Company: OLP
Filing Date: 2025-04-15
Form Type: DEF 14A
Source: 0001140361-25-013961
Chunk: 30

Company: ONE LIBERTY PROPERTIES INC
Filing Date: 2025-04-15
Form: DEF 14A
Chunk 30
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 of the 2024 Performance Plan are as follows:

| Long–Term Equity Incentive     
 Awards Performance Criteria    |     | Weight |     | Minimum Performance Criteria(1)          |     | Maximum Performance Criteria(1)               |
| Return on Capital (ROC)        |     | 50%    |     | Average of the annual ROC of at least 6% |     | Average of the annual ROC of 8.75% or greater |
| Total Stockholder Return (TSR) |     | 50%    |     | Average of the annual TSR of at least 6% |     | Average of the annual TSR of 11.0% or greater |

| (1) | If the average annual ROC or TSR falls between the applicable minimum and maximum performance criteria, apro-rataportion of such units, as applicable, vest. |

The RSUs granted during the three years ended December 31, 2024 are, as of such date, at the 76% level of the full payout of the performance objectives at which the RSUs vest (the extent to which the objectives for these awards are deemed to have been satisfied is determined in the manner described in Note 12 of our consolidated financial statements included in our Annual Report). See “— Grant of Plan Based Awards During 2024” for a more extensive description of the metrics applicable to the 2024 Performance Plan. We do not have a formal policy with respect to whether equity compensation should be paid in the form of stock options, restricted stock or RSUs. We grant restricted stock awards which vest after five years of service and RSUs that vest after three years of service if, and to the extent, specified performance and/or market conditions are met. The compensation committee generally believes that restricted stock awards and RSUs are more effective than options in achieving our compensation objectives. Restricted stock has a greater retention value than options because of its five-year cliff vesting requirement and because before vesting, cash dividends are paid on all outstanding restricted stock as an additional element of compensation. Executive officers also

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TABLE OF CONTENTS realize value upon the vesting of restricted stock, with the value potentially increasing during the five-year vesting period if our stock price increases. RSUs provide an additional incentive component to equity-based awards in that the units only vest if, and to the extent, performance or market conditions are satisfied. Restricted stock and RSUs align the interests of our officers with our stockholders and because fewer shares are normally awarded than in