LSI Industries (LYTS) links CEO stock grant to 5-year plan
Rhea-AI Filing Summary
LSI INDUSTRIES INC (LYTS) reported equity awards and vesting activity for CEO and President James Anthony Clark. He received an award of 41,563 restricted stock units (RSUs) under the 2019 Omnibus Award Plan and FY27 Long Term Incentive Plan, vesting in equal annual installments over three years.
Clark also acquired 69,122 Common Shares through vesting of performance share units granted in August 2023 and a further award of 124,689 RSUs that cliff vest on the third anniversary of grant, with one-third potentially vesting earlier if a five-year strategic plan is approved.
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Insider Trade Summary
Net Buyer: 235,374 shares
Net Buy
4 txns
Insider
Clark James Anthony
Role
CEO and President
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| Grant/Award | Common Shares F1 | 41,563 | $0.00 | $0.00 |
| Grant/Award | Common Shares F2 | 69,122 | $0.00 | $0.00 |
| Grant/Award | Common Shares F3 | 124,689 | $0.00 | $0.00 |
| holding | Common Shares F4 | -- | -- | -- |
Holdings After Transaction:
Common Shares — 875,542 shares (Direct)
Footnotes (4)
- F1. Award of restricted stock units (RSUs) pursuant to 2019 Omnibus Award Plan and FY27 Long Term Incentive Plan. The RSUs vest in equal annual installments over three years.
- F2. Acquired shares pursuant to vesting of performance share units granted in August 2023.
- F3. RSUs cliff vest on third anniversary of grant date. If Board approves five-year strategic plan proposed by Mr. Clark before first anniversary of grant date, one-third of award will instead vest on that first anniversary, with the remaining two-thirds continuing to vest on the original third-anniversary schedule.
- F4. Common Shares held in the LSI Industries Inc. Non-Qualified Deferred Compensation Plan.
Key Figures
RSU award: 41,563 RSUs
Shares from performance share vesting: 69,122 Common Shares
Cliff-vesting RSU award: 124,689 RSUs
+2 more
5 metrics
RSU award
41,563 RSUs
Restricted stock units pursuant to 2019 Omnibus Award Plan and FY27 Long Term Incentive Plan; vest in equal annual installments over three years
Shares from performance share vesting
69,122 Common Shares
Acquired pursuant to vesting of performance share units granted in August 2023
Cliff-vesting RSU award
124,689 RSUs
RSUs cliff vest on third anniversary of grant date, with potential one-third vesting on first anniversary if a five-year strategic plan is approved
RSU vesting period
three years
First RSU award vests in equal annual installments over three years
Early vesting portion
one-third of award
Portion of 124,689 RSUs that may vest on first anniversary if the Board approves the five-year strategic plan
Key Terms
restricted stock units (RSUs), performance share units, cliff vest, Non-Qualified Deferred Compensation Plan, +1 more
5 terms
restricted stock units (RSUs) financial
"Award of restricted stock units (RSUs) pursuant to 2019 Omnibus Award Plan"
Restricted stock units (RSUs) are a type of company promise to give employees shares of stock in the future, usually after certain conditions like working for a set time. They are like a gift promised today that you receive later, which can become valuable if the company's stock price goes up. RSUs matter because they are a way companies reward employees and can be a significant part of compensation.
cliff vest financial
"RSUs cliff vest on third anniversary of grant date"
A cliff vest is a schedule for stock options or restricted shares where no ownership rights are earned until a fixed date, after which a set portion becomes fully owned all at once — like a probation period that suddenly unlocks pay. Investors watch cliff vests because they influence when insiders can sell shares, affect staff retention and dilution timing, and help predict short-term changes in a company’s shareholder makeup.
Non-Qualified Deferred Compensation Plan financial
"Common Shares held in the LSI Industries Inc. Non-Qualified Deferred Compensation Plan"
An arrangement where an employer agrees to pay part of an employee’s salary or bonus at a later date, often to attract or keep key staff. Think of it as a company IOU or a delayed paycheck held on the company’s books rather than in a protected retirement account; investors care because these promises create future cash obligations that are typically unsecured and depend on the company’s financial health, affecting risk, liabilities, and cash-flow planning.
Long Term Incentive Plan financial
"pursuant to 2019 Omnibus Award Plan and FY27 Long Term Incentive Plan"
A long term incentive plan is a company program that awards executives and key employees bonuses—often in stock, options, or cash—only if the business meets multi-year performance goals. It links management pay to company results—like tying a coach’s bonus to a team’s multi-season record—so investors monitor it for how leaders are motivated, potential share dilution, and signals about the company’s long-term priorities.
FAQ
What equity awards did LYTS grant to CEO James Anthony Clark?
James Anthony Clark received 41,563 RSUs under the 2019 Omnibus Award Plan and FY27 Long Term Incentive Plan and an additional 124,689 RSUs that cliff vest on the third anniversary of the grant date, subject to the vesting terms described.
What are the vesting terms for the 41,563 LYTS RSUs granted to the CEO?
The 41,563 RSUs granted to the CEO vest in equal annual installments over three years under the company’s 2019 Omnibus Award Plan and FY27 Long Term Incentive Plan.
How do the 124,689 LYTS RSUs granted to the CEO vest?
The 124,689 RSUs cliff vest on the third anniversary of the grant date. If the Board approves a five-year strategic plan proposed by Mr. Clark before the first anniversary, one-third will vest then, with the remaining two-thirds continuing on the third-anniversary schedule.
AI-generated analysis. How Rhea-AI works. Not financial advice.
