Okinawa Cellular has decided to partially revise its executive compensation incentive plan, which is scheduled to be presented at the shareholders’ meeting in June 2026. The revision includes increasing the upper limits of compensation and changing performance-linked conditions.<\/p>\n","protected":false},"comment_status":"open","ping_status":"closed","template":"","meta":{"Ticker":"","DATE":"","longName":"","company_name_ja":"","fullTimeEmployees":0,"address":"","phone":"","website":"","industry":"","sector":"","regularMarketPrice":0,"financialCurrency":"","marketCap":0,"fiftyTwoWeekLow":0,"fiftyTwoWeekHigh":0,"epsTrailingTwelveMonths":0,"epsForward":0,"bookValue":0,"totalRevenue":0,"OperatingIncome":0,"operatingMargins":0,"NetIncome":0,"profitMargins":0,"ebitda":0,"trailingPE":0,"forwardPE":0,"priceToBook":0,"returnOnEquity":0,"recommendationMean":0,"recommendationKey":"","targetMeanPrice":0,"numberOfAnalystOpinions":0,"analyst_earnings_data":"","dividendRate":0,"dividendYield":0,"payoutRatio":0,"totalEsg":0,"environmentScore":0,"socialScore":0,"governanceScore":0,"title":"","providerPublishTime":"","link":"","longBusinessSummary":"","longBusinessSummary_ja":"","quarterly_revenue":0,"quarterly_net_income":0,"quarterly_operating_profit":0,"enterprise_value":0,"company_officer_1_name":"","company_officer_1_title":"","company_officer_2_name":"","company_officer_2_title":"","company_officer_3_name":"","company_officer_3_title":"","company_officer_4_name":"","company_officer_4_title":"","company_officer_5_name":"","company_officer_5_title":"","company_officers_update_time":"","get_dividend_history_year1":0,"get_dividend_history_year2":0,"get_dividend_history_year3":0,"get_dividend_history_year4":0,"get_dividend_history_year5":0,"get_dividend_history_year6":0,"get_dividend_history_year7":0,"get_dividend_history_year8":0,"get_dividend_history_year9":0,"get_dividend_history_year10":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"jir_stock_code":"9436","jir_company_name":"Okinawa Cellular Telephone Co., Ltd.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-05-08","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/9436-20260508-07.pdf","jir_short_summary":"Okinawa Cellular has decided to partially revise its executive compensation incentive plan, which is scheduled to be presented at the shareholders' meeting in June 2026. The revision includes increasing the upper limits of compensation and changing performance-linked conditions.","jir_summary":"### Overview of Performance\nOkinawa Cellular has resolved to revise part of its executive compensation system, which is scheduled to be presented at the shareholders' meeting in June 2026. The revision includes increasing the upper limit of contribution amounts, raising the cap on allocated shares, and modifying performance-linked conditions to motivate executives towards long-term corporate value enhancement.\n\n### Impact on Capital Policy and Corporate Activities\nThis revision aims to strengthen the performance-based compensation system for executives by increasing the upper limits of stock grants and monetary amounts, thereby encouraging greater motivation to improve corporate value. Upon official approval, these changes will be reflected in the executive compensation framework from fiscal year 2026 onward and are positioned as part of the company's governance improvement and long-term growth strategy.","jir_financial_highlights":"Maximum contribution amount: 225 million yen (Increased from 80 million yen before revision)\nMaximum number of allocated shares: 50,000 points (equivalent to 50,000 shares) (Increased from 7,500 points (equivalent to 30,000 shares) before revision)\nApplicable period for the system: From fiscal year 2026 onward (Extended from fiscal year 2024 to 2026)","jir_category":"","jir_hashtags":"#OkinawaCellular, #IRSystemRevision, #JapanStocks","jir_key_figures":"Maximum contribution amount: 225 million yen\nMaximum number of allocated shares: 50,000 points (equivalent to 50,000 shares)\nApplicable period for the system: From fiscal year 2026 onward","jir_meta_title":"\u3010Okinawa Cellular\u3011 Revision of Executive Compensation System \uff5c May 2026","jir_meta_description":"Okinawa Cellular has partially revised its executive compensation incentive plan, increasing the upper limits of monetary amounts and stock grants. It is scheduled to be proposed at the shareholders' meeting in June 2026.","jir_og_title":"\u3010Okinawa Cellular\u3011 Revision of Executive Compensation System \uff5c May 2026","jir_og_description":"Okinawa Cellular announced a partial revision of its executive compensation system. Scheduled for proposal at the June 2026 shareholders' meeting, aiming to enhance corporate value.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":8784,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"corporate_restructuring","footnotes":""},"sector":[],"importance":[],"class_list":["post-46032","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n