Company: BCO
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0001104659-25-026390
Chunk: 62

Company: BRINKS CO
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 62
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 Following are descriptions of the types of benefits and payments that the NEOs would be eligible to receive under various termination scenarios, key terms under the CIC Plan and the categories of benefits and payments as reflected in the tables on pages 61 and 64. Severance Pay Plan Upon a qualifying termination, participants who are NEOs would be eligible to receive the following benefits: ■ a lump sum payment equal to the sum of: (a) the executive’s annual base salary through the date of termination, (b) any bonus or incentive compensation approved but not paid, and (c) any accrued vacation pay, in each case to the extent not already paid or credited as of the date of termination; ■ a lump sum payment equal to the product of (a) 1.0 (or 1.5 for the CEO), multiplied by (b) the sum of annual base salary and target annual incentive opportunity; ■ a prorated bonus for the year of termination, so long as the participant was employed by the Company for at least six months of the performance year; ■ reimbursement payments for continued medical and dental benefit coverage until the earlier of 12 months (or 18 months for the CEO) following the date of termination and such time as the participant becomes eligible to receive medical and dental benefits under another employer-provided plan;

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TABLE OF CONTENTS ■ continued vesting of equity awards granted in connection with our ordinary LTI award grant cycle until the first anniversary of the participant’s date of termination with payout at lower of target or actual performance; and ■ reasonable outplacement services during the period over which the health care benefits are provided. In order to receive severance payments, the participant must execute a separation and release agreement that includes a release of claims in favor of the Company. The Compensation Committee may amend or terminate the Severance Pay Plan at any time, but any action that would reduce the payments or benefits to participants, narrow the conditions for a qualifying termination, or otherwise reduce the protections provided to participants would not be effective until 12 months following approval by the Compensation Committee. In December 2024, the Compensation Committee amended the Severance Pay Plan to reduce this period to 6 months, which such change is effective immediately for new participants and effective in December 2025 for the NEOs and other existing participants unless otherwise consented to by the NEOs and other existing participants. Hypothetical Post