Company: PEB
Filing Date: 2025-04-07
Form Type: DEF 14A
Source: 0001474098-25-000062
Chunk: 52

Company: Pebblebrook Hotel Trust
Filing Date: 2025-04-07
Form: DEF 14A
Chunk 52
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 that encouraging each executive officer to maintain a meaningful ownership interest in the Company relative to the executive officer’s annual base salary is in the best interest of the Company and its shareholders and is likely to further encourage the executive officer to act in a manner that creates value for the Company’s shareholders. Pursuant to the guidelines, each of our executive officers owns shares in the Company with an aggregate value equal to or greater than a specified multiple of their base salary, as shown in the following table.

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| Executive Officer Position |     | Multiple of Base Salary |     | Amount of Share Ownership Required |     | Value of Shares/Units Owned(1) |     | Ownership Level Exceeded? |
| Chief Executive Officer    |     | 5x                      |     | $3.9 million                       |     | $26.2 million                  |     | þ                         |
| Chief Financial Officer    |     | 3x                      |     | $1.6 million                       |     | $7.7 million                   |     | þ                         |
| Chief Investment Officer   |     | 3x                      |     | $1.6 million                       |     | $6.7 million                   |     | þ                         |

(1) Amounts are based on the closing price per Common Share on the NYSE on March 7, 2025 (which was $12.11) and the total number of Common Shares and LTIP units (which, when vested and after reaching parity with common units of our operating partnership (“OP units”), may be exchanged for an equal number of OP units and subsequently redeemed for cash or an equal number of Common Shares, at our option) owned by the executive.

#### Compensation Risk Assessment
The Compensation Committee considers at least annually whether our compensation program encourages our executive officers to manage risk prudently across the Company and whether our compensation policies and practices create risks that are reasonably likely to have a material adverse effect on the Company.

The Company’s compensation program, management team and the culture they foster encourage value creation for our shareholders over the long-term and discourage a focus on maximizing short-term value at the expense of the long-term. We evaluate performance using both quantitative and qualitative measures and many elements of our compensation program serve to mitigate excessive and inappropriate risk-taking. For example, we seek to compensate our executives with a well-balanced mix of annual base salary, performance-based cash incentive bonuses and long-term equity incentive awards. Our executive officers’ base salaries provide assured levels