Company: VEEAW
Filing Date: 2025-11-10
Form Type: PRE 14A
Source: 0001213900-25-107934
Chunk: 27

Company: VEEA INC.
Filing Date: 2025-11-10
Form: PRE 14A
Chunk 27
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 to the Company’s executive compensation programs, The Compensation Committee evaluates risk deriving from compensation programs, and does not believe that our compensation program is reasonably likely to have a material adverse effect on the Company for the following reasons:

| ● | Executive                                                                                                                                      
 compensation is structured to consist of both fixed compensation, which provides a steady income stream regardless of stock price performance, 
 and variable incentive compensation, which is designed to reward both short-term and long-term corporate performance and stockholder           
 returns. Fixed, base-salary compensation is both market-competitive and sufficient to make risk-taking to achieve a living                     
 wage unnecessary.;                                                                                                                             |

| ● | Approval                                                                                      
 of the Board of Directors is required prior to the payment of any incentive compensation; and |

| ● | The                                                                                                                                       
 Company has internal controls over the measurement and calculation of performance goals, and all employees are required to receive annual 
 compliance training, which cover, among other things, accuracy of books and records.                                                      |

As described in the paragraphs above, our executive compensation program is designed to attract, retain, and motivate talented individuals with the executive experience and leadership skills necessary for us to increase stockholder value by driving long-term growth in revenue and profitability. We seek to provide executive compensation that is competitive with companies that are similar to our Company. We also seek to provide near-term and long-term financial incentives that reward well-performing executives when strategic corporate objectives designed to increase long-term stockholder value are achieved. We believe that executive compensation should include base salary, cash incentives and equity awards. We also believe that our executive officers’ base salaries should be set at competitive levels relative to comparable companies, and cash and equity incentives should generally be set at levels that give executives the opportunity to achieve above-average total compensation reflecting above-average Company performance. In particular, our executive compensation philosophy is to promote long-term value creation for our stockholders by rewarding improvement in selected financial metrics, and by using equity incentives. The say-on-pay vote is advisory, and, therefore, not binding on the Company, the Board of Directors or the Compensation Committee of the Board of Directors. Our Board of Directors and Compensation Committee value the opinions of our stockholders and to the extent there is any significant vote against the executive officer compensation as disclosed in this Proxy Statement, we will consider our stockholders’ concerns and the Compensation Committee will evaluate whether any actions are necessary to address those concerns. The Company currently intends to hold a say-on-pay vote on a triannual basis hereafter. 18 Board Recommendation THE BOARD RECOMMENDS A V