Form 4: E2open Executive Receives 491,804 Restricted Stock Units

E2open's EVP, General Counsel, Susan E. Bennett, was granted 491,804 restricted stock units (RSUs) on December 20, 2024, which will vest over four years.

Summary

• Susan E. Bennett, EVP and General Counsel at E2open Parent Holdings, Inc., received 491,804 restricted stock units (RSUs) on December 20, 2024.
• These RSUs were granted under the company's 2021 Omnibus Incentive Plan.
• The RSUs will vest in equal annual installments over four years, starting from the vesting commencement date, subject to continued employment.
• Each RSU represents the right to receive one share of Class A Common Stock.

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.

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.

Risks

• The value of the RSUs is dependent on the future stock price of E2open, which is subject to market fluctuations.
• The executive must remain employed to fully vest the RSUs, creating a potential risk of loss if employment is terminated.

Future Outlook

The executive will receive shares of Class A Common Stock as the RSUs vest over the next four years, contingent on continued employment.

Industry Context

The granting of stock-based compensation is a common practice in the technology industry to attract, retain, and incentivize key executives.

Comparison to Industry Standards

• Stock-based compensation, such as RSUs, is a standard practice for executive compensation in publicly traded companies, particularly in the tech sector.
• Vesting schedules of four years are also common, aligning executive incentives with long-term company performance.
• 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 incentive for the executive to drive long-term value.
• Employees may see this as a standard practice for executive compensation.

Next Steps

• The executive will continue to vest in the RSUs over the next four years, subject to continued employment.
• The company will likely report on the vesting of these RSUs in future filings.

Key Dates

Keywords

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