Company: AMWL
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0000950170-25-057290
Chunk: 39

Company: American Well Corp
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 39
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 of) a certain number of shares of our common stock acquired through equity awards. |
| Clawback Policy                                 | We maintain a clawback policy designed to recoup incentive compensation paid to executive officers based on erroneously prepared financial statements.                                                                                                                                       |

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| What We Don’t Do                  |                                                                                                                |
| No Hedging of Company Securities  | We prohibit employees and directors from engaging in hedging or short sale transactions in Company securities. |
| No Pledging of Company Securities | We prohibit employees and directors from pledging Company securities or placing them in a margin account.      |
| No Excessive Perks                | We do not provide large perquisites to executive officers.                                                     |
| No Excise Tax Gross-Ups           | We do not provide excise tax gross-ups.                                                                        |

Compensation Determination Process Role of the Compensation Committee The Committee establishes, reviews and approves our compensation philosophy and objectives; determines the structure, components and other elements of executive compensation; and reviews and approves the compensation of the NEOs or, in the case of the CEO, recommends it for approval by the Board. The Committee structures the executive compensation program to accomplish its articulated compensation objectives in light of the compensation philosophy described above. The Committee obtains input from executive officers regarding the Company’s annual operating plan, expected financial results, and related risks. Based on this information and with the assistance of the Committee’s independent compensation consultant, the Committee establishes the performance-based metrics and targets for the annual incentive plan. The Committee sets appropriate threshold and maximum levels of performance for the performance-based metrics for the annual incentive plan to motivate achievement among our executive officers without incentivizing excessive risk-taking. Annually, the Committee reviews the elements of our executive compensation program to verify the alignment of the program with our business strategy and with the items that it believes drive the creation of stockholder value, and to determine whether any changes would be appropriate. At the beginning of the fiscal year, the Committee evaluates achievement over the past calendar year relative to previously established and approved performance targets and examines whether it would be appropriate to apply discretion to the initial outcomes in order to take relevant factors into consideration. The Committee then determines the corresponding payouts earned under the performance-based annual incentive plan and for any PSUs. With the recommendations of the CEO, the Committee approves the compensation for all the other executive officers. At the start of 2024, the Committee made recommendations to the full Board regarding the compensation of our co-CEOs. Following Dr. Roy Schoenberg’s