Company: RRGB
Filing Date: 2025-03-18
Form Type: PRE 14A
Source: 0001104659-25-025001
Chunk: 5

Company: RED ROBIN GOURMET BURGERS INC
Filing Date: 2025-03-18
Form: PRE 14A
Chunk 5
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 builds upon what we learned from our double materiality assessment completed in 2023. The double materiality assessment engaged a third party-expert, as well as internal and external stakeholders, to better understand the outward impacts of our business now and in the future. In 2024, we reported our corporate responsibility actions and progress externally in our third sustainability report. Board: Corporate responsibility is a Board-level priority. The Board, acting directly and through its committees, is responsible for the oversight of the Company’s corporate responsibility strategy. The Nominating and Governance Committee generally oversees the Company’s corporate responsibility goals and objectives and supports implementation of the Company’s corporate responsibility priorities. The Audit Committee oversees corporate responsibility disclosures in the Company’s SEC periodic reports, including in the context of the evolving regulatory focus on climate change. However, the full Board retains overall oversight responsibility because we believe full Board oversight is important to ensure that corporate responsibility is part of, and aligned with, our overall Company strategy. Management regularly reports directly to the Nominating and Governance Committee, the Audit Committee, and to the full Board regarding key recommendations, progress, and outcomes related to implementation of our corporate responsibility strategy. Management: Execution of the Company’s corporate responsibility strategy is overseen by our executive team. The Company relies on senior leaders from our business and functional teams to set the direction and drive accountability as we address priority corporate responsibility issues, work with key stakeholders, and measure and report our progress. 6 TABLE OF CONTENTS EXECUTIVE COMPENSATION PRACTICES ✓ Pay for performance-focused executive compensation structure, with a significant portion of pay “at-risk” ✓ Independent Compensation Committee approves executive compensation structure and pre-established performance goals ✓ Independent compensation consultant advises the Compensation Committee ✓ Payouts under our annual and long-term incentive compensation plans are capped ✓ Long-term incentives feature multiple components; performance is measured over multi-year periods with value dependent on share price as compared to a group of key competitors; payouts are capped if total stockholder return (TSR) is negative ✓ Double trigger required for cash severance and equity vesting upon change in control for named executive officers (other than certain performance awards) ✓ Meaningful stock ownership guidelines for executives and Board members ✓ Formal policy prohibiting hedging and pledging of Company securities by executive officers and directors ✓ Clawback policy for the return of certain cash and equity executive incentive compensation in the event of a financial restatement ✓ Limited perquisites ✓ No incentivizing of short-term results to the detriment of long-term goals and results ✓ Compensation practices appropriately structured to avoid