Company: LAWIL
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001104659-25-041831
Chunk: 56

Company: Light & Wonder, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 56
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,585 | ​ | ​ |
| Siobhan Lane   | ​ | ​ | ​                                      | ​ | — | ​ | ​ | ​ | ​                            | ​ | — | ​ | ​ | ​ | ​                                        | ​ | 23,555 | ​ | ​ | ​ | ​                              | $ | 2,348,610 | ​ | ​ |

(1) Since annual incentive awards for named executive officers for 2023 performance were payable in the form of fully vested RSUs in early 2024, the amounts in this column include the value of the shares received by the applicable named executive officer as payment in respect of such incentive award. (2) Value based on the average of the high and low sale prices of our common stock as of the trading day immediately prior to the date upon which the RSUs vested.

41

TABLE OF CONTENTS Potential Payments Upon Termination or Change in Control For the named executive officers in 2024, the information below describes and quantifies certain compensation that would become payable pursuant to the terms of their employment agreements, their equity award agreements and the CIC Plan under the various termination events described below. Employment Agreements and Equity Award Agreements with Named Executive Officers and CIC Plan . For purposes of the disclosure that follows, a “Qualifying Termination” means the executive’s employment was terminated by the Company without “cause” or by him or her for “good reason” (as such terms are defined in the applicable agreement or the CIC Plan, as applicable), and an executive’s “Severance Bonus Amount” is equal to the highest annual incentive compensation paid to such executive in respect of the two most recent fiscal years but not more than such executive’s target bonus for the then-current fiscal year. The employment agreement with each of Mr. Wilson and Ms. Lane, in effect as of December 31, 2024, provides that if the applicable executive experienced a Qualifying Termination, such executive would have been entitled to receive: (i) a pro rata bonus for the year of termination; (ii) an amount equal to two times such executive’s base salary, payable over a period of 24 months; and (iii) payment of COBRA premiums for up to 18 months if such executive elects to continue medical coverage under the Company’s group health plan in accordance with COBRA. The employment agreement with Mr. Chow in effect as of December 31, 2024 provides that if he experienced a Qualifying Termination,