Company: MTZ
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001140361-25-013277
Chunk: 39

Company: MASTEC INC
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 39
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 cash.                                                                                                                                                                                                   
 •Three-year cliff vesting period for equity performance-based awards.                                                                                                                                                                                                     
 •Caps on annual bonuses.                                                                                                                                                                                                                                                  
 •Modest perquisites.                                                                                                                                                                                                                                                      
 •Formal Stock ownership guidelines for our CEO, other NEOs and independent directors.                                                                                                                                                                                     
 •Anti-hedging and anti-pledging policies. The Board has, however, granted exceptions to these policies for our Chairman and CEO with financing arrangements (for additional details, refer to Footnotes 3 and 4 of the “Security Ownership” section beginning on page65). 
 •Enhanced clawback policy for incentive compensation.                                                                                                                                                                                                                     
 •The Compensation Committee is composed solely of people who qualify as independent directors under the listing standards of the NYSE.                                                                                                                                    
 •Use of independent compensation consultant to benchmark and analyze compensation metrics.                                                                                                                                                                                |     | •No re-pricing of stock options.                                                    
 •No excise tax gross-up provisions in post-2016 employment agreements.              
 •No single trigger change in control provisions in post-2016 employment agreements. 
 •No defined benefit pension plan.                                                   |

ROLE OF COMPENSATION COMMITTEE The Compensation Committee of our Board is responsible for assessing recommendations for pay and approving pay levels for our executive management. The Compensation Committee targets NEO compensation levels with the following goals in mind:

| • | Market-competitive base pay. |

| • | Short-term and long-term incentive grants that appropriately reward past performance and share value appreciation, create incentives for long-term growth in MasTec’s financial performance and shareholder value, as well as promote executive retention. |

| • | Levels of benefits and modest perquisites adequate to attract and retain talented and qualified executive officers. |

The Compensation Committee determines and approves all compensation for the NEOs (other than the CEO) and recommends to the independent members of the Board compensation for the CEO. The Company compiles information for the Committee’s review. Then the Compensation Committee conducts an evaluation of each NEO to determine if changes in the officer’s compensation are appropriate based on the considerations described below. At the Compensation Committee’s request, the CEO provides input regarding the performance and appropriate compensation of the NEOs other than himself. The CEO does not participate in the Compensation Committee’s deliberations or decisions about his own compensation. The Compensation Committee gives considerable weight to the CEO’s evaluation of the other NEOs because of his direct and in-depth knowledge of each executive’s performance. In setting each NEO’s compensation (other than the CEO’s compensation), the Compensation Committee considers