Company: IOT
Filing Date: 2025-06-02
Form Type: DEF 14A
Source: 0001642896-25-000046
Chunk: 57

Company: Samsara Inc.
Filing Date: 2025-06-02
Form: DEF 14A
Chunk 57
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 of his target annual non-equity incentive amount as in effect for the fiscal year in which the change in control qualifying termination of employment occurs;

• reimbursement, or taxable lump sum payment in lieu of reimbursement, equal to the premium cost of continued health coverage under COBRA for a period of 12 months; and

• 100% accelerated vesting of all outstanding equity awards, and, with respect to equity awards with performance-based vesting (other than a “Liquidity Event Trigger” described below), all performance goals or other vesting criteria will be deemed achieved at 100% of target levels for the relevant performance period(s), unless otherwise determined by the applicable agreement governing the equity award with performance-based vesting.

In the event of a termination of the employment of a named executive officer, other than our CEO, by us for a reason other than “cause” or the named executive officer’s death or “disability” or by the named executive officer for “good reason” (as such terms are defined in our Severance Plan), in either case, occurring within a period beginning three months prior to and ending 18 months following a “change in control” (as defined in our Severance Plan), he or she would be entitled to the following payments and benefits from the company:

• a lump sum payment equal to 100% of his or her annual base salary, plus 100% of his or her target annual non-equity incentive amount as in effect for the fiscal year in which the change in control qualifying termination of employment occurs;

• reimbursement, or taxable lump sum payment in lieu of reimbursement, equal to the premium cost of continued health coverage under COBRA for a period of six months; and

• 100% accelerated vesting of all outstanding equity awards, and, with respect to equity awards with performance-based vesting (other than a “Liquidity Event Trigger” described below), all performance goals or other vesting criteria will be deemed achieved at 100% of target levels for the relevant performance period(s), unless otherwise determined by the applicable agreement governing the equity award with performance-based vesting.

Notwithstanding the foregoing, Ms. Caimi’s eligibility for severance benefits under the Severance Plan was terminated upon her last day as President of Worldwide Field Operations, effective March 3, 2025.

The receipt of the payments and benefits provided for under the Severance Plan described above is conditioned on the named executive officer signing and not revoking a separation and release of claims agreement and such release becoming