Company: EGP
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0000049600-25-000055
Chunk: 23

Company: EASTGROUP PROPERTIES INC
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 23
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 Advisory Vote on Executive Compensation

#### Compensation Best Practices
To further our objectives, we adhere to the following compensation and corporate governance practices:

#### 42EastGroup Properties
Proposal 3: Non-Binding, Advisory Vote on Executive Compensation

#### How We Make Compensation Decisions
We believe the most effective compensation program is one that promotes our ability to attract and retain highly qualified and motivated individuals whose interests are aligned with those of our shareholders. Our executive compensation program is developed and monitored by our Compensation Committee. We provide a mix of fixed and at-risk pay incentives that are intended to motivate our executives to achieve short-term and long-term objectives and build sustainable long-term value for our Company.

|                                                                                                        |     | CONSIDER CHANGES   
 TO NEO BASE SALARY |     |                                                                                                       |     | PAY AT RISK |     |                                                                                                |     | PEER GROUP  
 POSITIONING |
| The salaries of our Named Executive Officers increased in the range of 4.0% to 9.7% from 2023 to 2024. |     |                    |     | A significant portion of our Named Executive Officers’ compensation is at-risk and performance-based. |     |             |     | The compensation of our Named Executive Officers is generally at the median of our peer group. |     |             |

#### Roles and Responsibilities
| Role of Compensation Committee  |     | The Compensation Committee is responsible for implementing our executive pay philosophy, evaluating compensation against the market, and approving the material terms of executive compensation arrangements, such as incentive plan participants, award opportunities, performance goals, and compensation earned under incentive plans. |
| Role of Compensation Consultant |     | The Compensation Committee relies upon outside advisors to assist in determining competitive pay levels and evaluating pay program design. In 2024, the Compensation Committee again retained Ferguson Partners Consulting L.P. (“FPC”).                                                                                                  
 A representative from FPC frequently attended meetings of the Compensation Committee in 2024, regularly participated in executive sessions, and periodically communicated directly with the Compensation Committee chairperson or its members outside of meetings.                                                                        |

The Compensation Committee directed FPC to, among other things:

• assist the Compensation Committee in applying our compensation philosophy toward designing a compensation program for our executive officers, including the determination of the portion of total compensation awarded in the form of salary, annual cash incentive, and annual and long-term equity-based compensation, as well as selecting the appropriate performance metrics and levels of performance (e.g., threshold, target, maximum);

• analyze current compensation conditions among the Company