Company: NSP
Filing Date: 2025-04-15
Form Type: DEF 14A
Source: 0001000753-25-000013
Chunk: 51

Company: INSPERITY, INC.
Filing Date: 2025-04-15
Form: DEF 14A
Chunk 51
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 to accelerate vesting. All outstanding equity awards held by our NEOs are subject to the double trigger requirement.

These arrangements are discussed in more detail under “ Potential Payments Upon Termination or Change in Control .”

Policy for the Recovery of Erroneously Awarded Compensation (“Clawback Policy”)

The Compensation Committee has adopted a Clawback Policy applicable to current and former executive officers, consistent with NYSE listing standards. The Clawback Policy provides for the Compensation Committee to pursue recoupment of certain erroneously awarded incentive compensation from executive officers in the event of an accounting restatement. Incentive compensation paid under the Short-Term Incentive Program and LTIP is subject to the Clawback Policy. The Company also continues to maintain a broad-based recoupment policy for incentive compensation paid to all other employees. The Clawback Policy and broad-based recoupment policy reflect the Company’s culture that emphasizes integrity and accountability.

Timing of Option and SAR A wards

We did not grant any SARs or stock options in 2024, as grants of SARs and stock options are not currently a component of our compensation program. Further, we do not have a formal policy with respect to the timing of such grants and, therefore, we (1) do not grant SARs or stock options in anticipation of the release of material nonpublic information (“MNPI”), (2) do not time the release of MNPI based on SAR or stock option grant dates or for the purpose of affecting the value of executive compensation and (3) do not take MNPI into account when determining the timing and terms of SAR or stock option grants.

Risk Assessment

The Company conducted an assessment of our compensation programs and practices for its employees and determined that there are no risks arising from such compensation programs and practices that are reasonably likely to have a material adverse effect on the Company. In arriving at this determination, some of the key risk mitigators included independent review by departments not participating in the compensation program, internal audit review, maintenance of a whistleblower line, and external auditor review.

Deductibility of Compensation

Section 162(m) of the Internal Revenue Code imposes a $1 million limit on the amount that a public company may deduct for compensation paid to its principal executive officer, principal financial officer, and any of its three other most highly compensated executive officers for the taxable year (other than the principal executive officer or the principal financial officer) (collectively the “covered employees”). The group of covered employees also includes an employee once considered a covered employee who continues to receive compensation