Dorchester Minerals, L.P. Reports Q2 2026 Results; Adopts Executive Severance Plan

What Happened

• Dorchester Minerals, L.P. (DMLP) furnished a press release dated August 6, 2026 announcing its results for the quarter ended June 30, 2026 (filed on Form 8-K on August 7, 2026).
• On August 6, 2026, the Board adopted the Dorchester Minerals Operating LP Executive Severance Plan, effective that same date. CEO Bradley J. Ehrman and CFO Leslie Moriyama have been designated as participants.

Key Details

• The severance plan provides: (a) 1.5x cash severance (base salary + target annual bonus) upon qualifying termination (Company termination without Cause or resignation for Good Reason); (b) pro‑rata annual bonus at target for the year of termination; (c) a lump‑sum COBRA premium payment equal to 12 months; and (d) pro‑rata accelerated vesting of equity awards scheduled to vest on the next vesting date.
• If a qualifying termination occurs within one year after a Change in Control, benefits increase to: (a) 2.5x cash severance (base salary + target bonus); (b) pro‑rata bonus at target; (c) 24 months of COBRA premiums; and (d) full accelerated vesting of outstanding equity awards (performance awards earned at the greater of target or actual performance as of the Change in Control).
• Receipt of severance (other than accrued amounts) requires execution of a severance agreement including a release of claims, confidentiality, non‑disparagement, cooperation provisions and 12‑month non‑competition/non‑solicit covenants. The plan can be amended or terminated with at least 90 days’ notice; adverse amendments within one year post–Change in Control require the participant’s consent.

Why It Matters

• The 8-K confirms Dorchester publicly released its Q2 2026 quarterly results and formalized a severance framework for senior management, which clarifies potential cash and equity payouts tied to certain terminations and change‑in‑control events.
• For investors, the severance plan quantifies potential executive costs (1.5x–2.5x pay multiples, COBRA payments, and accelerated equity vesting) that could affect cash needs and equity dilution in the event of covered terminations or a change in control.