Company: RAIN
Filing Date: 2025-04-16
Form Type: 10-K
Source: 0001213900-25-032239
Chunk: 565

Company: Rain Enhancement Technologies Holdco, Inc.
Filing Date: 2025-04-16
Form: 10-K
Item: Item 2
Chunk 565
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 most recently published by the IRS as of the date of the Officer Note and
which shall become due and payable on the earlier to occur of (x) the four-year anniversary of the date of the Officer Note, subject to
Mr. Seidl’s continued service with Holdco through such date, (y) if Holdco terminates Mr. Seidl’s employment without cause
following the Business Combination, the date of such termination, and (z) the date on which a change in control is consummated.

Mr. Seidl will be eligible to participate
in Holdco’s comprehensive employee benefit offerings, including a 401(k) plan and various health and welfare benefits. The Offer
Letter also provides that Mr. Seidl will be eligible to participate in any additional executive-level plans that Holdco may adopt for
similarly situated employees.

Mr. Seidl’s employment with Holdco is
“at-will,” meaning either Holdco or Mr. Seidl may terminate Mr. Seidl’s employment at any time for any reason. Upon
termination, Mr. Seidl will be entitled to any earned but unpaid base salary and reimbursement of any expense properly incurred through
the date of termination, and, if Mr. Seidl is terminated by Holdco without cause, payment of the Officer Note.

Holdco and Mr. Seidl agreed to replace the
Officer Note, which was not yet issued, with the Retention Bonus to better reflect the nature of the commitment. As of the date of this
filing, the Retention Bonus has not been issued.

Overview of Anticipated Executive Compensation Program

Decisions with respect to
the compensation of Holdco’s executive officers, including our named executive officers, will be made by the compensation committee
of the Board. The following discussion is based on the present expectations as to the compensation of our named executive officers and
directors for 2025. The actual compensation of our named executive officers will depend on the judgment of the members of the compensation
committee and may differ from that set forth in the following discussion. Such compensation will also generally be governed by our executive
officers’ employment agreements, as in effect from time to time, including as described above.

We expect Holdco’s
executive compensation program will be designed to:

    ●
    attract, retain and motivate senior management leaders who are capable
of advancing RWT’s mission and strategy and, ultimately, creating and maintaining its long-term equity value. Such leaders must
engage in a collaborative approach