Company: CRL
Filing Date: 2025-04-02
Form Type: DEF 14A
Source: 0001104659-25-030908
Chunk: 65

Company: CHARLES RIVER LABORATORIES INTERNATIONAL, INC.
Filing Date: 2025-04-02
Form: DEF 14A
Chunk 65
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 ​ | ​                                             | ​ | 40.45% | ​ | ​ |
| Joseph W. LaPlume | ​ | ​ | ​                                             | ​ | —      | ​ | ​ | ​ | ​                                             | ​ | —      | ​ | ​ | ​ | ​                                             | ​ | 120.6% | ​ | ​ | ​ | ​                                             | ​ | 108.0% | ​ | ​ | ​ | ​                                             | ​ | 137.2% | ​ | ​ | ​ | ​                                             | ​ | 73.0% | ​ | ​ | ​ | ​                                             | ​ | 76.35% | ​ | ​ | ​ | ​                       | $ | 159,238 | ​ | ​ | ​ | ​                                             | ​ | 40.45% | ​ | ​ |

**As we continue to emphasize the importance of making progress toward our ESG goals, beginning in 2023, our CEO, with concurrence of the Compensation Committee, is eligible to make adjustments of up to 5% to cash bonus payouts for leaders, based on progress toward those goals. As we continue to track toward the Company’s long term ESG goals, no payout adjustments were made with respect to fiscal 2024. Long-Term Equity Incentive Awards Long-term incentive (LTI) compensation, in the form of performance share units (PSUs), stock options, and restricted stock grants or restricted stock units (RSUs), allows individuals to share in any appreciation in the value of our common stock. We design the amounts and types of long-term equity awards to reward performance and create incentives to meet long-term objectives. Because the Committee particularly values long-term shareholder value creation, we target long-term equity incentives to provide total compensation opportunities that, if achieved, would result in market competitive pay levels for our executives. The Committee reviews and approves long-term equity incentive awards to named executives on an annual basis. The Committee believes that PSU, stock option, and RSU awards align the recipient’s interests with those of the shareholders. The Committee typically targets the second quarter of our fiscal year, shortly after our annual meeting of shareholders, for granting annual stock awards to eligible recipients, absent an extraordinary event. The Committee believes this aligns timing of equity grants with the planning of annual salary increases (also in the second quarter of our fiscal year), allowing our managers to take a holistic view of total compensation. The Committee seeks to structure equity grants so that they are awarded during an open window period