Nifco has resolved to continue and partially revise its stock compensation system for directors, which is scheduled to be submitted at the Shareholders’ Meeting in June 2026. The scope of eligible participants has been expanded to include outside directors, with extensions to the trust period and revisions to the upper limits of amounts and points.<\/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":"7988","jir_company_name":"Nifco Inc.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-05-14","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/7988-20260514-05.pdf","jir_short_summary":"Nifco has resolved to continue and partially revise its stock compensation system for directors, which is scheduled to be submitted at the Shareholders' Meeting in June 2026. The scope of eligible participants has been expanded to include outside directors, with extensions to the trust period and revisions to the upper limits of amounts and points.","jir_summary":"### Overview of the System\nNifco has resolved to continue and partially revise its stock compensation system for directors, which is scheduled to be submitted at the Shareholders' Meeting in June 2026. The scope of eligible participants has been expanded to include outside directors, and the trust period has been extended, with revisions to the upper limit amounts and total points. The system is linked to the medium-term management plan and provides for performance-based stock grants.\n\n### Future Outlook and Impact on Shareholders\nThe system revisions aim to strengthen incentives for directors and promote corporate value enhancement. The extension of the trust period and the increase in points limits enable the implementation of long-term, performance-linked compensation, fostering value sharing between shareholders and directors. The revisions also ensure transparency in stock grants and aim for stable system operation.","jir_financial_highlights":"Trust fund upper limit amount: 1,200 million yen (Before revision: 400 million yen \u00d7 period years; After revision: 400 million yen \u00d7 3 years)\nMaximum total points granted: 480,000 points (Before revision: 160,000 points\/year \u00d7 1 year; After revision: 160,000 points\/year \u00d7 3 years)\nTrust period: From August 2026 to August 2029 (Previous: August 2024 to August 2027, extended)","jir_category":"","jir_hashtags":"#Nifco, #IRTypeRelated, #JapaneseStocks","jir_key_figures":"Trust fund upper limit amount: 1,200 million yen\nMaximum total points granted: 480,000 points\nTrust period: August 2026 \u2013 August 2029","jir_meta_title":"[Nifco] Revision of Executive Stock Compensation System | May 14, 2026","jir_meta_description":"Nifco has resolved to revise its stock compensation system for executives, extending the trust period and revising point limits, aiming to improve long-term corporate value.","jir_og_title":"[Nifco] Revision of Executive Stock Compensation System | May 14, 2026","jir_og_description":"Nifco has approved a partial revision of its stock compensation system for executives to promote system stability and long-term value creation.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":7870,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-49835","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n