Company: VRT
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-094674
Chunk: 40

Company: Vertiv Holdings Co
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 40
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 |     | Continued Best Practices in Compensation |

| ✓ | Clawback policy. Under our clawback policy, our Board will seek to recover incentive compensation from an executive officer on a no-fault basis in the event of an accounting restatement as a result of the Company’s material non-compliance with any financial reporting requirement. |

| ✓ | Prohibition of hedging and pledging. Our insider trading policy prohibits our officers, directors and employees from hedging or pledging our shares. |

| ✓ | Alignment with stockholders’ interests. Our incentive program aligns with stockholder interests by heavily weighting incentives in favor of long-term equity awards. In particular, stock options are performance-based because they have value only if our stock price increases. |

| ✓ | Emphasis on variable cash pay. A significant portion of our executives’ cash compensation opportunity was performance-based, tying to near-term objectives and actual performance that we believe align with long-term growth. The target bonus for our CEO for 2024 was 140% of salary so that more than half of the CEO’s target cash compensation is directly dependent upon performance. Our actual bonus payouts for 2024 reflected our strong financial performance as discussed above. |

| ✓ | Only “double-trigger” executive change-in-control benefits. We do not provide “single-trigger” change-in-control benefits to executive officers; instead, we only provide “double-trigger” benefits, which generally means the executive needs to have a qualifying termination event (e.g., termination without cause or resignation by the executive for good reason) to receive a change-in-control benefit. |

| ✓ | No 280G gross-ups. We have not agreed to provide our executive officers, including any NEO, with a “gross-up” or other reimbursement payment for any tax liability that he or she might owe as a result of the application of Section 280G (related to a change-in-control) of the Code. |

| ✓ | Use of peer group data. Our Compensation Committee has developed and updated a peer group to provide an additional measure of comparison in its review of compensation. |

| ✓ | Avoid excessive risk taking. Based upon a risk assessment, our Compensation Committee determined that our compensation policies do not encourage excessive or unnecessary risk-taking. |

| 30 | |     | -  2025 Proxy Statement |

Objectives of Executive Compensation Program The following table provides an overview of the specific objectives of the primary elements of our 2024 executive compensation program, each as further described below.

| Pay Element