Company: LASR
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001124796-25-000043
Chunk: 44

Company: NLIGHT, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 44
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 group compensation practices, and with an understanding of those practices, seeks to create an appropriately leveraged, variable compensation program for our named executive officers that reinforces our pay-for-performance culture.

#### Base Salaries
Base salaries are designed to provide a level of fixed compensation.

The compensation committee reviews base salaries for our executive officers on an annual basis. Adjustments are determined by the compensation committee based on a number of factors, including the level of responsibility, expertise, and experience of the individual, internal equity, individual and company performance, competitive conditions in the industry, and base salaries for individuals in comparable positions at comparable companies, while taking into account the company’s cash flow considerations. The compensation committee also considers recommendations made by our chief executive officer regarding salary rate adjustments for his direct reports.

The compensation committee approved an increase in the base salary of Mr. Keeney from $438,000 to $460,000 and an increase in the base salary of Mr. Corso from $300,000 to $315,000 effective April 2024.

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#### Performance-Based Cash Incentive Opportunities
Each named executive officer was assigned a target cash incentive opportunity, the amount of which was calculated as a percentage of their 2024 annual base salary paid for the year. The following table shows the target incentive of each named executive officer for 2024 compared to 2023:

| Named Executive Officer |     | 2023 Target Cash Incentive as a % of Base Salary |     | 2024 Target Cash Incentive as a % of Base Salary |
| Scott Keeney            |     | 100%                                             |     | 100%                                             |
| Joseph Corso            |     | 65%                                              |     | 65%                                              |

#### Cash Incentive Structure and Objectives
The 2024 annual cash incentive awards for our named executive officers were determined based on the achievement of revenue and profitability targets set at the beginning of the year based on our annual operating plan, as set forth below. Overall achievement is weighted 25% on revenue and 75% on adjusted EBITDA, with a maximum aggregate cash incentive payout of 177.5% of the target opportunity. For revenue, a minimum threshold of 90% achievement is required for a 90% payout, and the maximum payout is 110% for 110% achievement of the revenue target. For adjusted EBITDA, a minimum threshold of 25% achievement must be met before any cash incentive