ChronoScale Holdings Corporation filed a Form 8-K on August 18, 2026, disclosing a new Offer of Continued Employment and related agreements entered into with Chief Financial Officer Jerome Wong, effective August 16, 2026.

Key Highlights

  • Annual base salary: Jerome Wong will receive an annual base salary of $400,000, subject to review by the company from time to time.
  • Performance bonus target: Mr. Wong is eligible for an annual performance bonus with a target amount of 60% of his annual base salary.
  • Retroactive true-up: The Offer Letter provides a true-up payment covering the difference between $400,000 annualized base salary and amounts actually paid from May 5, 2026, through August 16, 2026.
  • RSU grant: Mr. Wong is to receive 300,000 restricted stock units subject to time-based vesting conditions, approved by the Compensation Committee of the Board.
  • Change in control severance: In the event of a Qualifying CIC Termination during the Change in Control Period, Mr. Wong would receive nine months of base salary as a lump sum plus up to nine months of continued health coverage and accelerated vesting of the Initial Tranche of RSUs.
  • Termination without cause: Outside of a change in control context, termination without cause would entitle Mr. Wong to six months of base salary paid in equal installments as salary continuation.
  • Covenants Agreement: Mr. Wong is subject to indefinite confidentiality obligations, a non-competition covenant during employment, a non-solicitation covenant during employment, intellectual property assignment, and indefinite non-disparagement obligations.

ChronoScale Holdings Formalizes CFO Compensation and Severance Terms

According to the filing, ChronoScale Holdings Corporation (NASDAQ:CHRN) reported that its wholly-owned subsidiary, ChronoScale Corporation, entered into an Offer of Continued Employment with Jerome Wong, the company's Chief Financial Officer, on August 16, 2026. The Offer Letter sets Mr. Wong's annual base salary at $400,000 and makes him eligible for an annual performance bonus targeted at 60% of that base salary. The company also disclosed that a true-up payment will be made to Mr. Wong covering the period from May 5, 2026, through August 16, 2026, representing the difference between what he would have received at the $400,000 annualized rate and what was actually paid during that period.

The filing further disclosed that the Compensation Committee of the Board approved a grant of 300,000 RSUs to Mr. Wong, subject to time-based vesting conditions as set forth in the Offer Letter. The company noted the grant was approved in conjunction with the Compensation Committee's approval of the Offer Letter itself. The severance provisions distinguish between two scenarios: a Qualifying CIC Termination during the Change in Control Period, which would trigger a lump-sum cash payment equal to nine months of then-current base salary, up to nine months of continued group health coverage at active employee rates, and accelerated vesting of the Initial Tranche of RSUs; and termination without cause outside that period, which would provide six months of base salary paid as salary continuation in equal installments.

All severance payments and benefits are conditioned on Mr. Wong's execution, delivery, and non-revocation of a general release of claims and his continued compliance with the Offer Letter, the Covenants Agreement, and the Release, according to the filing. Mr. Wong also entered into an Employee Non-Disclosure, Invention Assignment and Restrictive Covenants Agreement, which the filing states binds him to indefinite confidentiality and non-disparagement obligations, along with non-competition and non-solicitation covenants during employment and assignment of intellectual property. The filing was signed by Chief Executive Officer Ying Cenly Chen.

What Was Disclosed

ChronoScale Holdings disclosed the terms of an employment offer letter and covenants agreement entered into with CFO Jerome Wong on August 16, 2026, covering base salary, a performance bonus target, a retroactive true-up, an RSU grant, and severance arrangements under specified termination scenarios.