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 2026-07-10
EX-99.1
The announcement discloses pro-rata adjustments to outstanding share options and RSUs granted under the 2021 Plan following a share subdivision effective July 10, 2026. While the primary event is the share subdivision itself (a capital structure change), the exhibit's substantive focus is on the mechanical adjustments to executive and employee equity compensation instruments—exercise prices, share counts, and vesting arrangements. The detailed tables showing adjustments for named directors (Yifan Li, Kai Sun, Shaoqing Xiang, Cailian Yang, Zhang Yi, Ren Jia, Hui Wang) and employees reflect a compensatory arrangement modification required by the subdivision. This falls within the scope of exec_compensation as a disclosure of adjustments to equity grants and compensation plan mechanics.
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8-K
Exec Compensation
confidence 75%
filed 2026-07-10
Item 5.02
Stockholders approved the Amended and Restated 2023 Stock Incentive Plan, which increased authorized shares by 1,000,000 and added provisions for performance-based awards to officers and directors.
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6-K
Exec Compensation
confidence 92%
filed 2026-07-10
EX-99.1
This exhibit is an Amended and Restated Share Compensation Plan for Franco-Nevada Corporation, establishing the framework for awards of Restricted Share Units and Options to eligible persons (officers, employees, directors, and consultants). The document discloses compensatory arrangements including vesting criteria, deferral elections, and plan administration. This constitutes a material disclosure of executive and employee compensation arrangements that would affect a reasonable investor's assessment of the registrant's compensation practices and equity obligations.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-10
Item 5.02
The Board approved an amendment to the Corporate Executive Officer Compensation and Benefits Continuation Policy on July 7, 2026, modifying severance and supplemental compensation arrangements for covered executives in connection with a change in control. The amendment reduces benefits by capping supplemental salary payments at 24 months and revises the calculation methodology for supplemental compensation related to forgone bonuses. This is a direct modification of compensatory arrangements for officers and is material to investors assessing executive cost obligations and change-of-control liabilities.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-10
Item 5.02
The Board granted restricted stock units (RSUs) to executive officers (Shao-Lee Lin, Sumita Ray, Michael Meluzio) and non-employee directors on July 9, 2026, pursuant to the 2026 Stock Incentive Plan approved at the most recent shareholder meeting.
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8-K
Exec Compensation
confidence 82%
filed 2026-07-10
Item 5.02
HeartSciences amended the employment agreement of Danielle Watson (CFO) and granted her 25,000 RSUs in connection with a pending merger. The amendments modify severance provisions (six months base salary, COBRA, 100% acceleration of unvested equity), add discretionary performance bonus eligibility, and establish vesting conditions tied to the merger closing and continued employment.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-10
Item 5.02
KBR amended and restated severance and change-in-control agreements for six named executive officers, including the CEO and CFO. The amendments materially enhance severance benefits (increasing the cash severance multiple for non-CEO officers from 1.0x to 1.5x base salary plus target bonus), expand the definition of "Good Reason" to include material diminution of compensation or authority, revise "Cause" definitions with notice and cure processes, and add pro-rata vesting provisions for RSUs and equity awards. These are compensatory arrangements that would affect investor assessment of executive retention costs and incentive structures.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-10
The filing discloses new employment agreements for three named executives (CEO Ryan Melsert, CFO Alejandro Flores Arteaga, and COO Steven Wu) effective July 1, 2026, specifying annual salaries, performance-based bonuses, RSU grants, and stock option awards. The Compensation Committee approved these arrangements under Section 16b-3. This is a classic executive compensation disclosure under Item 5.02(e), distinct from appointment or departure since these executives are continuing in their existing roles under revised compensation terms.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-10
Item 5.02
The Board authorized and stockholders approved an amendment to the Veritone 2023 Equity Incentive Plan increasing authorized shares by 3,000,000 for equity compensation purposes, expanding the company's capacity to grant equity awards to executives and employees.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-10
Item 5.02
The filing discloses Board-approved amendments to the Employment Agreements of the CEO and CFO, including material changes to both cash compensation (base salary increase from $31,000 to $37,800 monthly for Mr. Iglesias, two-month performance bonus, and bonus timing flexibility) and equity compensation (replacement of annual equity incentives with Series B Preferred Share grants subject to shareholder approval). This is a classic Item 5.02(e) compensatory arrangement disclosure affecting named executives.
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8-K
Exec Compensation
confidence 75%
filed 2026-07-10
Item 5.02
While Dr. Anderson's retirement was previously disclosed (April 10, 2026), the principal new disclosure here is the consulting agreement entered into on July 6, 2026, which establishes compensatory arrangements including hourly fees ($216/hour for up to 10 hours/week), continued vesting of restricted stock awards, and conditional equity acceleration (25% automatic vesting upon completion of the full term). This is a compensatory arrangement for a named executive officer, fitting the exec_compensation category under Item 5.02(e), though the departure itself was already known.
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6-K
Exec Compensation
confidence 95%
filed 2026-07-09
EX-99.1
This announcement discloses the grant of 1,326,736 RSUs to 107 employees under the 2026 Share Scheme on July 9, 2026, representing 0.31% of issued shares. The disclosure details vesting schedules, clawback mechanisms, and the compensatory purpose of aligning employee interests with the Group's long-term development. This is a material equity compensation arrangement subject to Hong Kong Listing Rules Rule 17.06A-C, requiring board announcement and disclosure of the terms and conditions of the awards.
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6-K
Exec Compensation
confidence 92%
filed 2026-07-09
The 6-K discloses receipt of share-based incentive awards by nine senior managers and officers (including CFO Marco Wirén) on 2026-07-09, totaling approximately 860,000 shares transferred from treasury without consideration to settle equity-based incentive plan commitments. This constitutes executive compensation disclosure under the equity-grant category, material to investors assessing management incentive alignment and dilution.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-09
Item 5.02
The disclosure centers on compensatory arrangements approved by the Human Capital and Compensation Committee for Laura Cockrill following her appointment as CFO. The material elements are: base salary increase to $650,000, Annual Bonus Plan target increase to 175% of base salary, LTI target increase to 300% of base salary, and a $1,000,000 retention bonus paid in three tranches through 2029. While the section mentions her prior appointment as CFO (which occurred June 22, 2026 and was previously reported), the substantive new disclosure here is the compensation adjustment and retention bonus arrangement, making this an exec_compensation event.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-08
Item 5.02
The filing discloses new employment agreements with three executive officers (Jung, Knox, and Rubenstein) effective July 7, 2026, detailing compensatory arrangements including severance provisions, change-of-control protections, equity vesting acceleration, cash bonus targets (up to 75% for Knox, 35% for Rubenstein), and base salary adjustments (Rubenstein's salary set at $325,000). While Item 5.02 encompasses departures and appointments, the substantive disclosure centers on modifications to compensation structures and severance arrangements rather than personnel changes, making this a compensation event material to investor assessment of executive cost and retention risk.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-08
Item 5.02
The disclosure centers on an amended and restated employment agreement with CEO Adam Metz that modifies his compensatory arrangements, specifically increasing his target annual bonus from $1,225,000 to $1,300,000 and establishing new bonus measurement terms tied to a six-month performance period. While the agreement also addresses his continued service as CEO, the substantive changes disclosed are compensation-focused, making this an exec_compensation event rather than an appointment.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-08
Item 5.02
The disclosure centers on special equity awards (500,000 RSUs, 100,000 RSUs, and 400,000 stock options) granted to the Executive Chairman on July 6, 2026, approved by the Compensation Committee. This is a compensatory arrangement for a named executive officer, not a departure or appointment, making exec_compensation the appropriate classification under Item 5.02(e).
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8-K
Exec Compensation
confidence 95%
filed 2026-07-08
Item 5.02
The filing discloses entry into a new Supplemental Executive Retirement Plan for Lyle Cunningham, superseding a prior plan from April 2022. The disclosure details compensatory arrangements including monthly pension benefits ($12,500 upon normal retirement), early termination benefits, change-in-control benefits, and disability/death benefits—all hallmarks of executive compensation disclosure under Item 5.02(e). This is a material modification to the executive's deferred compensation package.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-08
Item 5.02
The Board ratified a new Company-wide annual incentive program (AIP) and approved specific fiscal 2026 AIP award payouts for named executive officers, including $602,784 for CEO Mark A. Smith, $345,621 for CFO Neal S. Shah, and $378,197 for COO Scott Honan. This is a compensatory arrangement disclosure under Item 5.02(e), establishing both a formal incentive plan framework and concrete awards to senior executives.
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8-K
Exec Compensation
confidence 92%
filed 2026-07-07
Item 5.02
The Compensation Committee approved cash retention awards for two named executive officers—Vincent J. O'Neill (CFO) and Kathleen A. Morgan (Chief Legal Officer)—totaling approximately $1.28 million, with tranches tied to the pending Rocket Lab merger closing and specific vesting conditions and severance provisions.
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6-K
Exec Compensation
confidence 95%
filed 2026-07-07
EX-99.1
This exhibit is a formal Remuneration Policy for Administrators of Itaú Unibanco Holding S.A., approved by the Board of Directors on 06/25/2026. It comprehensively discloses compensatory arrangements for directors and officers, including fixed and variable remuneration structures, equity-based compensation requirements (minimum 70% of variable remuneration in shares deferred over three years), malus and clawback mechanisms, and ESG-linked performance criteria. The policy also incorporates a Clawback Policy compliant with NYSE Rule 10D-1 and SEC Section 10D. This is a material disclosure of executive compensation governance and structure that would affect investor assessment of the company's compensation practices and risk management alignment.
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8-K
Exec Compensation
confidence 95%
filed 2026-07-07
Item 5.02
The disclosure centers on compensatory arrangements for David J. Enholm, the CFO: a voluntary salary reduction from $75,000 to $62,400, a waiver of accrued PTO rights, and a grant of 80,000 RSUs (40,000 vesting immediately and 40,000 upon Form 10-K filing) under the 2022 Equity Incentive Plan. While the salary reduction is voluntary, the RSU grant is material consideration for that reduction and continued service, making this fundamentally a compensation arrangement disclosure under Item 5.02(e).
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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 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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