Company: APCXW
Filing Date: 2025-04-17
Form Type: DEF 14A
Source: 0001683168-25-002670
Chunk: 48

Company: AppTech Payments Corp.
Filing Date: 2025-04-17
Form: DEF 14A
Chunk 48
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 not specifically align our performance measures with “compensation actually paid” (as
computed in accordance with Item 402(v) of Regulation S-K) for a particular year. In accordance with Item 402(v) of Regulation S-K, we
are providing the following descriptions of the relationships between information presented in the Pay Versus Performance table.

Compensation Actually Paid and Net Income (Loss)

Our platform is commercially
viable and ready to board accounts. We operate in the fintech industry and had merchant processing revenue during the periods presented.
Our company has not historically looked to net income (loss) as a performance measure for our executive compensation program. Our net
income (loss) decreased significantly between 2023 and 2022, and the compensation actually paid for both our PEO and non-PEO NEOs also
decreased significantly between 2023 and 2022.

Compensation Actually Paid and Cumulative TSR

As shown in the following
graph, the compensation actually paid to Luke D’Angelo and the average amount of compensation actually paid to our named executive
officers as a group (excluding M. D’Angelo) during the periods presented are negatively correlated. We do utilize several performance
measures to align executive compensation with our performance, but those tend not to be financial performance measures, such as the total
shareholder return “TSR”. For example, as described in more detail above in the section “Executive Compensation –
Annual Performance-Based Bonus Opportunity,” part of the compensation our named executive officers are eligible to receive consists
of annual performance-based cash bonuses which are designed to provide appropriate incentives to our executives to achieve defined annual
corporate goals and to reward our executives for individual achievement towards these goals, subject to certain employment criteria as
described above under “—Agreements with our Named Executive Officers.” Additionally, we view stock options, which are
an integral part of our executive compensation program, as related to company performance, although not directly tied to TSR, because
they provide value only if the market price of our common stock increases and if the executive officer continues in our employment over
the vesting period. These stock option awards strongly align our executive officers’ interests with those of our stockholders by
providing a continuing financial incentive to maximize long-term value for our stockholders and by encouraging our executive officers
to continue in our employment for the long term.

All information provided above under the “Pay Versus Performance” heading will not be deemed to be incorporated by reference