Company: HUM
Filing Date: 2025-03-07
Form Type: DEF 14A
Source: 0001193125-25-048976
Chunk: 49

Company: HUMANA INC
Filing Date: 2025-03-07
Form: DEF 14A
Chunk 49
---
 annual compensation package is aligned with our overall compensation philosophy and program design for our named executive officers to ensure full alignment of our management team. In addition, to replace certain elements of compensation to which Mr. Dintenfass was entitled or eligible in connection with his prior employment that were forfeited, Mr. Dintenfass received (i) a cash sign-onpayment of $6,500,000 (which Mr. Dintenfass is required to repay in full if he voluntarily leaves the Company prior to completing two years of service) and (ii) an initial equity grant valued at approximately $8,500,000, comprised of 50% time-based restricted stock units and 50% stock options, with each award vesting in three equal annual installments on the first, second and third anniversary of the date of the grant. Compensation Framework Compensation Program Design Principles Our executive compensation program is designed to attract, retain, focus and motivate leaders to achieve strategic milestones and performance objectives that advance and grow our integrated care-delivery model. We design our executive compensation programs to challenge participants as well as reward them for superior performance for our Company and our stockholders. Our compensation program is predicated on three interconnected design principles: Key Compensation Program Governance Components Our robust and structured compensation program reflects the Committee’s belief that strong corporate governance is imperative for prudent compensation decision-making. Below are key governance elements of our compensation programs. We also identify certain common pay practices that we do not follow because they do not align with the strict standard of governance that we apply to our compensation programs.

| WHAT WE DO |     |                                                                                                                                                                                 |     | WHAT WE DON’T DO |     |                                                                                                        |
| ✓          |     | Design incentive plans with the majority of executive pay at risk                                                                                                               |     | ×                |     | No stock option repricing without stockholder approval                                                 |
| ✓          |     | Maintain a Clawback Policy that both complies with recently adopted regulatory requirements and applies to all incentive-based compensation in connection with improper conduct |     | ×                |     | No single trigger vesting of equity or cash severance payments upon change in control                  |
| ✓          |     | Include double-trigger provisions under our Change in Control Policy and equity agreements applicable to our executive officers                                                 |     | ×                |     | No hedging or pledging of Humana securities by associates (including executive officers and directors) |
| ✓          |     | Require minimum stock ownership levels for executive leadership                                                                                                                 |     | ×                |