Company: IDCC
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-097149
Chunk: 81

Company: InterDigital, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 81
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2024 and notional investment earnings through 2024. |

62

Set forth below are the amounts reported in the aggregate balance that were previously reported in the “Salary,” “Non-EquityIncentive Plan Compensation” and “All Other Compensation” columns of the Summary Compensation Table for fiscal years 2013 through 2023, in the aggregate:

| Name               |     | Salary 
 ($)    |         |     | Non-Equity     
 Incentive Plan 
 Compensation   
 ($)            |           |     | All Other    
 Compensation 
 ($)          |           |
| Liren Chen         |     |        | 749,323 |     |                | 1,951,880 |     |              | 3,056,931 |
| Richard J. Brezski |     |        | 384,112 |     |                |    19,500 |     |              |   125,597 |
| Eeva K. Hakoranta  |     |        |       — |     |                |         — |     |              |         — |
| Rajesh Pankaj      |     |        |       — |     |                |         — |     |              |         — |
| Joshua D. Schmidt  |     |        |       — |     |                |         — |     |              |         — |

The deferred compensation plan was implemented in 2013. Therefore, there are no amounts included that were reported as compensation to any NEO prior to 2013. Potential Payments upon Termination or Change in Control InterDigital, Inc. Executive Severance and Change in Control Policy As discussed above in “Compensation Discussion and Analysis,” all NEOs except for Ms. Hakoranta, are eligible for benefits pursuant to the Executive Severance Policy, which provides for severance pay and benefits, among other things, in certain events of termination of employment, as described below. Ms. Hakoranta’s severance arrangements, in compliance with local law, are set forth in her employment agreement, which provides similar payments and benefits. In 2024, we amended our Executive Severance Policy to align with peer practice, while maintaining best governance practices. Our policy continues to require both a Change in Control and a qualified termination in order to receive any change in control benefits (“double-trigger”) and does not provide for any excise tax gross-ups. Pursuant to the terms of the Executive Severance Policy, in the event of a termination other than for Cause, death or disability