Company: CZR
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001193125-25-093716
Chunk: 45

Company: Caesars Entertainment, Inc.
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 45
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 with a value of zero as the applicable stock-price hurdles were not met as of the end of the performance period in February 2025 and (4) the number of unvested RSUs multiplied by our closing stock price of $24.83 as of April 1, 2025. The realizable value shown for the annual incentive cash bonus reflects the actual bonus earned based on company performance for the applicable year.Because the change in share price is a key component of the equity value, the realizable equity value represented substantially less than the target value, demonstrating the direct link between performance and pay outcomes. Notably, as discussed above, the realizable value of the compensation for our NEOs, including for PSUs granted in 2022, has remained below target for each of the past three years, further demonstrating the alignment between executive pay and shareholder returns. We believe this outcome reflects the overall rigor of our performance-based compensation program and the challenging hurdles established by the Compensation Committee.342025 PROXY STATEMENT
OUR COMPENSATION PROGRAMS OVERVIEW

As described below, various Company policies are in place to shape our executive pay plans, including:

| • |     | Salaries are linked to (i) competitive factors and (ii) internal equity relative to other members of the executive team and can be (but are not required to be) increased as a result of successful job performance. |

| • |     | Our annual bonus programs are designed to provide incentive compensation based on our financial performance. |

| • |     | Long-term equity incentives are tied to our sustained long-term financial performance and enhancement of total shareholder value. |

| • |     | Retirement and health and welfare programs are generally on the same terms and conditions as those made available to salaried team members. |

ELEMENTS OF EXECUTIVE COMPENSATION AND BENEFITS FOR 2024 BASE SALARY The Compensation Committee believes that base salary levels should recognize the skill, competency, experience and performance an executive brings to his or her position. The Compensation Committee determines base salaries using both competitive market data from Aon’s competitive assessment using the peer group and a comprehensive assessment of relevant factors such as experience level, value to shareholders, responsibilities, future leadership potential, critical skills, individual contributions and performance, economic conditions, and the market demands for similar talent. As previously described, the Compensation Committee performs an annual review of the total compensation provided to our executive officers as compared to our selected peer groups. Based on the analysis performed, applying judgement and discretion, the