Company: UIS
Filing Date: 2025-03-12
Form Type: PRE 14A
Source: 0001104659-25-023022
Chunk: 36

Company: UNISYS CORP
Filing Date: 2025-03-12
Form: PRE 14A
Chunk 36
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| ​ | SVP       | ​ | ​ | 1.0x base salary      | ​ |

All NEOs and executive officers have either achieved the ownership requirement or are on track to achieve it within the five-year requirement (in the case of more recently appointed officers). Clawback Policy We maintain a clawback policy, in compliance with SEC and NYSE mandates, regarding the recovery from executive officers of erroneously awarded incentive-based compensation (including cash and equity) if we are required to restate our financial results due to material noncompliance with financial reporting requirements under the securities laws, including the corrections of errors. The policy covers both current and former executive officers, even if not directly involved in activity that caused or contributed to the misstatement, and includes a three-year lookback requirement. Insider Trading, Anti-Hedging, and Anti-Pledging Policy We maintain an insider trading policy, which applies to all employees, officers and directors of the Company and its subsidiaries. The policy prohibits trading in securities of the Company while aware of material non-public information. Individuals whose roles are likely to provide them with access to material non-public information, including the NEOs and members of the Board, are subject to further restrictions, which, among other things, limit them to trading during quarterly trading windows with pre-clearance and prohibit derivatives trading, short sales, margin transactions, pledges and hedging transactions relating to Unisys securities at any time. Risk Assessment and Mitigation of Compensation Policies and Practices The Committee has reviewed the Company’s compensation programs, discussed the concept of risk as it relates to the Company’s compensation programs, considered various mitigating factors and reviewed these items with Meridian. In addition, the Committee has asked Meridian to conduct an independent risk assessment of the Company’s compensation programs. Based on these reviews and discussions, the Committee does not believe the Company’s compensation programs create risks that are reasonably likely to have a material adverse effect on the Company’s business. Other Bonuses The Company has a strong bias toward incentives based on pre-established goals and limits the use of discretionary bonuses. In limited cases, we have provided modest sign-on bonuses to executives to recognize value forgone at a prior employer or to attract a new executive. Sign-on bonuses are often paid in installments to mitigate risk if the executive leaves the Company. Generally, executives are required to repay any sign-on bonuses if they leave prior to completing one year of service. For 2024, Ms. Prohl received a sign-on bonus of $100,000.