Company: MYGN
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000899923-25-000028
Chunk: 51

Company: MYRIAD GENETICS INC
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 51
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. In addition, at our last Annual Meeting of Stockholders on June 6, 2024, we held a stockholder advisory vote on the compensation of our NEOs as disclosed in our 2024 proxy statement. This is generally referred to as a ‘‘Say-on-Pay’’ vote. Our stockholders approved the compensation of our NEOs with 95% of the votes cast in favor of our Say-on-Pay resolution at our 2024 Annual Meeting of Stockholders. We view these voting results as an indication of our stockholders' positive reaction to our executive compensation program. Notwithstanding this high approval percentage, the CHCC continues to monitor stakeholder feedback, Company performance, and market developments for potential further improvements to our compensation structure for executive officers. Proxy advisors and stockholder feedback was considered in the CHCC's decisions for fiscal year 2024 compensation. We currently hold our Say-On-Pay vote every year. Stockholders will have an opportunity to cast an advisory vote on the frequency of Say-On-Pay votes at least every six years. Our next scheduled advisory vote on the frequency of future Say-On-Pay votes will be at the 2029 Annual Meeting of Stockholders. Pay Practices In evaluating, designing and implementing our executive compensation program, the CHCC considers the latest industry trends in compensation governance and compensation best practices. As a result of our review of our executive compensation program, we have adopted a number of best practices that we believe reflect the high standards our CHCC seeks to attain to support our compensation philosophy and pay practices, including the following:

| What We Do:                                                                                                                 |     | What We Don't Do:                                                                          |
| •Grant 50% of executive officers' equity in the form of PSUs that are subject to objective performance metrics              |     | •Reprice stock options and other awards without stockholder approval                       |
| •Cap PSUs earned at target if absolute total stockholder return is negative over the performance period                     |     | •Provide single-trigger change of control vesting for equity awards for executive officers |
| •Establish challenging performance metrics, including revenue and adjusted operating income targets                         |     | •Guarantee bonuses                                                                         |
| •Require directors and executive officers to meet robust stock ownership guidelines                                         |     | •Grant in-the-money stock options                                                          |
| •Provide full vesting of RSUs and PSUs under our 2024 long-term incentive plan to executive officers only after three years |     | •Provide excessive perquisites                                                             |
| •Evaluate officer