Posted: 12/15/2024 07:23 am
In 2023, EVI Industries compensated its Chairman, Chief Executive Officer, and President, Henry M. Nahmad, with a substantial total package of $4,499,609. Nahmad's compensation notably includes a $650,000 base salary, a $550,000 bonus, and a significant stock award worth $3,299,609. This stock award, representing the largest component of Nahmad's compensation, suggests a strategic emphasis on aligning executive interests with shareholder value, incentivizing long-term company growth rather than short-term gains^1. In stark contrast, Nahmad's compensation in 2016 consisted solely of a $400,000 salary, illustrating a dramatic increase in both scope and structure as the company has grown^5,6.
In the preceding years, other executives have likewise seen changes reflective of their roles and contributions. For instance, in 2022, Tom Marks, the Executive Vice President of Business Development and President of West Region, received a total compensation of $558,700, comprised largely of a $400,000 salary and a $150,000 bonus, highlighting EVI's focus on rewarding performance^2. Meanwhile, Robert H. Lazar, the Chief Financial Officer and Chief Accounting Officer in 2021, received a total compensation of $508,981, with his stock award component attesting to EVI's strategic use of equity to ensure fiscal stewardship^3.
Such compensation strategies occur against a backdrop of EVI Industries' performance metrics and market presence. Currently, EVI's stock is trading at $18.50, with a price-to-earnings (P/E) ratio of 37.76, reflecting market optimism about the company's future earnings relative to its current earnings. The stock's 52-week range from a low of $14.51 to a high of $25.50 underscores market volatility, which is intrinsic to the personal services sector. EVI's market capitalization stands at $263,290,150, indicating its stature within the sector^7.
These figures become particularly pertinent in the context of EVI's strategic trajectory and upcoming earnings announcements slated for February 2025. As the company continues to navigate industry challenges and opportunities, the alignment of executive compensation with shareholder interests will remain a crucial factor in its ongoing success and market positioning.
1. [2023 Compensation for Henry M. Nahmad](https://www.sec.gov/Archives/edgar/data/65312/000117494724001267/0001174947-24-001267-index.htm)
2. [2022 Compensation for Tom Marks](https://www.sec.gov/Archives/edgar/data/65312/000117494723001406/0001174947-23-001406-index.htm)
3. [2021 Compensation for Robert H. Lazar](https://www.sec.gov/Archives/edgar/data/65312/000117494721001073/0001174947-21-001073-index.htm)
4. [2023 Stock Price Snapshot](https://www.sec.gov/Archives/edgar/data/65312/000117494716003314/0001174947-16-003314-index.htm)
5. [2016 Compensation for Henry M. Nahmad](https://www.sec.gov/Archives/edgar/data/65312/000117494717001436/0001174947-17-001436-index.htm)
6. [Earlier 2016 Compensation for Henry M. Nahmad](https://www.sec.gov/Archives/edgar/data/65312/000117494716003314/0001174947-16-003314-index.htm)
7. [EVI Industries Current Market Performance](https://www.sec.gov/Archives/edgar/data/65312/000117494716003314/0001174947-16-003314-index.htm)
