Company: ORBS
Filing Date: 2025-11-21
Form Type: PRER14A
Source: 0001493152-25-024506
Chunk: 26

Company: Eightco Holdings Inc.
Filing Date: 2025-11-21
Form: PRER14A
Chunk 26
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 Financial Officer of Eightco on October 13, 2021. Mr. Vroman was not paid any salary or fees for the year    
 ended December 31, 2024. Mr. Vroman deferred fees of $120,000 until 2025. Mr. Vroman was to receive a severance of $584,000 per         
 the terms of his employment agreement, which amount was reduced to $379,600 per a settlement agreement, of which all of it was unpaid   
 as of December 31, 2024. In 2025, Mr. Vroman agreed to a reduced settlement amount of $175,200 to be paid over 8 equal installments.    |
| **** | Kevin                                                                                                                                   
 O’Donnell served as the Executive Chairman of the Board of Directors from October 15, 2021 to March 17, 2024. Mr. O’Donnell             
 was to receive a severance of $584,000 per the terms of his employment agreement, which amount was reduced to $379,600 per a settlement 
 agreement, of which all of it was unpaid as of December 31, 2024. In 2025, Mr. O’Donnell agreed to a reduced settlement amount          
 of $175,200 to be paid over 8 equal installments. Mr. O’Donnell was appointed Interim Chief Executive Officer on August 13,             
 2025 and subsequently as full time Chief Executive Officer on September 8, 2025.                                                        |

| 14 |

Overview

The Company expects to provide total compensation packages that are competitive, tailored to the unique characteristics and needs of the Company within its industry, and adequately reward its executives for their roles in creating value for our stockholders. The Company expects that it will be competitive in its executive compensation with other similarly situated companies in its industry. The compensation decisions regarding the Company’s executives are expected to be based on its need to attract individuals with the skills necessary to achieve its business plan, to reward those individuals fairly over time and to retain those individuals who continue to perform at or above the Company’s expectations.

The Company’s executive compensation program is expected to consist of three primary components: salary, incentive bonus and stock-based awards issued under an equity incentive plan. The Company determines the appropriate level for each compensation component based in part, but not exclusively, on its view of internal equity and consistency, individual performance, the Company’s performance, and other information deemed relevant and timely.

Employment Agreements