Company: HBAN
Filing Date: 2025-12-01
Form Type: S-4/A
Source: 0001140361-25-043815
Chunk: 160

Company: HUNTINGTON BANCSHARES INC /MD/
Filing Date: 2025-12-01
Form: S-4/A
Chunk 160
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 effective time occurs; and (ii) a “single trigger” payment of the named executive officer’s target annual bonus pursuant to the EPIP. The cash severance described in clause (i) is typically payable on a “double trigger” basis pursuant to the applicable CIC Agreements between Cadence and the applicable named executive officer (in the case of Mr. Rollins, including his letter agreement with Huntington) upon a qualifying termination of employment within 12 months following the effective time, other than as described above in the section entitled “—Cadence Change in Control Agreements”. The estimated amount of each such payment is shown in the following table:

| Name                  |     | Severance ($) |     | EPIP Bonus ($) |     |   Total ($) |
| James D. Rollins III  |     |    $8,816,700 |     |     $1,763,340 |     | $10,580,040 |
| Valerie C. Toalson    |     |    $3,271,000 |     |       $654,200 |     |  $3,925,200 |
| Christopher A. Bagley |     |    $4,263,188 |     |       $947,375 |     |  $5,210,563 |
| Edward H. Braddock    |     |    $2,457,600 |     |       $614,400 |     |  $3,072,000 |
| Tyler L. Lambert      |     |    $2,121,200 |     |       $530,300 |     |  $2,651,500 |

| (2) | Equity. As described in the section entitled “The Merger Agreement—Treatment of Cadence Equity Awards,” the amounts shown consists of the value of unvested Cadence restricted stock units awards subject to service-based vesting only (“Cadence RSU Awards”) and Cadence restricted stock units awards subject to both service-based vesting and performance conditions (“Cadence PSU Awards”), (which will be converted into corresponding Huntington awards at the effective time;providedthat such corresponding Huntington awards will be subject to service-based vesting only and will no longer be subject to any performance conditions;provided,further, that any performance goals deemed earned based on the greater of target and actual performance measured through the latest practicable date prior to the effective time (subject to the rTSR Performance Determination). Such awards would vest upon a qualifying termination of employment following the effective time pursuant