Regulatory information
CLAIMS PROCESSING
In accordance with the regulations in force, in particular AMF instruction-recommendation no. 2012-07, NextStage AM has an effective and transparent procedure for the reasonable and rapid processing of complaints sent by all holders. of units or shareholders of funds managed by NextStage AM.
The full version of the complaints handling procedure is available to our investors and partners at the NextStage AM head office (see below) or on request at the following address: info@nextstage.com.
1. Complaints with NextStage AM
NextStage AM handles any oral or written complaint in a harmonized, honest, rapid and reasonable manner. The processing of complaints by NextStage AM is done with respect for the equality of customers.
Complaints can be sent by any means and free of charge to NextStage AM using the following contact details:
- By post to the address: 19 Avenue Georges V, 75008, Paris.
- By email to the address: info@nextstage.com
- By phone at +01 53 93 49 40 XNUMX
Any open complaint will be subject to a first return within ten working days, at least to acknowledge receipt. A response will be provided by NextStage AM as soon as possible without this period exceeding two months from the date of sending of the first written manifestation, unless justified special circumstances arise.
2. Complaint to the AMF mediator
If you are not satisfied with the response to your complaint, you can contact, free of charge, the mediator of the Financial Markets Authority, preferably by electronic form on the AMF website, https://www.amf-france.org/fr/le-mediateur-de-lamf/votre-dossier-de-mediation/vous-voulez-deposer-une-demande-de-mediation or by post, to the address 17 place de la Bourse 75082 Paris cedex 2.
Please note that your choice to use a mediator will be final.
COMPENSATION POLICY
The NextStage AM remuneration policy defines the principles relating to remuneration within NextStage AM, according to the main characteristics listed below.
In accordance with articles 24 and 107 of the delegated regulation on the AIFM directive (231/2013) and the provisions of the general regulations of the financial markets authority, the full version of our remuneration policy, up to date as of 1er February 2024, is available to our investors at the NextStage AM head office or on request at the following address: info@nextstage.com.
1. General principles and objectives
The NextStage AM remuneration policy (the “ Company "), which is the result of in-depth reflection by the Company, lays down the principles which apply, concerning the terms of remuneration, to the Company and which, according to the strategy, objectives, values and risk policy of NextStage AM, aim to:
- Align the long-term interests of its shareholders, current and potential customers/investors, and its employees by:
- Promote sound and effective risk management and by not encouraging excessive risk-taking incompatible with the risk profiles, regulations or constitutive documents of the funds managed by NextStage AM;
- Comply with the economic strategy, objectives, values and interests of NextStage AM, the managed funds and the unitholders;
- Attract and retain the best skills and talents, by generating commitment and strengthening NextStage AM's leadership while ensuring the best results and performance for NextStage AM's clients over the long term;
- Avoid conflicts of interest.
This policy is subject to a minimum annual review to ensure that it functions correctly and is respected and that it is in line with the regulations in force.
2. A composition of remuneration in line with the objectives of NextStage AM
The remuneration applicable to all NextStage AM staff consists of a fixed part and, where applicable, an individual and/or collective variable part.
NextStage AM ensures that an appropriate balance is respected between the fixed and, where applicable, variable components of the overall remuneration. The fixed component represents a sufficiently high portion of the overall remuneration so that a flexible policy can be exercised with regard to the variable component, in particular the possibility of not paying any variable component.
Where applicable, the variable component of remuneration includes:
- A collective variable portion comprising (i) specific ESG objectives determined and to be achieved collectively and (ii) profit-sharing and savings products;
- An individual variable portion determined based on the individual performance of each employee (achievement of annual objectives, etc.), the overall performance of the Company and its own ESG objectives determined individually.
The individual variable portion will therefore be determined on the basis of both quantitative and qualitative criteria in order to promote the achievements, experience and skills of employees.
3. Integration of ESG criteria
The variable component of remuneration is determined based on ESG criteria, defined precisely in the full version of the Remuneration Policy, in particular:
- Percentage of carbon assessments carried out on portfolio companies;
- Commitment to annual reduction of the Company's carbon footprint in relative intensity per employee;
- Follow-up of training on the subject of ESG, etc.