Company: BL
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001666134-25-000011
Chunk: 81

Company: BLACKLINE, INC.
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 81
---
 to maintain group health insurance benefits for the executive and the executive’s dependents under COBRA for up to eighteen (18) months following the termination date, and (iv) 100% of all of the executive’s outstanding equity awards will become vested and fully exercisable effective as of the later of the date of termination or the date of the consummation of the change of control (and with respect to any Company performance-based equity awards, for which the applicable performance period has (x) been completed as of the termination date, based on actual achievement of the applicable performance objectives or (y) not been completed as of the termination date, assuming achievement of the applicable performance objectives at target).

Mark Partin, Jimmy Duan, Karole Morgan-Prager, and Jeremy Ung

Our Change of Control and Severance Policy was updated in February 2024 with respect to participants, including Mr. Partin, Mr. Duan, Ms. Morgan-Prager, and Mr. Ung, to provide for vesting of all outstanding equity awards upon a qualifying termination within a change of control period (as described below). Following this update, the change of control policy provides for the following change of control and severance benefits for Mr. Partin, Mr. Duan, Ms. Morgan-Prager, and Mr. Ung:

If we terminate the executive officer’s employment other than for “cause,” death or “disability” or such executive officer resigns for “good reason” during the period from the period beginning three (3) months prior to a “change of control” (as such terms are defined in the Policy) and ending twelve (12) months following a change of control (the “change of control period”), such executive officer will be eligible to receive the following severance benefits (less applicable tax withholdings):

• 100% of the executive officer’s then-outstanding and unvested equity awards will become fully vested and exercisable and any applicable performance goals will be deemed achieved at 100% of target levels;

• A lump sum cash amount equal to one year of the executive officer’s base salary in effect immediately prior to the termination (or if the termination is due to a resignation for good reason based on a material reduction in base salary, then the executive officer’s annual base salary in effect immediately prior to such reduction) or the change of control, whichever is greater; and

• Payment or reimbursement of continued health coverage for the executive officer and the executive officer’s eligible dependents under COBRA for