Form 4: Stanley Black & Decker Executive Awarded Stock Options and Restricted Stock Units

Deborah Wintner, SVP and Chief HR Officer at Stanley Black & Decker, received stock options and restricted stock units on February 21, 2025.

Summary

• Deborah Wintner, SVP, Chief HR Officer of Stanley Black & Decker, received stock options and restricted stock units on February 21, 2025.
• She was granted 10,696 stock options with an exercise price of $89.005, which become exercisable in three equal annual installments starting February 21, 2026.
• Wintner also received 3,090 restricted stock units (RSUs), each representing a contingent right to receive one share of Stanley Black & Decker's common stock.
• These RSUs will vest in three approximately equal annual installments beginning on February 21, 2026.
• Following the transaction, Wintner directly owns 10,696 stock options and 3,090 RSUs.

Sentiment

Score: 7

Explanation: The document reflects a standard executive compensation practice, which is generally viewed positively as it aligns management interests with shareholder value. The sentiment is neutral to slightly positive.

Positives

• The grant of stock options and RSUs aligns the executive's interests with those of the shareholders, incentivizing performance and long-term value creation.
• The vesting schedules for both the stock options and RSUs encourage continued service and commitment to the company.

Future Outlook

The document does not contain specific forward-looking statements, but the vesting schedules suggest an expectation of continued employment and performance by the executive.

Industry Context

Granting stock options and restricted stock units is a common practice in corporate governance to incentivize executives and align their interests with shareholders. The specific terms of the grant, such as the vesting schedule and exercise price, are tailored to the company's compensation strategy and performance goals.

Comparison to Industry Standards

• Stanley Black & Decker's executive compensation practices, including the use of stock options and RSUs, are generally in line with industry standards for large, publicly traded companies.
• Companies like Illinois Tool Works (ITW) and Techtronic Industries (TTNDY) also utilize similar equity-based compensation plans to incentivize their executives.
• The vesting schedules and exercise prices are typically determined based on factors such as company performance, industry benchmarks, and individual contributions.

Stakeholder Impact

• Shareholders may view the grant of stock options and RSUs positively as it incentivizes the executive to improve company performance and increase shareholder value.
• Employees may see this as a positive sign of investment in leadership and a commitment to long-term growth.

Key Dates