The Pack Corporation
Notice Regarding Revision of Compensation Details for Restricted Stock Granted to Directors
The upper limit for monetary compensation claims under the restricted stock compensation system will be raised from 30 million yen to 100 million yen per year, the cap on total shares will be newly set at up to 80,000 shares per year, and outside directors will be included as grant recipients. This revision will be proposed at the shareholders meeting on March 26, 2026.
Key Figures
- Upper limit of monetary compensation claims: Within 100 million yen per year (raised from 30 million yen previously)
- Cap on total shares: Within 80,000 shares per year (newly established, no prior limit)
- Grant recipients: Directors (including outside directors) (previously excluding outside directors)
AI要約
Overview of Compensation Revision
The Pack Co., Ltd. resolved at the Board of Directors meeting on February 24, 2026, to revise the restricted stock compensation system for directors. Key revisions include raising the monetary compensation claims limit from 30 million yen to 100 million yen per year, newly setting the upper limit on total shares at 80,000 shares per year, and including outside directors as eligible grant recipients. This aims to enhance directors’ alignment with shareholders by sharing both benefits and risks of stock price fluctuations, thereby increasing motivation to contribute to corporate value enhancement. The revision proposal will be submitted to the 74th Annual Shareholders Meeting scheduled for March 26, 2026.
Details of the Restricted Stock Compensation System
Under the current system, the transfer restriction period is set within a range of 3 to 25 years, with provisions for directors to acquire shares free of charge upon retirement unless there is just cause. Release of transfer restrictions requires continuous status as a director or similar position, with special exceptions for organizational restructuring. The revision will allow outside directors to be included as eligible recipients, enabling a broader incentive design for executive compensation. Other provisions of the system remain unchanged.
