Company: EME
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015031
Chunk: 31

Company: EMCOR Group, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 31
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 our acquisition integration processes, add appropriate resources, especially at the segment level. |

| • | Continue to refine and execute our GHG reduction targets. |

| • | Continue to build succession depth across key operational and functional areas across EMCOR down through the segment level. |

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| • | Continue to help CEO set the right tone at top and support, lead and participate in our EMCOR University Leader Development Programs. |

| • | Use our legal and HR staff to continue to use Teams to execute legal training to our subsidiary companies. |

| • | Conduct and execute a realignment of our Environmental, Health and Safety organization with a special focus on training and compliance. |

The payment of annual incentive awards to the named executive officers on the basis of financial measurements and achievement of their respective personal goals and objectives follows our Chief Executive Officer’s report to the Compensation Committee of our annual financial results and how each named executive officer (other than himself) performed in meeting his/her personal goals and objectives. The Compensation Committee, with input from the other independent directors, then determines the amounts to be paid to each named executive officer as his/her annual incentive award. This determination is based on where the Company’s financial results fall within the Matrix, as well as on the Compensation Committee’s evaluation of each named executive officer’s performance in meeting his or her personal goals and objectives. The final determination of the annual incentive awards is made without any members of management present. Under the terms of the program, the Compensation Committee could have, in its sole discretion, for 2024 (as for prior years), reduced the payment of any named executive officer’s annual incentive award based on financial measurements even though those financial measurements called for payment of the percentages provided for in the Matrix. The Compensation Committee has the authority to take into account any factors it deems appropriate in choosing whether or not to exercise negative discretion. In December 2024, the Compensation Committee waived its right to exercise negative discretion with respect to the named executive officers’ 2024 annual incentive awards. Long Term Incentive Plan We provide a significant portion of our named executive officers’ compensation through our Long Term Incentive Plan, which we refer to as the “LTIP.” The LTIP was originally proposed by management, reviewed by the Compensation Committee’s consultant Mercer and, after review and modification by the Compensation Committee, approved by it and the other independent directors. The LTIP provides incentives that foster executive recruitment and retention, reward long-term financial performance, and align management and stockholder interests. Before we adopted the