Company: TDDWW
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001104659-25-038699
Chunk: 62

Company: TIDEWATER INC
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 62
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. 2021 Stock Incentive Plan (the “2021 Plan”). (2) Awards may be granted under the 2021 Plan in the form of stock options, restricted stock, RSUs, or other cash- or equity- based awards. The remaining available shares assumes PRSUs settled at target (100%).

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TABLE OF CONTENTS PAY RATIO DISCLOSURE As required by SEC rules, we determined the ratio of the annual total compensation of Mr. Kneen, our current President and CEO, relative to the annual total compensation of our median employee. For the fiscal year ended December 31, 2024: • the annual total compensation paid to the individual who was identified as the median employee of our company and its consolidated subsidiaries (other than our CEO), was $47,380; • the annual total compensation of our CEO (as reported in the Summary Compensation Table) was $5,870,091; and • based on this information, the ratio of the annual total compensation of our CEO to the median employee’s annual total compensation is 124 to 1. To calculate the 2024 CEO pay ratio, we used the compensation of the same median employee used for purposes of calculating the CEO pay ratio for 2022. In determining our median employee, we examined annual base cash compensation for all employees as of December 31, 2022. As of this date, Tidewater and its consolidated subsidiaries had over 6,300 employees across the globe, with over 90% of our fleet working internationally in more than 20 countries. To aid in maintaining a uniformity of comparison, we annualized the compensation for full-time workers who joined us after the first of the year and converted all amounts paid in foreign currencies to U.S. dollars based on the exchange ratio for each such currency reported on the same day. A significant portion of our workforce consists of individuals who are not employed by us directly, but rather work as crew members on our vessels or provide services to us under collective bargaining agreements or through third party labor service providers (manning agencies). For crew members who work with us through these manning agencies, the individuals are employed by the agency (a third party) but we are responsible for setting the pay or “day rate,” which the employee may accept or reject. As a result, our crew members may not work for us full-time or during the entire year and may in fact also provide services on vessels owned by other companies or operators during the year. The majority of these