Company: BWNB
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001104659-25-036850
Chunk: 47

Company: Babcock & Wilcox Enterprises, Inc.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 47
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 stock price does not appreciate and continue to align the executives’ interests with the interests of stockholders as the value of the awards is dependent upon our stock price. For all executives, the 34

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time-based RSU awards vest ratably over three years. The 2024 RSU awards were granted by the Compensation Committee effective August 5, 2024. The aggregate value of the awards granted in 2024 was generally based on the Compensation Committee’s review of each participating NEO’s experience, role, and scope of duties, in order to provide competitive equity incentive opportunities. Use of equity-based awards was intended to further align the interests of participating NEOs with the interests of our stockholders, which is another important objective of our executive compensation program. The following table summarizes the number of shares subject to the 2024 equity incentive award for each participating NEO: 2024 Long-Term Incentive Awards

| ​ | NAME                 | ​ | ​ | RESTRICTEDSTOCK UNITS |   |         |   | ​ |
| ​ | Kenneth M. Young     | ​ | ​ | ​                     | ​ | 125,000 | ​ | ​ |
| ​ | Louis Salamone Jr.   | ​ | ​ | ​                     | ​ | 210,000 | ​ | ​ |
| ​ | Jimmy B. Morgan      | ​ | ​ | ​                     | ​ |  80,000 | ​ | ​ |
| ​ | Christopher S. Riker | ​ | ​ | ​                     | ​ | 100,000 | ​ | ​ |
| ​ | John J. Dziewisz     | ​ | ​ | ​                     | ​ |  80,000 | ​ | ​ |

OTHER OUTSTANDING RETENTION AWARDS In March 2022, the Compensation Committee awarded retention bonus opportunities (the “Retention Bonuses”) to all of our NEOs, and to other employees who satisfied certain eligibility criteria. The Compensation Committee determined that the Retention Bonuses were appropriate given our employees’ efforts relative to the Company’s strong financial performance during 2021, the fact that annual incentives under the 2021 EICP did not pay out because the performance target was narrowly missed as discussed in our 2022 proxy statement, and the need to retain our leadership team and key talent. The Retention Bonuses granted to the NEOs were as follows: Kenneth M. Young- $1,000,000 (which was paid to BRPI