American Airlines EVP Receives Performance-Based 151,860 RSU Award (AAL)
Rhea-AI Filing Summary
American Airlines Group Inc. insider Seymour David, EVP Chief Operating Officer, reported acquisition of 151,860 restricted stock units (RSUs) on 08/18/2025 under a grant that vests on the second anniversary if specified two-year performance goals are met and service continues. The filing shows 1,042,283 shares beneficially owned after the grant. The RSUs carry no purchase price and may pay out between 50% and 200% of the award depending on performance; if threshold performance is unmet, no shares will be issued. The report was signed by Michelle Earley by power of attorney on 08/20/2025.
Positive
- Performance-based structure aligns executive pay with multi-year company targets
- Vesting requires continued service, supporting retention
- Clear payout range (50%–200%) provides upside for strong performance
Negative
- Payout uncertainty (could be 0% if threshold not met) creates compensation volatility
- Potential dilution from up to 200% payout until final results are determined
Insights
TL;DR: Executive received performance-based RSUs that align compensation with multi-year targets; final payout depends on performance and service.
The grant of 151,860 RSUs is structured as a performance-restricted award with payout range of 50%–200% and a two-year vesting/service condition. This links executive compensation to multi-year operational or financial targets, potentially aligning incentives with shareholder outcomes. The zero price indicates typical equity compensation rather than a purchase. The potential variability in shares introduces dilution uncertainty until performance outcomes are known.
TL;DR: Material-sized award for an EVP that can materially change realized equity depending on performance multiplier.
The assumption that the award vests at 100% yields 151,860 shares added to the executive's 1,042,283 holdings, implying the grant represents ~14.6% of the post-grant beneficial holding shown. The 50%–200% payout range creates upside retention value if targets are exceeded, and zero payout risk if threshold is unmet, which is standard for performance-based equity awards.