Company: AIZ
Filing Date: 2025-03-25
Form Type: PRE 14A
Source: 0001267238-25-000011
Chunk: 38

Company: ASSURANT, INC.
Filing Date: 2025-03-25
Form: PRE 14A
Chunk 38
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 above-target compensation will only be paid if the Company delivers above-target performance based on Adjusted EBITDA, excluding reportable catastrophes, and net earned premiums, fees and other income.

• We include an individual performance component under the ESTIP, intended to allow greater differentiation of individual short-term incentive awards.

• Payouts for PSU awards granted in 2024 are based on performance results over a three-year cumulative performance period with respect to TSR relative to the S&P 500 Index and Adjusted earnings, excluding reportable catastrophes, per diluted share.

• We design performance goals under our ALTEIP such that payouts on the TSR metric reach above-target levels only if our performance exceeds the 50th percentile of the index.

• The maximum payout under the Company’s ESTIP and ALTEIP is capped at 200% of each NEO’s target opportunity.

The Compensation and Talent Committee’s Decision-Making Process

The Compensation and Talent Committee oversees our executive compensation program and advises the full Board on general aspects of Assurant’s compensation and benefit policies. The Compensation and Talent Committee is composed entirely of independent directors, as determined in accordance with its charter, our Corporate Governance Guidelines and applicable New York Stock Exchange (“NYSE”) rules. The Compensation and Talent Committee’s charter and our Corporate Governance Guidelines are available under the “Corporate Governance” subsection of the “Investor Relations” section of our website at http://ir.assurant.com .

The following chart outlines the Compensation and Talent Committee’s annual process in setting NEO compensation:

|                                                                                                                                                                        |     | è |     |                                                                             |     | è                                                                       |
| Step 1                                                                                                                                                                 |     |   |     | Step 2                                                                      |     | Step 3                                                                  |
| Committee reviews competitive assessment of current target total direct compensation levels and pay positioning as prepared by an independent compensation consultant. |     |   |     | Committee considers recommendations from CEO on compensation of other NEOs. |     | Committee establishes total direct compensation opportunities for NEOs. |

For 2024, the Compensation and Talent Committee evaluated the recommendations of our CEO for the compensation of our other NEOs, together with information and analysis provided by its independent compensation consultant, using published survey data , as described in “Compensation Peer Group” on page 56 . The Compensation and Talent Committee exercises its discretion in evaluating, modifying, approving or rejecting the CEO’s recommendations and makes all final decisions with regard to base salary, short-term incentives and long-term incentives for all executive officers, including the NEOs.