Company: PRSU
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052380
Chunk: 58

Company: Pursuit Attractions & Hospitality, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 58
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 them would also be eligible for outplacement services. The Executive Severance Plan does not contain any tax gross-up or modified single-trigger provisions.

Involuntary Termination Not for Cause

In February 2007, the Board adopted the Executive Officer Pay Continuation Policy (the “Pay Continuation Policy”) to provide severance cash payments and other benefits if we terminated an executive officer without cause (not for death, disability or cause). Except for Mr. Barry, who would receive a lump-sum cash payment pursuant to the terms of the Barry Non-CIC Severance Agreement described in the subsection “Voluntary Termination For Good Reason” of this section, executive officers with less than seven years of service would receive six months of salary, and executive officers with seven or more years of service would receive up to one year’s salary. Under the Pay Continuation Policy, executive officers would also receive certain continued health and welfare benefits for a period of up to twelve months following termination and outplacement services. To receive payments under the Pay Continuation Policy, executives must execute a general release containing a release of all claims against us, a covenant not to sue, a non-competition covenant, and a non-disparagement agreement, all in form and substance satisfactory to us. All benefits under the Pay Continuation Policy will cease on the last day of the month in which the executive officer commences new employment.

As of the Closing Date, Mses. Ingersoll and Striedel became entitled to severance benefits in the event of an involuntary termination without cause pursuant to the Ingersoll Transition Agreement and Striedel Transition Agreement, respectively, in lieu of benefits under the Pay Continuation Policy. Under their respective agreements, each would be entitled to receive cash severance (for Ms. Ingersoll, one year’s base salary, and for Ms. Striedel, 11.3 months of base salary), certain continued health and welfare benefits for a period of up to twelve months following termination, outplacement services, and a prorated MIP payment for 2025 based on actual Company performance. See the CD&A subsections “CFO Transition and Compensation Arrangements” and “CAO Transition Arrangement” for more detail.

In the event of an involuntary termination without cause, NQSOs would fully vest as of the date of termination. Additionally, RSUs and PSUs, in each case, that have been outstanding for at least 12 months, would vest upon the lapse of the vesting period on a pro-r