Yew Hon Lee

About Yew Hon Lee

Yew Hon Lee, 55, is FingerMotion’s Chief Financial Officer, Secretary and Treasurer, appointed on December 11, 2020; he is a Chartered Accountant (Malaysia Institute of Accountants) and a Fellow of the Chartered Institute of Management Accountants (UK) with a diploma from Tunku Abdul Rahman College (1996) . During his tenure, the company reported net losses in FY2022–FY2024 and disclosed cumulative negative TSR over FY2021–FY2024; leadership indicated modest realized pay amid negative TSR, reflecting a constrained pay-for-performance profile .

Past Roles

External Roles

Fixed Compensation

Notes: No other cash compensation disclosed for NEOs in these years .

Performance Compensation

• Program design and metrics

  • Equity program primarily time-based stock options; company states awards focus on retention and alignment rather than immediate performance metrics, with work underway to develop performance-based incentives .
  • No options were awarded to NEOs in FY2024 .

• Grant history and vesting (individual awards)

  • December 28, 2021 grant under the 2021 Stock Incentive Plan: 221,000 options to Yew Hon Lee; exercise price $8.00; five-year term to Dec 28, 2026; vesting 20% at grant, then 20% on each of the 1st–4th anniversaries .

• Outstanding equity at FY2024 year-end (as-reported) | As of Feb 29, 2024 | Exercisable Options (#) | Unexercisable Options (#) | Exercise Price | Expiration | |---|---:|---:|---:|---| | Yew Hon Lee | 44,200 | 88,400 | $3.84 | Dec 28, 2026 |

The company disclosed options outstanding at FY2024 with a $3.84 exercise price; the original grant in 2021 was at $8.00 (plan mechanics or adjustments not detailed in the proxy) .

Equity Ownership & Alignment

• Policy alignment
  • Anti-Hedging and Anti-Pledging Policy prohibits hedging and pledging of company securities (violations deemed serious offenses) .
  • Company maintains Securities Trading and Reporting Guidelines for insiders .
  • Clawback Policy adopted Nov 17, 2023 mandates recovery of erroneously awarded incentive-based compensation from current/former executive officers upon an accounting restatement (three-year lookback), regardless of misconduct .

Employment Terms

• Employment agreements: As of February 29, 2024, no employment agreements with NEOs (thus no disclosed severance or change-of-control multiples; vesting acceleration terms beyond plan provisions not specified) .
• Equity plan: 2023 Stock Incentive Plan adopted Dec 12, 2022; 9,000,000 shares available for awards; 6,039,100 options outstanding; awards include options and other equity instruments; prior grants considered when awarding new grants .
• Option grant timing policy: Committee/Board practice is not to grant awards while in possession of MNPI and to wait until at least two full business days after public disclosure .

Insider Transactions (trading signals and potential selling pressure)

Aggregated insider activity corroborated by third-party trackers: Unusual Whales, Nasdaq, StockTItan summaries of the above filings .

Performance & Track Record

Values retrieved from S&P Global.*

• Pay-versus-performance narrative: Company states cumulative negative TSR for a hypothetical $100 investment from FY2021 through FY2024; realized compensation for PEO and average non-PEO NEOs remained “very moderate” during this period .
• Annual meeting support: 2025 say-on-pay received 93.40% votes in favor (For 7,265,365; Against 368,612; Abstain 144,369) .

Compensation Structure Analysis

• Shift toward fixed pay: Lee’s base salary increased from $84,000 (FY2023) to $144,000 (FY2024) while no new options were granted in FY2024, modestly tilting toward fixed pay amid negative TSR .
• Equity focus on retention: Existing options vest ratably over four years with no disclosed performance metrics; the company indicates intent to add performance-based incentives, which could improve pay-for-performance alignment if implemented rigorously .
• Risk controls: Adoption of SEC-compliant clawback policy and strict anti-hedging/pledging policy mitigate misalignment and downturn hedging risks .

Employment Terms

• No individual employment agreement (as of FY2024) — no disclosed severance or change-of-control protections for Lee beyond plan terms .
• 2023 Stock Incentive Plan: 9,000,000 shares authorized; 6,039,100 options outstanding; prior grants considered in future awards .

Investment Implications

• Alignment and retention: Lee holds meaningful equity exposure (beneficial ownership ~1.0% as of Jan 30, 2025), with unexercised options vesting through 2026; anti-pledging policy enhances alignment, but lack of an employment agreement implies limited contractual retention protections .
• Selling pressure signal: Multiple open-market sales in Jul–Sep 2025 at $1.52–$2.30 suggest periodic liquidity needs or caution; track cadence vs. vesting windows and catalysts for potential short-term technical pressure .
• Pay-for-performance outlook: With negative TSR and net losses, the current salary-plus-time-vested-option mix offers limited performance linkage; execution of the stated plan to introduce performance-based incentives (e.g., revenue growth/EBITDA/TSR hurdles) would be a positive pivot for investors focused on incentive alignment .
• Governance backdrop: High say-on-pay support (93.4%) and adoption of clawback and anti-hedging/pledging policies are constructive; however, absent explicit CoC/severance terms for the CFO, retention risk may rise around strategic transitions or volatility .