Company: ST
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001477294-25-000059
Chunk: 40

Company: Sensata Technologies Holding plc
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 40
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#### Anti-hedging/Anti-pledging Policy
The Company has a robust Insider Trading Policythat applies to all directors, officers, and employees, including their respective family members. These insiders may not engage in any of the following transactions with respect to the Company's ordinary shares: (i) short sales; (ii) buying or selling options (excluding options granted pursuant to the Company's long-term equity incentive plans), including puts or calls; (iii) holding the Company's securities in margin accounts and/or pledging such securities as collateral; (iv) hedging transactions (including with respect to any SEC Rule10b5-1 Trading Plan); and (v) any standing orders exceeding five business days (unless it is a standing order incorporated into any SEC Rule 10b5-1 Trading Plan).

#### Claw-back Policy
The Compensation Committee revised the Company's recoupment ("claw-back") policy in July 2023 to comply with NYSE listing standards. Pursuant to the revised claw-back policy, the Company is required to recover erroneously awarded compensation, including bonus and equity compensation, in the event of a financial restatement. The Compensation Committee had discretion under the previous claw-back policy, which also required the financial restatement be caused by misconduct of the executive. The Company's claw-back policy was filed with our Annual Report on Form 10-K for the fiscal year ended December 31, 2023.

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Process and Procedure for Determining Executive Compensation

#### Role and Function of the Compensation Committee
The Compensation Committee is responsible for approving our compensation program and setting compensation for our NEOs. As part of our annual compensation review process, the Compensation Committee and senior management team review and approve our compensation program with input from our independent compensation consultant. Based on this regular review, we make data-driven decisions about each employee’s compensation in the context of their role at the Company, experience and performance. The Compensation Committee reviews each pay component against both historical and recent comparative statistics as well as anticipated trends in compensation with comparison to our peer group. When necessary, we adjust compensation to better align pay with external market practices or internal comparable positions. The Compensation Committee is also involved with risk review of our compensation policies and practices, and has concluded that our compensation program does not incentivize executives or employees to take actions that would result in a material adverse impact on the Company. The Compensation Committee believes that the current design of our compensation program is appropriate and competitive.

The Compensation Committee