Company: TISI
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0000318833-25-000030
Chunk: 39

Company: TEAM INC
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 39
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   |     | Chief Executive Officer                                                            |
| Nelson M. Haight  |     | Executive Vice President and Chief Financial Officer                               |
| André C. Bouchard |     | Former Executive Vice President, Administration, Chief Legal Officer and Secretary |

#### Executive Compensation Overview
Our executive compensation policies are designed to provide aggregate compensation opportunities for our Named Executive Officers that are competitive in the business marketplace based upon Company and individual performance. Our objectives are to:

• Ensure our compensation program incentives align with the Company’s business objectives;

• Link a significant portion of compensation toward achievement of the Company’s short-term and long-term performance objectives that align with our shareholder and stakeholder interests;

• Attract, motivate, reward and retain the broad-based management talent required to achieve our business objectives;

• Provide incentives for long-term continued employment with the Company;

• Reward individual performance; and

• Ensure that our compensation arrangements do not encourage unnecessary risk-taking.

The components of the compensation program in 2024 for our senior executives consisted of:

• annual base salaries;

• annual performance-based incentives paid in cash;

• long-term time-based RSUs and performance-based stock units; and

• benefits.

We offer limited executive perquisites for our senior executives. Except as described in “ Retirement Benefits ” and in “ Perquisites and Personal Benefits ” below, our senior executive officers participate in the same benefit plans as our other employees.

Role of the Compensation Committee - Executive Compensation

The Compensation Committee, composed entirely of independent directors, reviews and approves our executive compensation program for all senior executive officers, including the Named Executive Officers, to ensure that our compensation program is adequate to attract, motivate and retain well-qualified senior executives and that it is directly and materially related to the short-term and long-term objectives of Team and our shareholders and to Team’s operating performance. The Compensation Committee annually reviews and evaluates our executive compensation program to ensure that the program is aligned with our compensation philosophy. To carry out its role, among other things, the Compensation Committee:

• reviews the major compensation and benefit practices, policies and programs with respect to our senior executives;

• reviews appropriate criteria for establishing performance targets for executive compensation;

• determines appropriate levels of executive compensation;

• administers and makes recommendations to the Board with respect to severance and change in control arrangements pertaining to our senior executives (described below under “ Executive Severance Policy ”);

• administers and determines equity awards to be granted under our stock incentive plan;

• reviews our compensation programs, policies and practices for material risks; and

• reviews