Company: ZVRA
Filing Date: 2025-03-31
Form Type: PREC14A
Source: 0001193125-25-068746
Chunk: 56

Company: ZEVRA THERAPEUTICS, INC.
Filing Date: 2025-03-31
Form: PREC14A
Chunk 56
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 of our peer group, but the Compensation Committee retains discretion to adjust compensation according to individual factors or performance. Our executive compensation program consists of three primary components: base salary, annual performance-based cash incentive awards and periodic equity-based incentives, which, in 2024, consisted of grants of stock options and restricted stock units. Compensation Setting Process Role of the Board, Compensation Committee and Executive Officers The Compensation Committee, with insights provided by the committee’s compensation consultant, evaluates and recommends the compensation for our President and Chief Executive Officer to the Board and makes compensation decisions regarding all of our other NEOs. Our President and Chief Executive Officer reviews the performance of our other executive officers and then makes recommendations to the Compensation Committee to assist it in determining their compensation levels. While the Compensation Committee utilizes this information and values management’s observations with regard to compensation, the ultimate decisions regarding executive compensation are made by the Compensation Committee, except that the compensation of our President and Chief Executive Officer is approved by the Board. Role of Compensation Consultant Our Compensation Committee has the authority under its charter to engage the services of a consulting firm or other outside advisor to assist it in designing our compensation programs and in making executive compensation decisions. Our Compensation Committee engages compensation consultants to assess and make 54

recommendations with respect to the amount and types of compensation to provide our executives and directors. Mercer advised our Compensation Committee through July 2024, and Alpine has advised our Compensation Committee since July 2024. When making executive compensation decisions in 2024, our Compensation Committee considered advice and data provided primarily by Alpine. Alpine provided the Compensation Committee with 2024 peer group information and reviewed this data with the Compensation Committee when the Compensation Committee determined whether our executive compensation is competitive, commensurate with the executive officers’ responsibilities and consistent with market trends in executive compensation practices for comparable companies. Our Compensation Committee also met with Alpine to discuss compensation of our executive officers, including our President and Chief Executive Officer. Alpine reported directly to the Compensation Committee; however, our President and Chief Executive Officer consulted with Alpine with respect to his assessments of the compensation of executive officers other than himself. Alpine provided no additional services to us other than in its role of advising our Compensation Committee. The Compensation Committee has considered the adviser independence factors required under SEC rules and Nasdaq listing standards as they relate to Alpine and does not believe that Alpine’s work in 2024 raised a conflict of interest. The Compensation Committee recognizes the very competitive market for executive talent in our industry and the importance of attracting and retaining strong talent as our business continues to evolve