Company: BWNB
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001104659-25-036850
Chunk: 41

Company: Babcock & Wilcox Enterprises, Inc.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 41
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 | Limited perquisites and reasonable severance and change in control protection that requires involuntary termination                                                                                                                                                                                 | ​ | ​ | ​ | No guaranteed incentive awards for executives                                            | ​ |
| ​ | Clawback provisions in annual and equity incentive compensation plans                                                                                                                                                                                                                               | ​ | ​ | ​ | No “single trigger” change in control accelerationof equity awards or severance payments | ​ |
| ​ | Policies prohibiting executives for hedging or pledging our stock                                                                                                                                                                                                                                   | ​ | ​ | ​ | ​                                                                                        | ​ |
| ​ | Strong stock ownership guidelines for executives (five times base salary for CEO and three times base salary for other NEOs)                                                                                                                                                                        | ​ | ​ | ​ | ​                                                                                        | ​ |
| ​ | Annual say-on-pay vote to approve compensation paid to our NEOs                                                                                                                                                                                                                                     | ​ | ​ | ​ | ​                                                                                        | ​ |

OUR COMPENSATION PHILOSOPHY We emphasize pay-for-performance, rewarding those who achieve or exceed their goals, and we use annual cash incentives and equity or other long-term incentives to drive for strong results for our stockholders. Our compensation program is designed to: • Incent and reward annual and long-term performance; • Set rigorous, but motivating goals; • Align interests of our executives with our stockholders; and • Attract and retain well-qualified executives. The Compensation Committee generally works with management to help ensure the compensation program aligns with industry standards and has a balanced design that will achieve the desired objectives. The roles and the responsibilities of the Compensation Committee, management and our independent compensation consultant for 2024 are summarized here. Compensation Committee (Three Independent Directors ) • Established and implemented our executive compensation philosophy;

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TABLE OF CONTENTS • Aimed to ensure the total compensation paid to our NEOs was fair and competitive, and motivated high performance; and • Subscribed to a “pay-for-performance” philosophy when designing executive compensation programs that intended generally to place a substantial portion of each executive’s target compensation “at risk” and make it performance-based, where the value of one or more elements of compensation was tied to the achievement of financial or other measures we considered important drivers in the creation of stockholder value. B&W Management • Prepared information and materials for the Compensation Committee relevant to matters under consideration by the Compensation Committee; • Mr. Young provided recommendations regarding compensation of certain of the other NEOs; and • As requested by the Compensation Committee, Mr. Young and senior human resources personnel attended Compensation Committee meetings and provided input on our executive compensation program (