Ralph Lauren (RL) insider filing: RSU grant and share sales by COO
Rhea-AI Filing Summary
Ralph Lauren Corporation insider filing: The Form 4 reports transactions by Robert P. Ranftl, the company's Chief Operating Officer. On 08/15/2025 Mr. Ranftl was issued 3,882 shares of Class A Common Stock as restricted stock units under the Issuer's 2019 Long-Term Stock Incentive Plan; the disclosure states these restricted stock units will vest in three equal annual installments beginning August 15, 2026. The Form 4 also shows three dispositions of Class A shares on 08/15/2025: 1,129, 919 and 780 shares sold at $289.745 per share. Following the reported transactions the filing shows 20,518 shares of Class A Common Stock beneficially owned by the reporting person.
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Insights
TL;DR: Routine executive equity grant with scheduled multi-year vesting; accompanying share sales reduced immediate beneficial ownership.
The filing documents a standard restricted stock unit grant to the Chief Operating Officer under the companys 2019 Long-Term Stock Incentive Plan, which vests in three equal annual installments starting August 15, 2026. Such grants are typical for aligning senior management incentives with long-term shareholder value. Concurrently, the report records three share dispositions on the same date at a disclosed price of $289.745 per share, which reduced reported beneficial ownership from 23,346 to 20,518 shares. There is no indication in the filing of any material change to compensation policy or of transactions outside normal plan administration.
TL;DR: The RSU award and its multi-year vesting reflect long-term retention design; contemporaneous sales appear routine.
The 3,882 restricted stock units are explicitly described as RSUs that will vest in three equal annual installments beginning August 15, 2026, which indicates a time-based retention structure. The Form 4 lists three discrete sales totaling 2,828 shares at $289.745 each on the same transaction date, lowering immediate share holdings. From a compensation perspective this disclosure shows expected long-term incentive delivery combined with partial monetization of existing holdings, consistent with typical executive portfolio management and not signaling a change in corporate compensation strategy.