Company: LASE
Filing Date: 2025-06-24
Form Type: 10-K
Source: 0001641172-25-016194
Chunk: 96

Company: Laser Photonics Corp
Filing Date: 2025-06-24
Form: 10-K
Item: Item 9C
Chunk 96
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 insurance, life
and disability insurance. All of our executives are eligible to participate in all of our employee benefit plans, in each case on the
same basis as other employees.

In
certain circumstances, we award cash signing bonuses or may reimburse relocation expenses when executives first join us. Whether a signing
bonus is paid or relocation expenses are reimbursed, and the amount of either such benefit, is determined by our Board of Directors on
a case-by-case basis based on the specific hiring circumstances and the recommendation of our chief executive officer.

Severance
and Change in Control Benefits

Pursuant
to agreements we expect to enter into with certain of our executives, these executives will be entitled to specified benefits in the
event of the termination of their employment under specified circumstances, including termination following a change in control of our
company.

We
believe providing these benefits helps us compete for executive talent. Based on the substantial business experience of the members of
our Board of Directors, we believe that our severance and change in control benefits are generally in line with severance packages offered
to executives by companies at comparable stages of development in our industry and related industries.

60

Risk
Considerations in Our Compensation Program

Our
Board of Directors determines with the Company’s management the philosophy and standards on which our compensation plans are implemented
across our Company. It is our belief that our compensation programs do not, and in the future will not, encourage inappropriate actions
or risk taking by our executive officers. We do not believe that any risks arising from our employee compensation policies and practices
are reasonably likely to have a material adverse effect on our company. In addition, we do not believe that the mix and design of the
components of our executive compensation program will encourage management to assume excessive risks. We believe that our current business
process and planning cycle fosters the behaviors and controls that would mitigate the potential for adverse risk caused by the action
of our executives. We believe that the following aspects of our executive compensation program that we plan to implement will mitigate
the potential for adverse risk caused by the action of our executives:

    ●
    annual establishment of
    corporate and individual objectives for our performance-based cash bonus programs for our executive officers, which we expect to
    be consistent with our annual operating and strategic plans, designed to achieve the proper risk/reward balance and not require excessive
    risk taking to achieve;

    ●
    the mix between fixed and
    variable, annual and long-term and cash and equity