Company: UIS
Filing Date: 2025-03-12
Form Type: PRE 14A
Source: 0001104659-25-023022
Chunk: 37

Company: UNISYS CORP
Filing Date: 2025-03-12
Form: PRE 14A
Chunk 37
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 No other NEOs received discretionary bonuses during 2024.

TABLE OF CONTENTS

| ​ | 56 | ​ | ​ |     | ​ | ​ | | | ​ | ​ | Advisory Vote to Approve Executive Compensation | ​ |

Other Benefits Executive officers participate in the retirement programs discussed below under “Defined Contribution Plans” and “Non-Qualified Deferred Compensation.” In addition, subject to underwriting approvals and applicable corporate governance requirements, executive officers appointed prior to February 2015 are eligible for supplemental death benefits under the Unisys Corporation Executive Death Benefit Only Program (“EDBOP”), which provides a death benefit equal to four times an executive officer’s base salary plus target bonus (if death occurs during active employment) or two and one-half times an executive officer’s final base salary (for retired officers who remain eligible for the benefit). The Company increases the benefit payable to the executive officer’s beneficiary to cover any income and employment taxes due. This benefit is no longer available to newly appointed executive officers. Of the active NEOs, Mr. Altabef is the only participant in this legacy program and he will cease serving as the Company’s Chief Executive Officer on March 31, 2025. Upon his transition, Mr. Altabef will continue to participate in the EDBOP until his death, with a death benefit equal to two and one-half times his final salary, totaling $2,477,500. Perquisites available to executive officers are limited to financial counseling/tax preparation services, an annual physical examination and spousal travel with a bona fide business need. These benefits are designed to promote executive wellness and financial security. See the “Summary Compensation Table” for additional details. To attract and retain key executives, the Company enters into severance and change-in-control agreements with its executive officers, including the NEOs. The severance agreements are intended to align with market practice. The change in control agreements are intended to provide retention and management continuity in the event of an actual or threatened change in control. More details are provided under “Executive Officer Severance Agreements” and “Change-In-Control Agreements.” 2025 Changes to Executive Compensation Program For 2025, we are maintaining our base pay and EVC structure with a modification to our performance-based LTI awards to more closely align to market and in response to investor feedback. 2025 performance-based LTI awards will more strongly emphasize the long-term focus of the program through our modified performance-based award design, which will now measure performance entirely based on the