Company: AIZ
Filing Date: 2025-03-25
Form Type: PRE 14A
Source: 0001267238-25-000011
Chunk: 35

Company: ASSURANT, INC.
Filing Date: 2025-03-25
Form: PRE 14A
Chunk 35
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 Executive Vice President, Chief Financial Officer               |
| Francesca L. Luthi  |     | Executive Vice President, Chief Operating Officer               |
| Biju Nair           |     | Executive Vice President and President, Global Connected Living |
| Michael P. Campbell |     | Executive Vice President and President, Global Housing          |

#### 2024 Compensation Highlights
In 2024, Assurant continued to advance its focus on driving long-term, profitable growth across our portfolio of market-leading businesses by leveraging data-driven technology solutions to provide exceptional customer experiences, deployin g capital strategically, and investing in our talent. Following updates in 2023 to our compensation plan metrics, we maintained our executive compensation program without design changes in 2024. The program is aligned with the Company’s strategic and financial objectives and links the interests of our NEOs with those of our stockholders by directly tying the majority of NEO compensation to the Company’s financial and stock price performance.

Our executive compensation program has three primary elements: annual base salary, annual cash incentives, and long-term equity incentives. Each of these pay elements serves a specific purpose in our compensation strategy. Based on our performance and consistent with the design of our program, the Compensation and Talent Committee made the following decisions for 2024:

• Annual base salary: Set the fixed cash compensation for our CEO and reviewed and approved the fixed cash compensation for our other NEOs based on qualifications, experience, performance, role, career progression, market data and internal pay equity. See “The Compensation and Talent Committee’s Decision-Making Process” beginning on page 55and “Annual Base Salary” beginning on page 58for details.

• Annual Incentive Plan (“ESTIP”): Set ESTIP performance goals for 2024 based on Adjusted EBITDA, excluding reportable catastrophes, and net earned premiums, fees and other income of the consolidated enterprise. These goals were designed to support the Company’s strategic and financial objectives, including continued profitable growth. Based on the Company’s performance against the ESTIP perfor mance goals, our NEOs received annual incentive payments calculated on the basis of Adjusted EBITDA (weighted at 50%) performing at 1.76, net earned premiums, fees and other income (weighted at 30%) performing at 1.03, for a total 1.49 enterprise financial performance factor, and an individual performance component (weighted at 20%). ESTIP metrics and NEO payouts are described in greater detail in “Annual Incentive Compensation