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.
6-K
Exec Compensation
confidence 75%
filed 2026-08-07
EX-99.1
Toyota announces the determination of a disposal price (2,983.5 yen per share) for treasury stock to be distributed under its share-based compensation plan for employees. The total value of the disposition is approximately 3.4 billion yen. This is a compensatory arrangement involving equity distribution to employees, which falls within the scope of executive compensation disclosures, though the beneficiaries are employees broadly rather than named executives specifically. The materiality and scale of the program (3.4+ billion yen) make it material to investors assessing the company's capital allocation and employee incentive structure.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-07
Item 5.02
Southwest Airlines' Compensation Committee approved changes to annual base salaries and long-term incentive opportunity targets for named executive officers, effective August 15, 2026, including specific adjustments for CEO Bob Jordan and four other senior executives, with the Committee citing the need to realign compensation with the largest three U.S. airline peers to address retention risks.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-07
Item 5.02
The Board adopted the Ondas Inc. 2026 Inducement Plan reserving 20,000,000 shares for equity awards including stock options, RSUs, restricted stock, and performance-based awards. This is a compensatory arrangement for officers and directors under Item 5.02(e), establishing the framework for future equity-based compensation. The materiality is high given the substantial share reserve and broad scope of potential awards.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-07
Item 5.02
Stockholders approved Amendment No. 2 to the 2024 Long-Term Incentive Plan, increasing the Plan Share Limit by 2,000,000 shares and updating the evergreen provision, materially expanding the equity grant capacity available to officers and directors.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-07
Item 5.02
Dorchester Minerals adopted the Dorchester Minerals Operating LP Executive Severance Plan on August 6, 2026, establishing compensatory arrangements for designated executive officers including CEO Bradley J. Ehrman and CFO Leslie Moriyama, with severance benefits (cash payments, bonus acceleration, COBRA coverage, and equity vesting) triggered by qualifying terminations and enhanced benefits upon a Change in Control.
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6-K
Exec Compensation
confidence 95%
filed 2026-08-07
EX-99.1
The news release discloses grants of 304,000 PSUs, 296,000 RSUs, and 60,000 DSUs to directors, officers, and employees under the Company's Omnibus Equity Incentive Plan. This is a compensatory arrangement involving equity awards to named executives and directors, which falls squarely within exec_compensation. The disclosure explicitly notes the related-party nature and MI 61-101 exemptions, confirming the materiality of these grants to investors assessing executive compensation practices.
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8-K
Exec Compensation
confidence 85%
filed 2026-08-07
Item 1.01
The filing discloses an amendment to an executive compensation arrangement involving the grant of 287,646 compensatory stock options to employees under the 2021 Omnibus Incentive Plan. Although filed under Item 1.01 (Material Definitive Agreement), the substance is a compensatory arrangement—specifically a back-to-back purchase structure designed to make option grants "net neutral to the Company's outstanding share count while supporting the alignment of certain employees." This is a material executive compensation disclosure under Item 5.02(e) principles, even though technically filed under Item 1.01.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-06
Item 5.02
The filing discloses Board approval of a Non-Employee Director Compensation Program establishing annual cash retainers, committee retainers, and equity grants for non-employee directors, as well as an increase in CEO Brandon Torres Declet's base salary to $482,000, establishment of his target annual bonus at 75% of base salary, and approval of a 109,000-share stock option grant. These are compensatory arrangements for directors and officers that materially affect their remuneration and would be relevant to investors assessing executive pay practices.
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6-K
Exec Compensation
confidence 95%
filed 2026-08-06
The 6-K discloses compensation arrangements approved by the Compensation Committee for Alan Bash in his newly appointed role as Interim Chief Executive Officer, including bi-weekly cash compensation of $12,019 (effective July 27, 2026) and a one-time RSU grant valued at $50,000 vesting over three years. This is a material executive compensation disclosure under Item 5.02(e) equivalent, as it involves a named executive's compensatory arrangement in connection with a significant leadership role.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-06
Item 5.02
The company awarded 50,000 restricted stock units to CEO and President Nirav Patel with a three-year vesting schedule beginning August 1, 2026, representing a material equity incentive arrangement.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-06
Item 5.02
ACRES Commercial Realty Corp. entered into employment agreements with seven executive officers (Fogel, Fentress, Reasoner, Jesberger, Brengel, Blackwell, and Persaud) effective August 6, 2026, in connection with the merger and internalization. The agreements specify base salaries ranging from $300,000 to $600,000, target annual cash bonuses of at least 50% of base salary, severance provisions of 1.5x to 2x base salary plus target bonus depending on change-of-control timing, and equity eligibility.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-06
Item 5.02
The Board amended CEO Giuseppina C. Albo's employment agreement, extending her employment term through December 31, 2029 with automatic renewal provisions thereafter, reflecting a retention and incentive arrangement.
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8-K
Exec Compensation
confidence 75%
filed 2026-08-05
Item 8.01
Marcus Lemonis, the Executive Chairman and CEO, voluntarily forfeited 1,750,000 stock options granted under an Executive Chairman Performance Award dated February 20, 2024. While the forfeiture itself is voluntary and involves no consideration, it represents a material modification to his compensatory arrangement and equity holdings. The disclosure centers on the executive's equity award arrangement rather than a departure or appointment, making exec_compensation the most appropriate classification.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-05
Item 5.02
The Board approved adoption of the 2026 Employment Inducement Equity Incentive Plan, reserving 4.5 million shares for equity-based awards including stock options, RSUs, and performance awards to eligible recipients.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-05
Item 5.02
The Board of Directors awarded each member 3,000,000 shares of restricted common stock as compensation at a total cost of $315,000 per director. This represents a material compensatory arrangement for board members.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-05
Item 5.02
The disclosure centers on two compensatory arrangements: (1) Ms. Halisky's new Employment Agreement establishing her annual base salary of $225,000, bonus eligibility, equity participation, and severance terms (replacing her prior independent contractor arrangement), and (2) the Board's establishment of an annual cash compensation program for independent directors at $50,000 per director. Both are material executive and director compensation arrangements that would affect investor assessment of the company's compensation practices and obligations.
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8-K
Exec Compensation
confidence 75%
filed 2026-08-05
The filing's primary disclosure under Item 5.02 concerns entry into Retention Agreements with board members and named executives (Mendez, Kay, Regan) that establish Change in Control bonuses ($500K, $250K, $200K respectively) and salary increases during periods of Insolvency. While the filing also mentions Douglas Beck's delayed resignation and a warrant/preferred stock conversion conclusion, the substantive material event is the compensatory arrangement—the Retention Plan and Agreements—which materially affects executive and director compensation structures.
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8-K
Exec Compensation
confidence 75%
filed 2026-08-05
Item 5.02
ClearOne established a new employment agreement with Simon Brewer (CFO) effective upon completion of the Cortigent acquisition, providing a $300,000 annual base salary, discretionary performance bonus eligibility, 200,000 stock options with 25% annual vesting, six months' severance plus COBRA, and non-compete/non-disparagement covenants.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-05
Item 5.02
The company granted equity compensation to three named executives: a $9.0 million Bridge Grant to CEO James Currier, a $4.4 million 2026 LTI Award to CFO Joshua Jepsen, and a $2.55 million 2026 LTI Award to General Counsel John Donofrio, each consisting of 50% nonqualified stock options and 50% restricted stock units under the 2026 Stock Incentive Plan.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-04
The filing discloses approval of a Retention Plan and Retention Agreement under Item 5.02(e), establishing compensatory arrangements for key employees and directors. The plan provides retention incentives tied to base salary or Board fees upon a Change in Control and salary increases during periods of Insolvency. This is a material disclosure of executive and director compensation arrangements affecting multiple participants.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-04
Item 5.02
Alight modified performance-vesting restricted stock units (March TVR Awards) for CEO Rohit Verma, CDO Allison Bassiouni, and CHRO Donna Dorsey by lowering stock price hurdles, and approved new performance-vesting restricted stock unit grants (July TVR Awards) to these executives plus CFO Stephen Lasher to better motivate management.
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8-K
Exec Compensation
confidence 75%
filed 2026-08-04
Item 5.02
CEO Jeffrey W. Kip's Performance Stock Unit Award was amended and restated, removing stock price goals for two tranches and enhancing severance protections upon qualifying terminations and change-of-control events, materially modifying his equity compensation structure and retention incentives.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-03
Item 5.02
Shareholders approved a stock option grant to Executive Chairman Ali Mazanderani of 1,000,000 options at $5.00 per share, vesting on April 1, 2028 with exercise eligibility after April 1, 2029.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-03
Item 5.02
Jack A. Khattar, CEO of Supernus Pharmaceuticals, executed a Second Amended and Restated Employment Agreement in connection with the merger, specifying a base salary of $1,115,000, annual cash bonus targeted at 100% of base salary (up to 200%), severance provisions of 18–24 months depending on timing, and full vesting of stock-based awards upon termination without cause or for good reason.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-03
Item 5.02
The disclosure centers on amendments to Mark Penn's (CEO) employment agreement and a new stock appreciation rights grant. The Amendment increases his base salary from $1,260,000 to $1,400,000, sets his bonus target at 240% of base salary, establishes a long-term equity incentive target of 450% of base salary, and grants 2,000,000 SARs with a base price of $8.45 per share vesting over three years. This is a compensatory arrangement disclosure under Item 5.02(e), not a departure or appointment.
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8-K
Exec Compensation
confidence 75%
filed 2026-08-03
Item 8.01
The Board adopted an 'Equity Award Treatment upon Retirement Policy' (Good Leaver Policy) on July 29, 2026, establishing compensatory arrangements for Management Committee members and key employees regarding continued vesting of equity awards upon retirement.
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6-K
Exec Compensation
confidence 85%
filed 2026-08-03
The Company adopted a 2026 equity incentive plan on August 3, 2026, with 425,000 Class A ordinary shares available for issuance to directors, consultants, and key employees. This is a compensatory arrangement that links employee interests to shareholder value and would materially affect investor assessment of capital structure and dilution risk.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-03
Item 5.02
The Board approved a new long-term incentive plan (the "2026 New Employee Plan") reserving 1,500,000 shares for awards to eligible new employees. This is a compensatory arrangement disclosure under Item 5.02(e), establishing a material equity-based compensation vehicle. The plan's adoption and share reservation would affect investor assessment of dilution and executive/employee compensation practices.
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8-K
Exec Compensation
confidence 75%
filed 2026-08-03
Item 8.01
The Compensation Committee approved special equity grants to Steven M. Rales and Mitchell P. Rales on July 31, 2026, comprising non-qualified stock options (1,000,000 shares each) and restricted stock units (500,000 shares each) with four- to five-year vesting as part of a Long-Term Growth Program.
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8-K
Exec Compensation
confidence 92%
filed 2026-08-03
Item 5.02
Lantheus disclosed compensatory arrangements for named executive officers in connection with the pending merger, including transaction bonuses totaling $6.0 million and amendments to severance letter agreements for five named executive officers clarifying treatment of converted PSU awards and eligibility for earned 2026 bonuses upon qualifying terminations.
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8-K
Exec Compensation
confidence 72%
filed 2026-08-03
Item 7.01
The filing discloses ratification of a new collective bargaining agreement for pilots that includes accrued retention bonuses payable in Q4 2026, new pay tables, enhanced retirement plan contributions, and other employee benefits. While this is a labor agreement rather than executive compensation in the traditional sense, the disclosure centers on compensatory arrangements (bonuses, pay adjustments, retirement benefits) triggered by the agreement's ratification, which is the hallmark of exec_compensation disclosures. The material financial impact (retention bonus payout) and operational significance (preferential bidding system) make this material to investors.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-03
Item 5.02
The disclosure centers on compensatory arrangements for Mr. Marino, the Executive Vice President and Chief Financial Officer. The filing details his employment agreement effective July 30, 2026, specifying base salary ($650,000+), annual cash bonus (target 110% of base, maximum 220%), long-term equity awards, a "CFO Transformation Award" (37,500–75,000 RSUs tied to stock price and Adjusted EBITDA goals), severance provisions, and restrictive covenants. While the agreement also confirms his continued service in the CFO role, the substantive disclosure focuses on the compensation structure and equity incentives, making this an exec_compensation event rather than an appointment.
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8-K
Exec Compensation
confidence 95%
filed 2026-08-03
Item 5.02
The Compensation Committee approved forms of performance-based restricted stock unit award agreements on July 28, 2026, to be used for grants to officers and employees under the 2020 Stock Incentive Plan. This is a compensatory arrangement disclosure under Item 5.02(e), establishing the framework for equity awards tied to Hyve Solutions financial performance over a three-year period. The approval of award agreement forms for future grants to named executives and employees is a material executive compensation matter.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-31
Item 5.02
The filing discloses adoption of a new Executive Severance Policy applicable to the CEO and other executives, and a separate Severance Agreement with Megan Wynne specifying severance benefits upon qualifying termination events. These are compensatory arrangements for named executives under Item 5.02(e), establishing material financial obligations triggered by employment termination. While severance agreements can sometimes signal an impending departure, the prose centers on the *arrangement itself* rather than an actual departure or appointment, making exec_compensation the most precise classification.
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6-K
Exec Compensation
confidence 95%
filed 2026-07-31
This 6-K discloses grants of Global Long-Term Incentive (GLTI) performance shares and Market Value Share Options (MVSO) to nine Persons Discharging Managerial Responsibilities (PDMRs) on 30 July 2026, including the CEO, CFO, and other senior executives. The disclosure is made under DTR 3.1.2-A (Market Abuse Regulation Article 19) and details conditional equity awards with performance conditions tied to Free Cash Flow and ESG targets. This is a compensatory arrangement for named executives and would materially affect investor assessment of executive incentive structures.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-31
Item 5.02
The Compensation Committee granted equity awards totaling 100,000 shares under the 2024 Equity Incentive Plan on July 29, 2026, with 85,000 shares distributed to three named officers (CEO Shufang Gao receiving 45,000 shares, CFO Wei Fang receiving 20,000 shares, and VP Ying Deng receiving 20,000 shares). This is a direct disclosure of compensatory arrangements—equity grants to executives—which is the core definition of exec_compensation under Item 5.02(e).
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8-K
Exec Compensation
confidence 75%
filed 2026-07-31
Item 5.02
Robert A. McCabe Jr.'s letter agreement as Chief Banking Officer and Vice Chair was amended to extend his service term through December 31, 2027, and establish a post-service consulting fee of $1,150,000 annually for two years.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-30
Item 5.02
The disclosure centers on amendments to Mr. Mazanderani's employment agreements—extension of his U.S. employment agreement through June 30, 2029, and entry into a new South African employment agreement with specified base salaries ($600,000 USD and ZAR 5,000,000 respectively) and travel allowances. These are compensatory arrangements for a named executive officer that materially affect his terms of service and compensation structure.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-30
Item 5.02
The Board approved and adopted an Amended and Restated Executive Severance and Change in Control Severance Plan on July 24, 2026, revising the definition of "Change in Control" to remove certain carve-outs. This is a compensatory arrangement disclosure under Item 5.02(e), as it modifies severance and change-in-control benefits for executives. The amendment to the plan's definition affects the triggering conditions for executive severance payments, making it material to investors assessing executive compensation and potential costs.
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6-K
Exec Compensation
confidence 75%
filed 2026-07-30
EX-99.2
NetClass Technology Inc entered into a Technology Services Agreement with Gang Zhu providing for equity compensation of 240,000 Class A ordinary shares as consideration for technology services, effective retroactively from February 1, 2026. The material equity grant with conditional vesting tied to service performance affects the company's capital structure and shareholder interests.
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6-K
Exec Compensation
confidence 75%
filed 2026-07-30
EX-99.3
NetClass Technology Inc entered into a consulting services agreement with Zen Song providing for equity compensation of 250,000 Class A ordinary shares as full and complete consideration for technical consulting services, effective retroactively from February 1, 2026. The material equity grant with conditional vesting mechanics affects the company's capital structure and shareholder interests.
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8-K
Exec Compensation
confidence 75%
filed 2026-07-30
Item 5.02
In connection with the pending merger, MarketAxess amended severance and change-of-control arrangements for three named executives: CEO Christopher Concannon, CFO Ilene Fiszel Bieler, and General Counsel Scott Pintoff. The amendments modify the definition of "Good Reason," accelerate vesting of RSUs and PSUs in a change-of-control protection period, and revise severance payment terms.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-30
Item 5.02
The Board approved an amendment to the Inducement Equity Incentive Plan increasing reserved shares from 2,250,000 to 3,350,000 (an additional 1,100,000 shares) effective July 28, 2026. This is a compensatory arrangement disclosure under Item 5.02(e), involving equity awards and plan amendments that would materially affect the registrant's capital structure and executive compensation capacity. The filing explicitly describes the plan's purpose to grant equity-based awards to employees and non-employee directors as inducement compensation.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-30
Item 5.02
LogicMark entered into new executive employment agreements with CEO Chia-Lin Simmons and CFO Mark Archer on July 27 and July 24, 2026, respectively, establishing compensation arrangements through August 31, 2028. The agreements specify base salaries ($537,500 for CEO, $572,000 for CFO), annual bonuses, equity grants (6% and 2% of outstanding shares respectively), tax gross-ups, and severance provisions.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-29
Item 8.01
The Board modified the Non-Employee Director Compensation Policy, increasing annual equity awards to $175,000, initial awards to $350,000, and adding new committee chair and member retainers payable in restricted stock units. This is a compensatory arrangement amendment for directors that would affect investor assessment of governance costs and director incentives, meeting the definition of exec_compensation under Item 5.02(e) disclosure standards.
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8-K
Exec Compensation
confidence 75%
filed 2026-07-29
Item 5.02
In connection with the Merger Agreement, the Board adopted three compensatory arrangements: a Change-in-Control Severance Plan providing severance multiples of 0.5x–3x base salary plus bonus and health coverage for 6–36 months; a retention bonus program with 25% payable at closing and 75% at six months post-closing; and transaction bonuses totaling $1.302M, $812K, and $486K for the three named executives.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-29
Item 5.02
The disclosure centers on amendments to executive employment agreements for three named officers (Troy E. Wilson, Ph.D., J.D., Brian Powl, and Kathleen Ford) that modify severance provisions, including cash payments, equity acceleration, and COBRA continuation benefits triggered by termination or resignation events, particularly in connection with a Corporate Transaction. This is a classic compensatory arrangement disclosure under Item 5.02(e).
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8-K
Exec Compensation
confidence 92%
filed 2026-07-29
The filing discloses a new Executive Employment Agreement with Adam Levy (President and CEO) effective July 23, 2026, replacing his prior 2025 agreement. The disclosure details compensatory arrangements including: base salary of $375,000, discretionary and performance-based cash bonuses tied to EBITDA targets, and a grant of 160,000 stock options with a five-year term and $0.647 exercise price. While the agreement also includes severance provisions, the principal focus is on the compensation structure and equity grant, making this an exec_compensation event under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-07-28
Item 5.02
The filing discloses amendments to severance agreements for three named executives (CFO Keith A. Jones, CRO Dr. Mark Kokes, and CLO Kevin Tanji) approved by the Compensation Committee on July 22, 2026. The changes materially modify equity acceleration provisions upon qualifying terminations and change-in-control events, directly affecting the compensatory arrangements of these officers. This is a classic exec_compensation disclosure under Item 5.02(e).
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8-K
Exec Compensation
confidence 92%
filed 2026-07-28
Item 5.02
The disclosure centers on the Compensation and Human Capital Committee's approval of a one-time restricted stock unit award of $500,000 to E.J. Wunsch, President of International, granted under the 2020 Omnibus Award Plan with two-year vesting. This is a compensatory arrangement for a named executive officer, fitting the exec_compensation category. While the filing mentions Robert D. Wright's appointment as CEO, the substantive Item 5.02(e) disclosure is the equity grant to Wunsch.
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