MUFG (OTC: MBFJF) details executive stock compensation plan points
Rhea-AI Filing Summary
Mitsubishi UFJ Financial Group Managing Corporate Executive Akiko Sueoka filed an initial ownership report showing participation in the company’s stock compensation plan. As of March 18, 2026, she holds 4,347 non-adjustable points, each exchangeable for one common share after she retires from the relevant role.
She is also scheduled to receive 1,449 additional non-adjustable points in equal monthly installments through June 2026. Beyond these, she may receive annual and medium-term performance-based points, adjustable from 0% to 150% based on performance through March 31, 2027. Shares backing these points are held in a board incentive plan trust; under the plan, 50% will be sold in pre-arranged open market sales in Japan on specified post-retirement dates, with the cash proceeds and remaining shares delivered to her.
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Insider Trade Summary
2 transactions reported
Mixed
2 txns
Insider
Sueoka Akiko
Role
Managing Corporate Executive
| Type | Security | Shares | Price | Value |
|---|---|---|---|---|
| holding | Stock Compensation Plan Points | -- | -- | -- |
| holding | Stock Compensation Plan Points | -- | -- | -- |
Holdings After Transaction:
Stock Compensation Plan Points — 5,796 shares (Direct)
Footnotes (5)
- F1. Represents the aggregate non-adjustable points held by the reporting person as of March 18, 2026 under the Issuer's stock compensation plan (the "Plan"). Subject to clawback and forfeiture for cause, each non-adjustable point held under the Plan will be exchangeable for one share of the Issuer's common stock following the reporting person's retirement from the position with responsibilities based on which the points were granted. Prior to delivery, the shares to be exchanged for the received points are held by a board incentive plan trust, and 50% of such shares will be sold by the trust through pre-arranged open market sale in Japan in accordance with the Plan on a specific date following the reporting person's retirement from the relevant position. Net proceeds from such sale in cash, together with the remaining 50% in shares, will be delivered to the reporting person.
- F2. Represents the aggregate non-adjustable points that the reporting person is entitled to receive in equal monthly installments on the first day of each month during the reporting person's service period from the date hereof to June 2026.
- F3. In addition to the non-adjustable points, the reporting person is entitled to annual performance-based points based on the reporting person's performance during the service period from July 2025 to June 2026. These annual performance points are subject to an adjustment ranging from 0% to 150%. The annual performance-based points will be determined and fixed in June 2026 and, subject to clawback and forfeiture for cause, will be exchangeable into shares of the Issuer's common stock on a one for one basis following the end of the Issuer's current three-year medium-term business plan period ending on March 31, 2027. Prior to delivery, the shares to be exchanged for the received points are held by a board incentive plan trust, and 50% of such shares will be sold by the trust through pre-arranged open market sale in Japan in accordance with the Plan on the tenth business day in June 2027.
- F4. (Continued from footnote 3) Net proceeds from such sale in cash, together with the remaining 50% in shares, will be delivered to the reporting person.
- F5. In addition to the non-adjustable points and annual performance-based points, the reporting person is entitled to medium-term performance-based points based on the reporting person's performance during the Issuer's current three-year medium-term business plan period ending March 31, 2027. These points are subject to an adjustment ranging from 0% to 150% and will be determined and fixed following the end of the Issuer's current three-year medium-term business plan period ending on March 31, 2027. Subject to clawback and forfeiture for cause, these medium-term performance-based points will also be exchangeable into shares of the Issuer's common stock on a one for one basis following the end of the Issuer's current three-year medium-term business plan period ending on March 31, 2027 and delivered based on the same delivery terms as annual performance-based points.
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FAQ
What does the MUFG (MBFJF) Form 3 filing for Akiko Sueoka report?
The filing reports Akiko Sueoka’s initial holdings under MUFG’s stock compensation plan. It discloses non-adjustable and performance-based points that can convert one-for-one into common shares, outlining timing, performance periods, and delivery mechanics through a board incentive plan trust.
How many MUFG stock compensation plan points does Akiko Sueoka currently hold?
As of March 18, 2026, Akiko Sueoka holds 4,347 non-adjustable stock compensation plan points. Each point can be exchanged for one share of MUFG common stock after she retires from the relevant position, subject to clawback and forfeiture for cause under the plan.
What additional MUFG stock plan points will Akiko Sueoka receive under this arrangement?
She is entitled to 1,449 additional non-adjustable points, granted in equal monthly installments from now through June 2026. These complement potential annual and medium-term performance-based points, whose final amounts depend on performance through March 31, 2027 and can be adjusted between 0% and 150%.
How are MUFG performance-based stock compensation points for Akiko Sueoka determined?
Annual performance-based points reflect her performance from July 2025 to June 2026, while medium-term points cover MUFG’s three-year plan to March 31, 2027. Both categories are adjustable from 0% to 150% and convert into common shares on a one-for-one basis after that business plan period.
Are MUFG’s stock compensation plan points for Akiko Sueoka subject to clawback or forfeiture?
Yes. The non-adjustable, annual performance-based, and medium-term performance-based points are all subject to clawback and forfeiture for cause. This allows MUFG to cancel or recover awards in defined circumstances, aligning executive incentives with long-term performance and conduct standards under the plan.