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 2026-05-26
Item 5.02
The disclosure centers on amended and restated compensatory arrangements for Christopher Martin, the Executive Chairman. The filing details modifications to his Executive Chairman Agreement (extending the term to May 21, 2028 and adding a Director Emeritus provision) and his Change in Control Agreement (modifying severance calculation and insurance coverage terms). These are material executive compensation arrangements that would affect investor assessment of the company's obligations and governance structure.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 85%
filed 2026-05-26
Item 5.02
The company amended the Omnicell, Inc. 2009 Equity Incentive Plan to modify compensatory arrangements for officers and directors, affecting the equity compensation structure.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-26
Item 5.02
The filing discloses adoption of two executive compensation arrangements: the Executive Severance Plan (ESP) establishing severance multiples for named executive officers (Tier I CEO at 3.0x, Tier II NEOs at 1.0-2.0x base salary plus target bonus), and an amended and restated Value Creation Incentive Plan (VCIP) providing cash incentive bonuses based on performance goals. These are compensatory arrangements affecting executive officers and named executives, directly within the scope of Item 5.02(e).
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-26
Item 5.02
The Compensation Committee approved two compensatory arrangements on May 20, 2026: (1) one-time transaction bonuses totaling $2.85 million for named executive officers (Mattias Stenberg $950,000, Benjamin Maslen $800,000, Anthony Zana $800,000, Scott Moore $300,000) with repayment conditions tied to voluntary termination within one year; and (2) adoption of the Octave Intelligence plc Executive Annual Incentive Plan effective January 1, 2026, establishing a framework for annual cash incentive awards based on performance goals.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-22
Item 5.02
SM Energy's Board approved material compensatory arrangements on May 21, 2026, including an amendment and restatement of Elizabeth A. McDonald's Change of Control Executive Severance Agreement (effective January 30, 2026) and increases to long-term incentive plan targets for Ms. McDonald ($5.8M) and Blake D. McKenna ($2.4M), with specified allocations between restricted stock units and performance share units.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-22
Item 5.02
Stockholders approved an amendment to the 2021 Long-Term Incentive Plan that increased the authorized share pool for award grants from 5.25 million to 10.25 million shares, materially expanding the equity available for executive and employee compensation.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-22
Item 5.02
Integer Holdings amended employment and change-of-control agreements for five named executives, including CEO Payman Khales, to accelerate vesting of performance-based equity upon termination in connection with a change of control, and approved cash retention bonuses totaling approximately $4.4 million across the five executives.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 85%
filed 2026-05-22
Item 5.02
The disclosure centers on a compensatory arrangement modification for Francis X. Brown III, the Interim Principal Financial and Accounting Officer. The Company amended his consulting agreement on May 18, 2026 to change compensation from a fixed hourly rate to $26,000 per month, which is a material modification to executive compensation terms. While Brown's appointment as Interim PAO was previously announced, this Item 5.02(e) filing focuses on the amended compensation structure, making exec_compensation the most salient classification.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-22
Item 5.02
Shareholders approved an amendment and restatement of the Flexible Stock Plan, increasing available shares by 4.0 million, extending the plan term, adding a non-employee director compensation limit of $750,000, and imposing CEO share-holding requirements.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-22
Item 5.02
Stockholders approved an amendment to the Assurant, Inc. 2017 Long Term Equity Incentive Plan increasing the share reserve by 480,000 shares, expanding the equity grants available to officers and directors.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-22
Item 5.02
Shareholders approved an Amended and Restated 2020 Equity Incentive Plan with material changes including an increase in available shares from 520,000 to 820,000 and an increase in the annual compensation limit for non-employee directors from $150,000 to $175,000.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-22
Item 5.02
Shareholders approved amendments to the LyondellBasell Industries Long Term Incentive Plan, authorizing an additional 8,000,000 ordinary shares for issuance and establishing per annum grant limits of $2 million for non-executive directors.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-22
Item 5.02
The disclosure centers on the compensation committee's grant of stock options to named executive officers (Wade Black, CFO, and Phillip Nickerson, VP of Exploration) under the 2022 long-term incentive plan. The specific terms—exercise price, vesting schedule, and number of shares—are classic equity compensation arrangements that materially affect executive remuneration and would influence investor assessment of management incentives.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 85%
filed 2026-05-22
Item 5.02
The disclosure under Item 5.02(e) describes amendments to employment agreements for six executive officers (Bordelon, Guidry, Herpin, Kirkley, Lemoine, and Zollinger) that extend the terms of their existing agreements to 2028–2029. While the filing states "no other changes were made," the extension of employment agreements constitutes a material compensatory arrangement modification affecting named executives. This falls squarely within the exec_compensation category as a material arrangement affecting executive tenure and job security.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-22
Item 5.02
Stockholders approved an amended and restated equity incentive plan that materially expands the share reserve by 1,800,000 shares and modifies the terms governing stock option and equity awards to directors and officers. This material amendment to the equity compensation plan was approved at the May 21, 2026 Annual Meeting.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-21
Item 5.02
The disclosure centers on a compensatory arrangement for the CEO: a first amendment to his employment agreement extending his term through December 31, 2027, and a grant of 40,000 restricted stock units with vesting conditions tied to successor onboarding or continued employment. While the filing also mentions an employment term extension, the substantive material action is the equity grant and modification of compensation terms, which falls squarely within exec_compensation rather than exec_appointment or exec_departure.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-21
Item 5.02
Stockholders approved the 2026 Equity Incentive Plan on May 20, 2026, authorizing issuance of up to 12,000,000 new shares plus additional shares from the Prior Plan for equity-based awards to employees, directors, consultants, and advisors, along with adoption of RSU and PSU award agreement forms.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 85%
filed 2026-05-21
Item 8.01
On May 21, 2026, Target Hospitality Corp. awarded restricted stock units (RSUs) to non-employee directors, with the award agreement filed as an exhibit. This material equity compensation grant to directors reflects the company's director compensation arrangements.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-21
Item 5.02
The Board approved a new Change in Control Employment Agreement with Vincent P. Berger II, Executive Vice President and Chief Financial Officer, effective June 1, 2026, detailing severance benefits, eligibility triggers, and compensation arrangements in the event of a change in control and termination.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-21
Item 5.02
Shareholders approved the Aebi Schmidt Equity Incentive Plan, which authorizes the Board to grant restricted share units, performance share units, and restricted shares to executives, employees, and non-executive Board members, with 3.5 million shares authorized and performance-based incentive provisions.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 75%
filed 2026-05-21
Item 5.02
Equity Residential amended and restated the Change in Control Agreement with Mark J. Parrell, modifying his severance formula to 2.25x base salary plus target bonus and equity grant, plus 27 months of benefits continuation in connection with the merger transaction.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-21
Item 5.02
Brent Pfeiffenberger received equity compensation awards in connection with his Board appointment: a nonqualified stock option for 24,700 shares and a restricted stock unit award for 7,500 shares, both vesting over three years.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 75%
filed 2026-05-21
Item 5.02
While the section discloses both an executive departure (William R. Devlin retiring as Chief Accounting Officer effective June 1, 2026) and an appointment (Samuel M. Guzman Jr. becoming Senior Vice President, Chief Accounting Officer and Controller), the bulk of the Item 5.02 disclosure centers on Item 5.02(e) compensatory arrangements. The Compensation Committee approved three incentive compensation programs (Eagle Plan, Business Unit Plan, and Special Situation Program) with specific bonus pools, performance metrics, and maximum bonus potentials for named executive officers. The compensation disclosure is more extensive and material than the succession narrative, making exec_compensation the most salient classification.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-21
Item 5.02
The filing discloses amendments to employment agreements for Michael Winston (Executive Chairman and Interim CEO) and George Murnane (Interim CFO) that materially modify their compensatory arrangements and restrictive covenants. The amendments extend non-compete and non-solicitation periods from one to two years, introduce a new clawback provision for incentive-based compensation and bonuses, and provide $1,000 one-time bonuses in exchange for covenant compliance. These modifications to executive compensation terms and incentive structures are the principal disclosed action, making this an exec_compensation event rather than a departure or appointment.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-20
Item 5.02
The filing discloses shareholder approval of the 2026 Long-Term Incentive Plan, which authorizes awards of incentive stock options, nonqualified stock options, stock appreciation rights, performance restricted shares, restricted stock awards, and stock awards to officers, directors, and key employees. This is a compensatory arrangement disclosure under Item 5.02(e), material because it establishes the framework for executive and director compensation going forward.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-20
Item 5.02
The filing discloses Amendment No. 3 to the Executive Employment Agreement with CEO Brandon Torres Declet, modifying Section 2.6 to establish a new deal completion bonus structure contingent on an IPO, direct listing, or Change in Control. This is a compensatory arrangement modification for a named executive officer, fitting the exec_compensation category. The bonus structure (up to 1.5% of net proceeds or $225,000 minimum) is material to investor assessment of executive incentives and potential dilution in a liquidity event.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-20
Item 5.02
The company's 2019 Equity Incentive Plan was amended to increase the number of shares available for issuance by 500,000 shares (from 700,000 to 1,200,000), a material compensatory arrangement affecting equity grants to officers and directors that was approved by shareholders at the 2026 Annual Meeting.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-20
Item 5.02
The disclosure centers on shareholder approval of the First Amendment to the 2020 Equity Incentive Plan, which increases the share pool by 3,000,000 shares and extends the plan term to 2036. This is a material compensatory arrangement amendment affecting equity grants available to officers and directors, disclosed under Item 5.02(e) and approved at the May 14, 2026 Annual Meeting of Shareholders.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-20
Item 5.02
Shareholders approved the 2026 Incentive Plan and an amendment and restatement of the Stock Purchase and Deferral Plan at AT&T's Annual Meeting on May 14, 2026, representing material changes to the company's executive and employee compensation structures.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-20
Item 5.02
The disclosure centers on stock option awards granted to two named executives: Paul DiPerna (Chairman, President, CFO, Treasurer) received 11,218 options and Kevin Schmid (COO) received 4,674 options, with specified exercise price ($3.46), vesting schedule (one-third on May 14, 2027, then monthly thereafter), and 10-year expiration. This is a classic compensatory arrangement disclosure under Item 5.02(e), distinct from an appointment or departure.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-20
Item 5.02
Stockholders approved an amended and restated equity incentive plan reserving approximately 42.9 million shares for issuance under stock options and other equity awards, representing a material increase in share reserve and significant changes to the executive compensation structure.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-20
Item 5.02
The registrant disclosed material compensatory arrangements for three named executives (Jason Maddox, Elgin Tracy, and Phillip W. Oldridge) in connection with the merger, including annual base compensation, guaranteed car allowances, severance provisions, change-of-control equity grants (1.5M shares each), and recognition bonuses totaling $500,000 each for Maddox and Tracy and $125,000 for Oldridge.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-20
Item 5.02
The disclosure centers on a First Amendment to Michael Mazzei's employment agreement as CEO, extending his term to March 31, 2030 and modifying his compensatory arrangements—specifically reducing his Annual Cash Bonus and Annual LTIP Award targets for 2027–2029. This is a material modification of executive compensation terms, not a departure or appointment, making exec_compensation the appropriate classification.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 72%
filed 2026-05-20
Item 5.02
The filing discloses a material change to Joseph Visconti's employment arrangement: non-renewal of his formal Employment Agreement effective July 23, 2026, with transition to at-will employment thereafter. While styled as a "non-renewal," this constitutes a significant modification of his compensatory and employment terms as CEO, CFO, and President. The shift from a defined-term agreement to at-will status materially alters his job security and compensation protections, making this a compensatory arrangement disclosure under Item 5.02(e).
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-19
Item 5.02
Stockholders approved the 2026 Long-Term Incentive Plan at the May 13, 2026 Annual Meeting, establishing a material equity incentive plan for officers and directors that affects executive compensation structure and potential dilution.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-19
Item 5.02
The filing discloses compensatory arrangements for three named executive officers: salary increases (ranging from $9,100 to $11,024) and equity awards of 500 immediately-vesting restricted shares each, approved by the Compensation Committee on May 14, 2026. This is a direct disclosure of executive compensation modifications under Item 5.02(e), distinct from any departure or appointment.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-19
Item 5.02
Shareholders approved the 2026 Equity Incentive Plan and 2026 Employee Stock Purchase Plan, and the Board approved a Restricted Stock Unit Award Agreement for directors, establishing compensatory arrangements for officers and directors.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-19
Item 5.02
The Board approved and adopted an Amended and Restated Annual Incentive Plan on May 13, 2026, making administrative and technical updates to the compensation plan structure. This is a compensatory arrangement disclosure under Item 5.02(e), involving amendments to a bonus incentive plan that affects how participating employees—including Named Executive Officers—receive performance-based compensation. The amendments clarify delegation authority and align the plan with the 2025 Stock Incentive Plan.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 75%
filed 2026-05-19
Item 7.01
The Company granted 100,000 stock options to an officer on May 18, 2026, exercisable at C$0.82 per share for five years, pursuant to the Company's Long-Term Incentive Plan.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-19
Item 5.02
The disclosure centers on a new employment agreement with Jamal Haughton, an Executive Vice President, General Counsel & Corporate Secretary, detailing compensatory arrangements including base salary ($825,000), target bonus (160% of base), annual equity grants ($4,000,000 commencing 2027), a top-up award ($656,250), and severance provisions. While the agreement also confirms his continued role, the substantive focus is on the compensation structure and terms, making this an exec_compensation event rather than an appointment.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 92%
filed 2026-05-19
Item 5.02
The Board adopted the Blackstone Digital Infrastructure Trust Inc. Stock Incentive Plan on May 13, 2026, establishing a long-term incentive plan governing equity grants for officers and directors.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-19
Item 5.02
The Compensation Committee approved long-term incentive compensation arrangements for named executive officers, including performance restricted stock units (PRSUs) and restricted stock grants with dollar values ranging from $175,000 to $1,250,000 per executive and specified vesting schedules.
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 95%
filed 2026-05-19
Item 5.02
The Compensation Committee approved an increase in compensation for Michael W. West, the Chief Operating Officer, effective March 29, 2026, establishing his fiscal 2027 compensation package: base salary of $425,000, target performance-based cash incentive of 40% of base salary, and target long-term equity incentive of 65% of base salary. This is a direct disclosure of compensatory arrangements for a named executive officer under Item 5.02(e).
View raw filing on EDGAR →
8-K
Exec Compensation
confidence 72%
filed 2026-05-19
The filing discloses termination of an Executive Employment Agreement with CEO Darko Horvat, effective retroactively to September 19, 2025, memorialized in a Termination and Release Agreement dated May 13, 2026. While the termination itself might suggest exec_departure, the core disclosure centers on the modification and elimination of compensatory arrangements—the equity grants (stock options, RSUs), annual incentive compensation, and sale bonus—rather than Mr. Horvat's departure from the CEO role (he continues as a non-employee CEO). The material substance is the unwinding of a significant compensation package, making exec_compensation the most precise classification.
View raw filing on EDGAR →