Company: RRGB
Filing Date: 2025-03-18
Form Type: PRE 14A
Source: 0001104659-25-025001
Chunk: 23

Company: RED ROBIN GOURMET BURGERS INC
Filing Date: 2025-03-18
Form: PRE 14A
Chunk 23
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 to robust stock ownership guidelines; 32 TABLE OF CONTENTS • executives are subject to anti-hedging and anti-pledging policies with respect to our common stock; • The Company has a robust Clawback Policy for the return of incentive-based compensation in the event of a financial restatement • the performance goals under our incentive programs relate directly to the business plan approved by the Board of Directors; and • appropriate balance between our annual operating achievements and longer-term value creation, with a particular emphasis on longer-term value creation for our executives. The Compensation Committee completes this evaluation annually. Accordingly, based upon the foregoing, the Company believes the risks arising from its compensation policies and practices are not reasonably likely to have a material adverse effect on the Company. 33 TABLE OF CONTENTS 2024 EXECUTIVE COMPENSATION OVERVIEW Our 2024 executive compensation program was comprised of three primary elements: (i) base salary, (ii) STI opportunity for an annual performance-based cash award, and (iii) LTI opportunity that consists of RSUs that vest ratably over three years and PSUs that cliff vest at the end of a three-year performance period if the Company achieves the applicable performance metrics. We believe the metrics used for both the STI and the LTI drive stockholder value. The goals for our incentive opportunities are linked to the Company’s financial and strategic business plans, as well as to stockholders through the use of TSR. By design, “at-risk” pay (incentive pay subject to forfeiture or partial or complete loss of value) comprised approximately 84% of total target compensation for G.J. Hart, our CEO, and 62% of total target compensation for the other named executive officers who were employed at the end of the year as a group. The charts below reflect the portion of our named executive officers’ 2024 total target compensation that is considered at-risk. CEO Other Named Executive Officers Our pay for performance compensation is further demonstrated in actual 2024 compensation for named executive officers: • The Company did not achieve target performance under the STI plan, and accordingly, our named executive officers earned a 26.64% payout of the STI. • The Company did not achieve threshold performance for the three-year 2022-2024 PSU performance cycle, and accordingly, our named executive officers did not earn a payout for 50% of the LTI award. 34 TABLE OF CONTENTS • The 2024 LTI award links a substantial portion of our named executive officers’ compensation