Comstock (LODE) CAO receives new RSU and PSU equity awards tied to 2029
Rhea-AI Filing Summary
Bieberly Matthew J reported acquisition or exercise transactions in this Form 4 filing.
Comstock Inc. Chief Accounting Officer Matthew J. Bieberly reported new equity compensation awards rather than open-market trades. He received 36,838 Restricted Stock Units, each representing a contingent right to one share of common stock that vests in three equal installments on June 30 of 2027, 2028, and 2029, subject to continued employment and limited exceptions in the award agreement. He also received 92,234 Performance Stock Units, each convertible into one share of common stock only if stock price appreciation targets are achieved over a three-year long-term incentive program and he remains employed through June 30, 2029. Following these awards, the filing shows 0 shares of common stock held directly and only these derivative awards outstanding.
Positive
- None.
Negative
- None.
Insider Trade Summary
3 transactions reported
Mixed
3 txns
Insider
Bieberly Matthew J
Role
Chief Accounting Officer
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Grant/Award | Performance Stock Units | 92,234 | $0.00 | $0.00 |
| Grant/Award | Restricted Stock Units | 36,838 | $0.00 | $0.00 |
| holding | Common Stock | -- | -- | -- |
Holdings After Transaction:
Performance Stock Units — 92,234 shares (Direct);
Restricted Stock Units — 36,838 shares (Direct);
Common Stock — 0 shares (Direct)
Footnotes (4)
- F1. Each Performance Stock Unit ("PSU") converts to one share of Common Stock, subject to achievement of performance objectives based on the achievement of targets tied to specified stock price appreciation over a three-year long-term incentive program.
- F2. Each Restricted Stock Unit ("RSU") represents a contingent right to receive one share of Issuer common stock with one-third of the grant subject to vesting at on each of June 30, 2027, June 30, 2028 and June 30, 2029, respectively, as long as the employee is employed at the vesting date subject to certain limited exceptions set out in the award agreement.
- F3. The PSUs are only eligible for vesting based on both the achievement of specified stock price performance targets established by the Compensation Committee over the next three anniversaries of the program and the participants continued employment at June 30, 2029.
- F4. The RSUs are forfeited only if the employee in not employed by the Company prior to the annual vesting dates noted above subject to certain limited exceptions set out in the award agreement.
Key Figures
Restricted Stock Units granted: 36,838 units
Performance Stock Units granted: 92,234 units
RSU vesting dates: June 30, 2027/2028/2029
+2 more
5 metrics
Restricted Stock Units granted
36,838 units
Grant on June 15, 2026; each unit equals one share, three-year vesting
Performance Stock Units granted
92,234 units
Grant on June 15, 2026; each unit equals one share, performance-based
RSU vesting dates
June 30, 2027/2028/2029
One-third of RSUs vest on each annual date, subject to employment
PSU performance period end
June 30, 2029
PSUs vest only if stock price targets met and employment continues
Common stock held after
0 shares
Total common stock directly held following reported transactions
Key Terms
Restricted Stock Unit, Performance Stock Unit, long-term incentive program, vesting, +1 more
5 terms
Restricted Stock Unit financial
"Each Restricted Stock Unit ("RSU") represents a contingent right to receive one share of Issuer common stock"
A restricted stock unit is a promise from a company to give an employee shares of stock after certain conditions are met, like staying with the company for a set amount of time. It’s like earning a bonus that turns into company stock once you’ve proven your commitment, making it a way to motivate and reward employees.
Performance Stock Unit financial
"Each Performance Stock Unit ("PSU") converts to one share of Common Stock, subject to achievement of performance objectives"
A performance stock unit is a type of reward companies give to employees, usually managers, that depends on how well the company performs over time. If the company hits specific goals, the employee earns shares of stock, like earning a prize for reaching certain levels in a game. It motivates employees to work hard because their rewards are tied to the company's success.
long-term incentive program financial
"targets tied to specified stock price appreciation over a three-year long-term incentive program"
A long-term incentive program is a company plan that pays executives or employees rewards—often stock, options, or cash—only if the business hits performance goals over several years. It matters to investors because these payouts align managers’ interests with shareholders, encouraging decisions that boost sustained growth and share value rather than short-term gains; think of it as a multi-year bonus tied to measurable company outcomes.
vesting financial
"one-third of the grant subject to vesting at on each of June 30, 2027, June 30, 2028 and June 30, 2029"
Vesting is the process by which you earn full ownership of something, like company stock or a retirement benefit, over time. It’s like earning the right to keep a gift piece by piece the longer you stay with a company, making sure employees stay committed before they receive all the benefits.
Compensation Committee financial
"specified stock price performance targets established by the Compensation Committee over the next three anniversaries"
A compensation committee is a group within a company's leadership responsible for setting and reviewing how much top executives and employees are paid, including salaries, bonuses, and benefits. It matters to investors because fair and effective pay decisions can influence a company's performance, leadership motivation, and overall governance, helping ensure that the company’s management is aligned with shareholders’ interests.
FAQ
What equity awards did Comstock (LODE) executive Matthew J. Bieberly report on this Form 4?
Matthew J. Bieberly reported receiving 36,838 Restricted Stock Units and 92,234 Performance Stock Units. Each unit is tied to one share of Comstock common stock, subject to multi-year vesting and, for PSUs, achievement of specified stock price performance targets and continued employment.
How do the Performance Stock Units granted to Comstock (LODE) executive Bieberly vest?
Each Performance Stock Unit converts to one share of common stock only if stock price appreciation targets are met over a three-year long-term incentive program. Vesting also requires the executive to remain employed through June 30, 2029, under conditions set by the Compensation Committee.
What is the vesting schedule for Matthew J. Bieberly’s Restricted Stock Units at Comstock (LODE)?
The 36,838 Restricted Stock Units vest in three equal annual installments on June 30, 2027, June 30, 2028, and June 30, 2029. Vesting requires continued employment on each vesting date, subject to limited exceptions described in the underlying award agreement.
Do the equity awards to Comstock (LODE) executive Bieberly involve any cash purchase or sale of shares?
The reported Restricted Stock Units and Performance Stock Units are stock-based compensation awards with a price per unit of $0.00. They do not reflect open-market purchases or sales of existing shares, but rather contingent rights to receive shares in the future if conditions are met.
What common stock holdings does Matthew J. Bieberly report after these Comstock (LODE) transactions?
After the reported transactions, the filing shows 0 shares of Comstock common stock held directly and outstanding derivative awards of 36,838 Restricted Stock Units and 92,234 Performance Stock Units. These derivatives may convert into shares only upon satisfying vesting and performance conditions.
Over what time period are Comstock (LODE) executive Bieberly’s PSU performance targets measured?
The Performance Stock Units are tied to stock price appreciation targets over a three-year long-term incentive program. They are only eligible to vest based on achieving these specified performance targets over the next three anniversaries and the executive’s continued employment through June 30, 2029.
AI-generated analysis. How Rhea-AI works. Not financial advice.
