Company: ALIT
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001809104-25-000159
Chunk: 70

Company: Alight, Inc. / Delaware
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 70
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Us and 50% PRSUs. The Compensation Committee chose this mix of equity-based awards to align the interests of NEOs to our stockholders. In addition, as determined at the discretion of the Compensation Committee, the Company may grant special awards intended for retention or to further incentivize performance that it believes to be in the best interests of the Company and its stockholders. Restricted Stock Units RSUs granted in 2024 as part of the annual LTI program vest in three equal annual installments, subject to the continued employment of the applicable NEO. (See the table entitled “Outstanding Equity Awards at Fiscal 2024 Year-End” for details concerning the vesting schedule of the RSUs.) Performance-Vested RSUs PRSUs granted in 2024 as part of the annual LTI program vest based on the achievement of certain performance goals over a three– year performance period, subject to the continued employment of the applicable NEO . (See the table entitled “Outstanding Equity Awards at Fiscal 2024 Year-End” for details concerning the vesting criteria for the PRSUs.) The key features of the 2024 PRSUs are described below: • PRSUs give the executive the right (subject to Compensation Committee discretion to reduce but not increase awards beyond the maximum opportunity) to vest in a number of RSUs based on achievement against performance goals over a three-year performance period. Actual shares that will vest, if any, will vary based on the Compensation Committee’s certification of the achievement of the performance goals at the end of the three years. The three-year performance period was designed to discourage short-term risk taking and reinforce the link between the interests of our stockholders and our NEOs over the long term. • The number of PRSUs that will vest is based on the Company’s achievement of revenue and Adjusted EBITDA goals, as determined by the Compensation Committee and as measured on a cumulative basis over the three-year performance period covering Fiscal 2024 through fiscal year 2026. Each metric (revenue and Adjusted EBITDA) is equally weighted at 50%, and the potential payout range as a percentage of the target award is 0% to 200%. • If earned at target, 100% of the PRSUs will vest at the end of the three-year performance period . The Board has the ability under our 2021 Omnibus Incentive Plan (the “ 2021 Plan ”) to make adjustments in the method of calculating the attainment of performance goals