Company: GPOR
Filing Date: 2025-04-02
Form Type: DEF 14A
Source: 0001213900-25-028069
Chunk: 49

Company: GULFPORT ENERGY CORP
Filing Date: 2025-04-02
Form: DEF 14A
Chunk 49
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 of the NEO’s principal place of employment by more than 50 miles. “Cause” is generally defined as (i) the Covered NEO’s willful and continued failure to perform substantially such Covered NEO’s duties with the Company (other than any failure resulting from incapacity due to physical or mental illness) or (ii) the Covered NEO’s willful engaging in illegal conduct or gross misconduct which is materially and demonstrably injurious to the Company. Severance benefits payable under the Employment Agreements are generally conditioned on timely execution of a waiver and release of claims. Each Employment Agreement also contains a one -yearpost -employmentnon -solicitationclause and standard confidentiality, trade secrets and cooperation provisions.

| 48    2025 PROXY STATEMENT |

| Benefit Plans |

RSU and PSU Grant Agreements: Messrs. Reinhart, Hodges, Craine, Rucker, and Sluiter each received an award of time -basedrestricted stock units (“RSUs”) and performance -basedrestricted stock units (“PSUs”) under the 2021 Stock Incentive Plan on March1, 2024. Pursuant to the applicable award agreements, upon the applicable NEO’s termination of employment or service for cause, any unvested RSUs or PSUs will be immediately forfeited for no consideration. Upon a termination of the applicable NEO’s employment or service due to death or “disability”, by the Company without “cause” (each as defined in the 2021 Incentive Plan) or due to a resignation by the applicable NEO for “good reason” (as defined in the applicable award agreement), (i) any unvested RSUs will accelerate and fully vest, and (ii) a prorated portion of the PSUs will vest based on the actual achievement of the performance conditions to be determined at the expiration of the performance period, and any remaining unvested PSUs will be forfeited (provided, that if the applicable NEO is terminated by the Company without cause or resigns for good reason within the first 18months of the performance period, the Compensation Committee will have sole discretion whether the PSUs will accelerate and vest in such manner. Upon the occurrence of a “change in control” (as defined in the 2021 Incentive Plan), to the extent the RSUs or PSUs, as applicable, are not assumed by the surviving entity, (i) any unvested RSUs will accelerate and fully vest, and (ii) the applicable NEO will become