Company: MGRC
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0000950170-25-056711
Chunk: 50

Company: MCGRATH RENTCORP
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 50
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, each weighed equally. The PSUs cliff vest following the completion of the three-year performance period, subject to continued service and achievement of the performance goals. 2022 Three-Year PSU Achievement:

| Name                |     | 2022-2024 Actual 
 Performance      |     |   |     | 2022-2024   
 Target PSUs |       |     | 2022-2024   
 PSUs Earned |        |
| Joseph F. Hanna     |     |                  | 200 | % |     |             | 8,310 |     |             | 16,620 |
| Keith E. Pratt      |     |                  | 200 | % |     |             | 3,230 |     |             |  6,460 |
| Philip B. Hawkins   |     |                  | 200 | % |     |             | 2,000 |     |             |  4,000 |
| Gilda Malek(1)      |     |                  |   — |   |     |             |     — |     |             |      — |
| Kristina Van Trease |     |                  | 200 | % |     |             | 1,570 |     |             |  3,140 |

(1) Ms. Malek was hired on March 21, 2023, and did not receive 2022 PSUs. 2024 McGrath Equity Awards In past years, the Compensation Committee approved long-term incentive compensation awards for the Company’s executive officers to have 50% of the equity value granted as performance-based RSUs, vesting at the end of each three-year performance period, and 50% of the equity value granted as time-based RSUs vesting over three years. In connection with the merger with WillScot, the Compensation Committee, in consultation with WillScot, agreed that long-term incentive compensation awards granted in February 2024 would be in the form of time-based RSUs, as opposed to the Company’s historic practice, due to the impracticality of setting and measuring long-term Company performance goals during the then pending transaction. Accordingly, on February 23, 2024, the Compensation Committee granted only time-based RSU awards to each of its executive officers, vesting 33% on the first anniversary of the grant date, 33% on the second anniversary of the grant date, and 34% on the third anniversary of the grant date. If the employment of any