Company: LAWIL
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001104659-25-041831
Chunk: 34

Company: Light & Wonder, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 34
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ICP AEBITDA measured on a consolidated basis and business segment financial targets, as set forth in more detail below. LWICP Revenue and LWICP AEBITDA are non-GAAP metrics, and a reconciliation of these metrics is provided in Appendix A . In all cases, annual bonuses were not guaranteed, even if the financial goals were achieved, and the Committee retained discretion to adjust bonus payouts if it thought circumstances, including an executive’s individual performance, warranted it. For all employees, the Committee determined that earned 2024 bonuses would be, and in March 2025 were, paid in the form of vested shares. Based on the 2024 LWICP structure, the named executive officers had the following bonus opportunities:

| Executive   | ​ | ​ | Threshold AnnualBonus Opportunity(% of Base Salary) |   |     |   | ​ | ​ | Target AnnualBonus Opportunity(% of Base Salary) |   |      |   | ​ | ​ | Maximum AnnualBonus Opportunity(% of Base Salary) |   |      |   | ​ |
| Mr. Wilson  | ​ | ​ | ​                                                   | ​ | 31% | ​ | ​ | ​ | ​                                                | ​ | 125% | ​ | ​ | ​ | ​                                                 | ​ | 250% | ​ | ​ |
| Mr. Chow    | ​ | ​ | ​                                                   | ​ | 19% | ​ | ​ | ​ | ​                                                | ​ | 75%  | ​ | ​ | ​ | ​                                                 | ​ | 150% | ​ | ​ |
| Mr. Sottile | ​ | ​ | ​                                                   | ​ | 19% | ​ | ​ | ​ | ​                                                | ​ | 75%  | ​ | ​ | ​ | ​                                                 | ​ | 150% | ​ | ​ |
| Ms. Lane(1) | ​ | ​ | ​                                                   | ​ | 19% | ​ | ​ | ​ | ​                                                | ​ | 75%  | ​ | ​ | ​ | ​                                                 | ​ | 150% | ​ | ​ |

(1) Ms. Lane’s target bonus opportunity was increased to 100% of base salary effective April 1, 2024, with corresponding increases to her threshold and maximum bonus opportunities. Her bonus payout for 2024 was determined based on a blended rate.

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TABLE OF CONTENTS

The tables below set forth the specific financial targets used to measure the Company’s performance and