Company: FSLY
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015174
Chunk: 48

Company: Fastly, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 48
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 total RSUs on February 15, 2024, and thereafter as to 25% of the RSUs on May 15, 2024, August 15, 2024, and November 15, 2024. The target value of the base salary minus reimbursement for private aircraft usage for Mr. Bergman was converted into a number of RSUs based on the average of the closing prices of our common stock during the calendar month prior to the month in which the grant date occurred. Pursuant to his current offer letter agreement, Mr. Bergman may elect a similar base salary reduction and corresponding reimbursement for private aircraft usage and RSU award with a value based on the amount of such reduction, in subsequent years as long as an irrevocable election to reduce salary is made by the end of November of the year prior to the year in which base salary is to be reduced. In no event may Mr. Bergman elect to reduce base salary below the applicable minimum wage. The amounts set forth in the table above reflect his base salary and do not give effect to this salary reduction. See “Employment Arrangements” below for additional information.

Annual Incentive During fiscal year 2024, Messrs. Nightingale, Bergman, and Kisling, were eligible to earn annual incentives under our 2024 Bonus Program to encourage the achievement of corporate objectives and reinforce our pay-for-performance culture. In March 2024, our Compensation Committee approved target bonus amounts for Messrs. Bergman, Kisling, and Nightingale to be paid out in fully vested RSUs. The table below reflects the target dollar amount (“Target Bonus”) to be paid out in the form of fully vested RSUs eligible to be earned by each of Messrs. Nightingale, Bergman, and Kisling.

| Executive        |     | Target Bonus |
| Todd Nightingale |     |     $600,000 |
| Artur Bergman    |     |     $165,000 |
| Ronald Kisling   |     |     $150,000 |

36 | 2025 PROXY STATEMENT

TABLE OF CONTENTS

The 2024 Bonus Program was based on our level of revenue achievement and a non-GAAP operating loss as a percentage of revenue goal for the year, with revenue weighted 66.7% and non-GAAP operating loss as a percentage of revenue weighted 33.3% (See Appendix A for a reconciliation of non-GAAP operating loss). The Compensation Committee believes