Company: CZR
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001193125-25-093716
Chunk: 81

Company: Caesars Entertainment, Inc.
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 81
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 Messrs. Fahrenkopf and Pegram, and non-directormembers Mr. A.J. “Bud” Hicks (who serves as the Chairperson and an independent member of the Compliance Committee), Anthony L. Carano, Ms. Lepori and Mr. Hendricks (who serves as the Compliance Officer). Mr. Quatmann also serves as an ex-officiomember of the Compliance Committee. Messrs. Fahrenkopf and Pegram each received an annual cash retainer fee of $10,000 for service on the Compliance Committee, which is included in the table above. COMPENSATION RISK ASSESSMENT It is the responsibility of the Compensation Committee to review the Company’s policies and practices related to compensation in the context of their potential encouragement of excessive risk-taking behavior. The Compensation Committee has worked closely with Aon to design a performance-based compensation system that supports our objective to align shareholder and management interests, supports our strategic business plan, and mitigates the possibility of executives taking unnecessary or excessive risks that would adversely impact us. The following factors mitigate the risk associated with our compensation programs:

| • |     | The Compensation Committee approves short and long-term performance objectives for our incentive plans, which it believes are appropriately aligned with the creation of shareholder value; |

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| • |     | The Compensation Committee’s authority to modify final payouts under both short and long-term incentive plans; |

| • |     | The use of company-wide performance metrics for both the short and long-term incentive programs ensures that no single executive has complete and direct influence over outcomes, encouraging decision making that is in the best long-term interest of shareholders; |

| • |     | The use of equity and cash opportunities with vesting periods to foster retention and alignment of our executives’ interests with those of our shareholders; |

| • |     | Capping the potential payouts under both short and long-term incentive plans to eliminate the potential for any windfalls; and |

| • |     | The use of competitive general and change-in-control severance arrangements help to ensure that team members continue to work toward the shareholders’ best interests in light of potential employment uncertainty. |

Based on a review of these factors, the Compensation Committee believes that its current compensation policies and practices are not reasonably likely to have a material adverse effect on the Company. EQUITY COMPENSATION PLAN INFORMATION We maintain long-term incentive plans which allow for granting stock-based compensation awards for directors, employees, officers,