ChronoScale Holdings (CHRN) Confirms CFO Jerome Wong Offer, $400k Salary

What Happened

• ChronoScale Holdings (via its subsidiary ChronoScale Corporation) filed an 8-K on Aug. 18, 2026 disclosing an Offer of Continued Employment dated Aug. 16, 2026 with Jerome Wong to continue as Chief Financial Officer.
• The Offer Letter sets Mr. Wong’s annual base salary at $400,000 (effective Aug. 16, 2026), makes him eligible for a performance bonus with a 60% target, and contemplates a grant of 300,000 restricted stock units (RSUs) subject to time-based vesting.

Key Details

• Base salary: $400,000 per year; bonus target: 60% of base salary.
• RSUs: 300,000 restricted stock units approved by the Compensation Committee; time-based vesting terms in the Offer Letter.
• True-up payment: Mr. Wong will receive the difference between the increased base salary effective May 5, 2026 and amounts actually paid from May 5–Aug. 16, 2026.
• Severance/Change in Control: On a Qualifying CIC Termination during the Change in Control Period, Mr. Wong would receive (i) lump-sum cash equal to nine months’ base salary, (ii) up to nine months continued group health coverage at active rates, and (iii) accelerated vesting of the initial RSU tranche. If later terminated without Cause, he would receive six months’ base salary paid as salary continuation. All payments require execution and non-revocation of a company-provided release and compliance with the Offer and Covenants Agreement.
• Restrictive covenants: the accompanying Covenants Agreement includes indefinite confidentiality and non-disparagement obligations, a non-compete and non-solicitation during employment, and IP assignment.

Why It Matters

• This filing confirms the company’s retention and compensation package for its CFO, which affects executive stability and potential dilution (300,000 RSUs) for shareholders.
• The cash compensation, bonus target and severance terms set expectations for the company’s near-term cash and equity commitments related to senior finance leadership.
• Investors should note the true-up payment (retroactive salary increase), the size of the RSU grant, and the change-in-control severance protections when assessing executive costs and potential share count impact.