The Treasurer April 2006

Losing control

It appears that change of control clauses are becoming the norm in response to complaints by investors that the current climate in the world of mergers and acquisitions (M&As) works to their disadvantage.

It is not a trend that is universally welcomed by treasurers, but it seems that trying to stop change of control clauses may be the corporate equivalent of trying to turn back the tide. Other treasurers appear to be more willing to concede defeat, judging that it is not worth fighting over.

The last issue of The Treasurer reported on the change of control clause issue which featured so prominently in BAA’s highly successful multi-tranche bond issue.

While the last few weeks have seen a sudden focus on change of control, the argument has been simmering away in the bond markets for some time, mainly because of the perception that some private equity takeovers have left bond owners with the raw end of the deal.

A year ago investment grade borrowers had little need to offer covenants against the weakening of credit after a change of control, but the increasing M&A activity has placed bond covenants firmly in the forefront of investors’ minds. Particularly as we are now in an era where no quoted company of whatever size appears immune to the possibility of being placed on the radar of private equity. According to Bloomberg, by the end of February companies in Europe had announced takeovers amounting to $191bn – more than double the amount in the first two months of 2005 causing debt securities to drop as much as 11%.

In private there is a degree of cynicism on this issue. Some bankers think that treasurers should take the easy option and grant the change of control clause on the grounds that you can’t come to market without offering protection. Some even argue that there is very little for treasurers and their colleagues to worry about as, if the worst does come to pass, they may not be the ones who have to pick up the pieces. But let’s not forget that change of control clauses can run counter to the interest of shareholders and at first glance should be resisted. It may be better for the market to build into its assessment and pricing the possibility of change of control, which, in theory at least, could result in an improved rating if the acquirer had a better-rated credit. But such calls are unlikely to hold sway. Instead, the best that treasurers can hope for is careful wording so that the clause is only triggered by takeovers that lower the credit rating.

There is a wider point. Treasurers are uneasy about change of control clauses partly because of the signal that it sends to the market. Some treasurers feel that if they allow themselves to be pushed back on this issue it will only be a matter of time before they are being asked to give ground elsewhere.
PETER WILLIAMS
Editor

marketwatch NEWS (TT April06 p4-5)

Change of control clauses gain ground
Change of control clauses are fast becoming the norm as investors argue they are being disadvantaged by the current climate of frequent merger and acquisition activity.

marketwatch TECHNICAL UPDATE (TT April06 p6-7)

A new accounting basis?
A potentially radical new way of preparing accounts to convey a totally different aspect of the financials is out for debate.

Ask the experts:Potential to surprise (TT April06 p8)

What are treasurers are doing about their D&B rating? David Whelan faults the D&B approach, Ian Peake assesses the pension protection
fund implications, and Tony Chitty defends D&B’s stance.

Checking out a super deal (TT April06 p9)

Cheaper debt and a cut in a groaning pension deficit – it sounds like the corporate treasurer’s version of the perfect supermarket buy-one-get-one-free special offer.

Labouring for growth (TT April06 p10-11)

In the UK overall employment has been declining while unemployment and economic inactivity has been rising. The inactive and migrants can add to the labour supply. If unemployment continues to ise, so will the saving ratio, further hitting consumption.

marketwatch BUDGET 2006 (TT April06 p12-13)

Gordon Brown’s feel-good Budget
On 22 March, Gordon Brown gave his 10th Budget. However, I assume that, unlike his 19th century predecessor Nicholas Vansittart, to whom he compared himself, the current Chancellor of the Exchequer does not expect his next job to be Chancellor of the Duchy of Lancaster. There seemed to be something in the Budget for everybody, and the Chancellor of the Exchequer looked like he was feeling very good about life.

In the right spirit (TT April06 p14-16)

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Hybrid capital: Long-term fix or short-term story? (TT Apr06 p17-23)

In the past 12 months over €8bn has been raised by European corporates from this new opportunity. The building of a hybrid starts with a debt-like security that is twisted into an equity security. In the UK the biggest question over hybrids concerns the tax treatment, but careful planning could overcome this objection.

An essential journey (TT April06 p24-25)

The process of finding the optimal cash balance is complicated by many factors. Formulaic, practical and industry-focused strategies help to provide guidance on starting the optimal cash balance journey. Identifying and maintaining an optimal cash balance is one sign of a well-managed company.

Testing stress (TT April06 p26-27)

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Mission and vision (TT April06 p28-30)

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A search for precision (TT April06 p34-36)

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Gaining currency (TT April06 p40-41)

The market for electronic foreign exchange trading platforms has become more competitive. Developed in the late 1990s, electronic FX trading platforms were a response to corporate demand for a central hub of information. Regulatory changes are a driving force for increasing competition and improving services.

Relieving itchy feet (TT April06 p42)

For most heads of department, replacing staff can be a time consuming and laborious process which eats into time that could be utilised in a more productive way. In some cases, it can even swallow up personal time, as many job interviews take place before or after work. Inevitably, there will always be an element of staff mobility. However, many resignations are the result of people feeling frustrated, under-utilised or simply not appreciated by their current employer and could be avoided with just a little more thought and planning .

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