Company: LPX
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001104659-25-028584
Chunk: 73

Company: LOUISIANA-PACIFIC CORP
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 73
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’ cash value of LP’s welfare benefit plans, with the cash value of LP’s welfare benefit plans being determined as the estimated cost of continuing health, disability and life insurance coverage and other welfare benefits to the NEO and his or her family at the same level as in place at December 31, 2024, for a three-year period. This payment would be made in a lump sum. (10) As of December 31, 2024, only Mr. Southern was retirement-eligible pursuant to the terms of the award agreements for outstanding RSUs and PSUs awards granted under the 2022 Plan. (11) Assumes the employment of the NEO is terminated by LP or its successor without cause or by the NEO for good reason within 12 months following a change of control of LP. LOUISIANA-PACIFIC CORPORATION ● 2025 PROXY STATEMENT | 70

TABLE OF CONTENTS COMPENSATION OF EXECUTIVE OFFICERS (12) Assumes equity awards were not assumed in connection with the change of control. (13) As of December 31, 2024, only Mr. Southern was retirement-eligible pursuant to the terms of the Annual Incentive Plan. (14) Includes outplacement services valued at 10% of the NEO’s annual base salary. CEO PAY RATIO For the 2024 fiscal year, the ratio of the annual total compensation of W. Bradley Southern, LP’s CEO (“CEO Compensation”), to the median of the annual total compensation of all of LP’s employees and those of its consolidated subsidiaries other than its CEO (“Median Annual Compensation”) was 116 to 1. This ratio is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K using the data and assumptions summarized below. In this summary, the employee who received such Median Annual Compensation is referred to as the “Median Employee.” The SEC rules allow us to identify our Median Employee once every three years unless there has been a change in our employee population or employee compensation arrangements that we reasonably believe would result in a significant change in our pay ratio disclosure. For purposes of this disclosure, the date used to identify the Median Employee was October 1, 2023 (the “Determination Date”). We used the same Median Employee that was identified in the preparation of our pay ratio disclosure in 2024 because we believe there has been no change in our employee population or employee compensation arrangements that would result in a significant change to our pay ratio disclosure. CEO Compensation for purposes of this