Company: CLH
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0000822818-25-000011
Chunk: 42

Company: CLEAN HARBORS INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 42
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 |                    |     | 110.7% |     |                       |     | 1,493,831 |     |              |     | —    |     |             |     |       — |     |                 1,493,831 |
| Eric J. Dugas       |     |           425,000 |     |             |     | 50%        |     |                    |     | 108.2% |     |                       |     |   229,963 |     |              |     | 85%  |     |             |     | 359,550 |     |                   589,513 |
| Jeroen Diderich     |     |           625,000 |     |             |     | 50%        |     |                    |     | 108.2% |     |                       |     |   338,181 |     |              |     | 85%  |     |             |     | 531,250 |     |                   869,431 |
| Alan S. McKim       |     |           900,000 |     |             |     | 150%       |     |                    |     | 110.7% |     |                       |     | 1,493,831 |     |              |     | —    |     |             |     |       — |     |                 1,493,831 |
| Sharon M. Gabriel   |     |           450,000 |     |             |     | 50%        |     |                    |     | 108.2% |     |                       |     |   243,492 |     |              |     | 85%  |     |             |     | 382,497 |     |                   625,989 |

The C&HC Committee believes that the goals for Company-wide performance and the SEIP individualized goals established under the MIP for 2024 were sufficiently difficult to achieve in order to provide a significant incentive for the participants to improve the Company’s performance during that year. The C&HC Committee also believes that such goals did not encourage any of the participants to cause the Company to take excessive risks in connection with achieving the goals and that, by including targets for health and safety in the overall Annual MIP Bonus goals of the NEOs, the goals were consistent with reducing the Company’s overall risks.

#### Long-Term Equity Incentives
The final element of compensation for senior executives