Company: TALK
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001140361-25-016714
Chunk: 40

Company: Talkspace, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 40
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 to perquisites or other personal benefits will be approved by the Compensation Committee. We do not generally provide any tax “gross-ups” to our NEOs. Severance and Change in Control Arrangements The Executive Severance Plan (as amended and restated, the “ Executive Severance Plan”), which provides certain of our executives, including our NEOs, with severance benefits and payments upon certain terminations without cause or, following a change in control, resignations for good reason. Our Compensation Committee believes that the Executive Severance Plan is necessary to attract and retain executive talent and is a customary component of executive compensation. In particular, the Executive Severance Plan can mitigate a potential disincentive for our NEOs when they are evaluating a potential acquisition of the Company and can encourage retention through the conclusion of the transaction. The payments and benefits provided under the Executive Severance Plan are designed to be competitive with market practices. A description of the Executive Severance Plan, as well as information on the estimated payments and benefits that our NEOs would have been eligible to receive as of December 31, 2024, is set forth in “ Potential Payments Upon Termination or Change in Control” below. Other Policies and Considerations Clawback Policy . We believe in maintaining best practices for our executive compensation program. Consistent with that belief, our board of directors has adopted a “clawback” policy, intended to comply with the listing requirements of NASDAQ, with respect to excess incentive-based cash and equity compensation in the event our publicly disclosed financial statements are required to be restated (as either a “big R” or “little R” restatement) due to material noncompliance with any financial reporting requirement. If such a restatement were to occur, the policy would require the Compensation Committee to recover cash incentives, equity awards or other incentive compensation of employees to the extent such compensation would have been reduced if calculated under the restatement, regardless of whether the employee was responsible for the restatement. This clawback policy only applies to incentive-based compensation that vests in whole or in part based on financial performance measures or stock price measures. Additionally, the policy provides the Compensation Committee with the discretion to recover cash incentives, equity awards or other incentive compensation of employees who have engaged in behavior that is intentionally contrary to or in reckless disregard of the employee’s duties to the Company or in material violation of the Company’s code of conduct, any other Company policy, or any law or regulation. Stock Ownership Guidelines . Effective June 22, 2021, the Board