CVLG

#2521
Covenant Logistics Group, Inc. Class A Common Stock
35.1 8 USD
+0.02%
Market Price
Settore: Industriale
Base: USD
Valuta di Profitto: USD
Intervallo Giornaliero
35.10
35.18
Intervallo Annuale
24.42
49.88
Variazione giornaliera
+2.27%
Variazione Mensile
+0.40%
Variazione di 6 mesi
+27.74%
Variazione Annuale
+18.25%
Chiusura Precedente
34.4 0
Open
35.1 0
Minimo
35.1 0
Massimo
35.1 8
Volume
2
Apri il grafico completo

Financials

Panoramica Estratto Conto Statistiche Dividendi Documents

2026

Current report, 13 Aug 2026
COVENANT LOGISTICS GROUP, INC. current report, 13 August 2026
8-K
Current report, Q3 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q3 FY2026
8-K
Current report, Q3 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q3 FY2026
8-K
Quarterly report, Q2 FY2026
COVENANT LOGISTICS GROUP, INC. quarterly report, Q2 FY2026
10-Q
Current report, Q2 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q2 FY2026
8-K
Current report, Q2 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q2 FY2026
8-K
Current report, Q2 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q2 FY2026
8-K
Quarterly report, Q1 FY2026
COVENANT LOGISTICS GROUP, INC. quarterly report, Q1 FY2026
10-Q
Current report, Q1 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q1 FY2026
8-K
Current report, Q1 FY2026
COVENANT LOGISTICS GROUP, INC. current report, Q1 FY2026
8-K

COVENANT LOGISTICS GROUP, INC. current report, Q2 FY2024

Full document

Business Context and Reporting Period

Covenant Logistics Group, Inc. (CVLG), a Nevada corporation, filed this Form 8-K on June 21, 2024. The report details executive compensation adjustments approved by the Compensation Committee, effective June 24, 2024.

Key Financial Metrics

This filing does not contain revenue, profit, cash flow, margin, debt, or liquidity metrics. It focuses exclusively on executive compensation arrangements.

Material Changes

The following material changes to executive compensation were approved:

  • Base Salary Adjustments:
    • M. Paul Bunn: New annualized base salary of $700,000.
    • James "Tripp" S. Grant: New annualized base salary of $425,000.
  • 2024 Long-Term Incentive Plan (LTIP):
    • David R. Parker: Target award of $2,500,000 (issued in cash due to significant existing stock holdings).
    • M. Paul Bunn: Target award of $1,000,000 (issued as Class A restricted stock units).
    • James "Tripp" S. Grant: Target award of $500,000 (issued as Class A restricted stock units).
  • Bonus Program Adjustment: James "Tripp" S. Grant's bonus target under the 2024 Executive Bonus Program was increased to 70.0% of his year-end annualized base salary.

Guidance, Outlook, and Performance Metrics

The LTIP awards are contingent on performance and service milestones through December 31, 2027:

  • Performance Metrics (50% of award):
    • 25% tied to a three-year cumulative Adjusted Earnings Per Share (Adjusted EPS) goal.
    • 25% tied to a three-year average annual Return on Invested Capital (ROIC) goal.
  • Service Metrics (50% of award):
    • 16.67% for continued service through July 1, 2025.
    • 16.67% for continued service through July 1, 2026.
    • 16.67% for continued service through July 1, 2027.
  • Payout Structure: Performance portions have a threshold payout of 50% of the target and a maximum payout of 200% of the target.

Investor Verification Checklist

  • Verify the specific Adjusted EPS and ROIC targets defined in the full LTIP agreement, as the filing only states the existence of these goals.
  • Confirm the total number of Class A restricted stock units issued to M. Paul Bunn and James "Tripp" S. Grant based on the grant date stock price.
  • Review the impact of the cash award to David R. Parker on the company's immediate cash flow versus the dilution impact of RSUs for other executives.
  • Assess the alignment of the new 70% bonus target for James "Tripp" S. Grant with historical payout rates and company performance.

Notizie