Company: BSX
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000885725-25-000017
Chunk: 61

Company: BOSTON SCIENTIFIC CORP
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 61
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ives |

We believe our emphasis on at-risk, performance-based incentive compensation aligns our executives’ financial interests with our business strategy and the short- and long-term interests of our stockholders. This approach ensures that a significant portion of executive pay is linked to achieving defined performance targets, thereby fostering a pay-for-performance culture. For more details and a breakdown of the elements of TDC, please see Elements of 2024 Executive Compensation, Primary Elements of Total Direct Compensation on page 56 .

#### 2025 Proxy Statement51

### Compensation Discussion & Analysis

#### Executive Compensation Program Best Practices
Our Compensation Committee believes a strong foundation in our compensation program is essential for effectively implementing our executive compensation philosophy. The following best practices serve as the foundation for our executive compensation program:

| What We Do |

| Use mix of short- and long-term incentive compensation and emphasize long-term.                                                                                                                                                                                        
 Use mix of fixed and variable compensation, and emphasize variable, at-risk performance-based compensation.                                                                                                                                                            
 Employ a “double-trigger” (both a change in control and termination without cause or resignation for good reason) for cash payments and accelerated vesting of equity awards where the surviving or acquiring entity substitutes or assumes outstanding equity awards. 
 Maintain stock ownership guidelines for executives and directors.                                                                                                                                                                                                      |     | Have policies for the recovery (“clawback”) of all or a portion of certain incentive compensation awards under certain circumstances. 
 Analyze internal pay equity and performance in formulating compensation decisions.                                                    
 Compare practices, levels and mix of compensation against peer group companies.                                                       
 Engage an independent compensation consultant reporting directly to the Compensation Committee.                                       
 Assess risk of incentive compensation policies and programs.                                                                          |

| What We Don’t Do |

| Do not provide income tax gross-ups (except on relocation benefits).                                        
 Do not provide any excise tax gross-ups on severance or other payments in the event of a change in control. |     | Do not permit pledging or hedging of the economic value of our common stock by our executives or directors. 
 Do not permit repricing of underwater stock options without stockholder approval.                           |

| Say on Pay                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                        
 At our 2024 Annual Meeting of Stockholders, we asked our stockholders to approve, on an advisory basis, the 2023 executive compensation of our then-NEOs as disclosed in our 2024 Proxy Statement, commonly referred to as a “say-on-pay” advisory vote. Our stockholders approved the compensation of our then-NEOs with almost 93