Bristol Myers (NYSE: BMY) EVP now holds 30,361 shares after equity vesting and new grants
Rhea-AI Filing Summary
Bristol Myers Squibb executive Gregory Scott Meyers reported multiple equity award transactions. He exercised derivative awards covering 25,892 shares of common stock tied to vested market share units from 2022 and 2023 grants and performance shares earned under the 2023-2025 long-term performance award.
The company withheld 6,582 shares at $60.13 per share to cover tax liabilities upon vesting, which is not an open-market sale. Meyers also received new grants of 26,122 market share units and 39,184 performance share units that may convert into common stock based on future performance and Board certification. Following these transactions, he directly holds 30,361 shares of Bristol Myers Squibb common stock.
Positive
- None.
Negative
- None.
Insights
Routine equity vesting, tax withholding, and new grants for a Bristol Myers EVP.
Gregory Scott Meyers, EVP and Chief Digital & Tech Officer at Bristol Myers Squibb, exercised derivative awards into 25,892 common shares through vesting of market share units and performance shares tied to prior multi-year awards.
The filing shows 6,582 shares delivered back to the issuer at $60.13 per share for tax withholding, a standard non-market mechanism. Simultaneously, Meyers received sizeable new grants of 26,122 market share units and 39,184 performance share units, all subject to complex payout formulas and future performance certification.
After these transactions, he directly owns 30,361 common shares, and the remaining equity exposure shifts toward the newly granted performance-based units. Overall, this appears to be routine executive compensation activity rather than a directional open-market buy or sell, so the informational impact for investors is limited.
Insider Trade Summary
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Exercise | Market Share Units | 2,839 | $0.00 | -- |
| Exercise | Market Share Units | 3,293 | $0.00 | -- |
| Exercise | Performance Shares | 19,760 | $0.00 | -- |
| Grant/Award | Market Share Units | 26,122 | $0.00 | -- |
| Grant/Award | Performance Shares | 39,184 | $0.00 | -- |
| Exercise | Common Stock, $0.10 par value | 2,839 | $0.00 | -- |
| Other | Common Stock, $0.10 par value | 319 | $0.00 | -- |
| Tax Withholding | Common Stock, $0.10 par value | 1,069 | $60.13 | $64K |
| Exercise | Common Stock, $0.10 par value | 3,293 | $0.00 | -- |
| Other | Common Stock, $0.10 par value | 356 | $0.00 | -- |
| Tax Withholding | Common Stock, $0.10 par value | 1,246 | $60.13 | $75K |
| Exercise | Common Stock, $0.10 par value | 19,760 | $0.00 | -- |
| Other | Common Stock, $0.10 par value | 9,702 | $0.00 | -- |
| Tax Withholding | Common Stock, $0.10 par value | 4,267 | $60.13 | $257K |
Footnotes (1)
- Represents vesting of one-quarter of market share units granted on March 10, 2022. Represents a downward adjustment to the number of shares acquired upon the vesting of market share units due to the performance factor. Shares withheld for payment of taxes upon vesting of awards. Represents vesting of one-quarter of market share units granted on March 10, 2023. Amount represents distribution of performance shares earned under the 2023-2025 Long-Term Performance Award. Adjustment to award based on the performance factor applied in accordance with the terms of the award and certification of performance results by the Board. Each market share unit converts into the number of shares of common stock determined by applying a payout factor to the target number of shares vesting on a given date. The payout factor is a ratio of the average of the closing price on the measurement date plus the nine prior trading days divided by the average stock price on the grant date (also a 10-day average). The minimum payout factor that must be achieved to earn a payout is 80% and the maximum payout factor is 225%. Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2026. Each market share unit converts into the number of shares of common stock determined by applying a payout factor to the target number of shares vesting on a given date. The payout factor is the greater of Total Return and relative total shareholder return (rTSR) Floor. Total Return is a ratio of the 10-day average closing stock price on the measurement date, plus the value of accumulated dividends, divided by the average stock price on the grant date (also a 10-day average). The minimum payout factor for Total Return performance that must be achieved to earn a payout is 80% and the maximum is 225%. The rTSR Floor feature provides a minimum level of payout if BMS stock price declines from the grant date but outperforms our peers based on their TSR percentile rank. A TSR percentile rank (i) below the 50th percentile yields a 0% payout, (ii) between the 50th and 74.99th percentiles yields a 50% payout, and (iii) at or above the 75th percentile yields a 100% payout. These market share units cliff vest on the third anniversary of the grant date, subject to certification of performance results by the Board. Each performance share unit converts into one share of common stock upon distribution in the first quarter of 2029, subject to certification of performance results by the Board.
