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INCENTIVE COMPENSATION CLAWBACK POLICY OVERVIEW Weyerhaeuser Company (the Company) has adopted this incentive compensation clawback policy (the Policy) in order to ensure that incentive compensation

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How to fill out incentive compensation clawback policy

How to fill out incentive compensation clawback policy?

01

Determine the scope and objectives of the policy: Clearly define the circumstances under which the clawback provision will be activated and establish the goals and intentions behind implementing such a policy.

02

Identify eligible employees: Specify the employees who will be subject to the clawback provision. This may include top executives, high-level management, or individuals in roles with significant risk exposure.

03

Determine the triggering events: Define the events or behaviors that will activate the clawback provision. These may include financial restatements, unethical conduct, regulatory violations, or other misconduct that may result in financial harm to the organization.

04

Establish the clawback period: Decide on the timeframe during which the compensation can be clawed back. This can be a specific number of years following the payout or until certain obligations or performance targets are met.

05

Set the maximum amount to be clawed back: Specify the maximum limit on the amount of compensation that can be clawed back from an employee. This can be a percentage of the total compensation received or a fixed amount.

06

Outline the recovery process: Clearly define the steps and procedures for recovering the compensation, including the communication process with the employee, the timeline for repayment, and any legal or financial implications.

07

Seek legal and professional advice: Consult with legal and compensation experts to ensure the policy aligns with applicable laws, regulations, and industry best practices.

Who needs incentive compensation clawback policy?

01

Organizations with a high degree of financial risk exposure: Companies operating in industries with volatile markets, complex financial structures, or high levels of regulatory scrutiny may benefit from implementing an incentive compensation clawback policy to mitigate potential financial risks.

02

Organizations seeking to align executive compensation with long-term performance: Clawback policies can incentivize executives and employees to focus on sustainable growth and ethical behavior, as they understand that their compensation can be recouped in the event of certain negative outcomes.

03

Organizations aiming to enhance public trust and investor confidence: Implementing clawback policies demonstrates a commitment to accountability and responsible financial practices, which can improve the organization's reputation, attract investors, and build trust with stakeholders.

Note: It is important to consult with legal and compensation experts to tailor the policy to the specific needs and circumstances of the organization.

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