The Board of Alimak Group AB has resolved to convene an annual general meeting to be held Thursday 9 May 2019. More detailed information about the contents of the proposals may be obtained from the complete notice to the annual general meeting below.
The notice is expected to be published in the Swedish Official Gazette (Post- och Inrikes Tidningar) and on the Company's website within the next few days.
NOTICE OF ANNUAL GENERAL MEETING ALIMAK GROUP AB
English translation for information purposes only. If there are differences between the English translation and the Swedish original, the Swedish text will take precedence.
The annual general meeting of Alimak Group AB (publ) will be held on Thursday 9 May 2019 at 5:00 pm at Klara strand, St:a Clara, Klarabergsviadukten 90, in Stockholm. Registration begins at 4:30 pm. Coffee will be served.
RIGHT TO ATTEND AND NOTIFICATION TO THE COMPANY
Anyone wishing to attend the meeting must
(i) be entered as a shareholder in the share register kept by Euroclear Sweden AB as of Friday 3 May 2019,
(ii) give notice to the company of their intention to attend no later than Friday 3 May 2019.
Notification of attendance may be given in writing to the company at the address Årsstämman i Alimak Group AB, c/o Euroclear Sweden AB, PO Box 191, 101 23 Stockholm, Sweden or by telephone on +46 (0)8 402 92 08 weekdays between 9:00 am and 4:00 pm or on the company's website: www.alimakgroup.com. When giving notification please state your name or company name, personal ID or company registration number, address and daytime telephone number. The registration procedure described above also applies to registration for any advisors. See below for further information on the processing of personal data.
NOMINEE REGISTERED SHARES
To be entitled to attend the meeting, holders of nominee registered shares must instruct the nominee to have the shares registered in the holder's own name, so that the holder is entered in the share register kept by Euroclear Sweden AB as of Friday 3 May 2019. Registration in this way may be temporary.
PROXY AND PROXY FORM
Anyone who does not attend the meeting in person may exercise their right at the meeting via a proxy in possession of a signed and dated form of proxy. Forms of proxy are available on the company's website: www.alimakgroup.com. The form of proxy may also be obtained from the company or be ordered over the telephone using the number above. If the proxy is issued by a legal person, a copy of their registration certificate or equivalent documentary authority must be attached. The proxy must have been issued within the past year unless a longer period of validity is specified on the form of proxy, subject to a maximum of five years. To facilitate entry to the meeting, forms of proxy, registration certificates and other documentary authority must be received by the company in good time before the meeting.
1. Opening of the meeting
2. Election of Chair of the meeting
3. Preparation and approval of voting list
4. Approval of the agenda
5. Election of one or two persons to approve the minutes
6. Examination of whether the meeting has been duly convened
7. CEO's address
8. Presentation of the annual report and auditor's report, and also the group accounts and auditor's report for the group
9. Resolution on:
a) adoption of the profit and loss account and balance sheet, and also the consolidated profit and loss account and consolidated balance sheet;
b) allocation of the company's results in accordance with the adopted balance sheet and determination of the record day for dividends; and
c) discharge from liability towards the company for the Directors and the CEO for the financial year 2018
10. Resolution on number of Directors and number of auditors
11. Resolution on Directors' fees and auditor's fees
12. Election of Directors and Chair of the Board
13. Election of auditor
14. Resolution on guidelines for remuneration to senior executives
15. Resolution on a performance-based stock savings program for senior executives
16. Resolution on:
a) authorisation for the Board to resolve on acquisition of own shares,
b) authorisation for the Board to resolve on transfer of own shares,
c) transfer of own shares to participants in LTI 2019
17. Closure of the meeting
RESOLUTIONS PROPOSED BY THE NOMINATION COMMITTEE
The Nomination Committee for the annual general meeting 2019 comprises the following members: Anders Mörck, Latour (Chair of the Nomination Committee); Johan Lannebo, Lannebo Fonder; Åsa Nisell, Swedbank Robur Fonder; Francisco De Juan, Alantra EQMC Asset Management; Michael Green, Handelsbanken Fonder and Jan Svensson, Chair of the Board of Alimak Group.
The Nomination Committee presents the following proposals for the for the annual general meeting on May 9 2019:
Election of Chairman of the meeting (item 2)
The Nomination Committee proposes that Jan Svensson, Chair of the Board, be elected to chair the meeting.
Resolution on number of Directors and number of auditors (item 10)
The Nomination Committee proposes that the Board continue to be composed of six Directors elected by the general meeting, with no alternates, for the period until the next annual general meeting. The Nomination Committee proposes that the company have one auditor, with no alternate.
Resolution on Directors' fees and auditor's fees (item 11)
The Nomination Committee proposes that the fee for the period until the end of the next annual general meeting will be SEK 640,000 (600,000) for the Chair of the Board, and SEK 310,000 (300,000) each for other Director elected by the general meeting. In addition it is proposed that SEK 100,000 (100,000) is payable to the Chair of the Audit Committee and SEK 75,000 (75,000) to other members of the Audit Committee, SEK 70,000 (70,000) to the Chair of the Remuneration Committee, and SEK 50,000 (50,000) to other members of the Remuneration Committee.
Fees will be paid to the auditor in accordance with approved invoices.
Election of Directors and Chair of the Board (item 12)
The Nomination Committee proposes re-election of Jan Svensson, Anders Jonsson, Helena Nordman-Knutson, Christina Hallin and Tomas Carlsson as Directors, and proposes Sven Törnkvist as a new Director of the Board. Joakim Rosengren has decided to resign as Director. The Nomination Committee proposes that Jan Svensson be re-elected Chair of the Board.
Sven Törnkvist was born in 1971 and is Head of Digital Business Development at EQT, Stockholm, and has a long career of leading positions at different companies, including Ericsson and Google. Sven holds a Master of Science in Business and Economics and also a major in Marketing & International Business from Stockholm School of Economics. Sven also has an SSE Scholarship from Stanford University, USA.
Information about the other proposed Directors is available on the company's website: www.alimakgroup.com.
Election of auditor (item 13)
The Nomination Committee proposes that the registered audit company Ernst & Young AB be reappointed auditor. The proposal of the Nomination Committee corresponds with the recommendation of the Audit Committee. Neither the Nomination Committee's proposal nor the Audit Committee's recommendation has been subject to influence of a third party nor subject to any terms in contract limiting the choice of auditor.
Ernst & Young AB has given notice that if the Nomination Committee's proposal for auditor is adopted at the meeting, Rickard Andersson, Authorised Public Accountant, will be the person appointed to have main responsibility for the audit.
RESOLUTIONS PROPOSED BY THE BOARD
Allocation of the company's results in accordance with the adopted balance sheet and determination of the record day for dividends (item 9 b)
The Board proposes that the distributable profit of SEK 2,701,3 million be allocated as follows. A total dividend of SEK 148.7 million will be paid to the shareholders, equal to SEK 2.75 per share. The remaining sum of SEK 2,552.6 million will be carried forward. The proposed record day for dividends is Monday 13 May 2019. If the resolution is passed at the meeting, it is expected that dividends will be distributed by Euroclear Sweden AB on Thursday 16 May 2019.
Resolution on adoption of guidelines for remuneration payable to senior executives (item 14)
The Board proposes that the general meeting resolve to adopt the guidelines for remuneration payable to senior executives essentially in accordance with the following.
The company has established principles and forms of remuneration payable to its senior executives. After preparation by the Remuneration Committee, the Board decides on the form of remuneration scheme and the size and forms of remuneration payable to senior executives. The Board proposes that the following guidelines for determining salaries and other remuneration payable to the company's Chief Executive Officer (CEO) and other senior executives be adopted at the meeting. The term "senior executive" means the members of the company's group management team. These guidelines apply to agreements concluded after the meeting's resolution and where amendments are made to existing agreements after that time.
The Board may deviate from the guidelines set out below in individual cases where particular reasons or needs exist.
It is of fundamental importance to the company and its shareholders that the guidelines for remuneration payable to senior executives create good conditions in the near and long term to attract and retain competent employees and executives. To this end, it is important to establish fair and internally balanced conditions that are also competitive in terms of their structure, scope and level of remuneration.
Conditions of employment for senior executives should comprise a balanced combination of fixed salary, annual variable remuneration, long-term incentive program, pension and other benefits, along with conditions governing termination/severance payments.
Total annual cash remuneration, i.e. fixed salary plus variable remuneration and other long-term cash remuneration, shall be at market level in the relevant geographical market in which the individual works and is employed. Total remuneration should be reviewed annually to ensure it is in line with the market for equivalent positions in the relevant geographical market in which the individual operates.
Remuneration should be based on performance, be competitive and based on a principle of "post-performance-pay". It should therefore comprise an attractive combination of fixed salary and variable remuneration, of which the variable component may constitutes a relatively large portion of the total remuneration but capped at a predetermined maximal amount.
The annual report states the total remuneration and other benefits received by the company's senior executives during the year.
Remuneration and forms of remuneration
The company's remuneration program involves various forms of remuneration aimed at creating balanced remuneration supporting near and long-term management by objectives and achievement of targets.
Fixed salary shall be individual and is based on each person's responsibility and role, along with that person's competence and experience in the relevant position.
Short-Term Incentive/Annual variable remuneration
Senior executives receive an annual variable remuneration payable on an annual basis. The annual variable remuneration is expressed as a percentage of the fixed salary. Variable remuneration targets should primarily be related to achievement of the company's financial targets, as well as any clearly defined individual targets relating to specific duties of employment. The latter are used to ensure focus on non-financial targets of particular interest.
Financial targets for the variable remuneration are adopted annually by the Board in order to ensure that they are in line with the company's business strategy and earnings targets. When evaluating the individual performance, an overall assessment is made.
The portion of the total remuneration comprising annual variable remuneration varies depending on position, and may total 70 per cent of fixed annual salary when targets are fully achieved by the CEO, and up to 50 per cent of fixed annual salary when targets are fully achieved by other senior executives. Targets are formulated so that no variable remuneration is payable unless a minimum level of performance is achieved.
The company's cost for the annual variable remuneration to senior executives during 2019 will at most amount to roughly SEK 9,3 million (excluding costs for social security contribution).
Long-Term incentive program
In order to ensure a long-term perspective in the decision-making and to ensure long-term achievement of goals, the Board may propose the general meeting to resolve on long-term incentive programs.
The Board uses long-term incentives in order to strengthen the Alimak group's ability to recruit and maintain employees, to broaden and increase share ownership amongst the key employees, and to ensure a common focus on long-term growth in shareholder value which ensures that shareholders and the relevant employees will have the same targets. The Board is of the opinion that a performance-based stock savings program is the best approach in order to link rewards provided to the key employees' rewards to the future earnings and growth of the company.
Remuneration payable to Directors
In certain cases Directors elected by the general meeting should be able to receive fees and other remuneration for work carried out on the company's behalf, alongside their Board work. Fees at market rates, to be approved by the Board, may be payable for such services.
Senior executives qualifying for pension who enters into new pension agreements should have defined contribution pension agreements. Senior executives retire in accordance with the pension regulations of the relevant country. The general rule is that provisions made for pensions are based on fixed salary alone. Certain individual adjustments may be done in line with practice in the relevant geographical market.
Other benefits, such as a company car, wellness allowance, health care and health insurance, should comprise a minor portion of the total remuneration and should be in line with market practice in the relevant geographical market.
In addition to the remuneration described above, agreement may be reached in exceptional cases on further remuneration, e.g. when this is considered necessary to attract and retain key competence or to persuade individuals to relocate or accept a new position. However, additional remuneration of this kind should be subject to a time limit, which should not exceed 36 months. Nor should the additional remuneration exceed twice the remuneration the holder of the position would have received if no agreement on additional remuneration had been concluded.
Conditions governing termination and severance payments
Conditions governing termination and severance payments should correspond with practice in the relevant geographical market. The company's CEO should have 6 months' notice if the CEO leaves of its own volition and 12 months' notice if the company terminates the employment. Other senior executives have notice periods of up to 6 months. When a new employment contract is concluded, a severance payment not exceeding 12 months' fixed salary may be agreed upon with a senior executive. This applies solely to termination by the company. Practice in the relevant geographical market where the executive works applies in other respects.
Resolution on a performance-based stock savings program for senior executives (LTI 2019) (item 15)
The Board proposes that the general meeting resolve to adopt a performance-based stock savings program ("LTI 2019") for senior executives and key employees within the Alimak Group essentially in accordance with the following.
If the meeting adopts LTI 2019, the Board intends to subsequently provide notice of target levels and results not later than at the annual general meeting in 2021. LTI 2019 does not entail any dilution for the existing shareholders of the company.
The Board's intention is that the incentive program will run over a long-term period, consequently the Board intends to propose the general meeting in the coming years to resolve upon similar incentive programs.
Summary and reasons
The program covers maximum 50 senior executives and key employees within the Alimak group. In order to participate in the program, a personal investment in the company's shares is required. After the qualifying period, the participants will be allotted shares in the company without any payment of consideration provided that certain qualifying terms and conditions have been fulfilled. In order for these so-called Performance Share Rights to entitle the participant to receive shares in the company, continued employment with the Alimak group is required during the qualifying period and the employee's own investment in shares in the company must have been maintained in its entirety throughout the same period of time. In order for allotment of shares to take place, a financial performance target related to the average earnings per share for the Alimak group during the 2019 and 2020 financial years must also be achieved.
The reasons for the proposal by the Board regarding LTI 2019 are to strengthen the Alimak group's ability to recruit and maintain employees, to broaden and increase share ownership amongst senior executives and key employees, and to ensure a common focus on long-term growth in shareholder value which ensures that shareholders and the relevant employees will have the same targets. Through a performance-based stock savings program, the rewards provided to senior executives and key employees can be linked to the Alimak group's future earnings and growth thereby prioritizing long-term growth and ensuring that the shareholders and relevant employees have the same targets.
Performance Share Rights
Performance Share Rights mean that participants in the program are entitled, for each Performance Share Right, to receive one share in the company free of charge provided that the below qualifying terms and conditions have been fulfilled ("Performance Share Right"). Performance Share Rights are allotted without payment of any consideration.
Participant terms and conditions for LTI 2019
LTI 2019 covers maximum 50 senior executives and key employees within the Alimak group (the "Participants") who are divided into three categories as follows:
Category 1: 1 participant – the CEO
Category 2: 20 participants – group management and certain country managers
Category 3: 29 participants – country managers and key employees
In order to receive an allotment of Performance Share Rights, the Participants must acquire the following number of shares in the company on the market ("Savings Shares"):
Category 1: 1,500 Savings Shares
Category 2: 1,000 Savings Shares
Category 3: 500 Savings Shares
For each acquired Saving Share as set forth above, the Participant is entitled to receive allotment of Performance Share Rights as follows:
Category 1: 1 acquired Savings Share entitles the holder to three Performance Share Rights (Maximum 4,500 Performance Share Rights).
Categories 2 and 3: 1 acquired Savings Share entitles the holder to two Performance Share Rights (Maximum 40,000 or 29,000 Performance Share Rights).
In the event the Participant has insider information and he/she is therefore prohibited from acquiring Savings Shares in the company at the time of the application to participate in the program, the acquisition of Savings Shares shall take place as soon as possible but within three months of submitting the application.
Qualifying terms and conditions
In order for the Participant to be able to exercise their Performance Shares Rights and receive allotment of shares in the company, the following qualifying terms and conditions must be fulfilled:
The participant may not have sold any of the originally held Savings Shares during the time of the acquisition of the Savings Shares until the day after publication of the company's interim report for the first quarter of 2022 (the "Qualifying Period").
The Participant must remain an employee of the Alimak group during the Qualifying Period.
The Alimak group must achieve a financial performance target (the "Performance Target").
The number of Performance Share Rights which entitle the holder to allotment depends on the degree of target fulfilment of an interval established by the Board regarding the Alimak group's earnings per share during the 2019 and 2020 financial years. The results will be measured between the established minimum level and the established maximum level and need not be linear. In the event the minimum level in the interval is not achieved, the Performance Share Rights will not entitle the holder to any shares and if the maximum level of the interval is achieved, each Performance Share Right will entitle the holder to one share. The Board will provide notice regarding target levels and results not later than at the annual general meeting in 2021.
Other terms and conditions and profit limits
The following terms and conditions otherwise apply to the Performance Share Rights:
Participants are not entitled to transfer, pledge, or sell the Performance Share Rights, or to exercise any shareholder rights with respect to the Performance Share Rights, during the qualifying period.
The profit per allotted share is limited to a maximum amount corresponding to an increase in value of approximately 300 percent of the share price during the application period of the program. In the event the profit exceeds this limit, an adjustment shall be made by recalculating downwards to a corresponding extent the number of shares the participant will receive.
Structure and administration
The Board is responsible for the more detailed structure and administration of LTI 2019 as well as the detailed terms and conditions which shall apply between the company and the Participant under the program, within the scope of the terms and conditions and guidelines set forth herein. In conjunction with this, the Board shall be entitled to establish different terms and conditions for the program regarding, among other things, the Qualifying Period and allotment of shares, in the event of termination of employment during the Qualifying Period as a consequence of, for example early retirement. The Board shall also be entitled to make adjustments in order to fulfil specific rules or market conditions abroad.
If the Participant's acquisition of Saving Shares or the company's delivery of shares cannot be made at a reasonable cost or with reasonable administrative effort due to circumstances abroad, the Board is authorised to decide that the Participant will be offered a comparable cash-based alternative instead.
In certain cases, the Board shall be entitled to reduce the final allotment of shares or to terminate the program early, in whole or in part, without payment of any compensation to the Participants in the event of significant changes in the Alimak group or on the market.
The maximum number of Performance Share Rights which may be issued according to LTI 2019 is 73,500, corresponding to approximately 0.14 percent of the outstanding shares and votes in the company.
According to the specific conditions adopted by the Board, the number of shares covered by LTI 2019 may be subject to recalculation due to a bonus issue, reverse share split or share split, rights issue, or similar measures carried out by the company, taking into consideration customary practice for corresponding incentive programs. Recalculation may also be made so that extraordinary payments of dividends are taken into consideration. Upon recalculation, the profit limit per share may also be subject to any corresponding recalculation.
In order to secure delivery of shares under LTI 2019, the Board proposes that the Board be entitled to resolve to carry out alternative methods for transfers of shares under the program. Consequently, the Board proposes that it be entitled to transfer repurchased shares to the Participants (according to section 16 c) or to enter into share swap agreements with third parties in order to fulfil the obligations under the program. If delivery of shares is secured through share swap agreements, it is proposed that the Board be entitled to transfer repurchased shares on Nasdaq Stockholm in order to finance potential costs related to the agreement and the program (according to section 16 b). The Board is of the opinion that the first alternative, i.e. transfers of repurchased shares to the Participants, is the most cost-efficient and flexible method for delivery of shares and for covering certain costs, primarily employer payroll taxes.
Costs for LTI 2019
Assuming full results for the Performance Target and a share price at the end of the Qualifying Period of a maximum of SEK 540 (300 percent) increase based on a starting share price of SEK 135), the total cost for LTI 2019, including employer payroll taxes, is estimated to amount to a maximum of approximately SEK 22 million which corresponds on an annual basis to approximately SEK 7 million. Assuming results for the performance target of 50 percent and a share price at the close of the Qualifying Period of a maximum of SEK 500, the total cost for LTI 2019, including employer payroll taxes, is estimated to amount to a maximum of SEK 11 million, which on an annual basis corresponds to circa SEK 4 million.
The costs of the program are booked as personnel costs in the income statement during the Qualifying Period in accordance with IFRS 2 – Share-based payment. Employer payroll taxes will be booked on the income statement according to UFR 7 during the qualifying period. The amount of these costs will be calculated based on the share price performance during the Qualifying Period and the allocation of the Performance Share Rights.
The Board believes that the positive earnings effects which can be achieved from the fact that senior executives and key employees will increase their shareholdings, and also be permitted to further increase their shareholdings through the program, outweigh any costs related to LTI 2019.
Preparation of the matter
LTI 2019 was initiated by the Board of the company and has been prepared in consultation with Advokatfirman Westermark Anjou AB. The program was prepared in the Board's Remuneration Committee and at the Board meeting in February 2019.
Other long-term incentive programs
The company does currently have one outstanding long-term incentive program in place, which started in 2018.
Resolution on authorisation for the Board to resolve on acquisition of own shares (item 16 a)
The Board proposes that the general meeting authorises the Board to resolve on repurchase of own shares on one or several occasions during the period up to the annual general meeting 2020 essentially in accordance with the following.
1. Acquisition of own shares must be made on Nasdaq Stockholm.
2. Own shares may be acquired to the extent the company's holdings of own shares in total amounts to no more than one tenth of all shares in the company.
3. Acquisition of own shares on Nasdaq Stockholm shall be made in cash and at a price within the stock market price interval registered at any given time, such interval being the interval between the highest purchase price and the lowest sales price.
The reasons for the proposed authorisation to repurchase own shares are:
(i) to increase the flexibility of the Board in connection to potential future corporate acquisitions,
(ii) to enable share transfers of own shares to participants in LTI 2018, LTI 2019 as well as to participants in future incentive programs, and
(iii) to enable divest holdings of shares to cover costs for LTI 2018, LTI 2019 and future incentive programs.
Resolution on authorisation for the Board to transfer own shares (item 16 b)
The Board proposes that the general meeting authorises the Board to resolve on transfer of own shares on one or several occasions during the period up to the annual general meeting 2020 essentially in accordance with the following.
1. Transfer of own shares must be made either on Nasdaq Stockholm or in another manner.
2. Transfer of own shares may be made with disapplication from the shareholders' pre-emption rights.
3. The maximum number of shares that may be transferred is the total number of own shares held by the company at the time of the Board's resolution to transfer the shares.
4. Transfer of own shares on Nasdaq Stockholm shall be made at a price within the stock market price interval registered at any given time, such interval being the interval between the highest purchase price and the lowest sales price, transfer of own shares in another manner shall be made at a minimum price that shall be determined in close connection with the shares' market value at the time of the Board's resolution to transfer the shares.
5. Payment for the transferred shares may be made in cash, by contribution in kind or by way set-off.
6. The Board will be entitled to determine the other terms and conditions of the transfer which, however, shall be in accordance with the market practice.
The reasons for the proposed authorisation to transfer own shares and for the disapplication from the shareholders' pre-emption rights are:
(i) to cover costs relating to LTI 2018 and LTI 2019, and
(ii) to increase the flexibility of the Board in connection to potential future corporate acquisitions by facilitating a fast and cost-efficient financing by divesting holdings of own shares.
Resolution on transfer of own shares to participants in LTI 2019 (item 16 c)
The Board proposes that the general meeting resolves on transfer of own shares essentially in accordance with the following.
1. The maximum number of shares that may be transferred is 73,500.
2. The participants in LTI 2019 are, with disapplication from the shareholders' pre-emption rights, entitled to acquire the shares with right for each of the participants to acquire no more than the maximum number of shares allowed under the terms and conditions for LTI 2019.
3. The participants' right to acquire shares are conditional upon the fulfilment of all of the conditions set up in LTI 2019.
4. The shares must be transferred within the time period set out in the terms and conditions of LTI 2019.
5. The shares must be transferred free of charge to the participants in LTI 2019 under the established terms and conditions of LTI 2019.
6. The number of shares that may be transferred to the participants in LTI 2019 may be recalculated due to bonus issue, share split, rights issue and similar events in accordance with the terms and conditions of LTI 2019.
The reason for the proposed transfer and for the disapplication from the shareholders' pre-emption rights is to enable delivery of shares under LTI 2019.
The Board proposes that a resolution under this proposal is to be subject to the general meeting having resolved to pass the Board's proposal on LTI 2019 under item 15 on the agenda.
SPECIAL MAJORITY REQUIREMENT
For resolutions according to items, 16 a (authorisation on acquisition of own shares) and 16 b (authorisation on transfer of own shares) to be valid, each proposal must be supported by shareholders holding at least two thirds of the votes cast as well as of the shares represented at the meeting. A resolution according to item 16 c (transfer of own shares to participants in LTI 2019) is valid only when supported by shareholders holding at least nine tenths of the votes cast as well as of the shares represented at the meeting.
The complete proposals put forward by the Board and the Nomination Committee, including the Board's and the auditor's statements, along with financial statements and the auditor's report for 2018 will be available at the company and on the company's website www.alimakgroup.com as from no later than 18 April 2019, and will be sent immediately without charge to any shareholders who so request and state their postal address. The documents will also be available at the meeting.
NUMBER OF SHARES AND VOTING RIGHTS
The total number of shares in the company as of the date of this notice is 54,157,861 shares, representing a total of 54,157,861 voting rights. As of the day per this notice the company owns 100,000 of its own shares.
INFORMATION AT THE MEETING
If any shareholder so request and the Board considers it possible without material harm to the company, the Board and the CEO must provide information at the meeting on any circumstances that may influence determination of an item on the agenda, circumstances that may influence determination of the financial position of the company or any of its subsidiaries, the group accounts and the company's relationship to another group company. Any shareholder wishing to submit questions in advance may do so to Mathilda Eriksson (IR-Manager), by post to the address Alimak Group AB, Brunkebergstorg 5, 111 51 Stockholm or by e-mail to the address firstname.lastname@example.org.
PROCESSING OF PERSONAL DATA
For information on how your personal data is processed, please see
Stockholm in April 2019
Alimak Group AB (publ)
The Board of Directors
For further information, please contact:
Mathilda Eriksson, Investor Relations Manager, +46 8 402 14 41
About Alimak Group
Alimak Group is a world-leading provider of vertical access solutions for professional use. With sales to more than 100 countries, the Group designs, develops, manufactures, distributes and provides service to vertical access solutions with focus on adding customer value through greater safety, higher productivity and improved cost efficiency. The Group's products and solutions are sold under the brands Alimak, CoxGomyl, Manntech, Avanti and Alimak Service. Alimak Group has an installed base of around 70,000 elevators, hoists, platforms, service lifts and building maintenance units around the world. Founded in Sweden 1948, Alimak has its headquarters in Stockholm, 12 manufacturing facilities in 8 countries and 2,400 employees around the world. www.alimakgroup.com