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FAQ

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A share is a fraction of a company's capital. It therefore represents a right to the company's assets and profits.

A free share right refers to the status of a free share between the grant date and the vesting date. During this period, the employee does not yet own the shares. The free share rights cannot be sold and do not give the holder any entitlement to dividends during this period.

The beneficiary employee does not immediately become the owner of the shares. A certain period of time must elapse between the date on which the free shares are granted and the date on which the employee beneficiary becomes the outright owner of shares. This period, known as the vesting period, is set by Compagnie des Alpes at three years. After this three-year period, employees become shareholders of Compagnie des Alpes and can dispose of their shares how they wish.

On the grant date, all eligible employees will receive 30 free shares. 

A grant letter with the plan’s regulation attached will be sent to each eligible employee.  

To receive the free rights, all eligible employees must confirm acceptance by logging on to the Uptevia bank website: www.investor.uptevia.com. 

At the end of the three-year vesting period, employees receive their shares in an Uptevia securities account opened in their name by the Compagnie des Alpes Group.  

Note that if the employee is a permanent or seasonal employee whose employment contract automatically renews, he or she must still be a staff member on the vesting date. 

At the end of this three-year period, they become a shareholder in Compagnie des Alpes.

The value of the shares will correspond to the Compagnie des Alpes share price on the day the shares vest.

For example, if on the vesting date the Compagnie des Alpes share price is €15, the value of the 30 shares will be €450 (30 x €15). 

An employee’s portfolio will therefore follow the Compagnie de Alpes share price, which may rise or fall.

A dividend is the portion of a company’s profits that is distributed to each owner of a share. The amount of the dividend is proposed by the Board of Directors at the Annual General Meeting and voted by the shareholders. Dividends are paid once a year.

The consequences on vesting vary depending on the employee’s contract of employment on the vesting date:

For permanent employees and seasonal employees who benefit from the automatic renewal of their employment contract 

Employees lose their right to the shares, except in the event of retirement or death.  

For seasonal employees who do not benefit from the automatic renewal of their employment contract 

Employees retain their free share rights.  

This granting of free shares is not conditional on individual or company results. The conditions of vesting depend solely on the status of the employees (permanent or seasonal).

Regardless of the employee’s status (permanent or seasonal), in the event of retirement between the grant date and the vesting date, the employee retains the free share rights and they will fully vest on the vesting date. 

If a company is no longer directly or indirectly controlled by CDA SA or, in the case of a Ski Area, the delegated public service is no longer operated by an entity controlled by CDA SA on the vesting date, the free share rights are lost.

The employee will no longer be entitled to the free shares. Only employees who are staff members on the grant date are eligible for the MyCDA plan.

  • If an employee changes employer within the Compagnie des Alpes Group or its direct or indirect subsidiaries, the rights and conditions attached to the free shares remain unchanged. 
  • If you move abroad, you will need to find out how the free shares are taxed in that country. 

If the employee has a work email address

  • They will receive an e-mail with their login details.  
  • These details, together with the customer reference, will be used to create a temporary password for logging in to the account at https://www.investors.uptevia.com

If the employee has a personal email address that has been previously communicated to their employer

  • They will receive an e-mail with their login details.  
  • These details, together with the customer reference, will be used to create a temporary password for logging in to the account at https://www.investors.uptevia.com

If the employee has not provided their employer with an email address:

They will receive 2 letters:  

  • First letter: this will give them their login details
  • Second letter: this will give them the information needed to log in 

Employees can then log in to their account at https://www.investors.uptevia.com

Employees can retrieve their login details directly from the Uptevia website (https://www.investors.uptevia.com) or contact Customer Services on +33 (0)1 57 78 34 44.

In some countries (with the exception of France), tax and social security regulations involve the deduction of taxes and/or social security contributions by the employer. To comply with this rule, Compagnie des Alpes is introducing a scheme known as Sell-to-Cover, which allows for a portion of the shares to be sold in order to collect the tax and/or contributions due.

In the absence of a sell-to-cover scheme, the shares will be delivered to you in full and the tax and social security contributions relating to the shares will be deducted directly from your payslip.

It’s a service that handles for you the payment of taxes and social security contributions due in respect of your bonus shares, by selling a portion of your shares.

This service is for seasonal and permanent employees of organisations outside France. 

  • If you are a seasonal worker: you don’t have to do anything. 
  • If you are a permanent employee: you must apply for sell-to-cover.

Uptevia sells the portion of your shares required to cover the taxes and social security contributions due in respect of your shares.

The proceeds from this sale are subsequently transferred to your employer (or former employer),after which said employer remits the amount owed by the employee directly to the local tax and social security authorities.

You receive fewer shares than the number allocated to you three years ago, but no action is required on your part regarding taxes and social security contributions. Everything is covered by the employer.

  • If you are a seasonal worker: you don’t have to do anything. Sell-to-cover will be applied systematically. You will therefore receive fewer shares than you were originally allocated (Number of shares allocated - Number of shares sold to cover taxes and social security contributions).
  • If you are a permanent employee: you must apply for sell-to-cover. 
    • To do this, please contact your Human Resources team.
    • If you take no action, the shares will be delivered to you in full and the taxes and social security contributions relating to the shares will be deducted directly from your payslip.