Company: LILA
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001712184-25-000084
Chunk: 42

Company: Liberty Latin America Ltd.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 42
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 relative to the size and complexity of the business and the regions in which Liberty Latin America operates.

#### Elements of Our Compensation Packages
The implementation of our compensation approach is described below.

Base Salary

General . Base salary represents the least variable element of our executives’ compensation and is provided as an economic consideration for each executive’s level of responsibility, expertise, skills, knowledge, experience and value to the organization. Generally, decisions with respect to increases in base salaries are expected to be based on increased responsibilities, company-wide budgets and increases in the cost of living.

2024 Base Salaries . For 2024, the base salaries of Messrs. Nair, Noyes, Hussain and Winter and Ms. Lorenzo were $1.5 million, $708,750, $656,250, $577,500, and $600,000, respectively. Messrs. Noyes, Hussain and Winter received five percent increases to their 2024 base salaries to reflect a cost-of-living adjustment, and Ms. Lorenzo received a 36 percent increase to her 2024 base salary in connection with her transition from her role as our Chief Customer Officer to Senior Vice President, General Manager of CWP in January 2024. Our NEOs’ initial base salaries are set in their respective employment agreements, the terms of which are described below under Employment and Other Agreements .

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Annual Performance Awards

General . Annual cash performance awards are one of the variable components of our executive officers’ compensation packages designed to motivate our executives to achieve our annual business goals and reward them for superior performance.

Generally, at its first regular meeting following the end of each fiscal year, the compensation committee reviews with our CEO the financial performance of our company during the prior year, his performance, his evaluation of the performance of each of the other members of senior management (including our NEOs) participating in the prior year’s annual cash performance award program and his recommendations for any recognition award. It then determines, in a private session, whether our CEO has met his individual performance goals for the year, whether he is entitled to any recognition bonus, and the amount to be paid to him with respect to his performance award. Starting with the 2019 annual cash performance plan, the compensation committee adopted the Recognition Bonus Program, whereby high performers within the company, including our NEOs, are eligible to receive, based on personal performance, a payout over the annual bonus amount, subject to the compensation committee’s approval of any recognition award