Company: UZF
Filing Date: 2025-08-26
Form Type: DEF 14A
Source: 0000821130-25-000055
Chunk: 32

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-08-26
Form: DEF 14A
Chunk 32
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 other factors that they deem appropriate in making their compensation recommendations or decisions. Ultimately, it was the informed judgment of the Chair and/or the LTICC, after considering all of the foregoing factors, and considering the recommendation of the President and CEO and/or Chair, that determined the elements of compensation for NEOs in 2024.

Annually, the President and CEO recommended the base salaries for the NEOs other than himself, and the Chair reviewed and approved such base salaries and determined the base salary of the President and CEO.

In addition, the President and CEO recommended the annual bonuses for the NEOs other than himself, and the Chair reviewed and approved such bonuses and determined the bonus of the President and CEO.

The LTICC determined long-term equity compensation awards to the NEOs under the Array Long-Term Incentive Plan ("LTIP"), which awards generally include performance share units and/or restricted stock units. The NEOs may also elect to defer a portion of their bonus and receive bonus match units on the portion deferred.

Grants of equity awards to the President and CEO and the other executive officers were generally made at the same time each year. Practice had been to grant equity awards other than bonus match units on the first Monday in April. Starting in 2024, the annual awards were granted on the first Monday in March. Array granted bonus match units on the date that annual bonus amounts were paid each year. Because the annual grant dates were determined prior to the beginning of the year, the proximity of any awards to other significant corporate events is coincidental. Array also granted equity awards during other times of the year as it deemed appropriate, such as in connection with a new hire, promotion or retention. We attempt to make equity awards during periods when we do not have material non-public information (“MNPI”) that could impact our stock price and we do not time the release of MNPI based on equity grant dates.

The Chair and the LTICC did not consider an officer's outstanding equity awards or stock ownership levels when determining such officer's compensation. The Chair and LTICC evaluated compensation based on performance for a particular year and other considerations as described herein and do not consider stock ownership to be relevant.

#### Compensation Principles
We believe that equity-based compensation aligns executives' interests with shareholders, drives performance and facilitates retention of superior talent. In 2024, annual equity awards consisted of performance share units (PSUs) and restricted stock units (RSUs).

• PSUs are paid in Company stock based on the outcome of the performance goals that are set for