Company: PRSU
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052380
Chunk: 59

Company: Pursuit Attractions & Hospitality, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 59
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ata basis (percentage of time from the grant date or the start of the performance period, as applicable, to the termination date); provided, however, that the Retention RSU Award held by Ms. Striedel would vest in full, even if outstanding for less than 12 months.

The equity award vesting is subject to the applicable NEO’s execution of a separation agreement and release of claims, at the Company’s request.

Voluntary Termination for Good Reason

NQSOs will vest on an accelerated basis upon a resignation for “good reason.” All other unvested RSUs and PSUs held by Mr. Barry, Ms. Ingersoll, or Ms. Striedel (except for Ms. Striedel’s Retention RSU Award) would be forfeited upon the NEO’s resignation for good reason. In the event of her resignation for good reason, Ms. Striedel’s Retention RSU Award would vest in full, even if outstanding for less than 12 months.

In addition, the Barry Non-CIC Severance Agreement provides for post-termination payments upon (i) an involuntary termination not for cause by us or (ii) a voluntary termination of employment by Mr. Barry for “good reason” as defined under the severance agreement. In these scenarios, Mr. Barry will receive the equivalent of two years of his base salary, plus a pro-rata portion of the annual cash incentive granted under the MIP for the year in which the termination occurs, to the extent earned, provided that he timely executes a satisfactory release of all claims, waiver of rights, and covenant not to sue. Mr. Barry must also resign from our Board of Directors.

| ​ | Pursuit 2025 PROXY STATEMENT  |  61​ |

EXECUTIVE COMPENSATION

Death Or Disability

We provide certain cash amounts and equity award vesting if an NEO’s termination is due to death or disability. Under the Barry Non-CIC Severance Agreement, he is entitled to a lump sum payment of two times his annual salary on termination related to death or disability. The MIP and individual severance agreement for Mr. Barry, as applicable, provide that Mr. Barry, Ms. Ingersoll, and Ms. Striedel will be entitled to receive a pro-rata portion of the annual cash incentive granted under the MIP, calculated based on the achievement of performance measures through the date of the employment termination.

Mr. Barry, Ms. Ingersoll, and Ms. Str