Company: FCFS
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000840489-25-000055
Chunk: 44

Company: FirstCash Holdings, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 44
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 Company voluntarily (other than retirement) or is terminated before the vesting date, which is generally three years from the date of grant for the senior executives                                              |     | Does not dilute the Company’s stockholders with excessive equity grants to employees. The Company’s 2024 “burn rate,” or stock awards granted (assuming achievement of target award outcomes) as a percentage of the weighted-average common shares outstanding, was 0.34% |
| Change in control provisions for the senior executive officers have “double-trigger” severance and equity benefits in the event of involuntary termination following a change in control in exchange for a two-year non-compete and non-solicitation agreement             |     | Does not provide for “single-trigger” severance upon a change in control or excise tax gross-up protection for executives in connection with a change in control                                                                                                           |
| Cash severance payments to senior executive officers for a non-change-in-control termination without cause are capped at 50% of the sum of current salary and average cash bonus over the past three years                                                                 |     | Does not provide tax gross-ups for severance payments or any other benefits                                                                                                                                                                                                |
| Senior executives participate in the same 401(k) retirement plan as all other domestic employees and receive modest perquisites with a sound business rationale                                                                                                            |     | Does not provide supplemental retirement plans, non-qualified deferred compensation plans or other excessive executive perquisites                                                                                                                                         |
| Subjects all incentive-based compensation to a “clawback” policy that requires the Company, in the event of a restatement of its financial results, to recover excess amounts erroneously paid to NEOs                                                                     |     | Does not encourage unnecessary or excessive risk-taking as a result of the Company’s compensation policies                                                                                                                                                                 |
| Requires NEOs and directors to meet robust stock ownership guidelines                                                                                                                                                                                                      |     | Does not permit hedging of Company stock unless approved by the Compensation Committee                                                                                                                                                                                     |

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#### Salary
The Company offers what it believes to be competitive salaries to its NEOs. The salary must be sufficient to attract and retain talented executives and provide a secure base of cash compensation. In addition, salary levels for the Company’s NEOs are set at levels the Compensation Committee believes to be, based on its general business experience and review of peer company data, competitive in relation to the salary levels of executive officers in the Company’s peer group, taking into consideration the NEO’s position, tenure, responsibility and need for special expertise. In setting the CEO’s salary in particular