Company: CLX
Filing Date: 2025-10-07
Form Type: DEF 14A
Source: 0001552781-25-000311
Chunk: 27

Company: CLOROX CO /DE/
Filing Date: 2025-10-07
Form: DEF 14A
Chunk 27
---
 |         $ 
 1,325,000 | 160%       | 80%        |   1,696,000 |
| Luc         
 Bellet(1)   |         $ 
   725,000 | 100%       | 80%        |     362,301 |
| Eric        
 Reynolds    |         $ 
   815,000 | 105%       | 80%        |     684,600 |
| Nina        
 Barton(2)   |         $ 
   700,000 | 90%        | 80%        |     475,003 |
| Chris       
 Hyder       |         $ 
   675,000 | 90%        | 80%        |     486,000 |
| Kevin       
 Jacobsen(3) |         $ 
   815,000 | 100%       | 80%        |     513,383 |

(1)Mr. Bellet’s award was prorated, reflecting his promotion from VP, Treasurer to EVP and Chief Financial Officer effective April 1, 2025. (2)Ms. Barton’s award was prorated, reflecting her hire effective July 22, 2024. (3)Mr. Jacobsen’s award was prorated, reflecting two months of part-time service during FY25 and his retirement effective June 2, 2025.

| The                                                                        
 Clorox Company 2025 Proxy Statement > Compensation Discussion and Analysis | 56 |

Long-Term Incentives

We provide long-term, stock-based incentive compensation to our NEOs, which aligns executive officer compensation with Clorox’s performance and the interests of our shareholders. These incentive awards also support the achievement of our long-term corporate financial goals. Stock awards are granted under The Clorox Company 2005 Stock Incentive Plan. The MDCC annually reviews the costs of, and potential shareholder dilution attributable to, our LTI program to ensure the overall program is financially efficient and appropriate in the context of our compensation peer group. The MDCC also seeks to calibrate the LTI program design to drive performance and deliver awards that are competitive with the compensation peer group and will effectively retain and motivate executive talent. Actual LTI award targets for individual NEOs may vary within a competitive range versus peers based on a variety of factors, such as the NEO’s performance over time, individual experience, critical nature of their role, and expected future contributions.

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