STORE CAPITAL LLC 8-K

What Happened
STORE Capital LLC (the “Company”) filed an 8‑K on Jan 5, 2026 reporting amended and restated employment agreements effective Jan 1, 2026 with three executives — Mary B. Fedewa (President, CEO, Director), Craig A. Barnett (EVP — Chief Operating Officer), and Ashley A. Dembowski (EVP — CFO). Each agreement has a three‑year term ending Dec 31, 2028, with automatic one‑year renewals unless either party gives at least 90 days’ notice. In connection with these agreements, Craig Barnett was appointed Executive Vice President — Chief Operating Officer effective Jan 1, 2026. Additionally, Chad A. Freed (EVP — General Counsel, Chief Compliance Officer, Secretary) and Tyler S. Maertz (EVP — Acquisitions) will step down as officers effective Jan 9, 2026 and will receive payments and benefits per their employment agreements.

Key Details

• Initial annual base salaries and target pay:
  • Mary B. Fedewa: $867,500 base; Target bonus 150% of base; Target LTIP 519% of base.
  • Craig A. Barnett: $435,000 base; Target bonus 75% of base; Target LTIP 250% of base.
  • Ashley A. Dembowski: $410,000 base; Target bonus 75% of base; Target LTIP 265% of base.
• Severance if terminated by Company without “cause” or officer resigns for “good reason”:
  • Fedewa: 1.5× base salary; Barnett & Dembowski: 1.0× base salary.
  • Payment equal to the officer’s Target Bonus Amount; 12 months COBRA at employee rate; prorated LTIP payment based on Board’s determination for the full performance period.
• Agreements include customary confidentiality, non‑competition and non‑solicitation covenants during employment and for 12 months after.
• Full Employment Agreements will be filed as exhibits in an upcoming periodic report.

Why It Matters
These filings show the Company has locked in multi‑year compensation and retention packages for its top executives, which can influence executive continuity and leadership stability. The disclosed salaries, bonus targets and large LTIP targets (expressed as percentages of base salary) indicate the magnitude of potential future cash compensation and long‑term payout obligations. Severance terms and post‑employment restrictions may affect near‑term cash outflows if there are future departures and limit executives’ competitive activity for 12 months after leaving. Investors should watch the upcoming periodic report for the filed agreements and monitor any related changes to governance or expense guidance.