Company: SREA
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001140361-25-010983
Chunk: 99

Company: SEMPRA
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 99
---
 but reduced for applicable early retirement factors. For termination resulting from death, the $9,331,814 shown for Ms. Sedgwick and the $11,976,104 shown for Mr. Bird are the difference between the death benefit under the plan and the benefit that would have been payable in connection with a voluntary termination on December 31, 2024. For the other named executive officers, there is no difference between the death benefit and the benefit payable in connection with a voluntary termination. |

| (D) | Estimated value associated with continuation of health benefits for two years (18 months for Ms. Day) for termination unrelated to a change in control and continuation of health, life, disability and accident benefits for three years (two years for Ms. Day) for termination related to a change in control. In addition, Mr. Martin is eligible to receive the life insurance benefit payable upon death described under “Compensation Discussion and Analysis—Compensation Components—Benefit Plans—Health, Life Insurance and Disability Plans and Other Executive Benefits,” which in the event his death had occurred on December 31, 2024 would have been $12,000,000. |

| (E) | Estimated value associated with continuation of financial planning services for two years (18 months for Ms. Day) for termination unrelated to a change in control, and three years (two years for Ms. Day) for termination related to a change in control. |

Executive officers who voluntarily terminate their employment (other than for “good reason”) or whose employment is terminated by the company for cause are not entitled to severance benefits. Our executives also may be eligible for certain payments under our retirement or deferred compensation plans as described above under “Compensation Discussion and Analysis—Compensation Components—Benefit Plans—Savings and Retirement Plans,” “Pension Benefits,” and “Nonqualified Deferred Compensation.”

| 2025 Proxy Statement |     | 83 |

TABLE OF CONTENTS Executive Compensation

Pay-Versus-Performance The information below has been prepared in accordance with the SEC’s pay-versus-performance disclosure rules, which include a measure called “Compensation Actually Paid” (CAP). It is important to note that CAP does not represent the actual amount of pay that has been fully earned or realized, either in the year set forth in the table or at all. For a fulsome description of our executive compensation program and the alignment of executive compensation and performance for our principal executive officer (PEO) and our non-PEO named executive officers (Non-PE