Company: HRTX
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0000950170-25-060882
Chunk: 36

Company: HERON THERAPEUTICS, INC. /DE/
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 36
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 Executive Officers were hired in 2023, competitive market analysis against a peer group was used as a factor in determining their compensation packages. The Compensation Committee determined to use the same peer group for 2024 compensation decisions given the proximity of the 2024 compensation review to the 2023 Named Executive Officer compensation decisions. These peer companies were evaluated and selected based on various comparability factors, such as they were in a comparable industry, had comparable revenue or market capitalizations, or competed with the Company for executive talent. While we do not establish compensation levels based solely on comparative data, pay practices at other companies are an important factor that are considered in assessing the reasonableness of compensation and ensuring that our compensation practices are competitive in the marketplace. The 17 companies in the compensation peer group are listed below:

| Aeri Pharmaceuticals (AERI)      | Intercept Pharmaceuticals (ICPT) |
| Albireo Pharma (ALBO)            | Karyopharm Therapeutics (KPTI)   |
| Coherus BioSciences (CHRS)       | Ocular Therapeutics (OCUL)       |
| Collegium Pharmaceuticals (COLL) | OptiNose (OPTN)                  |
| Deciphera Pharmaceuticals (DCPH) | Rigel Pharmaceuticals (RIGL)     |
| Eagle Pharmaceuticals (EGRX)     | Vanda Pharmaceuticals (VNDA)     |
| Esperion Therapeutics (ESPR)     | Vericel (VCEL)                   |
| Eyepoint Pharmaceuticals (EYPT)  | Xeris Biopharma Holdings (XERS)  |
| G 1 Therapeutics (GTHX)          |                                  |

The peer group includes companies with marketed pharmaceutical products across a wide variety of disease states. Specific Elements of Fiscal 2024 Compensation In fiscal 2024, our executive compensation program consisted of the following primary components, all of which are described in more detail below: • Base salary; • An annual performance-based cash incentive bonus; • Long-term incentive compensation in the form of time-based stock options and time-based restricted stock units (“stock awards”); and • Severance and change in control-related payments and benefits. Base Salary In establishing salary levels, we consider market pay levels, the specific responsibilities and experience of each Named Executive Officer, and his or her individual performance. As part of its annual review, the Compensation Committee may adjust base salaries, including for: • Annual merit increases • Changes in role, such as promotions or added responsibilities •