Zion Oil & Gas Inc (ZNOG)

[Djbradles]

Correction: 2011 was the incentive stock plan. In 2002 the stockholders approved of a long term equity plan as quoted below:

“Long-Term Incentive Plan
At our 2002 Annual Meeting of Stockholders, the stockholders approved the establishment of a long-term key employee and consultant incentive plan, which may be structured as an employees’ royalty pool, to be funded by the equivalent of a 1.5% overriding royalty interest. The Company may, but has not yet, established a long-term management incentive plan for key employees and consultants whereby a 1.5% overriding royalty or equivalent interest in the all current and future oil and gas exploration and development rights would be assigned to key employees and consultants. As this plan has not been established as of December 31, 2021, the Company did not have any outstanding obligation in respect of the plan.”


The Equity Awards or stock options plan allows another 18,000,000 options (only if voted by shareholders and if brought up this June) for future compensation on top of the 23,015,115 options already approved as of the 14A this April 14th (Not sure how many of the 23,015,115 have been used already). So this week we had 6,000,015 shares awarded out of the 23,015,115 approved by shareholders.

“Equity Awards
Our equity-based incentive program for the entire company, including executive officers, currently consists of stock option grants. As is the case with base salary, option grants are typically governed by each officer’s employment agreement.
Nonetheless, the Compensation Committee will from time to time grant options outside of the executive’s personal employment agreement. In determining the number of options to be granted to executive officers, the Compensation Committee takes into account the market data discussed above, internal pay fairness, the individual’s position and scope of responsibility, the executive’s ability to affect profitability and stockholder value, the individual’s historic and recent job performance and the value of stock options in relation to other elements of total compensation.
In 2022 and in the future, the Compensation Committee believes it is appropriate to place a heavier emphasis on long-term equity incentives in our executive officer compensation, as opposed to cash compensation. The Compensation Committee’s intent is to more closely align our stockholders’ interest to create long-term value with that of our executive officers through equity incentives, and to preserve cash for our exploration programs.”