Company: LW
Filing Date: 2025-08-07
Form Type: DEF 14A
Source: 0001679273-25-000060
Chunk: 38

Company: Lamb Weston Holdings, Inc.
Filing Date: 2025-08-07
Form: DEF 14A
Chunk 38
---
 connection with the implementation of the Company’s new enterprise resource planning system in fiscal year 2024.

• All fees above include out-of-pocket expenses.

#### Compensation and Human Capital Committee
Compensation Committee Interlocks and Insider Participation

The Board has determined that all of the directors who served on the Compensation Committee during fiscal 2025 are independent within the meaning of the NYSE listing standards. No member of the Compensation Committee is a current, or during fiscal 2025 was a former, officer or employee of Lamb Weston or any of our subsidiaries. During fiscal 2025, no member of the Compensation Committee had a relationship that must be described under the SEC rules relating to disclosure of related party transactions (for a description of our policy on related party transactions, see “Corporate Governance—Review of Transactions with Related Persons” in this Proxy Statement). During fiscal 2025, none of our executive officers served on the board of directors or compensation committee of any entity that had one or more of its executive officers serving on the Board or the Compensation Committee.

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TABLE OF CONTENTS

#### Responsibilities
The Compensation Committee’s responsibilities are more fully described in our Compensation Committee charter, and include, among other duties:

• establishing and overseeing implementation of a total rewards philosophy for our executive officers;

• reviewing and approving corporate goals and objectives relevant to the compensation of the Chief Executive Officer and, together with the other independent directors, at least annually evaluating the Chief Executive Officer’s performance in light of these goals and objectives;

• reviewing and approving all compensation of our executive officers and equity awards of all officers subject to Section 16 of the Exchange Act;

• approving all grants of equity-based awards and determining the terms and conditions of those awards;

• reviewing directly, or with the full Board, succession plans for all executive officer positions;

• reviewing and overseeing matters related to human capital management, including talent acquisition, development, retention, and inclusion;

• reviewing whether the Company’s compensation programs for employees generally are designed in a manner that does not incent employees to take inappropriate or excessive risks and whether any compensation policies or practices are reasonably likely to have a material adverse effect on the Company;

• establishing and monitoring compliance with stock ownership guidelines for our executive officers;

• reviewing and approving the implementation and execution of the Company’s clawback policies that allow Lamb Weston to recoup compensation paid to executive officers;

• reviewing and recommending to the Board compensation of non-employee directors, including stock ownership guidelines; and

• retaining and terminating consultants or outside advisors for the