Company: MATV
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0001140361-25-009899
Chunk: 61

Company: Mativ Holdings, Inc.
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 61
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 Exchange Act pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, or the Dodd-Frank Act, the Board is providing our stockholders with an advisory vote on Executive Compensation. This advisory vote, commonly known as a “say on pay” vote, is a non-binding vote on executive compensation paid to our Named Executive Officers as disclosed pursuant to Regulation S-K, including in the section above titled “Compensation Discussion & Analysis,” and the accompanying compensation tables and the corresponding narrative discussion and footnotes set forth therein. The Company intends to submit this “say on pay” vote to its stockholders annually, consistent with the results of the advisory vote on frequency approved by the stockholders at the 2023 Annual Meeting of Stockholders. As described in detail in the Compensation Discussion & Analysis, the Compensation Committee of the Board believes that the Company’s executive compensation program should reward actions and behaviors that build a foundation for the long-term performance of the Company, while also rewarding the achievement of short-term performance goals informed by the Company’s strategy. To align the Company’s executive compensation program with the Committee’s compensation philosophy, the Compensation Committee has adopted the following objectives:

| • | Pay-for-performance |

| • | Align performance goals and executive compensation with stockholder interests |

| • | Total target compensation set within a range of market median value for like skills and responsibilities to attract, retain and motivate executive officers |

We are committed to having strong governance standards with respect to our executive compensation program, policies and practices. Consistent with this focus, we maintain the following policies and practices that we believe demonstrate our commitment to executive compensation best practices.

| What We Do: |     |                                                                             |
| ✓           |     | Pay-for-performance.                                                        |
| ✓           |     | Maximum payout caps for incentive compensation.                             |
| ✓           |     | Linkage between quantitative performance measures and operating objectives. |
| ✓           |     | “Double trigger” in the event of a change-in-control.                       |
| ✓           |     | Independent compensation consultant.                                        |
| ✓           |     | Stock ownership guidelines.                                                 |
| ✓           |     | Annual risk assessment.                                                     |
| ✓           |     | Annual peer group review.                                                   |
| ✓           |     | TSR modifier applicable to 2024 performance-based equity awards.            |
| ✓           |     | Clawback policies.                                                          |

| What We Don’t Do: |     |                                                                                                                          |
| ✘                 |     | Change-in-control tax gross