Company: HEI-A
Filing Date: 2025-01-31
Form Type: DEF 14A
Source: 0001140361-25-002543
Chunk: 52

Company: HEICO CORP
Filing Date: 2025-01-31
Form: DEF 14A
Chunk 52
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 employee, we used a consistently applied compensation measure of total gross wages from January 1, 2024 to August 31, 2024. Total gross wages reflects a wide variety of pay items, including base wages, time-related bonuses (such as overtime, shift premiums, holiday bonuses), vacation pay, performance bonuses, stock option exercises and other benefits and allowances. We did not make cost of living adjustments when computing our employees' total gross wages. Additionally, we converted the gross wages paid to non-U.S. employees in local currency to U.S. dollars using the applicable average exchange rate for the period of January 1, 2024 to August 31, 2024. To calculate the annual total compensation of our median employee, we identified and calculated the elements of such employee’s fiscal 2024 compensation in accordance with the requirements of Item 402(c)(2)(x) of Regulation S-K. Based on the aforementioned methodology, we determined that the fiscal 2024 median total annual compensation of our median employee was $57,762. As reported in the Summary Compensation Table, the fiscal 2024 annual total compensation for Mr. Mendelson was $10,382,143, resulting in a pay ratio of 180:1. Our pay ratio is a reasonable estimate calculated in a manner consistent with SEC rules based on the methodology described above. The SEC rules for identifying the median compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their compensation practices. As such, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies may have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios.

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TABLE OF CONTENTS

Pay Versus Performance This section should be read in conjunction with our Compensation Discussion and Analysis which provides additional information regarding our compensation philosophy, our performance-based compensation programs structure, and compensation decisions made this year. Under the Dodd-Frank Act, we are required to disclose certain information about the relationship between the compensation deemed “actually paid” to our named executive officers and certain company performance measures. The principal difference between the compensation shown in the Summary Compensation Table and the table below is that the below table adds the change in fair value of unvested option awards as though it was actually paid in that year. The following table provides information regarding compensation actually paid