Company: PRSU
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052380
Chunk: 57

Company: Pursuit Attractions & Hospitality, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 57
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 the achievement of performance measures through the date of the change in control.

Any outstanding RSUs or NQSOs would fully vest as of the date of a change in control. Additionally, any outstanding PSUs would be paid at a 100% achievement level, prorated from the start of the performance period applicable to such award to the date of the change in control.

Change in Control With Termination

In 2024, Mr. Barry, Ms. Ingersoll, and Ms. Striedel participated in the Executive Severance Plan (Tier I) (the “Executive Severance Plan”), which we adopted in 2013. Under the Executive Severance Plan, a participating NEO is eligible for severance benefits if we terminate the NEO without cause or resignation by the executive for good reason (as those terms are defined in the Executive Severance Plan) within 36 months after a change in control. Under those circumstances, the executive would receive a lump-sum payment, as severance compensation, equal to a multiple of the following sum:

The NEO’s highest annual salary during his or her employment term; plus

The NEO’s target cash bonus under the MIP for the fiscal year in which the change in control occurs.

The multiple is equal to the product of three times a fraction, the numerator of which is 36 minus the number of full months the NEO was employed following a change in control and the denominator of which is 36.

Pursuant to the MIP, upon a change in control, each of Mr. Barry, Ms. Ingersoll, and Ms. Striedel would be entitled to receive a pro-rata portion of the annual cash incentive granted under the MIP for the year in which the change in control occurs, calculated based on the achievement of performance measures through the date of the change in control.

Any outstanding RSUs and NQSOs would fully vest as of the date of a termination in connection with a change in control.

Any PSUs would be paid at a 100% achievement level, prorated from the start of the performance period applicable to such award to the date of the change in control.

| 60  |  Pursuit 2025 PROXY STATEMENT​ | ​ |

EXECUTIVE COMPENSATION

Mr. Barry, Ms. Ingersoll, and Ms. Striedel’s participation in any life and health benefits will continue at the same cost as if the applicable NEO was an employee for a prorated three-year period. Each of