Company: LGN
Filing Date: 2025-07-15
Form Type: DRS/A
Source: 0000950123-25-006399
Chunk: 188

Company: Legence Corp.
Filing Date: 2025-07-15
Form: DRS/A
Chunk 188
---
 calculating the achievement of the foregoing performance metrics under the 2024 EIP; however, our preliminary estimates show a 94.20% achievement of the EBITDA target, which translates to a 71% achievement of the EBITDA Component, a 123.21% achievement for the Safety Component (by achieving a total recordable incident rate of 0.51 for 2024), a 100% achievement of the Sustainability Component and a 100% achievement of the Personal Component for each named executive officer. Below are our estimates of the bonus amounts to be paid to each of our named executive officers for 2024. We expect to finalize the achievement of the 2024 EIP performance metrics following receipt of our audited financials for 2024, and determine the actual 2024 EIP bonuses earned by each of our named executive officers in the first quarter of 2025.

| Name      |     | 2024 EIP Estimated  
 Payout (% of Target 
 Award)              |     |         2024 EIP 
 Estimated Payout 
              ($) |
| J. Sprau  |     | 80.86%              |     |         $470,761 |
| S. Butz   |     | 80.86%              |     |         $247,457 |
| G. Barnes |     | 80.86%              |     |         $166,545 |
| B. Seki   |     | 80.86%              |     |         $163,197 |

We believe that establishing cash bonus opportunities helps us attract and retain qualified and highly skilled executives. The annual bonuses earned by the named executive officers under the 2024 EIP are intended to reward them for their positive impacts on corporate results. Upon the completion of this offering, the compensation committee will take a more significant role in this annual review and decision-making process. Other Cash Bonuses.From time to time, we may award sign-onbonuses. Sign-onbonuses are used when necessary to attract highly skilled officers to the Company. Generally, they are used to incentivize candidates to leave their current employers or may be used to offset the loss of unvested compensation they may forfeit as a result of leaving their current employers. No sign-onbonuses were paid to any named executive officer during 2024. Long-Term Equity-Based Compensation Series A Plan.We believe that equity-based compensation (i) is an important component of our executive compensation program and that providing a significant