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 95%
filed 2026-07-06
Item 5.02
The disclosure centers on the Compensation and Human Resources Committee's approval of special time-vested RSU grants to two named executive officers (Kevin G. Barth and Charles G. Kim) on July 1, 2026, in connection with succession planning. Each grant represents 44,262 shares with three-year cliff vesting contingent on continued employment. This is a compensatory arrangement for directors/officers under Item 5.02(e), distinct from an appointment or departure.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-06
Item 5.02
The disclosure centers on the Compensation and Human Capital Committee's approval of a special one-time restricted stock unit award of 36,000 shares to Brett A. Cope, the President, CEO, and Chairman. The award is explicitly designed as a compensatory arrangement to incentivize continued service beyond his retirement eligibility date, with backloaded vesting (25% in 2027, 25% in 2028, 50% in 2029) and forfeiture provisions upon early retirement. This is a material executive compensation arrangement requiring 8-K disclosure under Item 5.02(e).
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8-K
Exec Compensation
confidence 92%
filed 2026-07-06
Item 5.02
Clarivate entered into a retention agreement with Henry Levy, President of Life Sciences & Healthcare, providing for full vesting of unvested RSUs upon transaction closing, cancellation of performance share units, and severance payments of 18 months' base salary and target bonus plus COBRA payments if terminated without cause within six months post-closing.
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8-K
Exec Compensation
confidence 85%
filed 2026-07-06
Item 5.02
Element Solutions memorialized a letter agreement with John E. Capps, former Executive Vice President, General Counsel and Secretary, confirming his continued entitlements under his Change in Control Agreement, including receipt of annual bonus and severance at levels to which he was entitled in connection with the proposed merger.
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6-K
Exec Compensation
confidence 92%
filed 2026-07-06
The filing discloses issuance of 1,645,353 restricted shares totaling ¥10.98 billion to directors, corporate executive officers, and subsidiary executives under SMFG's stock compensation plans. This is a material compensatory arrangement involving equity grants with performance conditions and vesting schedules, filed pursuant to Japanese securities law requirements and incorporated by reference into SMFG's Form F-3 registration statement.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-06
Item 5.02
CEO Robert T. DeMartini's employment agreement was amended to modify his compensatory arrangements, including a $1,000,000 incremental cash bonus with staged vesting and enhanced retirement provisions for RSUs and PSUs.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-06
Item 5.02
The filing discloses amendments to employment agreements for three named executives (CEO Xiaohua Lu, COO Yizhou Zhao, and CFO Jeffery Chuang) that increase their annual base salaries effective July 1, 2026. This is a compensatory arrangement modification approved by both the Compensation Committee and Board, fitting squarely within the exec_compensation category. While Item 5.02 can cover departures and appointments, the substance here is salary adjustment and employment agreement amendment.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-06
Item 5.02
The disclosure centers on the reinstatement of the Executive Severance Policy on June 29, 2026, which establishes compensatory arrangements for executive officers during a defined transition period. The policy specifies severance payments (1.5x base salary plus target bonus over 18 months), COBRA premium coverage, pro rata bonuses, and career transition assistance for qualifying terminations. This is a material modification to executive compensation and severance terms, distinct from a specific departure or appointment, and falls squarely within Item 5.02(e) compensation disclosure requirements.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
On June 30, 2026, Central Pacific Financial Corp.'s executive officers, including CEO Arnold D. Martines, entered into Change in Control Agreements establishing severance and equity-vesting arrangements triggered by involuntary termination without Cause or voluntary termination for Good Reason within specified periods around a change of control. This is a compensatory arrangement disclosure under Item 5.02(e), distinct from an appointment or departure, and is material as it establishes significant financial obligations and protections for named executives in a change-of-control scenario.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The filing discloses an Amended and Restated Supplemental Executive Retirement Agreement for James R. Barlow, the Chairman, President and CEO, effective July 1, 2026. The amendment increases the vesting percentage to 10% per year (accelerating vesting from the prior agreement), establishes a target retirement date of December 31, 2033 with annual retirement benefits of $120,000 over ten years, and includes change-of-control provisions. This is a material modification to executive compensation and retirement benefits arrangements, clearly falling under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The filing discloses one-time retention awards (cash incentives and RSUs) approved by the Board on June 30, 2026 for three named executive officers: CEO Ameet Mallik ($1,795,500 cash + 675,000 RSUs), CFO Jose Carmona ($541,842 cash + 203,700 RSUs), and CMO Mohamed Zaki ($568,974 cash + 213,900 RSUs). This is a compensatory arrangement disclosure under Item 5.02(e), distinct from an appointment or departure, and the aggregate amounts are material to investors assessing executive compensation and potential retention strategy.
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6-K
Exec Compensation
confidence 95%
filed 2026-07-02
EX-99.1
The exhibit discloses the grant of 7,025,385 restricted share units (RSUs) to 649 employees on July 1, 2026, pursuant to the 2020 Share Incentive Plan. This is a compensatory arrangement involving equity grants with specified vesting schedules, clawback mechanisms, and performance terms. Although the grantees are employees rather than named executives, the disclosure of a material equity grant program with detailed vesting conditions and forfeiture provisions falls squarely within executive compensation disclosure obligations. The grant is material to investors as it represents a significant dilutive equity issuance affecting shareholder value.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The disclosure centers on the Company's adoption of the 2026 Performance Equity Plan on July 1, 2026, which reserves 33.6 million shares for stock-based awards to employees, executives, and directors. The Board intends to grant performance awards under the Plan to executive officers and named executive officers as incentive compensation. This is a compensatory arrangement disclosure under Item 5.02(e), distinct from an executive departure or appointment.
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8-K
Exec Compensation
confidence 85%
filed 2026-07-02
Item 1.01
The filing discloses Amendment No. 7 to the CEO's employment agreement, which extends the contract term and, more substantively, approves salary increases for Selwyn Joffe from $828,256 to $902,799 (effective June 26, 2026) and further to $984,050 (effective April 1, 2027). While the amendment also extends the employment term, the principal disclosed action centers on the compensatory arrangement—the salary increases approved by the Board and Compensation Committee. This is a material executive compensation disclosure under Item 1.01.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-02
Item 5.02
Mitesco granted 200,000 shares of restricted common stock to the CEO and 200,000 shares to the Chairman of the Board as an incentive bonus for the first half of FY2026.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The disclosure describes approval of the Xerox Holdings Corporation 2026–2028 Transformation Retention Award Plan, a compensatory arrangement for executive officers (including Named Executive Officers), senior leaders, and other employees. The Committee approved cash-based retention awards with specific vesting schedules and change-of-control provisions, which is a classic executive compensation disclosure under Item 5.02(e). This is material as it affects the total compensation structure and retention incentives for key executives during the company's transformation.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-02
Item 5.02
The Board and Compensation Committee approved a discretionary cash bonus payment of $169,000 to Thomas J. Schaefer, CEO and Interim CFO, for services in 2025, with the updated 2025 Summary Compensation Table reflecting this compensatory arrangement.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The company amended the Executive Employment Agreement of CEO Eric Gripentrog, replacing a $500,000 performance equity award with a grant of 3,500,000 fully vested stock options at $0.0055 per share. The amendment was approved by the Compensation Committee on June 30, 2026.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-02
Item 5.02
The Compensation Committee approved a waiver to Section 3.2 of Bryant Riley's Employment Agreement, releasing holdback amounts attributable to Q1 and Q2 2026 that would otherwise have been withheld until Q1 2027. This is a modification of compensatory arrangements for a named executive officer, directly affecting the timing and amount of compensation payments. The waiver is material as it represents a material change to the executive's compensation structure based on performance.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-02
Item 5.02
The Company granted equity options totaling 1,750,000 shares under the 2026 Equity Plan to named officers (Luisa Ingargiola, Meng Li, Sam Knipper) and non-employee directors as compensation for services rendered.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The disclosure centers on amendments to employment agreements for the CEO (Farouq Tuweiq) and CFO (Lynn Hutkin) that materially increase their base salaries, variable compensation, and long-term performance awards. These are compensatory arrangements approved by the compensation committee, directly fitting the exec_compensation category. The magnitude of increases (CEO base salary from $600k to $725k, target variable compensation from $1.6M to $2.1M, and long-term awards from $1.2M to $1.875M) makes this material to investors assessing executive pay practices.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The Compensation Committee approved a $100,000 bonus payment to Timothy Warbington, the Chief Executive Officer.
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6-K
Exec Compensation
confidence 75%
filed 2026-07-02
The disclosure reports issuance of 10,500,000 Class B Ordinary Shares to Founder, Chairman, and CEO Terence Zou following satisfaction of performance-based milestones (three capital raises completed in late 2025 and April 2026). This constitutes a compensatory equity grant tied to performance conditions, resulting in Zou holding ~66.79% of aggregate voting power. While the shares were authorized in October 2025, the actual issuance and vesting upon milestone achievement in July 2026 represents a material executive compensation event under Item 5.02(e).
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8-K
Exec Compensation
confidence 92%
filed 2026-07-02
Item 5.02
The disclosure centers on compensatory arrangements for two named executives: Kevin Moran's amended employment agreement increasing his base salary to $600,000 and setting his 2026 target bonus at $1,600,000, and Nancy Curtin's new employment agreement as Interim CEO. While the Moran amendment also updates his title, the substantive focus is on salary, bonus, and equity award treatment modifications. This is a classic Item 5.02(e) compensation disclosure.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-02
Item 5.02
The disclosure centers on compensatory arrangements for three named executives: base salary increases for Burnette (from $425k to $525k), Datta (from $400k to $450k), and Wiesinger (from $400k to $450k); an increase in Burnette's annual incentive bonus opportunity from 80% to 100% of base salary; and substantial equity grants totaling $12 million in restricted stock units under the 2025 Equity Incentive Plan, plus a replacement RSU grant to Datta in exchange for cancellation of a prior option. These are material compensation modifications approved by the Compensation Committee on July 1, 2026.
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8-K
Exec Compensation
confidence 85%
filed 2026-07-02
Item 5.02
The disclosure centers on compensatory arrangements for Mr. Loïc Eloy, a named executive officer and President of Nuclear & Safety Group, including a specified annual base salary of USD 415,000, a 50% target bonus opportunity, and customary expatriation-related benefits (housing, relocation, education, travel, tax and social protection). While the filing is under Item 5.02, the principal action disclosed is the modification of his compensation package in connection with his secondment assignment, not a departure or appointment to a new role.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-02
Item 1.01
Castellum amended its CEO's employment agreement to materially modify compensatory arrangements, including a new equity grant of 773,630 stock options valued at 106.6% of base salary, acceleration of previously granted options, base salary increases, and performance-based bonus structures tied to acquisitions and financial metrics.
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8-K
Exec Compensation
confidence 98%
filed 2026-07-01
Item 5.02
The filing discloses Board-approved compensatory arrangements for five named executives, including base salary increases effective July 1, 2026 (ranging from $50,000 to $52,000 annually) and substantial long-term equity awards under the 2023 Equity Incentive Plan with target values totaling $70.5 million, granted on August 15, 2026. The awards consist of performance-based and time-based restricted stock units with detailed vesting and performance metrics. This is a classic Item 5.02(e) executive compensation disclosure materially affecting investor assessment of executive pay and incentive alignment.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The filing discloses a Change in Control Severance Agreement entered into with Todd Siefert on July 1, 2026, specifying compensatory arrangements including severance multiples (2.0x base salary and bonus), bonus payments, COBRA continuation, and accelerated equity vesting upon qualifying termination events. This is a classic executive compensation disclosure under Item 5.02(e), distinct from a departure or appointment, as it establishes the terms of a severance and change-of-control arrangement.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The disclosure centers on Board approval of new employment agreements for three named executives (Stuart A. Rose, Zafar A. Rizvi, and Douglas L. Bruggeman) that materially increase their compensatory arrangements, including annual maximum bonuses (Rose: $2.5M→$4M; Rizvi: $5M→$12M; Bruggeman: $2.5M→$4M), severance bonus caps, and termination benefits. This is a classic Item 5.02(e) compensatory arrangement disclosure, distinct from an appointment or departure.
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6-K
Exec Compensation
confidence 85%
filed 2026-07-01
EX-99.1
The exhibit discloses a Board-approved grant of 2,475,000 stock options to the CEO at $4.32 per share with a ten-year term and four-year vesting schedule subject to performance milestones. This is a material compensatory arrangement for a named executive officer (CEO Francis Bellido) that would affect investor assessment of executive compensation and capital structure. While the exhibit also announces sponsorship of an industry summit, the substantive disclosure triggering SEC/regulatory reporting is the equity grant.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The disclosure centers on the Board's approval of a substantial equity grant of 9,099,328 RSUs to each of the two Co-CEOs (William Roberts and Daniel Roberts), subject to a six-year vesting and holding period. This is a compensatory arrangement for named executives under Item 5.02(e), distinct from an appointment or departure. The materiality is evident from the size of the grant, the multi-year vesting structure extending to 2033, and the Board's explicit statement that these grants are designed to retain and incentivize the Co-CEOs and align their interests with shareholders.
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6-K
Exec Compensation
confidence 92%
filed 2026-07-01
The filing discloses a decision by the Compensation Committee to make an additional cash contribution of JPY 2.9 billion to a Board Benefit Trust (BBT) for the purpose of acquiring up to 350,000 shares of the Company for distribution to directors and executive officers under an existing stock compensation program. This is a material compensatory arrangement affecting named executives and directors, falling squarely within exec_compensation disclosure requirements.
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8-K
Exec Compensation
confidence 85%
filed 2026-07-01
Item 5.02
SiTime adopted a deferred compensation plan effective July 1, 2026, allowing directors and named executive officers to defer base pay, bonus, and equity-based compensation, with the Company retaining the ability to make discretionary contributions.
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6-K
Exec Compensation
confidence 92%
filed 2026-07-01
EX-99.2
Marex Group Limited adopted and shareholders approved the Global Omnibus Plan on 25 June 2026, a comprehensive equity incentive plan governing awards of options, restricted shares, conditional awards, and cash-based compensation to employees and directors, including performance conditions, vesting schedules, and clawback provisions.
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6-K
Exec Compensation
confidence 92%
filed 2026-07-01
EX-99.4
Marex Group Limited adopted and shareholders approved the Long Term Incentive Plan on 25 June 2026, establishing the framework for equity-based compensation awards to eligible employees and directors, including performance conditions, vesting schedules, and malus and claw-back provisions.
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8-K
Exec Compensation
confidence 85%
filed 2026-07-01
Item 5.02
The disclosure centers on a consulting agreement with F. Brad Denardo, the former President and CEO, establishing compensatory arrangements ($6,000 monthly consulting fee) for the Consulting Period (July 1, 2026 – June 30, 2027). While Denardo has already departed from executive roles, the principal disclosed action here is the formalization of his compensation structure as a consultant, not the departure itself. This is a compensatory arrangement for a named executive officer, fitting the exec_compensation category.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The filing discloses two compensatory arrangements for named executives: (1) a performance-based stock option award to CEO Arun Jeldi for 964,474 shares with market-capitalization-based vesting milestones, and (2) Change in Control Agreements with the CEO, CFO, and Chief Revenue Officer providing severance benefits upon qualifying terminations. These are classic executive compensation disclosures under Item 5.02(e), distinct from appointments or departures.
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6-K
Exec Compensation
confidence 95%
filed 2026-07-01
EX-99.1
The announcement discloses compensatory arrangements agreed with Ron Edmonds in connection with his appointment as Interim Chief Financial Officer, including a USD$450,000 pro-rated base salary, short-term incentive up to 100% of fixed remuneration, and long-term incentive of USD$95,000 in director share rights subject to shareholder approval. This is a classic executive compensation disclosure under Item 5.02(e) equivalent, material to investors assessing executive costs and governance.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The Compensation Committee approved retention bonuses for named executives Eric Schlorff and Kevin Chung with vesting schedules and equity components under the 2022 Omnibus Incentive Plan. This is a compensatory arrangement disclosure under Item 5.02(e), distinct from a departure or appointment. The retention structure and equity grants are material to investor assessment of executive incentives and capital allocation.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The disclosure centers on compensatory arrangements for the CEO and named executive officers, including restricted stock awards, incentive stock options, and base salary increases approved by the Board on June 26, 2026. The filing explicitly states the awards were granted "in order to align the economic interests" of executives with the Company and stockholders, and details the specific equity grants (174,081 restricted shares and 26,041 options for CEO Abinand Rangesh) and salary increases (5% for Rangesh to $220,500; 3% for other NEOs). This is a classic exec_compensation disclosure under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-07-01
Item 5.02
The filing discloses board approval of a new Executive Annual Incentive Plan on July 1, 2026, which establishes a compensatory arrangement for key executives. The disclosure details the plan's structure, performance measures, award thresholds, and administration by the Compensation Committee. This is a classic Item 5.02(e) compensation arrangement disclosure, distinct from executive departures or appointments.
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8-K
Exec Compensation
confidence 75%
filed 2026-07-01
Item 5.02
The disclosure centers on an amendment to Tim Fisher's (COO) employment agreement that modifies his compensation and benefits through December 15, 2026, including extension of certain benefits and forfeiture of his 2026 annual equity grant and retention bonus. While the amendment also sets a terminal date for his employment, the substantive disclosure focuses on compensatory arrangements rather than a departure announcement, making exec_compensation the most salient classification.
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8-K
Exec Compensation
confidence 95%
filed 2026-06-30
Item 5.02
The disclosure centers on a new employment agreement with Norman D. Lowery, the President and CEO, detailing his compensation ($698,987 annual base salary), severance arrangements, change-of-control protections (including a 2.99x multiplier), and other compensatory terms. While the agreement also addresses his continued employment, the substantive focus is on the compensatory arrangements and severance provisions, which is the hallmark of an exec_compensation event under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-06-30
Item 5.02
The disclosure centers on new employment agreements entered into on June 29, 2026 with three senior executives (Rodger A. McHargue, Stephen P. Panagouleas, and Mark A. Franklin) that establish compensatory arrangements including annual base salaries, bonus opportunities, severance terms, and change-of-control provisions. While the agreements also govern employment terms and termination conditions, the primary focus is the compensation structure and benefits, which is the hallmark of exec_compensation under Item 5.02(e).
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6-K
Exec Compensation
confidence 95%
filed 2026-06-30
Sony announced the granting of restricted stock units (RSUs) to directors, corporate executive officers, other officers, and employees across four series (Twentieth through Twenty-Third). The disclosure details vesting conditions, recipient categories, and share counts (totaling approximately 2.9 million shares across all series). This is a compensatory arrangement for named executives and employees under Sony's stock compensation plan, falling squarely within exec_compensation. The materiality is high given the scale of equity grants to senior leadership and the broad employee base affected.
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8-K
Exec Compensation
confidence 75%
filed 2026-06-30
Item 8.01
NuCube's CEO Dr. Cristian Rabiti entered into an Employment Agreement detailing a compensation package including a $450,000 base salary, 100% target bonus, $21.4 million in restricted stock units, and severance and change-of-control provisions.
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6-K
Exec Compensation
confidence 95%
filed 2026-06-30
EX-99.1
This announcement discloses a further grant of restricted stock units (RSUs) and share options under three equity compensation schemes (2021 RSU Scheme, 2022 RSU Scheme, and Post IPO Share Option Scheme) to directors, senior management, employees, and service providers. The disclosure includes specific grant details, vesting schedules, performance conditions, and clawback mechanisms. The grants to directors (including non-executive and independent non-executive directors) and senior management constitute material executive compensation arrangements requiring disclosure under Item 5.02(e) equivalent standards.
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8-K
Exec Compensation
confidence 95%
filed 2026-06-30
Item 5.02
The Board of Directors approved new base salaries for four named executive officers effective July 1, 2026, including CEO W.M. 'Rusty' Rush at $1,855,802, along with adjustments for the CFO, COO, and SVP.
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8-K
Exec Compensation
confidence 85%
filed 2026-06-30
The Board approved conversion of accrued but unpaid directors' fees totaling $542,500 into Series D-1 Preferred Stock (189,554 shares, convertible to 1,895,540 common shares) at $2.862 per share. This is a compensatory arrangement for directors involving equity issuance in satisfaction of outstanding cash compensation obligations, fitting the exec_compensation category under Item 5.02(e). The materiality is high given the substantial dollar amount and dilutive equity impact.
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