Company: REI
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001628280-25-017570
Chunk: 63

Company: RING ENERGY, INC.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 63
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 benefits upon death or disability .

CIC Plan and Termination

Pursuant to the CIC Plan in effect as of December 31, 2024, Messrs. McKinney, Feiner, Dyes, Thomas and Young were entitled to receive severance payments and benefits, as described above in our CD&A within the sectio n Change in Control Agreements .

RSU Awards and PSU Awards under the LTIP

As disclosed above, our Company's policy requires that each award agreement governing an award granted under the LTIP provide for double-trigger vesting upon a “change in control.” The RSU awards received by our NEOs, may only be accelerated if the executive’s employment was terminated by the Company without cause, or by the executive for good reason, during the period beginning 6 months prior to a change in control and ending 24 months following a change in control.

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#### 2025 PROXY STATEMENT

### CEO PAY RATIO
As required by Section 953(b) of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2012 ("Dodd-Frank Act"), and Item 402(u) of Regulation S-K, we are providing the following information about the relationship of the annual total compensation of the Company’s employees and the annualized total compensation of Paul D. McKinney, our CEO, for 2024:

| Median Employee total annual compensation                        |     |   $146,542 |
| Total Compensation of Chief Executive Officer – Paul D. McKinney |     | $3,403,046 |
| Ratio of CEO to Median Employee compensation                     |     |    23 to 1 |

To identify the median of the annual total compensation of all our employees, as well as to determine the annual total compensation of our median employee and our CEO, we took the following steps:

■ We determined that, as of December 31, 2024, our employee population excluding our CEO consisted of 114 individuals with all of these individuals located in the U.S. This population consisted of our full-time employees, as we do not have part-time, temporary, or seasonal employees. We selected December 31, 2024 as our identification date for determining our median employee because it enabled us to make such identification in a reasonably efficient and economic manner.

■ We used a consistently applied compensation measure to identify our median employee by comparing the amount of salary or wages, bonuses, and RSU awards granted in 2024 as reflected in our payroll records. To make