Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 26

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 26
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EAP), U.S. employees and eligible dependents have access to six free in-person or virtual counseling sessions per issue, up to a maximum of 12 sessions per calendar year. We offer eligible U.S. employees family support through fertility and adoption programs, and up to 16 weeks of paid parental leave available on day one.

We support financial health by offering market-competitive base salary and incentive compensation programs. Eligible U.S. 401(k) plan participants with one year of service receive a dollar-for-dollar Company match of up to 6% of eligible compensation and employees earning less than $75,000 also receive a Company 401(k) non-matching contribution of 1% of eligible compensation. We offer U.S. employees up to $5,000 annually ($2,500 for part-time employees) for tuition reimbursement for eligible external programs.

We remain focused on customer experience and customer fairness. In recognition of our employees’ work to help our customers, strengthen our communities, and create value for our stakeholders, while building a stronger Wells Fargo for the long-term, a special cash payment was awarded for more than 90,000 employees globally. This payment was $1,100 for U.S. employees who met certain eligibility requirements, including performance and compensation limits. Eligible employees outside of the United States received a payment adjusted for local levels.

We have conducted an annual pay equity review, evaluating both base salary and total compensation, through engagement with a third-party consultant for a number of years. The pay equity review compares compensation across the enterprise, taking into account factors such as role, level, tenure and geography and we may make adjustments in the event the review identifies unexplained gaps. As with last year’s review, the year-end 2024 review showed no significant unexplained pay gaps.

#### 38Wells Fargo & Company

#### Board and Governance Matters

### Compensation Risk Management
The Board plays an important role in overseeing the Company’s performance management and incentive compensation programs through its HRC. The HRC’s responsibilities allow it to focus on the alignment of our performance management and incentive compensation programs with the Company’s culture and employee conduct.

Key Highlights in Compensation Risk Management

• The HRC considers risk as a key input into its compensation decisions for the CEO and Operating Committee.

• An enhanced risk assessment process applies to Covered Employees in Management, which include the CEO, members of the Operating Committee, individual leaders who run the Company’s major lines of business, and certain other senior leaders whose responsibilities and actions may expose the Company