[8-K] Oil-Dri Corp of America Reports Material Event
Filing Impact
Filing Sentiment
Form Type
8-K
Rhea-AI Filing Summary
Oil-Dri Corporation of America updated key executive and director compensation documents. On April 3, 2026, the Compensation Committee approved a second amendment to the 2005 Deferred Compensation Plan to realign who qualifies as an eligible employee or director with the company’s current salary grade structure.
The amendment also clarifies what counts as a separation from service when an employee reduces their level of services, and changes how plan earnings are credited from an annual schedule to at least quarterly. The committee also adopted updated forms of restricted stock agreements under the 2006 Long-Term Incentive Plan for Class A Common Stock, Common Stock, Class B Stock, and director awards, replacing prior forms to better reflect current company practices.
Positive
- None.
Negative
- None.
8-K Event Classification
2 items: 5.02, 9.01
2 items
Item 5.02
Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers
Governance
Key personnel changes including departures, elections, or appointments of directors and executive officers.
Item 9.01
Financial Statements and Exhibits
Exhibits
Financial statements, pro forma financial information, and exhibit attachments filed with this report.
Key Figures
Deferred Compensation Plan amendment date: April 3, 2026
Deferred Compensation Plan year: 2005
Long-Term Incentive Plan year: 2006
+2 more
5 metrics
Deferred Compensation Plan amendment date
April 3, 2026
Second amendment approval by Compensation Committee
Deferred Compensation Plan year
2005
Oil-Dri Corporation of America 2005 Deferred Compensation Plan
Long-Term Incentive Plan year
2006
Oil-Dri Corporation of America 2006 Long-Term Incentive Plan
Par value per share
$0.10 per share
Common Stock, Class A Common Stock, and Class B Stock
Prior 10-K fiscal year end
July 31, 2025
Date of 10-K that included prior restricted stock forms
Key Terms
Deferred Compensation Plan, Separation from Service, Earnings, Restricted Stock Agreement, +1 more
5 terms
Deferred Compensation Plan financial
"the Oil-Dri Corporation of America 2005 Deferred Compensation Plan (the “Deferred Compensation Plan”)"
A deferred compensation plan is an arrangement where an employer agrees to pay part of an employee’s pay or bonus at a later date instead of immediately, often to reduce current tax bills or to tie rewards to long-term performance. For investors it matters because these promises create future cash obligations and influence executive incentives and retention; they can affect a company’s reported liabilities, cash flow planning and the risk profile if the business faces financial trouble.
Separation from Service financial
"amends the definition of “Separation from Service” to clarify the factors"
Earnings financial
"adjusts the process for crediting Earnings (as defined in the Deferred Compensation Plan)"
Earnings are the money a company keeps after paying all its bills, taxes and operating costs — essentially the company’s profit. Like the cash left in your wallet after paying rent and groceries, earnings show whether the business is making more than it spends; investors use earnings to judge a company’s health, future growth potential, dividend ability and to compare value across companies, which often moves the stock price.
Restricted Stock Agreement financial
"amended forms of agreements that the Company will use from time to time in making restricted stock awards"
Long Term Incentive Plan financial
"Oil-Dri Corporation of America 2006 Long Term Incentive Plan Employee Restricted Stock Agreement"
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.
