Company: REI
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001628280-25-017570
Chunk: 80

Company: RING ENERGY, INC.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 80
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 sum of (i) 27,400,000 Shares, which includes 341,155 Shares that were reserved but unissued under the Prior Plan and have since been transferred to the Plan, and (ii) any Shares under the Prior Plan subject to awards that, after the Effective Date, are forfeited, terminated, lapsed or satisfied thereunder in cash or property other than Shares. The maximum number of Shares that may be issued pursuant to Options intended to be Incentive Stock Options is 27,400,000.”

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#### 2025 PROXY STATEMENT

### WHY WE SUPPORT THE PLAN AMENDMENT
The 2021 Plan is key to our attracting and retaining top talent. Attracting and retaining top talent in the very competitive Houston oil and gas market is one of our fundamental strategic imperatives. Our long-term equity compensation program for our officers and employees is a significant element of our compensation strategy for attracting and retaining our top employees and directors. We have found that equity-based awards are valued by our executives and employees. That sense of value, when coupled with multi-year vesting periods, and performance-based vesting in certain cases, serves to enhance retention of these employees as well as collaboration among them. We believe that employee and director equity awards are key to our long-term success and the future success of our stockholders.

The 2021 Plan will continue to be used to align the long-term interests of our employees, with those of our stockholders. We consider it crucial to maintain a strong association between compensation of our key employees and our stockholders’ long-term interests. Our long-term equity compensation program is a significant factor in achieving this goal.

The Compensation Committee (which administers the 2021 Plan) recognizes its responsibility to strike a balance between stockholder concerns regarding the potential dilutive effect of equity awards and the ability to attract, retain and reward directors, officers and employees whose contributions are critical to the long-term success of the Company. This is made evident by the disciplined approach the Compensation Committee took in 2024 to limit the quantum of equity awards in an effort to better align with stockholder TSR (refer to Equity-Based Long-Term Incentive Compensation – PSU Awards and RSU Awards within our CD&A in addition to the Pay Versus Performance section). The Compensation Committee believes that stockholder approval of the increase in the shares authorized under the Plan Amendment is necessary for the Company to offer a competitive equity incentive program to provide meaningful recruitment and retention benefit to prospective or current directors, officers