Company: WBS-PG
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0000801337-25-000015
Chunk: 47

Company: WEBSTER FINANCIAL CORP
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 47
---
     | $            | 2,025,000 |     | $         | 1,935,000 |     | $            | 3,960,000 |
| Christopher J. Motl |     | $      |   800,000 |     | $           | 1,000,000 |     | $            | 1,800,000 |     | $         | 1,520,000 |     | $            | 3,320,000 |
| Kristy Berner       |     | $      |   500,000 |     | $           |   450,000 |     | $            |   950,000 |     | $         |   550,000 |     | $            | 1,500,000 |
| Jack Kopnisky2      |     | $      | 1,100,000 |     | $           |   122,602 |     | $            | 1,222,602 |     | $         |         — |     | $            | 1,222,602 |

1 Per his offer agreement, Mr. Holland was eligible for a pro-rated cash incentive paid at target based on his date of hire. In 2024, Mr. Holland received a new hire grant as described in the Grants of Plan Based Awards table below 2 Following his retirement on January 31, 2024, Mr. Kopnisky was eligible for a pro-rated cash incentive per his Retention Agreement The charts below illustrate target compensation pay mix as a percentage of total direct compensation for each component of pay, including the mix of restricted stock and performance-based shares in LTI compensation. Salary Annual salary is the only fixed component of Webster’s executive compensation program. In setting salary, the Compensation and HR Committee looks at current pay practices, peer group comparisons and general market analysis in consultation with its independent compensation consultant, CAP. The Compensation and HR Committee then establishes salaries that are competitive with the peer group and the external market for similar positions. The Compensation and HR Committee reviews the salaries on at least an annual basis. In the case of a change in role, an officer’s new responsibilities, external pay practices, internal equity, past performance, and experience are considered in determining whether a change in salary is warranted. In February 2024, considering the above factors, the Compensation and HR Committee approved a 12.5% salary increase to $900,000 for the President and Chief Operating Officer, following the addition