Company: MWA
Filing Date: 2025-12-19
Form Type: DEF 14A
Source: 0001350593-25-000069
Chunk: 34

Company: Mueller Water Products, Inc.
Filing Date: 2025-12-19
Form: DEF 14A
Chunk 34
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|   |                                                                                                |     | û | Pay dividends on unvested equity-based incentives          |     |   |                                          |
| ü | Maintain compensation clawback policies                                                        |     |   |                                                            |     | û | Provide excise tax gross-up benefits     |
| ü | Require a double trigger vesting of executive officers’ equity awards upon a change-in-control |     |   |                                                            |     |   |                                          |

### Executive Compensation Program Overview

### GUIDING PRINCIPLES
The Compensation Committee has identified the following guiding principles in overseeing the compensation program for our executives:

| Stockholder Alignment                                                                             
 •Ensure executives’ realizable wealth is significantly impacted by the value of Common Stock      
 •Enable all management the opportunity to own stock in the Company to create an ownership mindset 
 •Require executives to hold a meaningful Common Stock ownership amount                            
 •Emphasize and appropriately balance short- and long-term performance                             |     | Differentiate Pay Based on Performance and Value                                                                                                                                          
 •Differentiate compensation in a way that recognizes the value that each person contributes both individually and collectively with other Company executives to attract and retain talent 
 •Compensate based upon individual skills, experience, role and value to the Company                                                                                                       
 •Measure performance based upon overall Company and individual contributions                                                                                                              
 •Hold executives accountable for short-term incentive performance and long-term incentive performance of the Company                                                                      |

#### PROXY STATEMENT FOR 2026 ANNUAL MEETING43

### EXECUTIVE COMPENSATION
| Market Competitiveness                                                                                                                                                                                                    
 •Develop comparator groups based on the Company’s unique requirements for a blend of core industrial and technologically advanced products, general industry skills and in recognition of where we source and lose talent 
 •Use different comparator groups based upon the required skills for each position type and level                                                                                                                          
 •Use external competitive market data to inform, not dictate, our compensation decisions                                                                                                                                  |     | Pay Positioning, Pay Mix, and Award Realization                                                                                                             
 •Evaluate Total Direct Compensation (TDC, i.e., salary, annual incentives, and long-term incentives) based on both internal and external market comparisons 
 •Utilize Total Remuneration (TDC plus benefits and perquisites) to provide Company executives a competitive (median) market-based package                   
 •Balance TDC in a way that emphasizes both cash and equity ownership                                                                                        
 •Emphasize at-risk compensation (i.e., performance-based incentives) for executives                                                                         |

### PEER GROUP BENCHMARKING AND TOTAL COMP