Company: LASR
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001124796-25-000043
Chunk: 41

Company: NLIGHT, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 41
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 on target performance.

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#### Compensation Governance Practices

#### What We Do
| Independent Compensation Committee and Compensation Consultant.The compensation committee is comprised solely of independent directors. The compensation committee solicits advice from  independent compensation consultants retained directly by the compensation committee.                      
 Risk Analysis.Compensation programs arestructured to avoid inappropriate risk taking by our executives and all employees by having the appropriate pay philosophy to support reasonable business objectives.                                                                                        
 Incentive Award Opportunities Capped.We limitour performance-based cash incentive awards to 177.5% of the target, and we limit our performance-based equity incentive awards to 200% of the target.                                                                                                 
 Pay-for-Performance.Named executive officer compensation is heavily weighted toward at-risk performance-based compensation, with cash incentives based upon achievement of financial targets and performance-based equity being earned based upon achievement of relative Total Shareholder Return. |     | Double-Trigger Change in Control Provisions.All equity awards granted to named executive officers since our initial public offering in 2018 are subject to "double-trigger" provisions under our change in control agreements, and the level of severance thereunder is reasonable and comparable to market-competitive levels.                                                                                                                                  
 Annual Executive Compensation Review.The compensation committee conducts anannual review of our executive compensation program, including a review and determination of our compensation peer group used for comparative purposes and other factors.                                                                                                                                                                                                             
 Strict Equity Ownership Guidelines.We have adoptedstrict equity ownership guidelines for our executive officers and directors.                                                                                                                                                                                                                                                                                                                                   
 Clawback Policy.The compensation committeehas adopted a compensation recovery policy that is intended to comply with the requirements of the Exchange Act and NASDAQ listing standard. Our policy allows us to recover certain incentive-based compensation payable to an executive officer if we are required to prepare an accounting restatement due to our material noncompliance with any financial reporting requirement under applicable securities laws. |

#### What We Don't Do
| No Special Perquisites.We did not provide, nor do we have any plans to provide, anyspecial benefits or perquisites to our named executive officers in 2024.                                                                                                                                                    
 No Hedging or Pledging.Our insider trading policy strictly prohibits our directors and executive officers from purchasing options on our securities, pledging our stock in a margin account or otherwise entering into transactions designed to hedge or offset any decrease in the market value of our stock. 
 No Guarantees of Employment.We do not have any employment contracts with any of our executive officers  that guarantee a term of employment, contain extraordinary severance provisions or guarantee salary