Company: CELH
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001193125-25-080192
Chunk: 45

Company: Celsius Holdings, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 45
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150% of target and our long-term incentive plan at 200% of target (250% of target including the one-time kicker)         |     | ☒   No significant perquisites or benefits                     |

| 2025 PROXY STATEMENT |     | 31 |

COMPENSATION DISCUSSION AND ANALYSIS

| What we do:                                                                                                    |     | What we don’t do:                                                                                                 |
| ☑  Compensation committee composed of only independent directors and is supported by an independent consultant |     | ☒  No repricing of underwater stock options without stockholder approval                                          |
| ☑  Maintain a robust stock ownership requirement that applies to NEOs and directors                            |     | ☒  No payment of dividend equivalents on unearned awards                                                          |
| ☑  Conduct stockholder outreach to solicit feedback and discuss our compensation practices                     |     | ☒  No short-term incentives are awarded for below threshold performance                                           |
| ☑  Maintain a clawback policy aligned with SEC and Nasdaq requirements                                         |     | ☒  No reward to executives for taking excessive or unnecessary risks                                              |
| ☑  Long-term(3-year)performance periods tied to long-term financial and market-based performance               |     | ☒  No evergreen provision in our proposed 2025 Omnibus Incentive Compensation Plan (pending stockholder approval) |

The Compensation Committee works with its independent compensation consultant, Farient Advisors (“Farient”), to evaluate the Company’s executive compensation program and incorporate changes to the structure that will better align the executive compensation program with our compensation philosophy and address stockholder concerns. We continue to evolve our compensation practices to better align with our stockholders. Pay for Performance We strive to ensure that there is long-term alignment between NEO pay and Company performance, and we monitor NEO pay as it relates to our performance to ensure this alignment. We believe that a significant portion of our NEOs’ total compensation should be variable and “at risk,” meaning that its payment or vesting is based upon the achievement of predefined financial and performance metrics, and actual compensation will increase or decrease based on the performance of our stock and other financial metrics. We also believe that equity, rather than cash, compensation should comprise a larger component of our variable pay to provide alignment with our stockholders and encourage retention through multi-year vesting