Core Viewpoint - SOL Global Investments Corp. has announced the resignation of Mr. Davide Marcotti as President and CEO, with Mr. Pad Gopal appointed as Interim CEO while retaining his role as CFO [1][3][5] Leadership Changes - Mr. Davide Marcotti has resigned from his positions as President and CEO, effective immediately, but will remain as an advisor to assist with the transition and the company's crypto markets strategy [1][2] - Mr. Pad Gopal has been appointed as Interim CEO and will continue to serve as CFO, bringing over 18 years of experience in finance and corporate leadership [3][4][5] Company Strategy - SOL Global is focused on institutional investment in the Solana ecosystem, aiming to provide public exposure to the Solana blockchain through token acquisition, staking, and investments in early-stage ventures [7] Performance Share Units - The company has granted 306,000 performance share units (PSUs) to a consultant, which will vest according to the Board's terms and are subject to a statutory hold period of four months and one day [6]

Core Viewpoint - Star Copper Corp. has announced the grant of various incentive awards to its directors, officers, and consultants under its equity incentive plan, indicating a commitment to align interests and incentivize performance [1] Group 1: Incentive Awards Details - The company granted a total of 3,400,000 restricted share units (RSUs), 500,000 stock options, and 500,000 performance share units (PSUs) as part of its incentive awards [1] - All 3,400,000 RSUs will vest over a period of three years, with one third vesting on each of the one, two, and three-year anniversaries from the date of grant [1]

Core Insights - Schouw & Co. has restructured its long-term incentive programmes for senior managers, linking them more closely to individual company performance, with the new programmes not being share-based for portfolio companies [1] - For the parent company, the long-term incentive programme will remain share-based but will now utilize Performance Share Units (PSUs), aligning with practices of other large Danish listed companies [2] Group Structure and Incentive Details - The restructured programme aims to promote value creation by aligning the interests of senior managers with those of shareholders, involving three senior managers who are granted a total of 18,600 PSUs, with CEO Jens Bjerg Sørensen receiving 12,200 PSUs [3] - The PSUs are conditional rights to receive shares at a later date, with a vesting period until the approval of the annual report for the financial year 2027, and the grant to each participant cannot exceed 75% of their annual base salary [3] Performance Metrics and Valuation - The final number of shares from the PSUs will depend on key performance indicators (KPIs), which for the 2025 programme include EBITDA and ROIC (40% each) and Total Shareholder Return (20%), with a theoretical value of up to DKK 12 million based on current share prices [4] - The programme is supported by the company's treasury shares, which are recognized at zero on the balance sheet [4] Employment Conditions - Vesting of the PSUs requires continued employment with a group company throughout the vesting period, with provisions for "Good Leavers" to retain a proportionate share of PSUs if employment is terminated during the vesting period [5]