Company: CZR
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001193125-25-093716
Chunk: 41

Company: Caesars Entertainment, Inc.
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 41
---
                                                                                      
 No change-in-control severance multiple in excess of 2.99x annual base salary and target annual bonus 
 We do not provide excise tax gross-ups for any officer                                                
 We do not provide extensive executive perquisites                                                     
 No enhanced retirement formulas                                                                       
 No minimum levels of compensation guaranteed                                                          
 No payment of dividend or dividend equivalents on unvested stock or unearned performance units        
 No repricing underwater options without shareholder approval                                          |

COMPENSATION PROCESS HOW WE DETERMINE COMPENSATION Role of the Compensation Committee The Compensation Committee’s primary role is to discharge the Board’s responsibilities regarding compensation decisions as they relate to our executive officers. The Compensation Committee consists of independent

| 31 |

directors and is responsible for the oversight of our executive compensation programs. Among its duties, the Compensation Committee is responsible for:

| • |     | reviewing and assessing competitive market data from the Compensation Committee’s independent compensation consultant; |

| • |     | reviewing and, in certain cases, approving incentive goals/objectives and compensation recommendations for directors and executive officers, including the NEOs; |

| • |     | evaluating the competitiveness of each executive officer’s total compensation package; |

| • |     | approving any changes to the total compensation package, including, but not limited to, base salary, annual incentives, long-term incentive award opportunities and payouts, and retention programs; |

| • |     | administering our clawback policy; |

| • |     | selecting or receiving advice from compensation consultants, legal counsel or other advisors; and |

| • |     | ensuring our policies and practices relating to compensation do not encourage excessive risk-taking conduct. |

The Compensation Committee is supported in its work by the Chief Administrative and Accounting Officer, the Chief Legal Officer, the CFO and their respective team members (with respect to the establishment of performance metrics), and Aon’s Human Capital Solutions practice, a division of Aon plc (“Aon”), the Compensation Committee’s independent compensation consultant. Role of the Independent Compensation Consultant The Compensation Committee retained Aon for executive compensation advisory services, namely, to conduct its annual total compensation study for executive and key manager positions. Aon reports directly to the Compensation Committee and the Compensation Committee directly oversees the work performed by, and determines the fees paid to, Aon in connection with the services it provides to the Compensation Committee. The Compensation Committee instructs Aon to give advice to the Compensation Committee independent of management and to provide such advice for our benefit and for the benefit of our shareholders. With the Compensation Committee’s approval