Company: OSIS
Filing Date: 2025-10-22
Form Type: DEF 14A
Source: 0001104659-25-101517
Chunk: 40

Company: OSI SYSTEMS INC
Filing Date: 2025-10-22
Form: DEF 14A
Chunk 40
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 employee compensation: 371 to 1 Ratio of Mr. Chopra to median employee compensation: 230 to 1

OSI SYSTEMS, INC. 2025 Proxy Statement | 47

TABLE OF CONTENTS EXECUTIVE COMPENSATION With respect to the annual total compensation of our Chief Executive Officers, we used the amount reported in the “Total” column of the Summary Compensation Table above. We identified the median employee by reviewing the fiscal year 2025 annual base pay for all individuals, excluding our Chief Executive Officers, who were employed by us on June 30, 2025. We included all employees globally, including for example Indonesia, India, Malaysia, Mexico, and Guatemala, among others, without regard to location, whether employed on a full-time, part-time, or seasonal basis. We did not make any assumptions, adjustments or estimates with respect to compensation other than annualizing the compensation for any full-time employees that were not employed by us for all of fiscal 2025. Using this methodology, we determined that the median employee was a full-time salaried employee located in Malaysia. A significant percentage of our employees are located in countries where the cost of living and wages are substantially lower than in the United States. Compensation rates are set to be market-competitive in the country in which the jobs are performed. Accordingly, the resulting CEO to median employee pay ratios are substantially higher than they would have been if the cost of living and wages in those countries were comparable to the United States. These pay ratios are reasonable estimates calculated in a manner consistent with SEC rules based on our payroll and employment records and the methodology described above. The SEC rules for identifying the median compensated employee and calculating the pay ratio based on that employee’s annual total compensation allow companies to adopt a variety of methodologies, to apply certain exclusions, and to make reasonable estimates and assumptions that reflect their compensation practices. Therefore, the pay ratio reported by other companies may not be comparable to the pay ratios reported above, as other companies may have different employment and compensation practices and may utilize different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios. PAY VERSUS PERFORMANCE As required by Section 953(a) of the Dodd-Frank Wall Street Reform and Consumer Protection Act, and Item 402(v) of Regulation S-K, presented below is the following information about the relationship between executive compensation actually paid and certain financial performance of the Company. For further information concerning our variable pay-for-performance philosophy and how we align executive compensation with our performance, refer to