Company: LBTYK
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001193125-25-076819
Chunk: 30

Company: Liberty Global Ltd.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 30
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 compensation program plays a key role in furthering this aim. Each of our NEOs received a salary, an annual performance bonus award and a multi-year incentive award in 2024 as part of their total compensation packages. In general, we seek to design compensation packages for individual executives based on the scope of the executive’s responsibilities, the executive’s overall influence and impact on our company’s financial and operational performance, the executives’ prior performance and an analysis of what is competitive compensation for similar roles, to the extent such data is available. We regularly evaluate and refine our compensation programs to strengthen the link between executive and shareholder interests, linking a significant portion of the executive’s equity compensation to share price appreciation and total shareholder return.

Compensation Discussion and Analysis

Overview of Compensation Process

The compensation committee of our board of directors assists our board in discharging its duties with respect to compensation of our executive officers and the administration of our incentive plans. The committee identifies the company’s primary goals with respect to executive compensation, implements compensation programs designed to achieve those goals, subject to appropriate safeguards to avoid unnecessary risk taking, and monitors performance against those goals and associated risks. The chair of our compensation committee reports to our board of directors on its annual compensation decisions, the administration of existing programs and the development of new programs. Each member of our compensation committee is an “independent director” (as defined under the Nasdaq rules) and a “non-employee director” (as defined in Rule 16b-3 of the SEC’s rules under the Exchange Act).

The compensation committee makes compensation decisions with respect to our executive officers, including our NEOs. Our CEO provides input to the compensation committee on compensation decisions for members of our senior management team in a variety of ways, including recommending annual salary increases and annual performance goals, suggesting target maximum performance award levels for each member of the executive team and evaluating their performance. With the assistance of our human resources and legal teams, our CEO provides recommendations on the terms of proposed performance or incentive award programs for consideration by the compensation committee, evaluating alternatives and suggesting revisions. Other senior officers, within the scope of their respective job responsibilities, present to the compensation committee various legal, tax and accounting analyses relevant to compensation and benefits decisions. Decisions with respect to our CEO’s compensation are made in private sessions of the compensation committee without the presence of management.

In making its decisions, the compensation committee ultimately relies on the general business and industry knowledge and experience of its members, as well as the compensation committee’s own evaluation of company and NEO performance.