Showing material events only. Routine administrative filings — bylaw amendments, technical fund updates, procedural FD disclosures — are filtered out so the front page stays signal-dense.
8-K
Exec Compensation
confidence 92%
filed 2026-10-23
Item 5.02
The disclosure centers on adoption of a new Lumen Executive Severance Plan and entry into participation agreements with named executive officers (including CEO Kate Johnson) that govern severance and change-of-control benefits. Although the filing states these changes "did not result in any material change to the severance or change in control benefits previously provided," the restructuring of compensatory arrangements—including the Restated Johnson Agreement specifying severance multiples (2.5x base plus target bonus upon CIC termination) and COBRA/outplacement terms—is a compensatory arrangement disclosure under Item 5.02(e). This is material to investors assessing executive retention and cost structure.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-23
Item 5.02
The disclosure centers on a new employment agreement with Scott Macdonald, the existing CFO, detailing his compensation package including base salary ($1,060,000), annual bonus (125% target), equity awards (70% of base salary target), severance terms (18 months base salary), and change-of-control provisions. While the agreement also constitutes a continuation of his role, the substantive disclosure focuses on the compensatory arrangements and terms, making this a classic exec_compensation event under Item 5.02(e).
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8-K
Exec Compensation
confidence 85%
filed 2026-10-23
Item 5.02
The disclosure centers on an "enhanced compensation package" approved for Nicola Baty in connection with her appointment as President, effective October 21, 2026. The filing details specific compensatory arrangements: a $675,000 base salary, a 250% long-term equity incentive target, a grant of 58,245 restricted stock units vesting in 2029, and an 80% annual cash bonus target. While the appointment itself is mentioned, the substantive focus is on the compensation terms and equity grants, making this an exec_compensation event rather than exec_appointment.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-23
Item 5.02
The disclosure centers on a one-time cash retention award of $550,000 granted to CFO John Szczepanski pursuant to a letter agreement, with specific vesting conditions and repayment obligations. This is a compensatory arrangement for a named executive officer, fitting the definition of exec_compensation. While Item 5.02 covers multiple event types, the principal disclosed action is the compensation arrangement itself, not a departure or appointment.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-23
Item 5.02
The Board approved significant increases in annual base salaries for three named executives (CEO Dr. Nijhawan from $357,696 to $657,423, President Dr. Brooks from $335,340 to $591,681, and CFO Weiler from $300,000 to $525,938), retroactive to July 1, 2026. These represent material compensatory arrangements disclosed under Item 5.02(e), with increases of approximately 84%, 76%, and 75% respectively—the first adjustments since 2023. The disclosure also notes that 90% of the CEO's salary continues to be issued as fully vested restricted share units.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-23
Item 5.02
The Company adopted an amended and restated Senior Officer Severance Plan on October 22, 2026, modifying compensatory arrangements for named executive officers including the CEO, CFO, and other senior officers. The amendments increased severance multipliers (CEO multiplier from 2.5x to 3x in change-of-control scenarios) and expanded cash severance calculations to include Target Bonus, representing material modifications to executive compensation and severance terms that would affect investor assessment of executive cost and retention risk.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-23
Item 5.02
Allegiant entered into new employment agreements as of October 22, 2026 with four executive officers (Gregory Anderson, Robert Neal, Drew Wells, and Tyler Hollingsworth) specifying compensatory arrangements including annual base salaries, short-term incentive cash bonus targets (125% to 180% of base salary), long-term incentive stock grants (195% to 300% of base salary), and severance benefits.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-23
Item 5.02
The disclosure centers on the Nominating and Compensation Committee's approval of one-time RSU awards totaling $2.25 million to two named executives (Scott Fredericks and Joseph S. LaFeir) under the 2026 Long Term Incentive Plan, with three-year vesting schedules. This is a classic compensatory arrangement disclosure under Item 5.02(e), distinct from an appointment or departure.
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8-K
Exec Compensation
confidence 92%
filed 2026-10-22
Item 5.02
The filing discloses employment agreements with two named executives (CEO Ying Luo and CFO Thomas Eastling) that establish compensatory arrangements including base salary, annual bonus targets, severance provisions, COBRA reimbursement, and accelerated equity vesting upon termination or change of control. While the agreements also confirm continued service, the substantive disclosure centers on the compensation terms and severance/change-of-control benefits, which is the hallmark of exec_compensation under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-10-22
Item 5.02
The Human Resources and Compensation Committee adopted the Management Incentive Plan (2027 MIP) for fiscal year 2027, establishing target bonus amounts (35%-100% of base salary) and performance criteria for senior officers and named executive officers.
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8-K
Exec Compensation
confidence 85%
filed 2026-10-22
Item 5.02
Executive officers and employees acquire non-operating working interests in oil and gas wells through the Wellbore Participation and Assignment Plan, providing equity-like interests in well operations and cost-sharing arrangements that align compensation with company performance across 38 wells in North Dakota and Montana.
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6-K
Exec Compensation
confidence 92%
filed 2026-10-22
The 6-K discloses the Board's adoption on October 16, 2026 of the Rantizo 2026-2027 Equity Incentive Plan, which reserves 6,000,000 Class A ordinary shares for issuance as stock options, restricted stock, restricted stock units, and performance awards to directors, officers, employees, and consultants. This is a compensatory arrangement affecting named executives and broad employee groups, falling squarely within exec_compensation. The plan's material scope (6 million shares reserved) and ten-year term make it material to investor assessment of capital structure and executive incentives.
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8-K
Exec Compensation
confidence 92%
filed 2026-10-21
Item 8.01
The Board approved an updated non-executive director compensation policy effective March 9, 2026, establishing a total annual compensation structure of $100,000 per director ($75,000 in quarterly share awards plus $25,000 in cash). This is a compensatory arrangement disclosure under Item 8.01 that materially affects director compensation terms and would be relevant to investors assessing governance and capital allocation.
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6-K
Exec Compensation
confidence 95%
filed 2026-10-21
EX-99.1
The exhibit discloses material changes to the remuneration package for Dr David Stamler, the Company's Chief Executive Officer and Managing Director, effective 15 October 2026. The announcement details revised base salary (US$525,000), STI arrangements, severance terms, and change-of-control provisions, with the Board noting it has approved these changes and intends to seek shareholder approval for termination benefits at the upcoming annual general meeting. This is a classic executive compensation disclosure under the governance domain.
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8-K
Exec Compensation
confidence 92%
filed 2026-10-21
The filing discloses an amendment to the engagement letter for Tom DaPolito, the Interim Chief Financial Officer, effective October 16, 2026. The Amendment modifies compensatory arrangements by: (i) extending the engagement term through October 16, 2027; (ii) providing full immediate vesting of all outstanding and unvested stock options upon a change of control; and (iii) extending the post-termination exercise period for vested options to three years. These modifications to equity vesting and exercise rights constitute material changes to executive compensation arrangements under Item 5.02(e).
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6-K
Exec Compensation
confidence 85%
filed 2026-10-20
EX-99.2
The company issued 140,028,000 unquoted options under the Omnibus Incentive Plan employee incentive scheme, with key management personnel Dimitris Voliotis receiving 30,887,000 of these options. This compensatory arrangement was disclosed via ASX Appendix 3G notification.
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8-K
Exec Compensation
confidence 85%
filed 2026-10-20
Item 5.02
The filing discloses a new executive employment agreement for Andrew M. Johnson (EVP, CFO, and Chief Legal Officer) entered into on October 14, 2026. The agreement specifies compensatory arrangements including a minimum annual base salary of $250,000, eligibility for annual performance bonuses, restricted stock unit awards under the 2024 Incentive Award Plan, and severance benefits upon termination without Cause or for Good Reason (12 months base salary continuation, bonus, COBRA coverage, and accelerated RSU vesting). While the agreement also supersedes a prior agreement, the central disclosure focuses on the compensation terms and severance arrangements rather than a departure or new appointment, making this an executive compensation event material to investors assessing executive cost structure and incentive alignment.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-20
Item 5.02
The Board approved one-time restricted stock awards to CEO Zhi Yang ($118,000 / 62,461 shares) and CFO Edward F. Gobora ($30,000 / 15,880 shares), effective October 15, 2026.
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8-K
Exec Compensation
confidence 95%
filed 2026-10-20
Item 5.02
Following stockholder approval on October 19, 2026, Trade Desk repriced outstanding stock options under the 2025 Incentive Award Plan, reducing exercise prices to $12.26 (the closing price on the Effective Date), materially modifying compensatory arrangements for executive officers and employees; CEO Jeff Green's market-based performance options were excluded from the repricing.
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8-K
Exec Compensation
confidence 92%
filed 2026-10-19
Item 5.02
Silgan established a consulting agreement with Anthony J. Allott, Non-Executive Chairman, providing compensatory arrangements including a $250,000 monthly consulting fee, $250,000 up-front monthly fee for pre-signing services, $150,000 monthly contingent fee through closing, expense reimbursement, potential bonus, and equity incentive compensation in MetalCo profits interests.
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8-K
Exec Compensation
confidence 75%
filed 2026-10-19
Item 5.02
The disclosure centers on a new employment agreement with Jonathan Reich effective October 1, 2026, detailing compensatory arrangements including base salary ($390,000 with annual increases), performance bonus ($124,313 minimum), separation pay provisions, equity acceleration rights, and a 100,000-share equity award under the 2026 Equity Incentive Plan. While Reich's role change from CEO to President/COO occurred, the substantive focus of this Item 5.02 filing is the compensation structure and terms of his new employment agreement, making this primarily an exec_compensation disclosure rather than exec_departure or exec_appointment.
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8-K
Exec Compensation
confidence 92%
filed 2026-10-19
Item 5.02
The Board approved two compensatory arrangements on October 13, 2026: (1) the 1st Detect Corporation Transaction Incentive Bonus Plan, which establishes a bonus pool equal to 20% of transaction proceeds (minimum $20 million threshold) for designated key employees and the CEO, and (2) the First Amendment to the Astrotech Corporation Transaction Bonus Plan, modifying the definition of qualifying transactions. Both are material executive compensation arrangements tied to potential subsidiary sale transactions, disclosed under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-09-29
Item 5.02
The filing discloses extension employment agreements for two named executives—Dr. Anil Diwan (President) and Meeta Vyas (CFO)—that modify their compensatory arrangements. Dr. Diwan's extension includes a base salary of $400,000, a $2 million term life insurance policy, and a grant of 10,204 shares of Series A Preferred Stock with quarterly vesting through June 30, 2027. Ms. Vyas's extension continues her monthly compensation of $10,800 and adds a new health insurance reimbursement benefit up to $2,500 per month. These are material modifications to executive compensation arrangements disclosed under Item 5.02(e).
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8-K
Exec Compensation
confidence 92%
filed 2026-09-29
Item 8.01
FedEx's Board approved updated compensation arrangements for outside directors in September 2026, increasing the annual equity grant by $20,000 from $195,000 to $215,000.
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8-K
Exec Compensation
confidence 92%
filed 2026-09-29
Item 5.02
The Compensation Committee approved compensatory arrangements for named executives Ralph A. Clark (CEO) and Alan R. Stewart (CFO) in connection with the Merger, including transaction bonuses ($525,000 and $200,000 respectively) and amended severance benefits comprising 12-month base salary, COBRA reimbursement, pro-rated bonus, and equity acceleration.
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8-K
Exec Compensation
confidence 92%
filed 2026-09-29
Item 5.02
Item 5.02(e) discloses multiple compensatory arrangements: Dr. Sievers' consulting agreement with contingent payments up to $159,000 through June 2027; reinstatement of retention bonuses for CFO Vasquez ($148,888 target) and CEO Dr. Short ($440,892 target) contingent on December 31, 2026 milestones; and new performance bonuses for both executives ($75,000 and $220,000 targets respectively) contingent on March 31, 2027 milestones. While Dr. Sievers' resignation is mentioned, the filing's primary focus under Item 5.02(e) is the compensatory arrangements themselves, including the Board's approval of bonus programs and their terms.
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6-K
Exec Compensation
confidence 92%
filed 2026-09-29
The 6-K discloses amendment and restatement of the Company's 2024 Share Incentive Plan, increasing the maximum aggregate share limit from 2,000,000 to 5,000,000 Ordinary Shares. This is a material modification to the equity compensation framework affecting director and officer compensation arrangements, approved by the Board and compensation committee on September 28, 2026. Such plan amendments are classified as executive compensation disclosures under Item 5.02(e) equivalent.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-29
Item 5.02
The filing discloses amended appointment letters for three independent non-executive directors (Anthony S. Chan, Mau Chung Ng, and Mei Cai) that modify their compensatory arrangements effective October 1, 2026. The key change is the replacement of $20,000 per annum in share-based compensation with an equivalent cash payment, eliminating future equity issuances to these directors. This is a material modification to executive compensation arrangements, fitting squarely within the exec_compensation category.
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8-K
Exec Compensation
confidence 75%
filed 2026-09-29
The filing discloses multiple material events, but the most salient Item 5.02 disclosure centers on compensatory arrangements: the Company issued 200,000 shares of Series A Convertible Preferred Stock to CEO David Boulette pursuant to an Executive Employment Agreement entered into on August 17, 2026. While the filing also includes governance amendments (Item 5.03), the Item 5.02 compensation grant is the primary executive action reported and would materially affect investor assessment of executive incentives and capital structure.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-29
Item 5.02
The filing discloses revised employment agreements for two named executives—Robin L. Oliver (EVP and COO) and Scott J. McKim (EVP, CFO, and principal financial officer)—entered into on September 24, 2026. The agreements specify minimum annual salaries ($350,000 and $325,000 respectively), eligibility for employee benefit plans, stock grants, cash incentive payments, severance arrangements (200% of base salary plus average bonus upon change of control), and post-termination non-solicitation covenants. This is a compensatory arrangement disclosure under Item 5.02(e), material to investors assessing executive retention and change-of-control protections.
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8-K
Exec Compensation
confidence 92%
filed 2026-09-28
Item 5.02
The disclosure centers on Board approval of an amendment to the 2024 Inducement Incentive Plan to increase reserved shares by 500,000 specifically to accommodate equity grants (250,000 restricted stock plus 250,000 performance share units) to Jeffrey Allen Willard, the new Chief Executive Officer, as part of his employment agreement. This is a compensatory arrangement for a named executive officer, fitting the exec_compensation category under Item 5.02(e), distinct from the appointment itself (which was disclosed separately on September 17, 2026).
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6-K
Exec Compensation
confidence 85%
filed 2026-09-28
On September 15, 2026, the Company granted 20,000,000 restricted Class A ordinary shares to certain employees under its 2026 Equity Incentive Plan "in consideration of services rendered." This is a material equity grant to employees, which constitutes executive or employee compensation disclosure under the equity-grant category. The grant is substantial in size (20 million shares) and represents a significant dilutive event affecting the cap table.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-28
Item 5.02
The Compensation Committee approved an increase in annual base salary for Mark A. Esquivel, President and COO, from $270,000 to $400,000 (a 48% increase effective September 28, 2026). This is a direct disclosure of a compensatory arrangement modification for a named executive officer, fitting the exec_compensation category. The material salary increase would affect investor assessment of executive compensation costs and governance decisions.
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8-K
Exec Compensation
confidence 92%
filed 2026-09-28
Item 5.02
The Compensation Committee adopted a Senior Management Change of Control Severance Policy on September 25, 2026, establishing compensatory arrangements for the CEO, President, EVPs, and SVPs (all named executive officers). The policy specifies severance multiples (2.0x for CEO, 1.5x for others), equity acceleration provisions, and COBRA continuation benefits triggered by qualifying terminations in connection with a change of control. This is a material disclosure of executive compensation arrangements under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-09-28
Item 5.02
The Board approved amendments to the 2026 Executive Bonus Plan that modify compensatory arrangements for the Chief Executive Officer and Chief Financial Officer, increasing their maximum annual bonus eligibility to 59% and 56% of base salary respectively based on new performance metrics (net income above $10,000,000 and Section 45Z tax credits). This is a direct disclosure of executive compensation plan amendments under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-09-28
Item 5.02
The disclosure centers on the adoption of the Workhorse Group Inc. Value Creation Incentive Plan (VCIP) and grants of performance awards to named executives Scott Griffith (CEO, $15 million target) and Jody Davis (CFO, $6.5 million target) based on achievement of specified performance goals over a five-year period. This is a compensatory arrangement for directors and officers under Item 5.02(e), not a departure or appointment.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-25
Item 5.02
The filing discloses awards of time-based RSUs and performance-based PSUs to executive officers (CEO, CFO, SVP, Chief Procurement Officer, and General Counsel) under the 2026 Omnibus Incentive Plan, together with a separate 150,000 RSU award to CEO Jonathan DeGaynor with a five-year cliff vest. This is a classic executive compensation disclosure under Item 5.02(e), involving equity grants and compensatory arrangements rather than departures or appointments. The awards are material to investors as they represent significant long-term incentive compensation and retention mechanisms for named executives.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-25
Item 5.02
The Board adopted the BKV Corporation Executive Severance Plan on September 24, 2026, establishing compensatory arrangements for named executive officers and other participants. The disclosure details severance benefits including cash payments (base salary plus bonus multiples), equity vesting provisions, healthcare premium coverage, and bonus payments—all classic elements of executive compensation arrangements. While Item 5.02 encompasses departures and appointments, the substantive disclosure here centers on the creation of a new severance compensation plan, not on any individual's departure or appointment.
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8-K
Exec Compensation
confidence 85%
filed 2026-09-25
Item 5.02
Texas Pacific Land Corp amended employment agreements for three named executives—Tyler Glover (President and CEO), Chris Steddum (CFO), and Micheal W. Dobbs (SVP/General Counsel)—extending their contract terms from December 31, 2026 to December 31, 2029 with automatic one-year renewals, reflecting a material modification to executive compensatory arrangements and employment continuity.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-25
Item 5.02
The Compensation Committee approved special, one-time restricted stock unit awards to three named executives (Anselm Wong, Morgan Hodges, and Vic Nettie), each with a grant date value of $750,000, vesting over three years contingent on continued employment, designed for retention and stockholder alignment purposes.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-25
Item 5.02
The Compensation Committee approved a special leadership retention performance share award of 150,000 Performance Shares to Joseph B. Hayek, President and CEO, on September 21, 2026, subject to performance-based and time-based vesting conditions tied to stock price and continued employment.
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8-K
Exec Compensation
confidence 85%
filed 2026-09-25
Item 5.02
Live Nation amended Michael G. Rowles' employment agreement, extending his employment term through December 31, 2029, changing his title to Senior Legal Advisor effective January 1, 2028, setting annual base salary at $500,000 with no bonus opportunity, and modifying severance terms to a lump sum payment equal to base salary through contract end.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-25
Item 5.02
The Board approved a discretionary bonus plan with a $3,000,000 aggregate pool for eligible employees including executive officers, contingent on merger integration and core conversion work. This is a compensatory arrangement for officers and executives under Item 5.02(e), distinct from a departure or appointment. The material size of the pool and explicit inclusion of executive officers makes this material to investors.
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8-K
Exec Compensation
confidence 93%
filed 2026-09-25
Item 1.01
The Board approved retention bonuses for directors Sandy Shoemaker ($55,000), Kris Pederson ($50,000), and Steven Beabout ($70,000), payable under a Continuation Offer Letter with specified payment terms and conditions.
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8-K
Exec Compensation
confidence 95%
filed 2026-09-25
Item 5.02
The Board approved retention agreements and compensatory arrangements for CEO David Gandini and CFO Chris Whitaker, including bonuses totaling $170,000 and release payments totaling $540,000, with payment terms tied to employment through November 30, 2026.
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6-K
Exec Compensation
confidence 85%
filed 2026-09-24
EX-99.1
TORM announced a capital increase of 97,089 Class A shares resulting from the exercise of Restricted Share Units (RSUs) as part of the company's incentive program. RSU exercises are compensatory arrangements for employees or executives, and the resulting capital increase and share issuance represent the vesting and settlement of equity compensation. This disclosure falls within executive compensation as it relates to the settlement of equity-based incentive awards.
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8-K
Exec Compensation
confidence 92%
filed 2026-09-24
Item 8.01
The Board approved and adopted the 2026 Stock Incentive Plan on September 24, 2026, reserving 33,000,000 shares for issuance as stock-based and cash-based awards to employees, officers, directors, and consultants, with the plan to be submitted for shareholder approval at the upcoming annual meeting.
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6-K
Exec Compensation
confidence 95%
filed 2026-09-24
EX-99.1
This announcement discloses the grant of 17,880,200 Restricted Share Units to executives and employees under the 2026 Share Plan on September 23, 2026. The grant includes 493,434 RSUs each to Dr. Han (CEO/founder) and Dr. Li (CTO/co-founder), plus 16,893,332 RSUs to 158 employees and senior management. The disclosure details vesting schedules (36 months for executives with performance-based conditions, 23-45 months for other employees), performance targets linked to revenue, and clawback mechanisms—all hallmarks of executive compensation arrangements. This is a material equity incentive grant to named executives and senior management that would affect investor assessment of compensation practices and dilution.
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6-K
Exec Compensation
confidence 85%
filed 2026-09-24
The 6-K discloses a share purchase program by Magnum Ice Cream Company N.V. to acquire up to 6.6 million ordinary shares to cover obligations arising from its long-term incentive plans. The filing provides detailed transaction data for 1,380,960 shares purchased between September 18–23, 2026, at an average price of approximately €16.59 per share. This is a material executive compensation arrangement involving equity acquisition for employee incentive plans, which would affect investor assessment of the company's capital allocation and executive compensation obligations.
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8-K
Exec Compensation
confidence 85%
filed 2026-09-24
Item 7.01
The filing discloses a long-term equity incentive plan at FF EAI Robotics subsidiary allocating approximately 25% of capitalization on a fully diluted basis as stock options for the core management team, key leaders, and key employees. This is a compensatory arrangement for executives and employees designed to align their interests with the company and stockholders, which is the hallmark of exec_compensation disclosures. The Item 7.01 references Item 5.02 above, confirming this is a compensation-related matter.
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