 7,100 employees will be eligible for the KC Plan 2020. There are three award levels at 10%, 25% and 30% of the participants' annual gross salary. Participants are assigned a potential award, which is converted into a number of synthetic shares based on the same market price of Ericsson series B shares used for the LTV 2020 at the time of grant. The program has a three year total vesting period during which the awards are paid on an annual rolling bases following the below payment schedule:

  • 25% of the award at the end of the first year,
  • 25% of the award at the end of the second year, and
  • 50% of the award at the end of the full vesting period.

The value of each synthetic share is driven by the absolute share price performance of Ericsson series B shares during the vesting period. At the date of payout for each instalment of the above described annual rolling payment schedule, the synthetic shares are converted into a cash amount, based on the market price of Ericsson Series B shares at Nasdaq Stockholm at the respective payout date, and this final amount is paid to the Participant in cash gross before tax. It is estimated that approximately 10 million synthetic shares will be awarded under the KC Plan 2020. The maximum total cost effect of the KC Plan 2020 on the income statement, including social security fees, is estimated to be approximately SEK 1.! 6 billion distributed over the years 2020-2023.

The Company's ongoing variable compensation programs are described in further detail in the Annual Report 2019 in the Notes to the consolidated financial statements, Note G3: "Share-based compensation" and on the Company's website. The Remuneration Report published in the Annual Report outlines how the Company implements its guidelines on remuneration to Group management in line with the Swedish Corporate Governance Code.

Item 18 The Board of Directors' proposal for resolution on transfer of treasury stock to employees and on an exchange in relation to the resolutions on the Long-Term Variable Compensation Programs 2018 ("LTV 2018") and 2019 ("LTV 2019")

Background

The Annual General Meetings 2018 and 2019 resolved to implement Long-Term Variable Compensation Programs 2018 and 2019 ("LTV 2018" and "LTV 2019"). The Annual General Meeting 2019 resolved to secure the Company's undertakings under the programs through equity swap agreements with a third party. The Board of Directors considers that transfer of treasury stock is the most cost efficient and flexible method to secure the undertakings under LTV 2018 and LTV 2019, and therefore proposes that the Annual General Meeting resolve as follows.

Proposal

  1. Transfer of treasury stock under the LTV 2018 and the LTV 2019

To secure the delivery of Performance Shares in accordance with the terms of the LTV 2018 and the LTV 2019, the Board of Directors proposes that the Annual General Meeting resolve that the Company shall have the right to transfer no more than 4.4 million shares of series B in the Company on the following terms and conditions.

  • The right to acquire shares shall be granted to such persons within the Ericsson Group covered by the terms and conditions pursuant to the LTV 2018 and the LTV 2019. Furthermore, subsidiaries within the Ericsson Group shall have the right to acquire shares, free of consideration, and such subsidiaries shall be obligated to immediately transfer, free of consideration, shares to employees covered by the terms and conditions of the LTV 2018 and the LTV 2019.
  • The employee shall have the right to receive shares during the period when the employee is entitled to receive shares pursuant to the terms and conditions of the LTV 2018, i.e. in 2021, and the LTV 2019, i.e. in 2022.
  • Employees covered by the terms and conditions of the LTV 2018 and the LTV 2019 shall receive shares of series B in the Company free of consideration.
  1. Transfer of treasury stock on an exchange

The C ompany shall have the right to, prior to the Annual General Meeting in 2021, transfer no more than 1.6 million shares of series B in the Company, in order to cover certain expenses, mainly social security payments. Transfer of the shares shall be effected on Nasdaq Stockholm at a price within the, at each time, prevailing price interval for the share as disseminated by Nasdaq Stockholm.

Majority rules

The Annual General Meeting's resolution on transfer of treasury stock according to item 18 a) above requires that shareholders representing at least nine-tenths of the votes cast as well as the shares represented at the Annual General Meeting approve the proposal and the Annual General Meeting's resolution on transfer of treasury stock according to item 18 b) above requires that shareholders representing at least two-thirds of the votes cast as well as the shares represented at the Annual General Meeting approve the proposal.

Item 19 The Board of Directors' proposal for resolution on transfer of treasury stock in relation to the resolutions on the Long-Term Variable Compensation Programs 2016 and 2017

Background

The Annual General Meetings 2016 and 2017 resolved on a right for the Company to transfer in total not more than 5,300,000 shares of series B in the Company on a stock exchange to cover certain payments, mainly social security charges, which may occur in relation to the Long-Term Variable Compensation Programs 2016 and 2017.

Each resolution has only been valid up to the following Annual General Meeting. Resolutions on transfer of treasury stock for the purpose of the above-mentioned programs have therefore been repeated at the subsequent Annual General Meeting.

In accordance with the resolutions on transfer of in total not more than 5,300,000 shares, 828,300 shares of series B have been transferred up to February 19, 2020.

Proposal

The Board of Directors proposes that the Annual General Meeting resolve that the Company shall have the right to transfer, prior to the Annual General Meeting 2021, not more than 4,471,700 shares of series B in the Company, or the lower number of shares of series B, which as per March 31, 2020 remains of the original 5,300,000 shares, for the purpose of covering certain payments, primarily social security charges that may occur in relation to the Long-Term Variable Compensation Programs 2016 and 2017. Transfer of shares shall be effected on Nasdaq Stockholm at a price within the, at each time, prevailing price interval for the share.

Majority rules

The resolution of the Annual General Meeting on a transfer of treasury stock requires that shareholders holding at least two-thirds of the votes cast as well as the shares represented at the Annual General Meeting vote in favor of the proposal.

Item 20 - 23 Proposals from shareholders

The proposals under item 20 - 23 are included in the agenda.

Item 20.1 - 20.2 Proposals from the shareholder Thorwald Arvidsson to amend the articles of association with respect to voting rights of shares

Resolution on proposal from the shareholder Thorwald Arvidsson to amend the articles of association in the following way:

  1.            

1.  to make an addition to § 5 of the articles of association - a new section two - saying: all shares carry equal rights; and

2. to delete § 6 of the articles of association, and to adjust the numbering accordingly

Majority rules

The resolution of the Annual General Meeting to amend the articles of association under items 20.1 and 20.2, are valid if all shareholders represented at the meeting vote in favor of the proposal and those shareholders represent at least nine-tenths of all shares in the company, alternatively if shareholders representing at least two-thirds of the votes cast as well as the shares represented at the meeting vote in favor of the proposal and holders of half of all shares of series A and nine-tenths of the shares of series A represented at the meeting agree to the change.

Shares and votes

There are in total 3,334,151,735 shares in the Company; 261,755,983 shares of series A and 3,072,395,752 shares of series B, corresponding to in total 568,995,558.2 votes. The Company's holding of treasury stock as of February 19, 2020 amounts to 16,000,276 shares of series B, corresponding to 1,600,027.6 votes.

Information at the Annual General Meeting

The Board of Directors and the President shall, if any shareholder so requests and the Board of Directors believes that it can be done without material harm to the Company, provide information regarding circumstances that may affect the assessment of an item on the agenda and circumstances that can affect the assessment of the Company's or its subsidiaries' financial situation and the Company's relation to other companies within the Group.

Documents

The complete proposals of the Nomination Committee with respect to items 1 and 9 - 15 above, including a description of the work of the Nomination Committee before the Annual General Meeting and Exhibit 1 and 2 to the Nomination Committee's proposals, and the shareholder letters (in original language) under items 20-22, are available at the Company's website www.ericsson.com. The documents will be sent upon request to shareholders providing their address to the Company. In respect of all other items, complete proposals are provided under the respective item in the invitation.

The Annual Report and the Auditor's Report as well as the Auditor's statement regarding the guidelines for remuneration to Group management will be made available at the Company and posted on the Company's website www.ericsson.com no later than three weeks prior to the Annual General Meeting. The documents will be sent upon request to shareholders providing their address to the Company.

Stockholm, February 2020

The Board of Directors

[1] Total shareholder return, i.e. share price growth including dividends.

[2] To provide a stable assessment of performance, the TSR development will be calculated based on the average closing price of the Ericsson B share on Nasdaq Stockholm (or the corresponding closing share price of the relevant peer group company) for the three-month period immediately prior to the commencement and expiration of the Performance Period.

[3] The Peer Group consists of the following companies: Cap Gemini, CGI Group, Cisco Systems, Cognizant, Corning, F5 Networks, International Business Machines, Juniper Networks, Motorola Solutions, Nokia, and Qualcomm. TSR will be measured in Swedish Krona (SEK) for all companies in line with best practice.

NOTES TO EDITORS:
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MORE INFORMATION AT: 

Contact person
Peter Nyquist, Head of Investor Relations
Phone: +46-10-714-64-99
E-mail: peter.nyquist@ericsson.com

Investors
Lena Häggblom, Director, Investor Relations
Phone:  +46-10-713-27-78
E-mail:  lena.haggblom@ericsson.com
Stefan Jelvin, Director, Investor Relations
Phone: +46-10-714-20-39
E-mail: stefan.jelvin@ericsson.com

Rikard Tunedal, Director, Investor Relations
Phone: +46-10-714-54-00
E-mail: rikard.tunedal@ericsson.com

Media
Corporate Communications
Phone: +46-10-719-69-92
E-mail: media.relations@ericsson.com

About Ericsson

Ericsson enables communications service providers to capture the full value of connectivity. The company's portfolio spans Networks, Digital Services, Managed Services, and Emerging Business and is designed to help our customers go digital, increase efficiency and find new revenue streams. Ericsson's investments in innovation have delivered the benefits of telephony and mobile broadband to billions of people around the world. The Ericsson stock is listed on Nasdaq Stockholm and on Nasdaq New York. www.ericsson.com

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Invitation to Ericsson’s Annual General Meeting 2020

 

 


Company Codes: RICS:ERICB.ST, ISIN:SE0000108656, Berlin:ERCB, NASDAQ-NMS:ERIC, Frankfurt:ERCG, LSE:0O86, LSE:0O87, Stockholm:ERICA, Stockholm:ERICB, Bloomberg:ERICB@SS, Dusseldorf:ERCB, Frankfurt:ERCB, Hamburg:ERCB, Munich:ERCB, RICS:ERICB.ST, Stuttgart:ERCB, XETRA:ERCB
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PRN: Notice Convening the Annual General Meeting of AB Electrolux Fri, 21 Feb 2020 04:15:48 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621259.html http://zend.comunicati.net/comunicati/turismo/varie/621259.html PR Newswire Turismo PR Newswire Turismo

Notice Convening the Annual General Meeting of AB Electrolux

  [21-February-2020]  

STOCKHOLM, Feb. 21, 2020 /PRNewswire/ -- The shareholders of AB Electrolux, reg. no. 556009-4178, are invited to participate in the Annual General Meeting to be held on Tuesday, March 31, 2020 at 4 p.m. at Stockholm Waterfront Congress Centre, Nils Ericsons plan 4, Stockholm, Sweden.

Registration and notification

Shareholders who wish to participate in the Annual General Meeting must

  • be recorded in the share register kept by Euroclear Sweden AB on Wednesday, March 25, 2020, and
  • give notice of intent to participate to the company not later than on Wednesday, March 25, 2020.

Notice of intent to participate can be given on the Group's web site, www.electroluxgroup.com/agm2020, by telephone +46-8-402 92 79 on weekdays between 9 a.m. and 4 p.m. or by letter to AB Electrolux, c/o Euroclear Sweden AB, Box 191, 101 23 Stockholm, Sweden.

Please include in the notice name, personal or organization identification number, address, telephone number and the number of assistants attending (if any). Shareholders represented by proxy should submit the proxy to the company prior to the Annual General Meeting. Proxy forms in Swedish and English are available on the Group's web site, www.electroluxgroup.com/agm2020.

Shareholders that have their shares registered in the name of a nominee must, in addition to giving notice of participation in the meeting, temporarily be recorded in the share register in their own names (so called voting-rights registration) to be able to participate in the General Meeting. In order for such registration to be effectuated on Wednesday, March 25, 2020, shareholders should contact their bank or trustee well in advance of that date.

Agenda

1.  Election of Chairman of the Meeting.

2.  Preparation and approval of the voting list.

3.  Approval of the agenda.

4.  Election of two minutes-checkers.

5.  Determination as to whether the meeting has been properly convened.

6.  Presentation of the Annual Report and the Audit Report as well as the Consolidated Accounts and the Audit Report for the Group.

7.  Speech by the President, Jonas Samuelson.

8.  Resolution on adoption of the Income Statement and the Balance Sheet as well as the Consolidated Income Statement and the Consolidated Balance Sheet.

9.  Resolution on discharge from liability of the Directors and the President.

10.  Resolution on dispositions in respect of the company's profit pursuant to the adopted Balance Sheet and determination of record dates for dividend.

11.  Determination of the number of Directors and Deputy Directors.

12.  Determination of fees to the Board of Directors and the Auditor.

13.  Election of Board of Directors and Chairman of the Board of Directors.

  1.            
    1. Election of Staffan Bohman as Director. (re-election)
    1. Election of Petra Hedengran as Director. (re-election)
    1. Election of Henrik Henriksson as Director. (new election)
    1. Election of Ulla Litzén as Director. (re-election)
    1. Election of Karin Overbeck as Director. (new election)
    1. Election of Fredrik Persson as Director. (re-election)
    1. Election of David Porter as Director. (re-election)
    1. Election of Jonas Samuelson as Dir! ector. (r e-election)
    1. Election of Kai Wärn as Director. (re-election)
    1. Election of Staffan Bohman as Chairman. (re-election)

14.  Election of Auditor. (re-election)

15.  Resolution on remuneration guidelines for the Electrolux Group Management.

16.  Resolution on implementation of a performance based, long-term share program for 2020.

17.  Resolutions on

a)  acquisition of own shares,

b)  transfer of own shares on account of company acquisitions and

c) transfer of own shares on account of the share program for 2018.

18.  Closing of the meeting.

Item 1 - Chairman of the Meeting

The Electrolux nomination committee, consisting of the Chairman Johan Forssell, Investor AB, and the members Kaj Thorén, Alecta, Marianne Nilsson, Swedbank Robur funds, and Anders Oscarsson, AMF - Försäkring och Fonder, Staffan Bohman and Fredrik Persson, Chairman and Director, respectively, of the Board of Directors of the company, proposes:

  • Eva Hägg, member of the Swedish Bar Association, as chairman of the Annual General Meeting.

Item 10 - Dividend and record dates

The Board of Directors proposes a dividend for the fiscal year 2019 of SEK 8.50 per share. The dividend is proposed to be paid in two equal installments of SEK 4.25 per installment and share, the first with the record date Thursday, April 2, 2020, and the second with the record date Friday October 2, 2020. Subject to resolution by the General Meeting in accordance with this proposal, the first installment of dividend is expected to be distributed by Euroclear Sweden AB on Tuesday, April 7, 2020 and the second installment on Wednesday, October 7, 2020.

Item 11 - Number of Directors

The nomination committee proposes:

  • Nine Directors and no Deputy Directors.

Item 12 - Fees to the Board of Directors and the Auditor

The nomination committee proposes Directors' fees as follows:

  • SEK 2,265,000 to the Chairman of the Board of Directors and SEK 660,000 to each of the other Directors appointed by the Annual General Meeting not employed by Electrolux; and
  • for committee work, to the members who are appointed by the Board of Directors: SEK 280,000 to the Chairman of the audit committee and SEK 170,000 to each of the other members of the committee and SEK 150,000 to the Chairman of the remuneration committee and SEK 100,000 to each of the other members of the committee.

The Nomination Committee also proposes that the Auditor's fee be paid as incurred, for the Auditor's term of office, on approved account.

Item 13 - Election of the Board of Directors and Chairman of the Board

The nomination committee proposes:

  • Re-election of Directors Staffan Bohman, Petra Hedengran, Ulla Litzén, Fredrik Persson, David Porter, Jonas Samuelson and Kai Wärn.
  • Election of Henrik Henriksson and Karin Overbeck as new Directors.
  • Re-election of Staffan Bohman as Chairman of the Board of Directors.

                  Item 14 - Election of Auditor

The Nomination Committee proposes, in accordance with the recommendation by the Audit Committee, re-election of the audit firm Deloitte AB as the company's auditor for the period until the end of the 2021 Annual General Meeting.

  Item 15 - Remuneration guidelines for the Electrolux Group Management

The Board of Directors proposes that the Annual General Meeting approves guidelines for remuneration and other terms of employment for the Electrolux Group Management on the following terms:

The guidelines set forth herein shall apply to the remuneration and other terms of employment for the President and CEO, other members of the Group Management of Electrolux ("Group Management") and, if applicable, remuneration to board members for work in addition to the board assignment. The Group Management currently comprises eleven executives.

The principles shall be applied to employment and consultancy agreements entered into after the Annual General Meeting in 2020 and to changes made to existing agreements thereafter. The guidelines shall be in force until new guidelines are adopted by the General Meeting. These guidelines do not apply to any remuneration decided or approved by the General Meeting.

Remuneration for the President and CEO and, if applicable, members of the Board of Directors is resolved upon by AB Electrolux Board of Directors, based on the recommendation of the Remuneration Committee. Remuneration for other members of Group Management is resolved upon by the Remuneration Committee and reported to the Board of Directors. The Remuneration Committee shall also monitor and evaluate programs for variable remuneration for the Group Management, the application of the guidelines for executive remuneration as well as the current remuneration structures and compensation levels in the Company. The Board of Directors shall, based on the recommendation from the Remuneration Committee, prepare a proposal for new guidelines at least every fourth year and submit it to the Annual General Meeting. The President and CEO and other members of the Group Management do not participate in the Board of Directors' processing of and resolutions regarding remuneration-related ma! tters in so far as they are affected by such matters.

Note 27 of the Annual Report includes a detailed description of existing remuneration arrangements for Group Management, including fixed and variable compensation, long-term incentive programs and other benefits.

Electrolux has a clear strategy to deliver profitable growth and create shareholder value. 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 in relation to the country or region of employment of each Group Management member. These guidelines enable the Company to offer the Group Management a competitive total remuneration.

More information on the Company's strategy can be found on the Company's website and in the most recent annual report, www.electroluxgroup.com.

The remuneration terms shall emphasize `pay for performance', and vary with the performance of the individual and the Group. The total remuneration for the Group Management shall be in line with market practice and may comprise the following components: fixed compensation, variable compensation, pension benefits and other benefits.

Employment contracts governed by rules other than Swedish 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.

Fixed compensation

The Annual Base Salary ("ABS") shall be competitive relative to the relevant market and reflect the scope of the job responsibilities. Salary levels shall be reviewed periodically (usually annually) to ensure continued competitiveness and to recognize individual performance.

Variable compensation

Variable compensation consists of both short-term and long-term incentives. Long-term incentives consist of long-term share-related incentive programs ("LTI programs"). Such programs are resolved upon by the General Meeting and are therefore excluded from these guidelines. Each year, the Board of Directors will evaluate whether or not an LTI program shall be proposed to the General Meeting. LTI programs shall be distinctly linked to the business strategy and shall always be designed with the aim to further enhance the common interest of participating employees and Electrolux shareholders of a good long-term development for Electrolux. For more information regarding these LTI programs, including the criteria which the outcome depend on, please see the corporate governance section on the Group's website www.electroluxgroup.com.

Following the `pay for performance' principle, variable compensation shall represent a significant portion of the total compensation opportunity for Group Management. Variable compensation shall always be measured against pre-defined targets and have a maximum above which no payout shall be made.

Variable compensation shall mainly relate to financial performance targets. Non-financial targets may also be used in order to strengthen the focus on delivering on the Company's business strategy and long-term interests, including its sustainability. The targets shall be specific, clear, measurable and time bound and be determined by the Board of Directors.

Short Term Incentive (STI)

Members of the Group Management shall participate in an STI plan under which they may receive variable compensation. The objectives in the STI plan shall mainly be financial and the measurement period shall be one year. The objectives shall mainly be set based on financial performance of the Group and, for the business area heads, of the business area for which the Group Management member is responsible, such as profit, financial efficiency and sales. Financial objectives will comprise at least 80 percent of the weighting. Non-financial objectives may be related to sustainability, customer satisfaction, quality or company culture.

To which extent the criteria for awarding variable cash remuneration has been satisfied shall be determined by the Remuneration Committee when the measurement period has ended. For financial objectives, the evaluation shall be based on the annual financial performance in accordance with the most recent interim report for the fourth quarter made public by the Company.

The maximum STI entitlements shall be dependent on job position and may amount to a maximum of 100 per cent of ABS. Reflecting current market conditions, the STI entitlement for Group Management members employed in the U.S. may amount to a maximum of 150 per cent of ABS.

Extraordinary arrangements

Additional variable compensation may be approved in extraordinary circumstances under the conditions that such extraordinary arrangement is made for recruitment or retention purposes, is agreed on an individual basis, does not exceed three (3) times the ABS and is earned and/or paid out in instalments over a minimum period of two (2) years. Such additional variable remuneration may also be paid on an individual level for extraordinary performance beyond the individual's ordinary tasks and shall in these situations not exceed 30 percent of the ABS and be paid in one instalment.

Right to reclaim variable remuneration

Terms and conditions for variable remuneration should be designed to enable the Board, under exceptional financial circumstances, to limit or cancel payments of variable remuneration provided that such actions are deemed reasonable (malus). The Board shall also have the possibility, under applicable law or contractual provisions and subject to the restrictions that may apply under law or contract, to in whole or in part reclaim variable remuneration paid on incorrect grounds (claw-back).

Pension and Benefits

Old age and survivor's pension, disability benefits and healthcare benefits shall be designed to reflect home country practices and requirements. When possible, pension plans shall be based on defined contribution. In individual cases, depending on provisions in collective agreements, tax and/or social security legislation to which the individual is subject, other schemes and mechanisms for pension benefits may be approved. Defined pension contributions shall not exceed 40 percent of the ABS unless the entitlement is higher under applicable collective agreements.

Other benefits, such as company cars and housing, may be provided on an individual level or to the entire Group Management. Costs relating to such benefits may amount to not more than 20 per cent of the ABS. Members of the Group Management who are expatriates, may receive additional remuneration and other benefits to the extent reasonable in light of the special circumstances associated with the expat arrangement. Such benefits shall be determined in line with the Group's Directive on International Assignments and may for example include relocation costs, housing, tuition fees, home travel, tax support and tax equalization.

Notice of Termination and Severance Pay

The notice period shall be twelve months if Electrolux takes the initiative to terminate the employment and six months if the Group Management member takes the initiative to terminate the employment.

In individual cases, contractual severance pay may be approved in addition to the notice periods. Contractual severance pay may only be payable upon Electrolux termination of the employment arrangement or where a Group Management member gives notice as the result of an important change in the working situation, because of which he or she can no longer perform to standard. This may be the case in e.g. the event of a substantial change in ownership of Electrolux in combination with a change in reporting line and/or job scope.

Contractual severance pay may for the individual include the continuation of the ABS for a period of up to twelve months following termination of the employment agreement; no other benefits shall be included. These payments shall be reduced with the equivalent value of any income that the individual earns during that period of up to twelve months from other sources of income, either from employment or from other business activities.

In addition to the above, compensation for any non-compete undertaking may be awarded. Such compensation shall be based on the ABS at the time of notice of termination of the employment, unless otherwise stipulated by mandatory collective agreement provisions, and be awarded over the period for which the non-compete clause applies, which should not exceed twelve months after termination of the employment. The compensation shall be reduced by an amount corresponding to any income that the person receives from other sources of income, either from employment or from other business activities.

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 Remuneration Committee's and the Board of Directors' basis of decision when evaluating whether the guidelines and the limitations set out herein are reasonable.

Consultancy fees

If a member of the Board of Directors (including through a wholly-owned subsidiary) should carry out services to Electrolux in addition to the board assignment, specific fees for this can be paid out (consultancy fees), provided that such services contribute to the implementation of Electrolux business strategy and the safeguarding of Electrolux long-term interests, including its sustainability. Such consultancy fee may for each member of the Board of Directors not exceed the annual remuneration for the board assignment. The fee shall be in line with market practice.

Deviations from the guidelines

The Board of Directors may temporarily resolve to deviate from the guidelines, in whole or in part, if in a specific case there is special cause for the deviation and a deviation is necessary to serve the Company's long-term interests, including its sustainability, or to ensure the Company's financial viability. The Remuneration Committee's tasks include preparing the Board of Directors' resolutions in remuneration-related matters. This includes any resolutions to deviate from the guidelines.

Deviations from the guidelines adopted by the Annual General Meeting 2019

Compensation related to extraordinary work efforts in connection with the separation and distribution of Electrolux Professional is planned to be paid out in April 2020. The compensation deviates from the provision in the remuneration guidelines for 2019 stating that such compensation shall be earned and/or paid out in installments over a minimum period of two (2) years.

Item 16 - Implementation of a performance based long-term share program for 2020

The Board of Directors has decided to propose a long-term incentive program for 2020. The Board is convinced that the proposed program will be beneficial to the company's shareholders as it will contribute to the possibilities to recruit and retain competent employees, is expected to increase the commitment and the motivation of the program participants and will strengthen the participants' ties to the Electrolux Group and its shareholders.

The Board of Directors proposes, in view of the above, that the Annual General Meeting resolves to implement a performance based, long-term share program for 2020 (the "Share Program 2020") with the following principal terms and conditions:

  • The program is proposed to include up to 350 senior managers and key employees of the Electrolux Group, who are divided into six groups; the President and CEO ("Group 1"), other members of Group Management ("Group 2"), and four additional groups for other senior managers and key employees ("Group 3-6"). Invitation to participate in the program shall be provided by Electrolux no later than on May 16, 2020.
  • Participants are offered to be allocated Performance Shares, provided that the participant remains employed until January 1, 2023. Exemptions to this requirement may be prescribed in specific cases, including a participant's death, disability, retirement or the divestiture through a sale, spin-off or otherwise of the participant's employing company from the Electrolux Group.
  • The Performance Shares shall be based on maximum performance values for each participant category. The m! aximum pe rformance value for the participants in Group 1 will be 100 per cent of the participant's annual base salary for 2020, for participants in Group 2, 90 per cent of the participant's annual base salary for 2020, for participants in Group 3, 80 per cent of the participant's annual base salary for 2020, for participants in Group 4, 60 per cent of the participant's annual base salary for 2020, for participants in Group 5, 50 per cent of the participant's annual base salary for 2020, and for participants in Group 6, 40 per cent of the participant's annual base salary for 2020. The total sum of the maximum values of the Performance Shares thus defined for all participants will not exceed SEK 376m excluding social costs.
  • Each maximum value shall thereafter be converted into a maximum number of Performance Shares [1], based on the average closing price paid for Electrolux B shares on Nasdaq Stockholm during a period of ten trading days before the day the participants are i! nvited to participate in the program, reduced by the present value of estimated dividend payments for the period until shares are allotted.
  • The calculation of the number of Performance Shares shall be connected to performance targets for the Group established by the Board for (i) earnings per share, (ii) return on net assets,[2] and (iii) CO2 reduction [3]. The performance targets adopted by the Board will stipulate a minimum level and a maximum level, with the relative weight of the performance targets (i), (ii) and (iii) being 60 per cent, 20 per cent and 20 per cent respectively.
  • The performance period is one year with respect to performance targets (i) and (ii) and three years with respect to performance target (iii). Performance outcome of the established performance targets will be determined by the Board after the expiry of the performance period for the respective performance target. If the maximum performance level is reached or exceeded, t! he alloca tion will amount to (and will not exceed) the maximum number of Performance Shares following from c) and d). If performance is below the maximum level but exceeds the minimum level, a proportionate allocation of shares will be made. No allocation will be made if performance amounts to or is below the minimum level. Information on the performance targets and the outcome will be provided no later than in connection with the allocation of Performance Shares in accordance with h).
  • The total award of Performance Shares may never exceed one (1) per cent of the total number of shares in Electrolux. If required, allotments shall be reduced to ensure that this dilution cap is observed.
  • If all conditions in the Share Program 2020 are met, allocation of Performance Shares will take place in the first half of 2023. Allocation will be free of charge except for tax liabilities.
  • Certain deviations in or adjustments of the terms and conditions for the Share Progr! am 2020 m ay be made based on local rules and regulations as well as applicable market practice or market conditions or where appropriate due to group re-organizations, including cash settlement instead of delivery of shares under certain circumstances.
  • The Board of Directors, or a committee established by the Board for these purposes, shall be responsible for the preparation and management of the Share Program 2020, within the framework of the aforementioned terms and conditions.
  • If material changes would occur within the Electrolux Group or on the market that, according to the Board's assessment, would lead to the conditions for allocation of Performance Shares no longer being reasonable, the Board will have the right to make also other adjustments of the Share Program 2020, including e.g. a right to resolve on a reduced allotment of shares.

Costs for the Share Program 2020

The total costs for the Share Program 2020 if the maximum number of Performance Shares are delivered, are estimated to a maximum of SEK 409m, which corresponds to approximately 2.0 per cent of total employment cost for 2019. The costs will be recognized over the years 2020-2022. The costs have been calculated as the sum of salary costs, including social costs, and administration costs for the program. Administration costs are estimated to be less than SEK 1m. If no allotment of shares is made, only administration costs will arise.

The costs have been calculated based on the value, at the start of the program, of the Performance Shares that may be allotted at maximum performance, with a reduction of the present value of estimated dividend payments during a three-year period. The estimate on maximum costs assumes maximum performance and that the number of participants that will leave the Group during the performance period is the same as the historical average since the introduction of share programs in 2004. In the calculation, a maximum share price of SEK 270 per share has been applied.

If repurchased shares are allocated under the program the number of outstanding shares is estimated to increase with not more than 2,733,000 B shares.[4] Such maximum increase would have a dilutive effect on earnings per share of approximately 0.94 per cent. The total maximum increase in the number of outstanding shares of all outstanding share programs is estimated to not more than 2,754,500 B shares, corresponding to a dilutive effect on earnings per share of approximately 0.95 per cent. In this calculation, maximum allotment of shares has been assumed for Share Program 2020 and expected allotment has been assumed for the share programs for 2018 and 2019.

Hedging measures for the Share Program 2020

The Board of Directors does not currently propose any method for securing the undertakings under the Share Program 2020. Delivery of Performance Shares in accordance with the terms of the Share Program 2020 will take place in 2023.

Preparation of the proposal for the Share Program 2020

The proposal regarding the Share Program 2020 has been prepared by the Remuneration Committee and the Board of Directors.

Previous incentive programs in Electrolux

For a description of the company's other share related incentive programs, reference is made to the Annual Report for 2019, note 27, and the company's website, www.electroluxgroup.com. In addition to the programs described, no other share related incentive programs have been implemented in Electrolux.

Item 17 - Acquisition and transfer of own shares

Electrolux has previously, on the basis of authorizations by the Annual General Meetings, acquired own shares for the purpose of using these shares to finance potential company acquisitions and as a hedge for the company's share related incentive programs. As of January 1, 2020, Electrolux held 21,522,858 own B shares, corresponding to approximately 7.0 per cent of the total number of shares in the company.

The Board of Directors makes the assessment that it continues to be advantageous for the company to be able to adapt the company's capital structure, thereby contributing to increased shareholder value, and to continue to be able to use repurchased shares on account of potential company acquisitions and the company's share related incentive programs.

In view of the above, the Board of Directors proposes as follows.

A.     Acquisition of own shares

The Board of Directors proposes the Annual General Meeting to authorize the Board of Directors, for the period until the next Annual General Meeting on one or several occasions, to resolve on acquisitions of shares in the company as follows.

  1. The company may acquire as a maximum so many B shares that, following each acquisition, the company holds at a maximum 10 per cent of all shares issued by the company.
  2. The shares may be acquired on Nasdaq Stockholm.
  3. Acquisition of shares may only be made at a price per share at each time within the prevailing price interval for the share.
  4. Payment for the shares shall be made in cash.

The purpose of the proposal is to be able to use repurchased shares on account of potential company acquisitions and the company's share related incentive programs, and to be able to adapt the company's capital structure, thereby contributing to increased shareholder value.

The Board of Directors has issued a statement pursuant to Chapter 19, Section 22 of the Swedish Companies Act.

B.  Transfer of own shares on account of company acquisitions

The Board of Directors proposes the Annual General Meeting to authorize the Board of Directors, for the period until the next Annual General Meeting on one or several occasions, to resolve on transfers of the company's own shares in connection with or as a consequence of company acquisitions as follows.

  1. Own B shares held by the company at the time of the Board of Director's decision may be transferred.
  2. The shares may be transferred with deviation from the shareholders' preferential rights.
  3. Transfer of shares may be made at a minimum price per share corresponding to an amount in close connection with the price of the company's shares on Nasdaq Stockholm at the time of the decision on the transfer.
  4. Payment for the transferred shares may be made in cash, by contributions in kind or by a set-off of company debt.

C.  Transfer of own shares on account of the share program for 2018

The Board of Directors proposes, on account of the share program for 2018, that the Annual General Meeting resolves that the company shall be entitled, for the period until the next Annual General Meeting on one or several occasions, to transfer a maximum of 25,000 B shares in the company for the purpose of covering costs, including social security charges, that may arise as a result of the aforementioned program. Such transfers may take place on Nasdaq Stockholm at a price within the prevailing price interval from time to time.

Majority requirement

In order for the resolutions by the General Meeting in accordance with the Board of Directors' proposals under item 17 above to be valid, the resolutions must be accepted by shareholders holding no less than two thirds of the votes cast as well as the shares represented at the General Meeting.

Shares and votes

There are in total 308,920,308 shares in the company of which, as of February 21, 2020, 8,192,539 are A shares, each carrying one vote, and 300,727,769 are B shares, each carrying one-tenth of a vote, corresponding to in total 38,265,315.9 votes. As of the same date the company holds 21,522,858 own B shares, corresponding to 2,152,285.8 votes that may not be represented at the General Meeting.

Information at the Annual General Meeting

The Board of Directors and the CEO shall, if any shareholder so requests and the Board of Directors believes that it can be done without material harm to the company, provide information regarding circumstances that may affect the assessment of an item on the agenda, circumstances that can affect the assessment of the company's or its subsidiaries' financial situation and the company's relation to other companies within the group. Shareholders wishing to submit questions in advance may send them to AB Electrolux, Attn: Office of the General Counsel, SE-105 45 Stockholm, Sweden.

Processing of personal data

For information on how your personal data is processed, see https://www.euroclear.com/dam/ESw/Legal/Privacy-notice-bolagsstammor-engelska.pdf

Documents

The Annual Report (including the Board of Directors' statement pursuant to Chapter 18, Section 4 of the Swedish Companies Act relating to the proposal under item 10 above), the Auditor's Report, the Auditor's statement pursuant to Chapter 8, Section 54 of the Swedish Companies Act regarding the remuneration guidelines for the group management, and the Board of Directors' statement pursuant to Chapter 19, Section 22 of the Swedish Companies Act relating to the proposal under item 17 a) above will be available at the company, AB Electrolux, S:t Göransgatan 143, SE-105 45 Stockholm, Sweden and on the Group's web site, www.electroluxgroup.com/agm2020, as from February 21, 2020.

The documents will also be sent to shareholders who so request and state their address. In respect of the other items, complete proposals are provided under the respective item in the Notice.

Stockholm in February 2020

AB Electrolux (publ)

THE BOARD OF DIRECTORS

[1] With a possibility for the Board of Directors to make adjustments for extraordinary events such as bonus issue, split, rights issue and/or other similar events.

[2] With a possibility for the Board of Directors to make adjustments to (i) and (ii) for extraordinary events.

[3] The CO2 reduction target refers to greenhouse gas reductions within the following three areas: (i) manufacturing, (ii) energy for product use, and (iii) use of hydrofluorocarbons (HFCs), and will be measured on selected predefined product categories and regions.

[4] With a possibility for the Board of Directors to make adjustments for extraordinary events such as bonus issue, split, rights issue and/or other similar events.

CONTACT:

For further information, please contact:

Sophie Arnius, Head of Investor Relations, +46 70 590 80 72

Electrolux Press Hotline, +46 8 657 65 07

This information was brought to you by Cision http://news.cision.com

https://news.cision.com/electrolux/r/notice-convening-the-annual-general-meeting-of-ab-electrolux,c3040716

The following files are available for download:


Company Codes: Berlin:ELX, OTC-PINK:ELUXY, ISIN:SE0000103806, ISIN:SE0000103814, LSE:0GQ1, LSE:0MDT, OTC-PINK:ELUXF, RICS:ELUXA.ST, RICS:ELUXB.ST, Stockholm:ELUXA, Stockholm:ELUXB, Berne:ELX, Dusseldorf:ELX, Frankfurt:ELX, Munich:ELX, Stuttgart:ELX
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PRN: Invitation to a Press Conference: Kamux Corporation's Financial Statements Bulletin for 2019 Fri, 21 Feb 2020 03:58:16 +0100 http://zend.comunicati.net/comunicati/turismo/varie/621257.html http://zend.comunicati.net/comunicati/turismo/varie/621257.html PR Newswire Turismo PR Newswire Turismo

Invitation to a Press Conference: Kamux Corporation's Financial Statements Bulletin for 2019

  [21-February-2020]  

HELSINKI, Feb. 21, 2020 /PRNewswire/ -- Kamux Corporation will publish its Financial Statements Bulletin for 2019 on Friday, 28 February 2020 at about 9:00 a.m.

Kamux will hold a Financial Statements Bulletin press conference for media and analysts on Friday, February 28, 2020 at Hotel Kämp, Symposium meeting room, address Pohjoisesplanadi 29, Helsinki, at 11:00 (EET) in Finnish and then in English at around 11:45 (EET).

You can follow the press conference live in English https://kamux.videosync.fi/2019-q4-results.

The Financial Statements Bulletin will be presented by CEO Juha Kalliokoski and CFO Marko Lehtonen.

Registration for the press conference by 26 February 2020 by email ir@kamux.fi.  
Kamux Corporation

Further information:
Communications Director Satu Otala
ir@kamux.fi 
Telephone +358 400 629 337

Kamux Corporation is a retail chain specializing in the sale of used cars and related integrated services that has grown rapidly. Kamux combines online shopping with an extensive showroom network to provide its customers with a great service experience anytime, anywhere. In addition to digital channels, the company has total of 72 car showrooms in Finland, Sweden and Germany. Since its founding, the company has sold more than 240,000 used cars, 46,596 of which were sold in 2018. Kamux's revenue reached EUR 527.8 million in 2018. In 2018, Kamux's average number of employees was 472 in terms of full-time equivalent employees. The shares of Kamux are listed on the Nasdaq Helsinki stock exchange.

www.kamux.com

This information was brought to you by Cision http://news.cision.com

https://news.cision.com/kamux/r/invitation-to-a-press-conference--kamux-corporation-s-financial-statements-bulletin-for-2019,c3040839


Company Codes: Bloomberg:KAMUX@FH, Helsinki:KAMUX, ISIN:FI4000206750, RICS:KAMUX.HE
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