Form 4: E2open Executive Rachit Lohani Awarded 2,022,060 Restricted Stock Units

E2open's Chief Product and Technology Officer, Rachit Lohani, received 2,022,060 restricted stock units (RSUs) on December 20, 2024, which will vest over a period of four years.

Summary

• Rachit Lohani, Chief Product and Technology Officer at E2open, was granted 2,022,060 Restricted Stock Units (RSUs) on December 20, 2024.
• These RSUs were awarded under the company's 2021 Omnibus Incentive Plan.
• The RSUs represent a contingent right to receive one share of Class A Common Stock for each unit.
• 1,102,942 of the RSUs will vest in equal annual installments over four years.
• The remaining 919,118 RSUs will vest with one-third vesting on the first anniversary of the vesting commencement date, and the remainder vesting quarterly over the following two years.
• All vesting is contingent upon continued employment with E2open.

Sentiment

Score: 7

Explanation: The document reflects a standard executive compensation practice, which is generally viewed positively as it aligns executive interests with company performance. There are no negative implications or surprises.

Positives

• The grant of RSUs aligns the executive's interests with the long-term performance of the company.
• The vesting schedule encourages continued employment and commitment from the executive.
• The use of RSUs is a common practice for incentivizing key personnel.

Risks

• The value of the RSUs is dependent on the future performance of E2open's stock price.
• If the executive leaves the company before the vesting dates, they may forfeit unvested RSUs.

Future Outlook

The vesting of the RSUs is contingent upon continued employment, suggesting a focus on retaining key talent.

Management Comments

• The document includes a signature by Susan E. Bennett, as Attorney-in-Fact for Rachit Lohani, indicating that the filing was made on behalf of the executive.

Industry Context

The use of restricted stock units is a common practice in the technology industry to attract, retain, and incentivize key executives.

Comparison to Industry Standards

• Many technology companies use RSUs as part of their executive compensation packages.
• The vesting schedule of four years is a fairly standard practice.
• Companies like Salesforce, Oracle, and SAP also use similar equity-based compensation plans for their executives.

Stakeholder Impact

• Shareholders may view the RSU grant as a positive sign of the company's commitment to retaining key talent.
• Employees may see this as a positive sign of the company's commitment to its leadership.

Key Dates

Keywords

Restricted Stock Units, RSU, Equity Compensation, Executive Compensation, Incentive Plan, Vesting, E2open, Rachit Lohani