Company: SYY
Filing Date: 2025-10-02
Form Type: DEF 14A
Source: 0000096021-25-000147
Chunk: 50

Company: SYSCO CORP
Filing Date: 2025-10-02
Form: DEF 14A
Chunk 50
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), and the termination does not constitute a “Change in Control” (as defined in the 2018 Omnibus Incentive Plan), the NEOs will be entitled to receive: • An amount equal to two times annual base salary; • A pro-rated AIP award calculated based on the actual performance for such performance period, paid at the same time as other Sysco executives; and • Reimbursement of any premiums paid by the NEO under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”) in excess of the active employee rates to maintain their health benefits for a period of 18 months; and • Outplacement services for a period of up to 12 months. Change in Control Termination. If the termination of employment occurs upon, or within two years following, the effectiveness of a Change in Control, the NEO will be entitled to receive: • An amount equal to two times the sum of annual base salary and their target AIP opportunity; • A pro-rated AIP award calculated based on the actual performance for such performance period, paid at the same time as other Sysco executives; • Reimbursement of any premiums paid by the NEO under COBRA in excess of the active employee rates to maintain their health benefits for a period of 18 months; and • Outplacement services for a period of up to 12 months.

| 48 | SYSCO CORPORATION//2025 Proxy Statement |

COMPENSATION DISCUSSION AND ANALYSIS Executive Compensation Governance and Other Information Change in Control Provisions Sysco’s change in control provisions use a “double trigger” mechanism, requiring two conditions to be met for accelerated vesting of equity-based awards: (i) a change in control; and (ii) the NEO’s termination without “cause” or resignation for “good reason” within 12 months before or 24 months after the change in control. The CLD Committee has included similar provisions in the MSP, the SERP, and the EDCP, which provide for a reduction in benefits if they exceed the deductible limits under Section 280G of the Internal Revenue Code (the "Code"). Relocation Expenses The CLD Committee has implemented a policy on executive relocation expense reimbursements for all NEOs, aligning with corporate governance best practices. The policy prohibits reimbursing any losses incurred from the sale of a residence related to the relocation, and requires repayment of relocation expenses if the NEO’s employment ends within a specified period except in the cases of death, disability, a change in control, or termination without