Company: CRL
Filing Date: 2025-04-02
Form Type: DEF 14A
Source: 0001104659-25-030908
Chunk: 88

Company: CHARLES RIVER LABORATORIES INTERNATIONAL, INC.
Filing Date: 2025-04-02
Form: DEF 14A
Chunk 88
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 | ​ | ​ | ​ |
| ​ | ​ | ​ | ​ | Level:                             | ​ | ​ | ​ | Amount of Base Salary Pay Continuations:              |   |   |   |                                                       |   |   |   |                                          | ​ | ​ | ​ | ​ | ​ |
| ​ | ​ | ​ | ​ | Executive Vice President and above | ​ | ​ | ​ | One year                                              | ​ | ​ | ​ | One year; additional 12 months mitigated severance    | ​ | ​ | ​ | Two years                                | ​ | ​ | ​ | ​ | ​ |
| ​ | ​ | ​ | ​ | Senior Vice President              | ​ | ​ | ​ | Six months                                            | ​ | ​ | ​ | One year                                              | ​ | ​ | ​ | One year; additional 12 months mitigated | ​ | ​ | ​ | ​ | ​ |
| ​ | ​ | ​ | ​ | Vice President                     | ​ | ​ | ​ | Six months                                            | ​ | ​ | ​ | Six months; additional six months mitigated severance | ​ | ​ | ​ | One year                                 | ​ | ​ | ​ | ​ | ​ |

The Executive Separation Plan provides executives with certain benefits continuing for the length of the severance payments (primarily health and welfare benefits), as well as reimbursement for specified outplacement services. Furthermore, executives who are participants in the EICP may be eligible for payouts in accordance with the terms and conditions of the EICP. Payments under the Executive Separation Plan are generally made “biweekly” (our normal payroll cycle), although if any of the payments or entitlements would constitute deferred compensation in accordance with Section 409A of the Code that might subject the officer to additional tax, interest, or penalties under Section 409A, then payment of such amounts will be delayed until the earlier of six months from the separation of service or the executive’s death. In exchange for these payments, the executive must execute a release agreement satisfactory to us that includes, among

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other things, an agreement not to compete with us or solicit our employees for one year following the executive’s separation. The Executive Separation Plan is not applicable to any executive who has entered into a written employment agreement providing for severance payments, although it is noted that Mr. Foster’s employment agreement incorporates provisions of the Executive Separation Plan therein. Each of the named executives is a participant in this plan. We updated our Executive Separation Plan, as