Company: GEHC
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001628280-25-017240
Chunk: 89

Company: GE HealthCare Technologies Inc.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 89
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 governance matters. In the course of those conversations, our post- termination compensation policies have not been identified by stockholders as an area of concern. Stockholders have demonstrated strong support for our executive compensation programs in our first two say-on-pay votes, with 96.7% of votes cast in favor at our 2023 Annual Meeting of Stockholders and 92.6% of votes cast in favor at our 2024 Annual Meeting of Stockholders.

The proposal introduces additional restrictions that may hinder the Compensation Committee’s ability to structure effective pay programs aligned with the Company’s strategy.

The Board believes that its Compensation Committee, composed entirely of independent directors, is best suited to develop and design executive compensation programs to align executives’ interests with those of stockholders in accordance with our core compensation principles, which are outlined on page 40of this Proxy Statement. In the view of the Board, the Compensation Committee should retain the flexibility to evaluate and approve compensation arrangements. This is especially important in the context of operating as a multinational organization with executives situated across different geographies and subject to the often complex regulations of various jurisdictions. The proposal would introduce additional restrictions that may hinder the Compensation Committee’s ability to independently and effectively make compensation decisions aligned with the Company’s strategy.

The proposal conflicts with features of our Long-Term Incentive Plan (“LTIP”), which have been approved by our stockholders. The design of our LTIP is consistent with best market practices, including double trigger change-in-control vesting and no excise tax gross ups for all participants holding outstanding equity awards granted under the LTIP.

Our LTIP, including change-in-control features, was designed consistent with widely recognized best market practices including double trigger change-in-control vesting and not providing gross ups for excise taxes. Both features help ensure that executives holding LTIP awards are treated fairly, thereby supporting talent retention and performance motivation objectives in the interest of stockholders.

#### The Board recommends a vote AGAINST the proposal.
The Board believes the concerns raised by the proponent are already and more appropriately addressed by our existing cash severance policy, which is more carefully tailored to the Company’s needs and the interests of stockholders than the overly broad policy sought by this proposal. Given our pay practices and the strong governance safeguards already embedded in our executive compensation programs, the Board does not believe the proposed policy is in the interests of our stockholders.

#### 78GE HEALTHCARE 2025 PROXY STATEMENT

#### Submitting 2026 Proposals
The table below summarizes the requirements for stock