Company: COHU
Filing Date: 2025-04-02
Form Type: DEF 14A
Source: 0001437749-25-010672
Chunk: 27

Company: COHU INC
Filing Date: 2025-04-02
Form: DEF 14A
Chunk 27
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 nature of our business and the market in which we compete for executive talent. The following policies and practices were in effect during 2024:

| • | Independent Compensation Committee. The Compensation Committee is comprised solely of independent directors. |

| • | Independent Compensation Committee Advisors. The Compensation Committee engaged its own compensation consultant to assist with its continuous compensation and governance reviews. This consultant performed no other consulting or services for the Company. |

| • | Annual Executive Compensation Review. The Compensation Committee conducts an annual review and approval of our compensation strategy, including a review of our compensation peer group used for comparative purposes. |

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| • | Annual Compensation-Related Risk Review. The Compensation Committee conducts an annual review of our compensation-related risk profile to ensure that compensation practices are not reasonably likely to have a material adverse effect on Cohu. |

| • | Executive Compensation Policies and Practices. Our compensation philosophy and related corporate governance policies and practices are complemented by several specific compensation policies and practices that are designed to align our executive compensation with long-term stockholder interests, including the following: |

| - | Compensation At-Risk. Our executive compensation program is designed so that a significant portion of compensation is “at risk” based on corporate performance, as well as equity-based to align the interests of our executive officers and stockholders. |

| - | No Defined Benefit Pension Plans. We do not currently offer, nor do we have plans to provide, defined benefit pension plans or arrangements for our executive officers. |

| - | Limited Perquisites. We provide minimal perquisites and other personal benefits to our executive officers, each of which are described below. |

| - | No Tax Reimbursements. We do not provide any tax or “gross-up” reimbursement payments on any severance or change in control payments, perquisites or other personal benefits other than immaterial COBRA reimbursements, standard relocation benefits and tax equalization agreements related to expatriate assignments. |

| - | “Double-Trigger” Change-in-Control Arrangements. All change-in-control cash payments and benefits are based on a “double-trigger” arrangement (that is, they require both a change-in-control plus a qualifying termination of employment before payments and benefits are paid), although the vesting of equity awards will accelerate in full if the awards are not or cannot reasonably be assumed or replaced by an acquiring corporation. |

| - | Performance-Based Incentives. We use performance-based short-term and long-term incentives and do not have common or overlapping metrics