DEF 14A of United Natural Foods Inc
Filed Nov 5, 2025 · FY20250001020859-25-000058
Proxy Materials
| Nonqualified Deferred Compensation—Fiscal 2025 | 52 | | CEO Pay Ratio | 52 | | Potential Payments Upon Termination or Change-in-Control | 52 | | Securities Authorized for Issuance Under Equity Compensation Plans | 54 | | PAY VS. PERFORMANCE | 55 | | PROPOSAL 2—RATIFICATION OF INDEPENDENT REGISTERED PUBLIC ACCOUNTING FIRM | 58 | | Fees Paid to KPMG LLP | 58 | | Policy on Audit Committee Pre-Approval of Audit and Permissible Non-Audit Services | 59 | | AUDIT COMMITTEE REPORT | 60 | | PROPOSAL 3—ADVISORY APPROVAL OF OUR EXECUTIVE COMPENSATION | 61 | | PROPOSAL 4—APPROVAL OF THE FIFTH AMENDED AND RESTATED 2020 EQUITY INCENTIVE PLAN | 62 | | Background | 62 | | Summary of the Fifth Amended and Restated 2020 Equity Incentive Plan | 64 | | Certain Federal Income Tax Consequences | 69 | | New Plan Benefits | 71 | | Historical Grants and Share Usage | 71 | | OTHER MATTERS | 73 | | Stock Ownership of Certain Beneficial Owners and Management | 73 | | Stockholder Proposals and Director Nominations for the Next Annual Meeting of Stockholders | 74 | | INFORMATION ABOUT THE MEETING | 76 | | Record Date and Share Ownership | 76 | | Submitting and Revoking Your Proxy | 76 | | How to Vote | 76 | | Broker Non-Votes and Proxy Solicitation | 77 | | Quorum | 77 | | Votes Required | 77 | | Attending the Annual Meeting | 78 | | Householding | 78 | | ANNEX A – FIFTH AMENDED AND RESTATED 2020 EQUITY INCENTIVE PLAN | A-1 | | ANNEX B – RECONCILIATION OF NON-GAAP PERFORMANCE METRICS | B-1 |
Director Nominees
Director Nominees Our business and affairs are managed under the direction of the Board of Directors (the Board). The Board currently consists of ten (10) Directors, nine (9) of whom are independent. Information about our current Directors and the Committees on which they serve is set forth below. Each Director serves a one-year term and has been nominated for re-election.
Director Nominees
| Name | Director Since | Audit | Compensation | Nominating and Governance | | Lynn S. Blake Independent | Sept 2023 | ✓ | — | ✓ | | Gloria R. Boyland Independent | Jan 2021 | — | ✓ | CHAIR | | J. Alexander (Sandy) Miller Douglas Chief Executive Officer | Aug 2021 | — | — | — | | Daphne J. Dufresne Independent | Oct 2016 | — | CHAIR | — | | Michael S. Funk Independent | Feb 1996 | — | — | — | | James M. Loree Independent | Sept 2023 | ✓ | — | — | | Shamim Mohammad Independent | Feb 2022 | ✓ | ✓ | — | | James L. Muehlbauer Independent | Apr 2019 | CHAIR | — | — | | James C. Pappas Independent | Sept 2023 | — | ✓ | ✓ | | Jack Stahl Independent Chair | Jun 2019 | — | — | ✓ |
Proposal 1—Election of Directors
Proposal 1—Election of Directors
Directors and Nominees for Director
Directors and Nominees for Director The Board currently consists of ten Directors, each of whose term will expire at the Annual Meeting. Mses. Blake, Boyland and Dufresne and Messrs. Douglas, Funk, Loree, Mohammad, Muehlbauer, Pappas and Stahl have been nominated to stand for election as Directors at the Annual Meeting to hold office until the next annual meeting of stockholders and until their successors are duly elected and qualified. Each nominee has indicated his or her willingness to continue to serve if elected by our stockholders. If any nominee should be unable to serve, the person acting under the proxy may vote the proxy for a substitute nominee. We have no reason to believe any of the nominees will be unable to serve if elected. We have included below information concerning the business experience and qualifications, and the age as of October 22, 2025, of each of our director nominees.
Directors and Nominees for Director
| The Board unanimously recommends that stockholders vote “FOR” each of the Director nominees. Proxies received by the Board will be voted “FOR” each of the Director nominees unless a contrary choice is specified in the proxy. |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| Lynn S. Blake | | Age: 60 | | Board Member since September 2023 | | Audit Committee Member | | Nominating and Governance Committee Member |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Ms. Blake served in various positions of increasing responsibility at State Street Global Advisors (SSGA), the investment management division of State Street Corporation, a financial services company, from 1987, including most recently as Executive Vice President and Chief Investment Officer of Global Equity Beta Solutions, until she retired in 2021. She also led Corporate Governance and Asset Stewardship, ESG Research and ESG data management while at SSGA, with a particular focus during the last two years on transformation. Ms. Blake served as a member of the Sustainability Accounting Standards Board’s (SASB) investment advisory group from 2016 to 2021. She currently is a member of the board of directors of WisdomTree, Inc., a global exchange-traded product sponsor and asset manager, where she serves as chair of the audit committee and a member of the compensation committee. Ms. Blake is National Association of Corporate Directors (NACD) Directorship Certified™ and has an NACD Certificate in Cyber-Risk Oversight. Skills and Qualifications: Ms. Blake has over thirty years of experience in the investment industry. Her deep financial and strategic expertise, as well as her institutional investor perspective, including her knowledge of environmental and social matters, bring valuable insight to our Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| Gloria R. Boyland | | Age: 65 | | Board Member since January 2021 | | Compensation Committee Member | | Chair of the Nominating and Governance Committee |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Ms. Boyland previously served on the Audit Committee from 2021 to 2023. Ms. Boyland is a retired senior executive of the FedEx Corporation, where she served as Corporate Vice President, Operations and Service Support from 2016 to 2020. While at FedEx, Ms. Boyland led advanced operations technology initiatives, electro mobility, network and fleet automation, service quality and customer experience improvements and new service offerings for the company. Prior to her tenure at FedEx, Ms. Boyland held leadership positions in various functions at GE Capital Corporation (GE), including Six Sigma Quality, mergers and acquisitions and acquisition integration. She also practiced for eight years as a commercial transactions and investment attorney at GE. Ms. Boyland currently serves on the boards of directors of Vontier Corporation, an industrial manufacturing company, and Aurora Innovation, Inc., a self-driving vehicle technology company, and previously served as a member of the boards of directors of Chesapeake Energy Corporation and UMRF Ventures, Inc. She has also served as a trustee of the Memphis Brooks Museum of Art since 2020 and a director of Methodist Le Bonheur Healthcare since October 2025. In 2016, Ms. Boyland was appointed to the U.S. DOT Advisory Committee on Automation in Transportation. Prior to serving on its board, Ms. Boyland served as a strategic advisor to Aurora Technologies, LLC. Skills and Qualifications: Ms. Boyland’s extensive experience leading operational transformation and customer service at global companies, coupled with her leading-edge, future-focused logistics and supply chain knowledge, make her a valuable member of our Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| J. Alexander Miller Douglas | | Age: 64 | | Board Member since August 2021 | | UNFI Chief Executive Officer |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Douglas has served as our Chief Executive Officer and a member of our Board since August 2021. He most recently served as the Chief Executive Officer of Staples, Inc. (Staples), an office retail company, from April 2018 to June 2021, which included leading that company’s business-to-business distribution platform. Prior to Staples, Mr. Douglas served as President of Coca-Cola North America, the flagship market of The Coca-Cola Company (Coca-Cola) and a $10 billion revenue business that includes finished goods, juice and foodservice businesses, until February 2018, overseeing all aspects of its consumer and business-to-business operations. During Mr. Douglas’s 30-year tenure at Coca-Cola, he also served as Global Chief Customer Officer and held a variety of positions across sales and marketing. Mr. Douglas began his career at The Procter & Gamble Company in sales and sales management positions. Since May 2020, Mr. Douglas has served as a member of the board of directors of Wawa Inc., a leading convenience retailer in the Eastern United States. Skills and Qualifications: Mr. Douglas’s experience at large public companies, including his extensive experience leading consumer and business-to-business-to-consumer distribution operations and leadership development, brings valuable insight to the Board beyond the knowledge and insight he brings from being our Chief Executive Officer.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| Daphne J. Dufresne | | Age: 53 | | Board Member since October 2016 | | Chair of the Compensation Committee |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Ms. Dufresne previously served on the Nominating and Governance Committee from 2016 to 2021 and the Audit Committee from 2017 to 2018. Ms. Dufresne has been a Managing Partner of Awani Capital Management, a private equity firm, since April 2025. Prior to that position, Ms. Dufresne was a Managing Partner of GenNx360 Capital Partners, a venture capital firm that specialized in acquisition, buyouts and turnaround of underperforming businesses, from January 2017 to October 2024. Ms. Dufresne was previously a Managing Director of RLJ Equity Partners, a private equity fund, from December 2005 to June 2016. Ms. Dufresne participated in building the RLJ investment team, raising capital to fund its operations and constructing a partnership with The Carlyle Group, a global private equity firm. Prior to that role, Ms. Dufresne was a Venture Partner during 2005 with Parish Capital Advisors, an investment fund for emerging and experienced institutional investors and a Principal from 1999 to 2005 at Weston Presidio Capital, a private equity organization. She also served as Associate Director in 1997 in the Bank of Scotland’s Structured Finance Group. Ms. Dufresne previously served as a director of Condor Hospitality Trust, Inc. from June 2015 to September 2022. Skills and Qualifications: Ms. Dufresne’s professional experience, including her role as an equity investor for over 25 years, brings valuable knowledge and insight to our Board. Ms. Dufresne is very familiar with conducting due diligence, negotiating purchase and sale agreements and leading the Board during these processes. She also possesses experience in owning and managing enterprises like our Company and is familiar with corporate finance, strategic business planning activity and general issues that are important to stockholders.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| Michael S. Funk | | Age: 71 | | Board Member since February 1996 |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Funk served as Chair of the Board from January 2003 to December 2003 and again from September 2008 to December 2016. Mr. Funk served as our President and Chief Executive Officer from October 2005 to September 2008. Mr. Funk also served as Vice Chair of the Board from February 1996 until December 2002, as our Chief Executive Officer from December 1999 until December 2002 and as our President from October 1996 until December 1999. Until January 1, 2019, Mr. Funk served as an executive advisor to the Company. From its inception in July 1976 until April 2001, Mr. Funk served as President of Mountain People’s Warehouse, Inc., now known as United Natural Foods West, Inc., one of the Company’s wholly owned subsidiaries. Mr. Funk served on the board of Amy’s Kitchen from April 2023 to January 2024. Skills and Qualifications: Mr. Funk’s extensive knowledge of our industry through his past service as our Chief Executive Officer brings to the Board valuable insight and a strong understanding of the natural and organic products distribution business. His deep institutional knowledge of our business and industry is valuable to the Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| James M. Loree | | Age: 67 | | Board Member since September 2023 | | Audit Committee Member |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Loree has served as Chief Executive Officer of Serta Simmons Bedding (Serta) since July 2024 and a member of the board of directors of Serta since July 2023. Prior to Serta, Mr. Loree served as President and CEO of Stanley Black & Decker, Inc. (Stanley Black & Decker), a leading industrial and consumer products company, from 2016 to 2022. Mr. Loree served as President and COO of the company from 2013 to 2016; COO from 2009 to 2013; EVP and CFO from 2002 to 2009; and VP and CFO from 1999 to 2002. Prior to joining Stanley Black & Decker, Mr. Loree held positions of increasing responsibility in financial and operating management in business, corporate, and financial services at General Electric Company from 1980 to 1999. Mr. Loree served as a director of Stanley Black & Decker from 2016 to 2022 and Harsco Corporation from 2010 to 2016. He was chair of Harsco’s audit committee from 2012 to 2016. Mr. Loree currently serves on the board of Whirlpool Corporation, where he is a member of the audit committee and finance committee. Skills and Qualifications: Mr. Loree is a seasoned transformational leader with more than four decades of experience across two global diversified industrial and consumer products businesses. His extensive experience in finance, operations, supply chain and logistics, risk management, sustainable business practices and corporate governance, as well as broad expertise across the consumer sector, are a valuable addition to our Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| Shamim Mohammad | | Age: 56 | | Board Member since February 2022 | | Audit Committee Member | | Compensation Committee Member |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Mohammad currently serves as Executive Vice President and Chief Information and Technology Officer at CarMax Inc. (CarMax), the largest used car retailer in the United States, third largest wholesaler of used cars in the United States and a leading auto finance company, a position he has held since April 2021. Prior to then, he held various senior technology roles of increasing responsibility at CarMax since 2012. Prior to joining CarMax, Mr. Mohammad held information technology leadership roles at BJ’s Wholesale Club Inc., Blockbuster, Inc. and TravelClick, Inc. In 2020, MIT Sloan selected Mr. Mohammad as the recipient of the CIO Leadership Award, which recognizes CIOs who lead their organizations to deliver exemplary levels of business value through the innovative use of technology. Mr. Mohammad is a registered CPA and is National Association of Corporate Directors (NACD) Directorship CertifiedTM. Skills and Qualifications: Mr. Mohammad’s experience overseeing the strategic use of technology at various companies throughout his career and his role in leading CarMax through a massive digital transformation in all areas of its business bring valuable insight to our Board as we navigate our own strategic initiatives. He has strong financial oversight experience and brings with him a wealth of financial expertise. Mr. Mohammad’s proven track record in strategic leadership, development of forward-thinking technology solutions and business transformation make him a valuable member of our Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| James L. Muehlbauer | | Age: 64 | | Board Member since April 2019 | | Chair of the Audit Committee |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Muehlbauer previously served as a member of the Nominating and Governance Committee from 2019 to 2020 and the Compensation Committee from 2020 to 2023. Mr. Muehlbauer is a retired former executive officer of The Valspar Corporation, an American manufacturer of paint and coatings, where he served as the Executive Vice President, Chief Financial and Administrative Officer from 2013 to 2017. Prior to that role, Mr. Muehlbauer served as Executive Vice President and Chief Financial Officer of Best Buy Co., Inc. from 2007 to 2013. Skills and Qualifications: Mr. Muehlbauer’s extensive finance, commercial and leadership experience with complex, multinational organizations provides him with background and experience in strategic planning, financial oversight, and large-scale business transformations. Mr. Muehlbauer’s knowledge and experience in broad strategic transitions and large-scale integration efforts are a valuable addition to our Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| James C. Pappas | | Age: 44 | | Board Member since September 2023 | | Nominating and Governance Committee Member | | Compensation Committee Member |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Pappas founded JCP Investment Management in Houston in June 2009 and is the Managing Member and owner of the firm. From 2007 until 2009, he was a private investor, in addition to consulting with several businesses. From 2005 until 2007, he worked in the Investment Banking/Leveraged Finance Division of Goldman Sachs, where he advised private equity groups and corporations on appropriate leveraged buyout, recapitalization and refinancing alternatives. Prior to that, he was an investment banker at Banc of America Securities, where he focused on consumer and retail investment banking. Mr. Pappas has served on the board of directors of Panera Brands Inc., which includes the fast casual concept Panera Bread, Einstein Bros. bagels and its regional brands and Caribou Coffee, since May 2025 and the board of directors of Red Robin Gourmet Burgers, Inc., a casual dining restaurant chain, since December 2024. He has been the chairman of the board of directors of Innovative Food Holdings, Inc., a direct-to-chef and restaurant specialty food platform, since 2023, and a director since 2020. Mr. Pappas served as a director of Tandy Leather Factory, Inc., a specialty retailer and wholesale distributor of leather and leather related products, from 2016 to January 2025. Mr. Pappas has previously served on the boards of several public companies, including food-related businesses such as Jamba, Inc., The Pantry, Inc., and Morgan’s Foods, Inc. He currently also serves as Secretary for the Endowment Advisory Board of the Annunciation Greek Orthodox Church in Houston and on the Methodist Hospital Gastro Division’s Advisory Board in Houston. Skills and Qualifications: Mr. Pappas’s thorough understanding of restaurant and food businesses, in addition to his expertise in corporate finance and experience on several public company boards, make him a valuable addition to our Board.
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
| Jack Stahl | | Age: 72 | | Board Member since June 2019 | | Independent Chair | | Nominating and Governance Committee Member |
Nominees for Election as Directors for a Term Expiring at the Next Annual Meeting
Mr. Stahl previously served as a member of the Compensation Committee from 2019 to 2020, Chair of the Compensation Committee from 2020 to 2021 and a member of the Audit Committee from 2021 to 2023. Mr. Stahl served as a member of the board of Catalent, Inc., a contract manufacturing and development company for drugs, biologics and consumer health products, from August 2014 to December 2024. Mr. Stahl previously served as President and Chief Executive Officer of Revlon Inc. (Revlon), a multinational cosmetics, skin care, fragrance and personal care company, from 2002 until his retirement in 2006. Prior to joining Revlon, Mr. Stahl served as President and Chief Operating Officer of The Coca-Cola Company (Coca-Cola) from 2000 to 2001 after previously serving in various management positions of increasing responsibility, including Chief Financial Officer, during a tenure with Coca-Cola which began in 1979. Additionally, he formerly served on the boards of Advantage Solutions LLC, Schering-Plough Corporation, Dr Pepper Snapple Group, Saks, Inc., Coty Inc. and Ahold Delhaize, and was chairman of the board of managers of New Avon LLC. Skills and Qualifications: Mr. Stahl has extensive leadership and significant board experience. Mr. Stahl has a long-term record of profit and value driving performance in both stable and turnaround operating environments and significant experience with complex, large, and dynamic organizations. At Coca-Cola and Revlon, he gained significant skills and general management experience in building brands, maximizing customer relationships, and reducing costs, which bring valuable insight to the Board.
Majority Vote Standard for Election of Directors
Majority Vote Standard for Election of Directors Our Bylaws provide for a majority voting standard for the election of Directors in an uncontested election. If the number of nominees exceeds the number of Directors to be elected in an election (a contested election), Directors will be elected by a plurality standard. When the number of nominees does not exceed the number of Directors to be elected (an uncontested election), however, as is the case for this Annual Meeting, our Bylaws require each of the Directors to be elected by a majority of the votes cast (that is, the number of shares voted “for” a Director must exceed the number of shares voted “against” that Director). If a nominee who is serving as a Director is not elected at the Annual Meeting, under Delaware law the Director would continue to serve on the Board as a “holdover director.” However, under our Bylaws, any Director who fails to be elected must offer to tender his or her resignation to the Board. The Nominating and Governance Committee would then make a recommendation to the Board whether to accept or reject the resignation, or whether other action should be taken. The Board will act on the Nominating and Governance Committee’s recommendation and publicly disclose its decision and the rationale behind it within 90 days from the date the election results are certified. The Director who offers to tender his or her resignation will not participate in the Board’s decision or the Nominating and Governance Committee’s deliberations (if the Director is a member of that Committee). All nominees for election as Directors at the Annual Meeting are currently serving on the Board.
Director Compensation
Director Compensation The Board and the Compensation Committee review and determine compensation for our non-employee Directors, based in part on a review of the annual Director Compensation Survey prepared by the National Association of Corporate Directors and other reputable sources, as well as with the input from the Compensation Committee’s independent consultant, based on benchmarking of comparable peer company director compensation. The Compensation Committee and the Board believe that we should fairly compensate non-employee Directors for work required in a company of our size and scope and that our compensation program for non-employee Directors should be designed to drive long-term value creation for our stockholders. Our non-employee Director stock ownership guidelines, which are discussed in greater detail below, require our Directors to hold a substantial amount of our stock during their tenure as Directors, thereby directly aligning the interests of our non-employee Directors with those of our stockholders. Mr. Douglas, our CEO, does not receive separate compensation for service on our Board.
Non-Employee Director Compensation
Non-Employee Director Compensation The components of our non-employee Director compensation are annual cash retainers and awards of time-based restricted stock units (RSUs), which vest one year from the date of grant of the award. Each non-employee Director is also reimbursed for direct expenses (e.g. travel, hotel and meals) incurred in connection with his or her attendance at Board and Committee meetings. In December 2024, the Compensation Committee, after reviewing certain benchmarking information and in consideration of when the Board last approved an increase, recommended, and the Board approved, an increase in the annual cash retainer for non-employee Directors of $5,000, and for the Independent Chair of $25,000, both of which were effective January 2025, and an increase in the annual equity grants of $5,000, effective in fiscal 2026. Accordingly, non-employee director compensation is as follows: •Annual cash retainer of: ◦$110,000 for serving as a Director; ◦$150,000 for serving as Independent Chair; ◦$30,000 for serving as the Chair of the Audit Committee; ◦$20,000 for serving as Chair of the Compensation Committee; and ◦$20,000 for serving as Chair of the Nominating and Governance Committee. •Annual equity grant of RSUs having a value, based on the stock price on the date of grant, of $175,000 for serving as a Director.
Director Compensation Table—Fiscal 2025
Director Compensation Table—Fiscal 2025 The following table summarizes compensation provided to each individual who served as a non-employee Director during fiscal 2025.
Director Compensation
Director Compensation
Director Compensation
| Name | Fees Earned or Paid in Cash ($)(1) | Stock Awards ($)(2) | All Other Compensation ($)(3) | Total ($) | | Lynn S. Blake | 108,750 | 170,000 | — | 278,750 | | Gloria R. Boyland(4) | 125,163 | 170,000 | — | 295,163 | | Denise M. Clark(5) | 25,843 | — | 10,000 | 35,843 | | Daphne J. Dufresne | 128,750 | 170,000 | — | 298,750 | | Michael S. Funk | 108,750 | 170,000 | — | 278,750 | | James M. Loree | 108,750 | 170,000 | | 278,750 | | Shamim Mohammad | 108,750 | 170,000 | — | 278,750 | | James L. Muehlbauer | 138,750 | 170,000 | — | 308,750 | | James C. Pappas | 108,750 | 170,000 | — | 278,750 | | Jack Stahl | 252,500 | 170,000 | — | 422,500 |
Director Compensation
(1)This column shows the amount of cash compensation earned in fiscal 2025 for service on the Board, its Committees and as Independent Chair. (2)The amounts contained in this column represent the grant date fair value for the RSUs granted in fiscal 2025 calculated in accordance with Financial Accounting Standards Board Accounting Standards Codification 718, Stock Compensation (ASC 718). The grant date fair value for RSUs is calculated based on the closing price of our common stock on the NYSE on the date of grant. As of August 2, 2025, each non-employee Director held 6,486 unvested RSUs. (3)The amount shown reflects a donation made by the Company in honor of Ms. Clark to a charitable organization of her choice in connection with her retirement from the Board. (4)Ms. Boyland received a prorated payment for her role as Chair of the Nominating and Governance Committee beginning on December 6, 2024. (5)Ms. Clark received a prorated payment for her service on the Board until December 17, 2024, and a prorated payment for her role as Chair of the Nominating and Governance Committee until December 5, 2024.
Key Compensation Highlights from Fiscal 2025
| •Earned nearly 94% support from our stockholders for our Say-on-Pay vote in December 2024. •Added Free Cash Flow as a metric to the short- and long-term incentive plans in fiscal 2025. This key metric influences our ability to invest for future growth, pay down debt and drive operational excellence. Our plans remain diversified as Free Cash Flow is balanced by the use of additional metrics in each plan. •Received consistent positive feedback on our compensation program from our stockholder engagement sessions. •Reinforced pay for performance philosophy and an emphasis on debt reduction, with above target performance and short-term incentive payouts at ~121% for fiscal 2025, based on performance against Adjusted EBITDA and Free Cash Flow goals. •Fiscal 2023-2025 performance share units (PSUs) paid out at 45% of target, reflecting strong pay for performance alignment; only one of two metrics achieved payout against robust targets, and the Relative TSR modifier resulted in a 10% payout reduction. •Modest merit increases for certain executives for fiscal 2025. •Updated peer group to remove Rite Aid and CDW and add Tyson Foods; currently consists of 17 companies that the Compensation Committee believes adds statistical reliability and reduced volatility year-to-year when informing executive pay. •Target pay mix continues to be weighted heavily in variable and at-risk pay (88% CEO and 75% for average NEOs). •No discretionary adjustments to recently separated executives; payouts based on terms of agreements. |
Say-on-Pay Vote, Investor Engagement and Responsive Action
| WHAT WE HEARD | | WHAT WE DID | | Preference for performance-based, at-risk compensation | → | Equity grants are more heavily weighted to performance at 60% performance-based restricted stock units (PSUs) and 40% time-based restricted stock units (RSUs) (compared to 50/50 equal weightings in prior years). | | Continued alignment of short-term incentive (STI) and long-term incentive (LTI) plan metrics with key strategic priorities | → | Replaced the Net Sales metric in the STI plan for fiscal 2025 with Free Cash Flow, which is aligned with our multi-year strategy and helps improve our overall balance sheet. The plan is still based in part on Adjusted EBITDA. | | | → | Replaced the adjusted ROIC metric in the LTI plan for fiscal 2025 with Free Cash Flow weighted at 40% and reweighted Core Adjusted EPS at 60%. | | Preference for cumulative 3-year targets in our LTI plan | → | Changed our target setting process for both metrics in our LTI plan to be measured on a 3-year cumulative basis, rather than three pre-set annual targets, and put a cap of 200% on our PSU program, inclusive of any Relative TSR modifier that may be incorporated. |
Say-on-Pay Vote, Investor Engagement and Responsive Action
| WHAT WE HEARD | | WHAT WE DID | | Consideration of the dilutive impact of equity awards | → | We are mindful of the effect of benchmark-level grants and our comparatively low number of outstanding shares on the dilutive impact of our equity awards. See Proposal 4 for more information on actions we have taken to address dilution. | | | → | In fiscal 2025, we granted share-settled RSUs to only senior level employees and above. The remaining equity eligible population received cash-settled RSUs, conserving approximately 900,000 shares and reducing our burn rate by approximately 1.5%. | | | → | We have maintained disciplined grant practices reflective of market practices. See “Executive Compensation Tables—Securities Authorized for Issuance under our Equity Compensation Plans” for more information. | | | → | In September 2022, our Board approved a share buyback program which provides an opportunity to help offset dilution; approximately 1.9 million shares have been repurchased to date. | | Disfavor special severance arrangements with departing executive officers | → | Beginning in fiscal 2026, upon expiration of existing severance agreements, our executives are subject to an executive severance plan and other policies and programs that specify the benefits payable to executive officers upon a separation of employment, the terms of which have been fully disclosed to our stockholders. | | | → | No discretionary payments were made to recently departed officers. |
Executive Compensation Program Highlights
| | WHAT WE DO | | ✓ | Our NEO pay is aligned with financial performance, with variable, performance-based pay constituting 88% (CEO) and 75% (Avg. NEOs) compensation at target in fiscal 2025. | | ✓ | We grant incentive compensation based on rigorous performance conditions and peer group comparisons. | | ✓ | Performance-based incentive awards are tied 100% to pre-established financial goals and long-term strategy; any adjustments to performance targets and conditions impacting payouts are considered by the Compensation Committee in accordance with pre-established guidelines. | | ✓ | Our Compensation Committee engages an independent compensation consultant to advise on our compensation program. | | ✓ | Our change in control severance benefits are double-trigger and provide for market multiples of 2 to 2.5 (CEO only) and cover only executive officers and small groups of officers under pre-existing agreements. | | ✓ | Severance agreements for executives other than CEO are limited to 1x multiple of base and bonus and cover only executive officers and a small group of officers under pre-existing agreements in exchange for restrictive covenants; moving to executive severance plan for executive officers starting in fiscal 2026. | | ✓ | Enhanced disclosures of compensation program and pay for performance objectives, including the “why” for each component of compensation. | | ✓ | In addition to the NYSE-mandated executive clawback policy, we have a policy for recoupment of performance-based compensation. Our executive officers and other senior officers are subject to our clawback policies, which permit the Board to require forfeiture of both performance-based and time-based incentive compensation in the event of misconduct causing reputational harm or a financial restatement. | | ✓ | We have robust stock ownership guidelines for NEOs and certain other officers. | | ✓ | LTI awards aligned to market; one-year minimum vesting period and better defined death, disability and retirement treatment to create a uniform approach for equity participants. | | ✓ | We require employment and post-employment covenants (including non-compete, non-solicitation and assignment of intellectual property) for executive officers and all equity and bonus participants, unless prohibited by law. |
Executive Compensation Program Highlights
| | WHAT WE DON’T DO | | ✗ | No employment agreements with any executive officers (including CEO). | | ✗ | No uncapped incentive opportunities. | | ✗ | No change in control agreements are expected to be extended beyond executive officers and the existing group. | | ✗ | No excessive executive-level severance benefits. | | ✗ | No tax gross-ups of severance or change in control payments. | | ✗ | No hedging or short sales of our stock and no pledging by certain employees, including executive officers. | | ✗ | No excessive perquisites. | | ✗ | No supplemental retirement benefits. | | ✗ | No guaranteed bonuses. | | ✗ | No incentives that motivate excessive risk-taking. |
Role of the Compensation Committee
Role of the Compensation Committee The Compensation Committee is responsible for establishing, implementing and monitoring our executive compensation program and its adherence to our compensation philosophy. The Compensation Committee approves the performance thresholds and the financial and strategic performance metrics applicable to executive officers under our annual cash incentive plan as described in “Components of Our Executive Compensation Program for Fiscal 2025—Performance-Based Annual Cash Incentive Compensation” and sets performance metrics applicable to the performance-based component of our long-term equity incentive plan as described in “Components of Our Executive Compensation Program for Fiscal 2025—Long-Term Equity-Based Incentive Program.” The Compensation Committee is responsible for approving our employment policies and agreements impacting executive officers. The Compensation Committee also evaluates actual performance against the established goals and determines appropriate levels of compensation for our executive officers. The Compensation Committee makes all decisions with respect to, and approves, compensation for our executive officers, including base salary, annual cash incentive, long-term equity incentive and benefits, except that the compensation of our CEO is further reviewed and approved by the independent members of our Board. As part of the compensation approval process for our executive officers, the Compensation Committee considers the views and recommendations of Management, particularly our CEO. For our CEO, we have established an annual performance evaluation process, which includes a self-assessment by the CEO and a formal performance assessment by the full Board consisting of both quantitative and qualitative assessments, which is reviewed by the Nominating and Governance Committee, and considered by the Compensation Committee and the Board in setting the CEO’s annual compensation. In setting the nature, type and level of compensation for all of our executive officers, the Compensation Committee considers the recommendation of its independent compensation consultant as described in greater detail below.
Role of Independent Compensation Consultant
Role of Independent Compensation Consultant The Compensation Committee selected and directly retained FW Cook to provide independent, third-party advice and expertise on all aspects of executive compensation and related corporate governance matters, including input on our executive compensation program for fiscal 2025. FW Cook provided guidance related to our incentive plan design, reviewed our Compensation Discussion and Analysis and associated disclosures and summarized and provided perspectives on market developments related to executive compensation, including regulatory requirements and related disclosures. FW Cook only provides services to the Compensation Committee. It does not provide any services to Management. The Compensation Committee assessed the independence of FW Cook pursuant to SEC and NYSE rules, as described below, and concluded that no conflict of interest exists that would prevent FW Cook from serving as an independent consultant to the Compensation Committee. As mentioned above, the Compensation Committee analyzed whether the work of FW Cook as its compensation consultant raises any conflict of interest. The Compensation Committee determined that the work of FW Cook and the individual compensation advisors employed by FW Cook as compensation consultant to the Compensation Committee does not create any conflict of interest. The Compensation Committee will continue to monitor the independence of its compensation consultant on an annual basis. The Compensation Committee also annually evaluates the independence, performance, scope of work and fees, and other key elements of this relationship under a pre-approval policy pursuant to which fees are ultimately approved. In the future, the Compensation Committee may retain other similar consultants.
Competitive Marketplace Assessment
Competitive Marketplace Assessment In making compensation decisions, the Compensation Committee periodically, generally annually in September, reviews all elements of total compensation for our executive officers compared to those in similar positions with substantially similar responsibilities at “peer” organizations, i.e., those organizations with similar characteristics to our Company generally (Comparator Group). However, the breadth and depth of our executives’ responsibilities are not always fully comparable to those of our peers. Due to the nature of our business, there are ongoing challenges in developing an appropriate mix of companies to include in our Comparator Group, including that few of our direct peers are publicly traded, the complex nature of our business, in particular as it relates to our margin profile, and the structure of our Management team and their responsibilities. In developing our Comparator Group, we consider companies with the following characteristics, including those we would consider recruiting talent from: •Size and scale of operations (e.g., revenues, market capitalization, EBITDA margin); •Companies in wholesale/distribution industry; •Various business characteristics (e.g., U.S. securities exchange listings, high volume/low margin); and •Other characteristics (e.g., M&A activity, proxy advisory peers, peers of peers, reverse peers). For fiscal 2025, FW Cook recommended that we remove Rite Aid (bankruptcy) and CDW (high market capitalization, dissimilar margins) and add Tyson Foods (similar operations and margin profile as UNFI) to our peer group. In setting compensation for our NEOs for fiscal 2025, the Compensation Committee also considered Willis Towers Watson Retail/Wholesale survey data for companies in the retail/wholesale distribution sector with revenues comparable to ours, in addition to the companies in the table below, that constitute our Comparator Group. The Compensation Committee believes this group of companies, together with consideration of the industry survey data referenced above, provides a meaningful perspective of current pay practices and levels, as well as overall compensation trends. There were no changes made for fiscal 2026.
Competitive Marketplace Assessment
| Food- and Distribution-Related Companies of Comparable Size | | | | | Company | GICS Sub-Industry | Revenue ($ in millions) | Market Value ($ in millions) | | Arrow Electronics | Technology Distributors | 28,500 | 6,506 | | Avnet | Technology Distributors | 22,201 | 4,555 | | BJ’s Wholesale | Consumer Staples Merchandise Retail | 20,912 | 12,870 | | C.H. Robinson | Air Freight and Logistics | 17,013 | 15,198 | | Genuine Parts | Distributors | 23,771 | 19,380 | | Henry Schein | Health Care Distributors | 12,773 | 8,438 | | Insight Enterprises | Technology Distributors | 8,356 | 4,096 | | Owens & Minor | Health Care Distributors | 10,758 | 378 |
Competitive Marketplace Assessment
| Food- and Distribution-Related Companies of Comparable Size | | | | | Company | GICS Sub-Industry | Revenue ($ in millions) | Market Value ($ in millions) | | Performance Food Group | Food Distributors | 59,899 | 15,871 | | Pilgrim’s Pride | Packaged Foods and Meats | 18,177 | 10,559 | | SpartanNash | Food Distributors | 9,693 | 907 | | Sysco | Food Distributors | 81,370 | 38,482 | | TD SYNNEX | Technology Distributors | 60,007 | 12,211 | | Tyson Foods | Packaged Foods and Meats | 54,146 | 20,201 | | The Andersons | Food Distributors | 11,539 | 1,389 | | US Foods | Food Distributors | 38,652 | 17,473 | | WESCO International | Trading Companies and Distributors | 22,232 | 10,698 | | Summary Statistics (n=17) | | | | | 75th Percentile | | 38,652 | 15,871 | | Median | | 22,201 | 10,698 | | 25th Percentile | | 12,773 | 4,555 | | United Natural Foods, Inc. | Food Distributors | 31,784 | 1,713 | | Percentile Rank | | 71P | 13P | | Source: S&P Capital IQ. Peer Total Revenue = trailing 12 months; Market Value as of August 29, 2025. | | | |
Competitive Marketplace Assessment
The Compensation Committee considers a variety of factors when making decisions regarding the recruitment, retention and motivation of our executives. These factors, as they relate to setting target executive compensation opportunities, primarily include: Based on this information and the input from FW Cook, the Compensation Committee members analyze each NEO’s target total direct compensation and set it at a level that is reasonable, competitive and appropriately balances the objectives of our compensation program.
Components of Our Executive Compensation Program for Fiscal 2025
| Component | | | Link to Compensation Philosophy & Shareholder Value | | Near / Short-Term Incentive | Fixed | Base Salary | Provides a competitive level of fixed compensation aligned with roles, responsibilities and individual performance to attract and retain top talent. | | | At-Risk/Performance-Based | Annual Incentive Plan | At-risk, variable pay to motivate our executives to achieve short-term (annual) business objectives within appropriate risk parameters. | | Long-Term Incentive | | PSUs | At-risk, variable pay that motivates our executives to focus on multi-year operational performance and increasing stockholder value that includes a 3-year relative TSR modifier. PSU awards provide a significant stake in the long-term financial success of UNFI that is aligned with shareholder interests and also acts as a long-term retention tool. | | | | RSUs | At-risk competitive pay that assists in attracting and retaining top talent. |
Base Salary
Base Salary In determining base salaries for fiscal 2025, the Compensation Committee considered data from the Willis Towers Watson Retail/Wholesale survey, proxy statement data from the Comparator Group and other individual factors described above. Base salaries were generally targeted at the median of the applicable data sources. Mr. Douglas’s salary was set in fiscal 2022 upon his hiring and was aligned with market midpoint for the Comparator Group. He did not receive any increases to his base salary from his hire date through fiscal 2025. Ms. Benedict and Mr. Martin each received a modest salary increase in fiscal 2025 after there were no salary increases awarded in fiscal 2024. Mr. Bushway’s salary increase includes an increase upon his promotion to his current executive role in January 2025. Mr. Tarditi was not eligible for a pay increase given his start date in fiscal 2024. Set forth below are the fiscal 2024 and fiscal 2025 base salaries for the NEOs and the percentage change between periods.
Performance-Based Annual Cash Incentive Compensation
Performance-Based Annual Cash Incentive Compensation Performance Metrics. For the fiscal 2025 annual cash incentive plan, the Compensation Committee approved the metrics Adjusted EBITDA and Free Cash Flow. Free Cash Flow replaced the Net Sales metric that was used in prior years, as we believe Free Cash Flow will be a key metric that influences our ability to invest for future growth, pay down debt and drive operational excellence. We believe using Adjusted EBITDA as a performance metric for our fiscal 2025 plan was aligned with our strategy and designed to focus our executive officers on profitable growth in core operational performance and rewarded all officers for achievement of this important driver of overall financial performance. However, Adjusted EBITDA must meet minimum threshold performance before any payouts with respect to any other metric could occur. For information on how we calculate Adjusted EBITDA and Free Cash Flow, each a non-GAAP metric, and a reconciliation of Adjusted EBITDA to net income and Free Cash Flow to cash provided by operating activities, see Annex B. Performance-Based Annual Cash Incentive Targets (Potential Payouts). For our NEOs, the annual cash award targets, or potential payouts, for fiscal 2025 at threshold, target and stretch Company-wide performance levels were set as percentages of base salary earned, and prorated if applicable to changes in base salary over the fiscal year, as follows:
Performance-Based Annual Cash Incentive Compensation
| | Applicable Targets as % of Fiscal 2025 Salary | | | | Named Executive Officer | Threshold (50% Payout) | Target (100% Payout) | Stretch (150% Payout) | | Sandy Douglas | 75.0% | 150.0% | 225.0% | | Matteo Tarditi | 50.0% | 100.0% | 150.0% | | Danielle Benedict | 42.5% | 85.0% | 127.5% | | Mark Bushway(1) | 47.0% | 94.0% | 141.1% | | Louis Martin | 50.0% | 100.0% | 150.0% | | Andre Persaud | 42.5% | 85.0% | 127.5% |
Performance-Based Annual Cash Incentive Compensation
(1)Reflects Mr. Bushway’s prorated target bonus based on his prior role at 85% and his promotion to his current role at 100% of base salary. For example, if the Company achieved its performance at the threshold level, Mr. Douglas’s cash incentive would be an amount equal to 75% of his base salary; at target level, he would receive a cash incentive in an amount equal to 150% of his base salary; and at the stretch level he would receive an award equal to 225% of his base salary. The actual payout depends, however, on whether the Company met the threshold performance level for Adjusted EBITDA. If performance were below the threshold level, there would be no payout. Performance Target. In setting the performance targets for fiscal 2025, the Compensation Committee reviewed historical levels of performance, expected initiatives in connection with our refreshed multi-year strategy, capital expenditures and productivity initiatives, a desire to support our growth and long-term operating results, the competitive environment and ongoing uncertainty in the macro-environment. In establishing the intended degree of difficulty of the payout level for Adjusted EBITDA, the Compensation Committee considered that we had just completed a transition year where we grew Adjusted EBITDA significantly from our fourth quarter fiscal 2023 run rate and set the performance targets at levels that required successful execution of our refreshed strategic plan, including several initiatives that would require significant effort in new capabilities to execute, as well as meaningful year- over- year growth for payouts to occur. In establishing the target for Free Cash Flow, the Compensation Committee considered the fact that it was a new metric, while seeking to drive accountability and management focus with a target that required significant year-over-year growth. The Compensation Committee believed that the initial targets related to “threshold” performance were achievable in light of budgeted expectations, but the payouts for “target” performance and “stretch” performance each required successful execution of significant operational and efficiency improvement initiatives, after taking into account the factors noted above. Determination of Performance-Based Annual Cash Incentive Plan Payouts. Annual cash incentive plan goals for NEOs for fiscal 2025 were set by the Compensation Committee at the following amounts for Messrs. Douglas, Tarditi, Bushway and Martin and Ms. Benedict:
Performance-Based Annual Cash Incentive Compensation
| Performance Metric (in millions) | Weight | Threshold | Target | Stretch | Threshold Payout | Target Payout | Stretch Payout | | Adjusted EBITDA | 60% | $510 | $550 | $600 | 50% | 100% | 150% | | Free Cash Flow | 40% | $75 | $150 | $200 | 50% | 100% | 150% |
Performance-Based Annual Cash Incentive Compensation
For Mr. Persaud, his annual cash incentive metrics included total Company Adjusted EBITDA and Free Cash Flow plus Retail Adjusted EBITDA and Retail Free Cash Flow to drive performance in his specific business unit metrics:
Performance-Based Annual Cash Incentive Compensation
| Performance Metric (in millions) | Weight | Threshold | Target | Stretch | Threshold Payout | Target Payout | Stretch Payout | | Adjusted EBITDA | 20% | $510 | $550 | $600 | 50% | 100% | 150% | | Free Cash Flow | 10% | $75 | $150 | $200 | 50% | 100% | 150% | | Retail Adj. EBITDA | 40% | $15 | $19 | $25 | 50% | 100% | 150% | | Retail Free Cash Flow | 30% | $5 | $9 | $12 | 50% | 100% | 150% |
Performance-Based Annual Cash Incentive Compensation
In September 2025, the Compensation Committee reviewed with Management our financial results for fiscal 2025. The Compensation Committee determined the level of achievement against each of the metrics as set forth below. For Messrs. Douglas, Tarditi, Bushway and Martin and Ms. Benedict, final payout of 121.2% was based on the following metrics:
Performance-Based Annual Cash Incentive Compensation
| Performance Metric (in millions) | Weight | Target | Actual | Performance as a Percentage of Target | Weighted Payout | | Adjusted EBITDA | 60% | $550 | $552(1) | 100.4% | 61.2% | | Free Cash Flow | 40% | $150 | $239 | 159.4% | 60.0% |
Performance-Based Annual Cash Incentive Compensation
(1)See Annex B for a reconciliation to the most comparable GAAP metric. Similarly for Mr. Persaud, total UNFI Adjusted EBITDA and Free Cash Flow metrics were in payout range, Retail Adjusted EBITDA was below threshold, but Retail Free Cash Flow was within payout range, resulting in a final bonus payout of 52.02% based on the following metrics:
Performance-Based Annual Cash Incentive Compensation
| Performance Metric (in millions) | Weight | Target | Actual | Performance as a Percentage of Target | Weighted Payout | | Adjusted EBITDA | 20% | $550 | $552(1) | 100.4% | 20.4% | | Free Cash Flow | 10% | $150 | $239 | 159.4% | 15.0% | | Retail Adj. EBITDA | 40% | $19 | $6(1) | 31.3% | —% | | Retail Free Cash Flow | 30% | $9 | $5 | 55.4% | 16.6% |
Performance-Based Annual Cash Incentive Compensation
(1)See Annex B for a reconciliation to the most comparable GAAP metric.
Performance-Based Annual Cash Incentive Compensation
| | Performance-Based Annual Incentive | | | Named Executive Officer | Target | Actual | | Sandy Douglas | $1,575,000 | $1,908,648 | | Matteo Tarditi | $800,000 | $969,472 | | Danielle Benedict | $478,012 | $579,274 | | Mark Bushway | $540,216 | $654,655 | | Louis Martin | $694,731 | $841,903 | | Andre Persaud(1) | $454,341 | $236,367 |
Performance-Based Annual Cash Incentive Compensation
(1)Mr. Persaud’s target was prorated for time worked during the fiscal year.
Long-Term Equity-Based Incentive Program
Long-Term Equity-Based Incentive Program 2025 Grant of Time- and Performance-Based Vesting Restricted Stock Units. Our long-term, equity-based incentive program in fiscal 2025 for our NEOs consisted of RSUs and PSUs. Approximately 40% of the aggregate grant date fair value of these units awarded to NEOs represented RSUs that vest ratably over three years and 60% were PSUs that may cliff-vest at the end of a three-year performance period, subject to meeting predetermined financial targets, and have a maximum payout opportunity of 200%, regardless of how the potential 10% relative TSR modifier performs, explained more below. This year, the Compensation Committee approved replacing adjusted ROIC with Free Cash Flow, which is a key metric tied to our refreshed multi-year strategy. The Compensation Committee believes a mix of time- and performance-based vesting restricted stock units provides our NEOs with an incentive to improve our stock price performance and a direct alignment with stockholders’ interests, as well as a continuing stake in our long-term success. The target grant date fair value of equity awards for our compensation program is a fixed value that is assessed annually and used as a lever to align our executives’ overall target direct compensation and/or reward executives for outstanding performance. The Compensation Committee discussed Mr. Douglas’s pay, including his individual performance for the year, the fact that his base salary and payout target under the annual incentive plan had not increased during the past two years and that his total target compensation was below market median of his peers. The Committee determined an increase to his long-term incentive awards was most appropriate (increased from $5,000,000 to $6,375,000 annually) and made no changes to his salary or bonus structure. Ms. Benedict received an increase from $850,000 to $1,000,000 annually for her long-term incentive award, based on individual performance and to better align her total target compensation internally and to market. Messrs. Tarditi, Martin and Persuad had no change from fiscal 2024. For our NEOs, the fiscal 2025 target grant values were:
Long-Term Equity-Based Incentive Program
| Named Executive Officer | Target Annual LTI $ | | Sandy Douglas | $6,375,000 | | Matteo Tarditi | $2,000,000 | | Danielle Benedict | $1,000,000 | | Mark Bushway | $1,000,000 | | Louis Martin | $1,300,000 | | Andre Persaud | $850,000 |
Long-Term Equity-Based Incentive Program
These grants were made in December 2024 following approval by the Compensation Committee. Performance Metrics for Performance Units. PSUs granted in fiscal 2025 (December 2024) are subject to two metrics that the Compensation Committee viewed as critical to our long-term strategy. The performance criteria and weighting of these PSUs are as follows: 3-year cumulative Core Adjusted EPS (fiscal 2025-2027), weighted at 60%, and 3-year cumulative Free Cash Flow (fiscal 2025-2027), weighted at 40%, each as described below. Based on investor feedback, both metrics moved to a cumulative 3-year target. 3-Year Core Adjusted EPS (fiscal 2025-2027). The 3-year cumulative Core Adjusted EPS target was set upfront at the time of grant. At the end of three years, Core Adjusted EPS is based on cumulative achievement against the 3-year performance goal. Core Adjusted EPS is calculated consistent with the Adjusted EPS metric used in prior years, but further adjusts for the mark-to-market change in valuation from the cash-settled awards the Company granted in fiscal 2025 and any cash-settled awards the Company may grant in the future during the performance period. Without this adjustment, executives would be penalized for an improved stock price, as the increase in the cash payout would negatively impact Adjusted EPS, or conversely, would be rewarded if our stock price were to decline. In fiscal 2025, the Compensation Committee also determined to update the Adjusted EPS metric for outstanding PSUs to Core Adjusted EPS metric for the same reason. This change had no impact on the targets other than eliminating the stock price impact described above, and for the fiscal 2023-2025 PSUs, this change had no impact on the actual payout. Final payout for the fiscal 2025-2027 PSUs will be based on achievement against target. The Compensation Committee believed that including a Core Adjusted EPS metric aligns our executives’ interests with both our strategic objectives and long-term stockholder interests. Please see Annex B for a definition of this metric. 3-Year Free Cash Flow (fiscal 2025-2027). 3-year cumulative Free Cash Flow replaced adjusted ROIC in the PSU program this year. This new metric is also included in the short-term incentive program and was discussed with stockholders who were supportive of the change. The Compensation Committee believes this metric is a key focus area that supports our long-term strategy. The Compensation Committee believes that including both short- and long-term Free Cash Flow goals incentivizes urgency in action while also providing a long-term, sustainable focus. This metric, which was set upfront at the time of grant, drives long-term value by emphasizing prudent investments and effective capital management over the full three-year performance period. Please see Annex B for a definition of this metric. In addition to the performance criteria tied to the two financial metrics described above, the Compensation Committee approved a feature of the grants pursuant to which the number of units that will vest will be adjusted upward or downward by up to 10% depending on how our common stock price performs relative to the S&P Mid Cap 400 Index (Relative TSR) over the three-year performance period ending on the close of fiscal 2027.
Long-Term Equity-Based Incentive Program
| Performance Metric | Threshold | Target | Stretch | Threshold Modifier | Target Modifier | Stretch Modifier | | Relative TSR Modifier (S&P 400 Mid Cap) | 25th %-tile | 50th %-tile | 75th %-tile | (10)% | —% | 10% |
Long-Term Equity-Based Incentive Program
The number of units that would vest is adjusted up or down proportionately by up to 10% based on the percentile ranking between our performance and the performance of the S&P Mid Cap 400 index, however, there is a maximum performance cap of 200%, regardless of how the modifier performs. The Compensation Committee believes this design focuses our Management team on improving core operational performance and long-term value creation. Targets were based on long-term projections for all three fiscal years, taking into account investments in growth opportunities and ongoing uncertainty in the macro-environment. The applicable NEOs are eligible to earn between 0% and 200% of their targeted award, depending on our performance during the relevant performance period. Each metric must meet a minimum threshold level of performance for any payout to occur with respect to that metric (shown below). The table below does not include the actual forward targets. We generally do not disclose forward-looking goals for our LTI plan because we do not consistently provide long-range guidance on all metrics as it is competitively sensitive information. It is also important to note that none of our direct peers disclose this information. We disclose performance goals for our incentive programs in full after completion of the performance period. For additional context, 3-year targets are set based upon internal long range planning taking into account prior year actuals, strategic plans and expected investments.
Long-Term Equity-Based Incentive Program
| Performance Metric | Weight | Threshold | Target | Stretch | Threshold Payout(1) | Target Payout(1) | Stretch Payout(1) | | 3-year Core Adjusted EPS (FY25-FY27) | 60% | 70% | 100% | 130% | 50% | 100% | 200% | | 3-year Free Cash Flow (FY25-FY27) | 40% | 60% | 100% | 140% | 50% | 100% | 200% |
Long-Term Equity-Based Incentive Program
(1)Aggregate payout subject to +/-10% adjustment based on Relative TSR performance with a max payout cap of 200%.
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
Prior Long-Term Equity-Based Incentive Program, Results and Payouts Fiscal 2023-2025. The PSUs granted in fiscal 2023 (October 2022) had two weighted metrics: fiscal 2023-2025 adjusted EPS growth (75%) and fiscal 2025 adjusted ROIC (25%). The applicable NEOs were eligible to earn between 50% and 200% of their targeted award, depending on our performance during the relevant measurement period across the threshold, target and maximum levels below. Adjusted EPS and adjusted ROIC are non-GAAP metrics. Reconciliation to the nearest GAAP metric is provided in Annex B.
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
| Performance Metric | Weight | Threshold | Target | Stretch | Threshold Payout | Target Payout | Stretch Payout | | Fiscal 2023-2025 Adjusted EPS Growth | 75% | 7.0% 9.1% 9.8% | FY23 10% FY24 13% FY25 14% | 13.0% 16.9% 18.2% | 50% | 100% | 200% | | Fiscal 2025 Adjusted ROIC | 25% | 10.9% | 12.2% | 13.4% | 50% | 100% | 200% |
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
In addition to the performance criteria tied to adjusted EPS growth and adjusted ROIC, the grants included a Relative TSR modifier over the three-year performance period. The number of units that will vest is adjusted up or down proportionally by up to 10% based on the number of basis points difference between our performance and the performance of the S&P Mid Cap 400 Index. In September 2025, the Compensation Committee reviewed performance against the three-year performance period ending in fiscal 2025. Based on the following performance against target, final weighted payout was 50%, before the Relative TSR modifier.
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
| Performance Metric | Weight | Target | Actual | Performance as a Percentage of Target | Weighted Payout | | Fiscal 2023-2025 Adjusted EPS Growth | 75% | F23 10% F24 13% F25 14% | F23 (54)% F24 (94)% F25 407% | (538)% (721)% 2,908% | 0% 0% 50% | | Fiscal 2025 Adjusted ROIC | 25% | 12.2% | 3.9% | 32% | —% |
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
The number of earned PSUs was then adjusted downward by 10% after applying the Relative TSR modifier, which was -6,001 basis points, for a final payout of 45%. Messrs. Tarditi and Persaud were not employees at the time of grant and therefore did not receive these PSUs. The table below shows the number of shares earned compared to target.
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
| Named Executive Officer | Shares at Target | Final PSU Payout % After -10% TSR Modifier | Final Shares After -10% TSR Modifier | | Sandy Douglas | 85,034 | 45.0% | 38,265 | | Matteo Tarditi | n/a | n/a | n/a | | Danielle Benedict | 14,455 | 45.0% | 6,504 | | Mark Bushway | 12,755 | 45.0% | 5,739 | | Louis Martin | 17,006 | 45.0% | 7,652 | | Andre Persaud | n/a | n/a | n/a |
Prior Long-Term Equity-Based Incentive Program, Results and Payouts
The payouts under these PSUs reflect our executive compensation program’s pay for performance structure. Despite exceeding the adjusted EPS maximum growth target in fiscal 2025, the Company missed the adjusted EPS threshold in fiscal 2023 and 2024, demonstrating that consistent financial performance over the performance period is required to achieve the robust targets set by the Compensation Committee. The adjusted ROIC metric did not meet threshold performance expectations resulting in zero (0%) payout for that metric.
Other Compensation and Benefits
Other Compensation and Benefits The NEOs are eligible for the same level and type of benefits that we make available to other employees, including our 401(k) plan, health care plan, life insurance plans, other welfare benefit programs and equity treatment upon retirement or a separation from service event. We do not have any defined benefit pension plans available to our NEOs. Additional Benefits. We provide certain NEOs with additional benefits that we believe are reasonable and consistent with our overall executive compensation program. The costs of these benefits constitute only a small portion of each NEO’s total compensation and have included items such as relocation benefits, when applicable, and tax preparation fees. We offer perquisites and other benefits that we believe to be competitive with benefits offered by companies with whom we compete for talent for purposes of recruitment and retention. Following a third-party security assessment for members of senior management in fiscal 2025, the Compensation Committee approved certain executive security services as set forth in the Summary Compensation Table. We believe these services and costs are reasonable, appropriate, necessary and in the best interests of the Company and its stockholders, as they enable our senior management to safely carry out their responsibilities and therefore, mitigate risks to our business. Retirement. To recognize significant years of service to the Company and to incentivize employees who might consider retiring to remain focused on the long-term best interests of the Company regardless of their personal retirement plans, which could otherwise create bias toward short-term performance, the Compensation Committee has established a retirement policy that provides that time-based RSUs will continue to vest during retirement on the same terms as they would if the executive had not retired, but without the requirement that they remain employed. PSUs will be treated similarly on retirement, but subject to actual performance at the time when achievement of performance objectives are measured. In addition, an executive’s equity awards granted in the year of retirement will be prorated to reflect the service period prior to the date of retirement. Qualified retirement is defined as retirement by an employee who has reached age 59 or older and who has achieved at least 10 years of service to the Company. This policy applies to all participants, provided that, as described below, our CEO will be eligible for retirement treatment upon achievement of six years of service to the Company.
Components of Our Executive Compensation Program for Fiscal 2026
(1)Reflects annual rate at the end of fiscal 2025. (2)Reflects expected annual rate for the remainder of fiscal 2026. The Compensation Committee discussed Mr. Douglas’s pay, including his individual performance for the year, the fact that his base salary and payout target under the annual incentive plan did not increase during the past three years and the fact that his total target compensation was below market median of his peers. The Compensation Committee determined an increase to his target long-term incentive award from $6,375,000 to $7,750,000 annually, a merit increase to his base salary of 9.5% and an increase to his target bonus to 161%, resulting in an overall target comp increase of 19%, was most appropriate. There were no changes to the other NEOs’ annual cash incentive targets in fiscal 2026. The Committee also reviewed LTI targets for the other NEOs and approved increases to recognize their efforts against year one of the three-year strategy, support retention and close the gap against market median where needed. Mr. Tarditi will receive an increase to his target LTI award from $2,000,000 to $2,500,000 annually, Ms. Benedict will receive an increase to her target LTI award from $1,000,000 to $1,300,000 annually, Mr. Bushway will receive an increase to his target LTI award from $1,000,000 to $1,500,000 annually and Mr. Martin will receive an increase to his target LTI award from $1,300,000 to $1,500,000 annually. We believe the use of LTI increases relative to overall pay is aligned with shareholders and focuses on rewarding executives for long-term stock price growth. After a review of our compensation program and discussions with our stockholders during our summer engagement, the Compensation Committee also determined to increase the maximum payout under the annual cash incentive plan from 150% to 200% to better align with market practice and incentivize outperformance. The Compensation Committee set a four-point payout curve to require significant outperformance to achieve higher payouts.
Severance and Change in Control Agreements
Severance and Change in Control Agreements As of August 2, 2025, we were a party to severance agreements and change in control agreements with each of Messrs. Douglas, Tarditi, Martin and Bushway and Ms. Benedict. On September 25, 2025, the Compensation Committee adopted an Executive Severance Plan with terms that generally align with the prior executive severance agreements. A majority of executive officers were party to severance agreements that expired in October 2025, at which time such executive officers became subject to the Executive Severance Plan. Messrs. Douglas and Tarditi remain party to existing severance agreements and will become subject to the Executive Severance Plan upon expiration of their individual agreements. The capitalized terms “Cause,” “Good Reason” and “Change in Control” in this section are used as defined in those agreements or Plan. The Compensation Committee believes that the protections afforded in these change in control agreements and severance agreements or plan, as applicable, are reasonable and are an important element in retaining our executive officers. Each of the severance agreements and the Executive Severance Plan include restrictive covenant provisions, which, except as prohibited by law, apply during the employment period and continue for a one-year period following termination of employment for any reason. The change in control agreements also include restrictive covenant provisions, which apply during the employment period and continue for a one-year (intellectual property assignment) or two-year (non-solicitation and non-competition) period following a termination of employment that occurs in contemplation of or within two years after a Change in Control. The change in control agreements and the severance agreements and Executive Severance Plan, as applicable, also contain confidentiality provisions that are not subject to a term. None of our executives is a party to an agreement providing for “gross-up” payments for excise taxes imposed upon termination following a Change in Control. Any benefits to be paid upon a Change in Control under the change in control agreements are “double trigger,” which requires both a Change in Control and a termination of the executive’s employment in contemplation of or within two years of the date of the Change in Control, either by us for a reason other than Cause, death or disability or by the executive for Good Reason. The key benefits provided for in these agreements or the Executive Severance Plan, as applicable, are summarized below:
Severance and Change in Control Agreements
| Executive | Benefit or Payment (1) | Severance (2) | Change in Control (2) | | CEO | Base Multiple | 2X, continued pay | 2.5X, lump sum | | | Bonus Multiple | 2X target $, lump sum | 2.5X target $, lump sum | | | Prorated Bonus | Yes, prorated and based on actual performance | Yes, prorated and based on actual performance | | | Medical Benefits | $70,000 lump sum | $87,500 lump sum | | Other Executives | Base Multiple | 1X, continued pay | 2X, lump sum | | | Bonus Multiple | 1X target $, lump sum | 2X target $, lump sum | | | Prorated Bonus | Yes, prorated and based on actual performance | Yes, prorated and based on actual performance | | | Medical Benefits | $35,000 lump sum | $105,000 lump sum payment |
Severance and Change in Control Agreements
(1)The provision of any such benefits will be subject to any restrictions under applicable law, including under Section 409A of the Internal Revenue Code of 1986, as amended from time to time (Code). (2)The treatment of equity awards upon separation is governed by the terms of the 2020 Equity Incentive Plan, as may be amended and restated from time to time (the 2020 Equity Incentive Plan) and respective award agreements. In establishing the multiples of base salary and bonus that a terminated executive would be entitled to receive following termination without Cause or for Good Reason following a Change in Control, the Compensation Committee considered the need to be able to competitively recruit and retain talented executive officers who often times seek protection against the possibility that they might be terminated without Cause or be forced to resign for Good Reason following a Change in Control, while taking into account the views of our stockholders on appropriate multiples.
Recoupment Policy
Recoupment Policy In addition to our Executive Clawback Policy, we have in place a recoupment policy applicable to our executive officers, including our NEOs, other principal officers and certain key employees or former employees designated by the Board or our CEO. Under the policy, if the Company’s financial statements are required to be restated for any reason, except when due to a change in accounting policy that has a retroactive effect, the Board will review all performance-based compensation awarded or earned for all periods materially affected by such restatement. In addition, the Board will review all performance-based compensation awarded or earned that is based on performance metrics that appear to be materially inaccurate or affected in any way by fraud, regardless of whether a restatement of the Company’s financial statements is required. The policy provides that the Board may, to the extent permitted by applicable law, seek the following actions with respect to compensation: •After conducting the review described above, the Board may seek recoupment from the persons covered by the policy for the extent of such performance-based compensation as it deems appropriate if it determines that: ◦the payment of such performance-based compensation was predicated upon the achievement of certain financial statement results that were subsequently corrected, or upon material inaccuracy or fraud, and a lower incentive payment or award would have been made based upon the restated financial results or corrected performance metrics; or ◦a person covered by the policy has engaged in conduct that will cause damage to the Company or is inimical or in any manner contrary to the best interests of the Company, and if the conduct resulted in a material inaccuracy in the Company’s financial statements or performance metrics which affects such person’s compensation. •The Board may also require forfeiture of incentive compensation, including annual incentive compensation, LTI performance awards, stock options, stock appreciation rights, restricted stock units (including performance-based and time-based), dividend equivalent rights and any other similar awards the Board deems to be “incentive based,” in the case of misconduct in violation of law or Company policy, including through failure of an executive’s oversight responsibilities, that results in material financial or reputational harm to the Company. •In the event the Board seeks recoupment or forfeiture pursuant to the recoupment policy, the Company must disclose such recoupment or forfeiture, provided that, among other things, the related facts and circumstances giving rise to the recovery have been publicly disclosed.
Equity Grant Practices
Equity Grant Practices The Compensation Committee generally approves the grant of annual equity awards for the Company’s executive officers, including each of the NEOs, in the first quarter each year. In years in which the Company is requesting additional shares under its equity incentive plan, the Compensation Committee may delay the grant of awards until after the annual meeting. In the event of hiring or promoting an individual, or where the Compensation Committee determines it is in the best interest of the Company, the Compensation Committee, or one or more officers to which the Compensation Committee has delegated authority, may approve equity grants to be awarded during an open window under our Insider Trading Policy. The Company does not time the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation.
Summary Compensation Table—Fiscal Years 2023-2025
Summary Compensation Table—Fiscal Years 2023-2025 The following table sets forth for each NEO for each fiscal year indicated: (i) the dollar value of base salary, sign-on bonuses and non-equity incentive compensation earned; (ii) the aggregate grant date fair value related to all equity-based awards made to the NEO; (iii) all other compensation; and (iv) the dollar value of total compensation.
Summary Compensation Table
Summary Compensation Table
Summary Compensation Table
| Name and Principal Position | Year | Salary ($) | Bonus(1) ($) | Stock Awards(2) ($) | Option Awards ($) | Non-Equity Incentive Plan Compensation(3) ($) | All Other Compensation ($) | Total ($) | | Sandy Douglas | 2025 | 1,050,000 | — | 6,668,311 | — | 1,908,648 | 28,216(4) | 9,655,175 | | Chief Executive Officer | 2024 | 1,070,192 | — | 5,029,570 | — | 1,508,072 | 11,500 | 7,619,334 | | | 2023 | 1,050,000 | — | 5,135,192 | — | — | 16,250 | 6,201,442 | | Matteo Tarditi (5) | 2025 | 800,000 | — | 2,092,006 | — | 969,472 | 11,750(6) | 3,873,228 | | President & Chief Financial Officer | 2024 | 246,154 | 250,000 | 1,879,945 | — | 231,247 | — | 2,607,346 | | | 2023 | — | — | — | — | — | — | — | | Danielle Benedict | 2025 | 562,367 | — | 1,046,003 | — | 579,274 | 11,750(7) | 2,199,394 | | Chief Human Resource Officer | 2024 | 549,105 | — | 855,007 | — | 438,474 | 12,500 | 1,855,086 | | | 2023 | 529,934 | — | 872,949 | — | — | 16,250 | 1,419,133 | | Mark Bushway (5) | 2025 | 574,462 | — | 1,046,003 | — | 654,655 | 11,712(8) | 2,286,832 | | President of Natural, Organic, Specialty and Fresh Products and Chief Supply Chain Officer | 2024 | — | — | — | — | — | — | — | | | 2023 | — | — | — | — | — | — | — | | Louis Martin | 2025 | 694,731 | — | 1,359,779 | — | 841,903 | 6,958(9) | 2,903,371 | | President of Conventional Grocery Products and Chief Commercial Officer | 2024 | 672,115 | — | 1,307,678 | — | 631,412 | 11,088 | 2,622,293 | | | 2023 | 548,077 | — | 1,026,981 | — | — | 22,774 | 1,597,832 | | Andre Persaud (5) | 2025 | 534,519 | — | 889,101 | — | 236,367 | 1,054,750(10) | 2,714,737 | | Former President & Chief Executive Officer, Retail | 2024 | 408,750 | 50,000 | 1,505,002 | — | 213,417 | 3,773 | 2,180,942 | | | 2023 | — | — | — | — | — | — | — |
Summary Compensation Table
(1)Represents cash sign-on bonuses upon hire for Messrs. Tarditi and Persaud in the amount of $250,000 and $50,000, respectively. (2)Amounts shown represent the grant date fair value of awards of RSUs and PSUs at the target level as computed under ASC 718 granted during the fiscal year indicated. For RSUs, the grant date fair value is calculated based on the closing price of our common stock on the NYSE on the date of grant. For PSUs, grant date fair value is calculated based on the probable outcome of the performance result (i.e., target level of performance) for each of the performance periods, excluding the effect of estimated forfeitures. These amounts do not necessarily reflect the actual amounts that were paid to, or may be realized by, the NEO for any of the fiscal years reflected. Refer to footnotes 1 and 13 to the consolidated financial statements in our Annual Report on Form 10-K for the year ended August 2, 2025 for a discussion of the relevant assumptions used to determine the grant date fair value of these awards. The grant date fair value of PSUs awarded to Mr. Douglas in fiscal 2025, assuming stretch, or maximum level performance, was $8,236,628. The grant date fair value of PSUs awarded to Mr. Tarditi in fiscal 2025, assuming stretch, or maximum level performance, was $2,548,049. The grant date fair value of PSUs awarded to Ms. Benedict in fiscal 2025, assuming stretch, or maximum level performance, was $1,292,024. The grant date fair value of PSUs awarded to Mr. Bushway in fiscal 2025, assuming stretch, or maximum level performance, was $1,292,024. The grant date fair value of PSUs awarded to Mr. Martin in fiscal 2025, assuming stretch, or maximum level performance, was $1,679,598. The grant date fair value of PSUs awarded to Mr. Persaud in fiscal 2025, assuming stretch, or maximum level performance, was $1,098,210. (3)Amounts shown for fiscal 2025 reflect payments made in fiscal 2026 under our annual cash incentive plan related to fiscal 2025 performance. Amounts shown for fiscal 2024 and 2023 reflect payments under our annual cash incentive plan based on performance for those fiscal years. For a discussion regarding the annual cash incentive plan, see “Executive Compensation—Compensation Discussion and Analysis—Components of Our Executive Compensation Program for Fiscal 2025—Performance-Based Annual Cash Incentive Compensation.” (4)Represents our contributions to a 401(k) account for Mr. Douglas in the amount of $11,750, tax planning of $6,000 and a security assessment of his home for $10,466. (5)Messrs. Tarditi and Persaud were not NEOs in fiscal 2023. Mr. Bushway was not an NEO in fiscal 2024 and fiscal 2023. Accordingly, compensation information for those years is not provided. (6)Represents our contributions to a 401(k) account for Mr. Tarditi in the amount of $11,750. (7)Represents our contributions to a 401(k) account for Ms. Benedict in the amount of $11,750. (8)Represents our contributions to a 401(k) account for Mr. Bushway in the amount of $11,712. (9)Represents our contributions to a 401(k) account for Mr. Martin in the amount of $6,958. (10)Represents money accrued for Mr. Persaud in fiscal 2025 for his 1x base salary multiple ($545,000; paid bi-weekly for 26 weeks), a lump sum payment equal to 1x his target bonus opportunity ($463,250), and a COBRA payment ($35,000), all per his Severance Agreement, plus our contributions to a 401(k) account ($11,500).
Grants of Plan-Based Awards in Fiscal 2025
Grants of Plan-Based Awards in Fiscal 2025 The following table reflects the fiscal 2025 plan-based awards approved by the Compensation Committee on October 31, 2024, and granted on December 19, 2024:
Grants of Plan-Based Awards in Fiscal 2025
| | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | | | All Other Stock Awards (#)(3) | All Other Option Awards (#) | Exercise Price of Option Awards ($/sh) | Grant Date Fair Value of Stock and Option Awards ($)(4) | | Name | Grant Date | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | | | | | | Sandy Douglas | 12/19/2024 | — | — | — | 72,968 | 145,936 | 291,872 | — | — | — | 4,118,314 | | | 12/19/2024 | — | — | — | — | — | — | 97,291 | — | — | 2,549,997 | | | N/A | 787,500 | 1,575,000 | 2,362,500 | — | — | — | — | — | — | — | | Matteo Tarditi | 12/19/2024 | — | — | — | 22,892 | 45,784 | 91,568 | — | — | — | 1,292,024 | | | 12/19/2024 | — | — | — | — | — | — | 30,522 | — | — | 799,982 | | | N/A | 400,000 | 800,000 | 1,200,000 | — | — | — | — | — | — | | | Danielle Benedict | 12/19/2024 | — | — | — | 11,446 | 22,892 | 45,784 | — | — | — | 646,012 | | | 12/19/2024 | — | — | — | — | — | — | 15,261 | — | — | 399,991 | | | N/A | 239,006 | 478,012 | 717,018 | — | — | — | — | — | — | — | | Mark Bushway | 12/19/2024 | — | — | — | 11,446 | 22,892 | 45,784 | — | — | — | 646,012 | | | 12/19/2024 | — | — | — | — | — | — | 15,261 | — | — | 399,991 | | | N/A | 270,108 | 540,216 | 810,323 | — | — | — | — | — | — | — | | Louis Martin | 12/19/2024 | — | — | — | 14,879 | 29,759 | 59,518 | — | — | — | 839,799 | | | 12/19/2024 | — | — | — | — | — | — | 19,839 | — | — | 519,980 | | | N/A | 347,365 | 694,731 | 1,042,096 | — | — | — | — | — | — | — | | Andre Persaud | 12/19/2024 | — | — | — | 9,729 | 19,458 | 38,916 | — | — | — | 549,105 | | | 12/19/2024 | — | — | — | — | — | — | 12,972 | — | — | 339,996 | | | N/A | 227,171 | 454,341 | 681,512 | — | — | — | — | — | — | — |
Grants of Plan-Based Awards in Fiscal 2025
(1)This column shows separately the possible payouts to the NEOs under our annual cash incentive plan for the fiscal year ended August 2, 2025, for “threshold”, “target” and “maximum” performance. Actual amounts paid for these incentives are reflected in the table included under “Summary Compensation Table—Fiscal Years 2023-2025” under the column “Non-Equity Incentive Plan Compensation.” (2)These awards that were granted on December 19, 2024 under the Fourth Amended and Restated 2020 Equity Incentive Plan represent the number of PSUs that may be earned with a three-year performance period at “threshold,” “target” and “maximum” levels of performance. Vesting of these PSUs is linked to attaining certain levels of the 3-year cumulative Core Adjusted EPS for fiscal 2025 through 2027, and 3-year cumulative Free Cash Flow for fiscal 2025 through 2027. In addition, the number of PSUs earned may be increased or decreased by up to 10% based on our Relative TSR modifier for the three-year performance period. At the conclusion of the three-year performance period, the PSUs may vest based on our results of these financial metrics. The PSUs earned by each NEO will be settled by delivery of an equivalent number of shares of common stock. These PSUs are described in more detail in "Executive Compensation—Compensation Discussion and Analysis—Components of Our Executive Compensation Program for Fiscal 2025—Long-Term Equity-Based Incentive Program—2025 Grant of Time- and Performance-Based Vesting Restricted Stock Units." (3)Represents RSUs granted in fiscal 2024 to each of the NEOs. The RSUs vest in three equal annual installments beginning on December 19, 2025. (4)For grants during fiscal 2025, the amount shown with respect to each award represents the grant date fair value of the award calculated using the assumptions described in footnote (2) of the table included under “Summary Compensation Table—Fiscal Years 2023-2025.” The grant date fair value of PSUs was calculated based on the probable outcome of the performance result (i.e., “target” level of performance) for each of the performance periods, excluding the effect of estimated forfeitures.
Outstanding Equity Awards at Fiscal 2025 Year-End
Outstanding Equity Awards at Fiscal 2025 Year-End The following table summarizes information with respect to holdings of stock options and stock awards by the NEOs as of August 2, 2025. This table includes unexercised stock options, unvested RSUs and unvested PSUs. Each equity grant is shown separately for each NEO.
Outstanding Equity Awards at Fiscal Year-End
Outstanding Equity Awards at Fiscal Year-End
Outstanding Equity Awards at Fiscal Year-End
| Name | Grant Date | Option Awards | | | | Stock Awards | | | | | | | Number of Securities Underlying Unexercised Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested (#)(1) | Market Value of Shares or Units of Stock That Have Not Vested ($)(2) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#)(3) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($)(4) | | Sandy Douglas | 10/6/2022 | — | — | — | — | 18,897 | 510,408 | — | — | | | 12/21/2023 | — | — | — | — | 82,203 | 2,220,303 | — | — | | | 12/19/2024 | — | — | — | — | 97,291 | 2,627,830 | — | — | | | 10/6/2022 | — | — | — | — | 38,265 | 1,033,538 | — | — | | | 12/21/2023 | — | — | — | — | — | — | 369,912 | 9,991,323 | | | 12/19/2024 | — | — | — | — | — | — | 291,872 | 7,883,463 | | | Totals: | — | — | — | — | 236,656 | 6,392,079 | 661,784 | 17,874,786 | | Matteo Tarditi | 6/7/2024 | — | — | — | — | 24,864 | 671,577 | — | — | | | 6/7/2024 | — | — | — | — | 22,660 | 612,047 | — | — | | | 12/19/2024 | — | — | — | — | 30,522 | 824,399 | — | — | | | 6/7/2024 | — | — | — | — | — | — | 111,888 | 3,022,095 | | | 12/19/2024 | — | — | — | — | — | — | 91,568 | 2,473,252 | | | Totals: | — | — | — | — | 78,046 | 2,108,023 | 203,456 | 5,495,347 | | Danielle Benedict | 10/6/2022 | | | | | 3,213 | 86,783 | — | — | | | 12/21/2023 | — | — | — | — | 13,974 | 377,438 | — | — | | | 12/19/2024 | — | — | — | — | 15,261 | 412,200 | — | — | | | 10/6/2022 | — | — | — | — | 6,504 | 175,673 | — | — | | | 12/21/2023 | — | — | — | — | — | — | 62,884 | 1,698,497 | | | 12/19/2024 | — | — | — | — | — | — | 45,784 | 1,236,626 | | | Totals: | — | — | — | — | 38,952 | 1,052,094 | 108,668 | 2,935,123 | | Mark Bushway | 10/6/2022 | — | — | — | — | 2,835 | 76,573 | — | — | | | 12/21/2023 | — | — | — | — | 12,330 | 333,033 | — | — | | | 12/19/2024 | — | — | — | — | 15,261 | 412,200 | — | — | | | 10/6/2022 | — | — | — | — | 5,739 | 155,010 | — | — | | | 12/21/2023 | — | — | — | — | — | — | 55,486 | 1,498,677 | | | 12/19/2024 | — | — | — | — | — | — | 45,784 | 1,236,626 | | | Totals: | — | — | — | — | 36,165 | 976,816 | 101,270 | 2,735,303 | | Louis Martin | 10/6/2022 | — | — | — | — | 3,779 | 102,071 | — | — | | | 12/21/2023 | — | — | — | — | 21,373 | 577,285 | — | — | | | 12/19/2024 | — | — | — | — | 19,839 | 535,851 | — | — | | | 10/6/2022 | — | — | — | — | 7,652 | 206,681 | — | — | | | 12/21/2023 | — | — | — | — | — | — | 96,176 | 2,597,714 | | | 12/19/2025 | — | — | — | — | — | — | 59,518 | 1,607,581 | | | Totals: | — | — | — | — | 52,643 | 1,421,888 | 155,694 | 4,205,295 | | Andre Persaud | 12/21/2023 | — | — | — | — | — | — | 41,598 | 1,123,562 | | | 12/19/2024 | — | — | — | — | — | — | 12,686 | 342,649 | | | Totals: | — | — | — | — | — | — | 54,284 | 1,466,211 |
Outstanding Equity Awards at Fiscal Year-End
(1)All outstanding RSUs vest over three equal annual installments beginning one year after the grant date. Includes the fiscal 2023-2025 PSUs shown at final payout of 45% with only time-based service required through vesting on October 6, 2025. (2)Market value reflects the number of unvested RSUs multiplied by $27.01 per share, the closing price of our common stock on the NYSE on August 1, 2025, the last business day of fiscal year 2025. (3)PSUs cliff-vest at the end of a three-year performance period. Represents the number of shares that may be issued pursuant to PSUs at the applicable level of performance. The PSUs granted on December 21, 2023, and December 19, 2024 are shown at the maximum performance level of 200%. These exclude any impact of the Relative TSR modifier. For PSU awards granted on or after December 19, 2024, the maximum payout of the PSU award is capped at 200%, regardless of the Relative TSR modifier. (4)Market value reflects the number of shares that may be issued pursuant to the applicable level of performance, multiplied by $27.01 per share, the closing price of our common stock on the NYSE on August 1, 2025, the last business day of fiscal year 2025.
Option Exercises and Stock Vested—Fiscal 2025
Option Exercises and Stock Vested—Fiscal 2025 The following table summarizes information for the NEOs concerning exercise of stock options and vesting of RSUs and PSUs during the fiscal year ended August 2, 2025, including the (i) number of shares of common stock underlying options exercised in fiscal 2025; (ii) aggregate dollar value realized upon such exercises of stock options utilizing the actual sales price for same-day sale transactions and the closing price for any exercise and hold transactions; (iii) number of shares of common stock received from the vesting of RSUs during fiscal 2025 and PSUs earned in 2024 but vested in fiscal 2025; and (iv) aggregate dollar value realized upon the vesting of such RSUs and PSUs.
Option Exercises and Stock Vested
Option Exercises and Stock Vested
Option Exercises and Stock Vested
| | Option Awards | | Stock Awards | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($) | Number of Shares Acquired on Vesting (#)(1) | Value Realized on Vesting ($)(2) | | Sandy Douglas | — | — | 111,415 | 2,497,832 | | Matteo Tarditi | — | — | 23,762 | 662,009 | | Danielle Benedict | — | — | 17,606 | 397,099 | | Mark Bushway | — | — | 15,535 | 350,388 | | Louis Martin | — | — | 25,858 | 632,407 | | Andre Persaud | — | — | 21,431 | 528,491 |
Option Exercises and Stock Vested
(1)In connection with the vesting of RSUs and PSUs, our NEOs surrendered shares of stock to cover withholding taxes, which reduced the actual value received upon vesting. The number of shares surrendered but included in this table are: Mr. Douglas—24,191; Mr. Tarditi—7,034; Ms. Benedict—5,435; Mr. Bushway—3,845; Mr. Martin—8,756; Mr. Persaud—6,346. (2)Represents the product of the number of shares or shares underlying units vested and the closing price of our common stock on the NYSE on the vesting date.
Pension Benefits
Pension Benefits We do not maintain any defined benefit pension plans for NEOs.
Nonqualified Deferred Compensation
Nonqualified Deferred Compensation We do not maintain any nonqualified deferred compensation plans for NEOs.
CEO Pay Ratio
CEO Pay Ratio SEC rules require us to disclose the total annual compensation of Sandy Douglas, our CEO, for fiscal 2025, compared to the median of the total annual compensation of all employees other than Mr. Douglas, as well as the ratio of such amounts to each other (referred to as the “CEO pay ratio”). Total compensation for Mr. Douglas and our median employee is calculated in accordance with SEC rules applicable to the Summary Compensation Table. We calculated this information for the twelve (12) months ended August 2, 2025. For such period, Mr. Douglas’s total compensation was $9,655,175, based on information disclosed in the Summary Compensation Table. Based on the total compensation for the CEO and our median employee’s total compensation of $63,555, the ratio of Mr. Douglas’s total compensation to the median employee’s total compensation was 152 to 1. To identify the median employee, we obtained payroll data for all active employees (full-time, part-time, active and seasonal) as of June 7, 2025, utilizing cash compensation as our consistently applied compensation measure. Canadian wages were converted to U.S. dollars using an average annual exchange rate for the 12 months ended June 30, 2025. Earnings for permanent employees who did not work for the entire year (i.e., new hires) were annualized. The wages of temporary employees were not annualized.
Potential Payments Upon Termination or Change-in-Control
Potential Payments Upon Termination or Change-in-Control The information below describes and quantifies the compensation that would become payable to each of our NEOs if the NEO’s employment had terminated on August 2, 2025, given the NEO’s compensation and service levels as of such date and, if applicable, based on our closing stock price on that date. These benefits may be in addition to benefits generally available to salaried employees. Due to the number of factors that affect the nature and amount of any benefits provided upon the events discussed below, any actual amounts paid or distributed may be different. Factors that could affect these amounts include the timing during the year of any such event and our stock price at the time of such event. If an associate, including any of our NEOs, were to die or become disabled, target bonus would be paid, any unvested RSUs would become immediately vested (with PSUs vesting at target levels of performance), and any unexercisable stock options would be cancelled and forfeited. Any vested stock options exercisable at the time of death or disability would be exercisable at any time on or before the earlier to occur of the date that is one year after such separation or the grant’s expiration date. For a description of termination provisions in the severance and change in control agreements, see “Executive Compensation—Compensation Discussion and Analysis—Employment, Severance and Change in Control Agreements.” In addition, the Fourth Amended and Restated 2020 Equity Incentive Plan and award agreements for long-term equity incentive awards also address some of these circumstances. The following table describes the potential payments as of August 2, 2025 upon termination of the NEOs.
Potential Payments Upon Termination or Change-in-Control
| Named Executive Officer | Payments Upon Termination | Separation from Service Without Cause, including Resignation for Good Reason(1) | Termination without Cause not qualifying as a Separation from Service without Cause(1) | Termination Without Cause or Resignation for Good Reason following Change in Control(2) | Termination as a result of Death or Disability | Retirement | Termination for Cause, or Resignation for Other Than Good Reason | | Sandy Douglas | Cash Severance Pay | $7,158,648(3) | $7,158,648(3) | $8,471,148(4) | $1,575,000(5) | $— | $— | | | Medical Benefits | 70,000(6) | 70,000(6) | 87,500(6) | — | — | — | | | Acceleration of Stock Awards | 7,853,779(7) | — | 15,329,471(8) | 15,329,471(8) | — | — | | | Total | $15,082,427 | $7,228,648 | $23,888,119 | $16,904,471 | $— | $— | | Matteo Tarditi | Cash Severance Pay | $2,569,472(9) | $2,569,472(9) | $4,169,472(10) | $800,000(5) | $— | $— | | | Medical Benefits | 35,000(6) | 35,000(6) | 105,000(6) | — | — | — | | | Acceleration of Stock Awards | 2,235,456(7) | — | 4,855,696(8) | 4,855,696(8) | — | — | | | Total | $4,839,928 | $2,604,472 | $9,130,168 | $5,655,696 | $— | $— | | Danielle Benedict | Cash Severance Pay | $1,635,754(9) | $1,635,754(9) | $2,692,233(10) | $478,012(5) | $— | $— | | | Medical Benefits | 35,000(6) | 35,000(6) | 105,000(6) | — | — | — | | | Acceleration of Stock Awards | 1,310,660(7) | — | 2,519,655(8) | 2,519,655(8) | — | — | | | Total | $2,981,414 | $1,670,754 | $5,316,888 | $2,997,667 | $— | $— | | Mark Bushway | Cash Severance Pay | $1,854,655(9) | $1,854,655(9) | $3,054,655(10) | $540,216(5) | $— | $— | | | Medical Benefits | 35,000(6) | 35,000(6) | 105,000(6) | — | — | — | | | Acceleration of Stock Awards | 1,190,763(7) | — | 2,344,468(8) | 2,344,468(8) | — | — | | | Total | $3,080,418 | $1,889,655 | $5,504,123 | $2,884,684 | $— | $— | | Louis Martin | Cash Severance Pay | $2,245,903(9) | $2,245,903(9) | $3,649,903(10) | $694,731(5) | $— | $— | | | Medical Benefits | 35,000(6) | 35,000(6) | 105,000(6) | — | — | — | | | Acceleration of Stock Awards | 1,844,999(7) | — | 3,524,535(8) | 3,524,535(8) | — | — | | | Total | $4,125,902 | $2,280,903 | $7,279,438 | $4,219,266 | $— | $— |
Potential Payments Upon Termination or Change-in-Control
(1)The Fourth Amended and Restated 2020 Equity Incentive Plan provides for certain prorated or partial vesting of shares upon Separation from Service without Cause (as defined in the Fourth Amended and Restated 2020 Equity Incentive Plan). The severance agreements provide for cash severance benefits only, including for certain terminations without Cause that do not qualify as a Separation from Service without Cause under the Fourth Amended and Restated 2020 Equity Incentive Plan. (2)Amounts presented in this column assume that the NEO is terminated without Cause or resigns for Good Reason in contemplation of or within two years following a Change in Control (each as defined in the NEO’s applicable change in control agreement). (3)Amount represents the sum of (i) 2x the CEO’s target base salary as of August 2, 2025, (ii) 2x the CEO’s annual cash incentive payment based on target performance for the fiscal year in which the executive is terminated and (iii) the amount of the CEO’s annual cash incentive payment that he would have earned during the fiscal year in which the executive was terminated. (4)Amount represents the sum of (i) 2.5x the CEO’s base salary as of August 2, 2025, (ii) 2.5x the CEO’s annual cash incentive payments based on target performance for the fiscal year in which the executive is terminated, and (iii) the amount of the CEO’s annual cash incentive payment he would have earned during the fiscal year in which his employment was terminated. (5)Represents the target bonus opportunity paid upon death or disability. (6)Represents the amount that the Company would be required to pay in lieu of post-termination medical benefits for the NEO and his or her dependents. (7)Amount represents the intrinsic value of each share that will vest upon a Separation from Service without Cause, which reflects shares underlying RSUs expected to vest within 365 days of the separation date (prorated with respect to any awards granted within 365 days of the separation date) and a prorated portion of unearned PSUs that are outstanding on August 2, 2025, which vest on an accelerated basis following the relevant termination date (as defined in the Third Amended and Restated 2020 Equity Incentive Plan, as applicable), with unearned PSUs vesting based on the “target” level of performance at the end of their performance period, with the exception of the fiscal 2023-2025 PSUs included at final 45% payout. These amounts are calculated by multiplying (i) the aggregate number of equity awards which vest on an accelerated basis by (ii) $27.01 per share, the closing price of our common stock on the NYSE on August 1, 2025 (the last business day of fiscal 2025). See “Compensation Discussion and Analysis—Components of Executive Compensation Program for Fiscal 2025—Other Compensation and Benefits” for more information. (8)Amount represents the intrinsic value of each share underlying an RSU or unearned PSU outstanding on August 2, 2025, and which vests on an accelerated basis following the relevant termination date (as defined in the Fourth Amended and Restated 2020 Equity Incentive Plan, as applicable), with unearned PSUs vesting based on the “target” level of performance, with the exception of the fiscal 2023-2025 PSUs included at final 45% payout. These amounts are calculated by multiplying (i) the aggregate number of equity awards which vest on an accelerated basis by (ii) $27.01 per share, the closing price of our common stock on the NYSE on August 1, 2025 (the last business day of fiscal 2024). (9)Amount represents the sum of (i) the NEO’s base salary, as in effect as of August 2, 2025, (ii) the NEO’s annual cash incentive payments based on target performance for the fiscal year in which the executive is terminated, and (iii) the prorated portion of the amount of the NEO’s annual cash incentive payment that the executive would have earned during the fiscal year in which the NEO’s employment was terminated. Amounts in the table reflect a full year bonus amount due to the assumption of a termination at year end. If an NEO were terminated during the fiscal year, this amount would be prorated. (10)Amount represents the sum of (i) 2x the NEO’s base salary as of August 2, 2025, (ii) 2x the NEO’s annual cash incentive payments based on target performance for the fiscal year in which the NEO is terminated and (iii) the amount of the NEO’s annual cash incentive payment he or she would have earned during the fiscal year in which his or her employment was terminated. Upon Mr. Persaud’s departure, under the terms of his severance agreement, he is entitled to 1x his base salary and 1x annual cash incentive payment based on target performance (totaling $1,008,250), plus a payment of $35,000 in lieu of post-termination medical benefits, plus up to $1,369,287 in outstanding equity based on prorated PSUs that may pay out based upon final metric performance and accelerated RSUs per the 2020 Equity Incentive Plan.
Pay vs. Performance
Pay vs. Performance This disclosure has been prepared in accordance with the SEC’s pay versus performance rules in Item 402(v) of Regulation S-K under the 1934 Act (Item 402(v)) and does not necessarily reflect the actual value realized by our NEOs or how the Compensation Committee evaluates compensation decisions in light of Company performance. For discussion of how the Compensation Committee seeks to align pay with performance when making compensation decisions, please see the “Executive Compensation—Compensation Discussion and Analysis” section beginning on page 30. The following tables and related disclosures provide information about (i) the Summary Compensation Table total compensation of our principal executive officers (PEOs) and our non-PEO Named Executive Officers (Other NEOs) as presented in the Summary Compensation Table on page 49, (ii) the “compensation actually paid” (CAP) to our PEOs and our Other NEOs, as calculated pursuant to Item 402(v), (iii) certain financial performance metrics and (iv) the relationship of the CAP to those financial performance metrics.
Pay vs. Performance
| Year | Summary Compensation Table Total for PEO(1) | | Compensation Actually Paid to PEO(4) | | Average Summary Compensation Table Total for non-PEO NEOs $(1) | Average Compensation Actually Paid to non-PEO NEOs $(4)(5) | Value of Initial Fixed $100 Investment Based on: (6) | | (in millions) | | | | 1st PEO $(2) | 2nd PEO $(3) | 1st PEO $(2) | 2nd PEO $(3) | | | Total Shareholder Return $ | Peer Group Total Shareholder Return $ | Net Income $(7) | Adjusted EBITDA $(8) | | 2025 | 9,655,175 | n/a | 21,581,689 | n/a | 2,795,512 | 4,651,087 | 136 | 228 | (118) | 552 | | 2024 | 7,619,334 | n/a | 5,237,814 | n/a | 2,724,029 | 843,517 | 74 | 171 | (112) | 518 | | 2023 | 6,201,442 | n/a | (1,706,501) | n/a | 1,958,589 | (4,707,368) | 104 | 180 | 24 | 640 | | 2022 | 8,722,292 | 6,312,014 | 8,947,422 | 709,289 | 3,053,051 | 2,223,744 | 214 | 222 | 248 | 829 | | 2021 | n/a | 8,403,365 | n/a | 17,558,584 | 2,794,629 | 4,726,282 | 167 | 164 | 149 | 770 |
Pay vs. Performance
(1)The values reflected in this column represent the “Total” compensation set forth in the Summary Compensation Table on page 49. (2)Mr. Douglas has served as PEO since August 9, 2021 (week 2 of fiscal 2022). (3)Mr. Spinner served as PEO in fiscal 2021-2022, retiring on August 9, 2021, at which time Mr. Douglas became the new PEO. (4)“Compensation actually paid” begins with the Summary Compensation Table totals reported for the PEOs and the average of the Other NEOs for each year and were subject to the following adjustments per Item 402(v)(2)(iii) of Regulation S-K. NEOs do not participate in a defined benefit plan so no adjustment for pension benefits is included in the table below. Similarly, no adjustment is made for dividends as dividends do not apply.
Pay vs. Performance
| | Fiscal 2025 | | Fiscal 2024 | | Fiscal 2023 | | Fiscal 2022 | | | Fiscal 2021 | | | NEO | Douglas PEO #1 | Average NEO | Douglas PEO #1 | Average NEO | Douglas PEO #1 | Average NEO | Douglas PEO #1 | Spinner PEO #2 | Average NEO | Spinner PEO #2 | Average NEO | | Summary Compensation Table Total Pay $ | 9,655,175 | 2,795,512 | 7,619,334 | 2,724,029 | 6,201,442 | 1,958,589 | 8,722,292 | 6,312,014 | 3,053,051 | 8,403,365 | 2,794,629 | | Subtract Grant Date Fair Value of Stock Awards Granted in Fiscal Year | (6,668,311) | (1,286,578) | (5,029,570) | (1,444,325) | (5,135,192) | (1,324,846) | (5,899,913) | — | (1,419,963) | (5,099,971) | (1,366,224) | | Add Fair Value at FYE of Outstanding Awards Granted in Current Fiscal Year | 10,511,293 | 1,816,277 | 4,471,036 | 939,207 | 2,001,105 | 494,269 | 6,125,044 | — | 1,281,636 | 11,570,416 | 3,054,335 | | Add Change in Fair Value of Outstanding Awards Granted in Prior Years | 7,419,912 | 1,293,283 | (1,590,840) | (526,667) | (4,670,685) | (5,146,889) | — | (10,699,745) | (913,495) | 3,096,530 | 310,091 | | Add Change in Fair Value as of Vesting Date of Stock Awards Granted in Prior Years | 663,621 | 194,851 | (232,145) | (132,362) | (103,172) | (640,179) | — | 5,097,020 | 592,254 | (411,756) | (66,548) | | Add Fair Value as of Prior Fiscal of Awards that failed to meet Vesting Conditions | — | (162,259) | — | (716,365) | — | (48,313) | — | — | (369,738) | — | — | | Compensation Actually Paid $ | 21,581,689 | 4,651,087 | 5,237,814 | 843,517 | (1,706,501) | (4,707,368) | 8,947,422 | 709,289 | 2,223,744 | 17,558,584 | 4,726,282 |
Pay vs. Performance
(5)Other NEOs for fiscal 2021 are Mr. Howard (former CFO), Mr. Dorne (former COO), Ms. Sutton, (former Chief Legal Officer, General Counsel and Corporate Secretary) and Mr. Testa (former President); Other NEOs for fiscal 2022 are Mr. Howard (former CFO), Mr. Dorne (former COO), Mr. Stigers (former CEO, Cub), Ms. Sutton, (former Chief Legal Officer, General Counsel and Corporate Secretary) and Mr. Testa (former President); Other NEOs for fiscal 2023 are Mr. Howard (former CFO), Ms. Benedict (CHRO), Mr. Martin (President, Wholesale), Mr. Testa (former President) and Mr. Stigers (former CEO, Cub); Other NEOs for fiscal 2024 are Mr. Tarditi (CFO), Ms. Benedict (CHRO), Mr. Martin (President, Wholesale), Mr. Persaud (former President and CEO, Retail), Ms. Horvath (former COO) and Mr. Howard (former CFO) and Other NEOs for fiscal 2025 are Mr. Tarditi (CFO), Louis Martin (President of Conventional Grocery Products and CCO), Mr. Bushway (President of Natural, Organic, Specialty & Fresh Products and CSO), Ms. Benedict (CHRO) and Mr. Persaud (former President and CEO, Retail) (6)Represents hypothetical $100 investment at the beginning of the measurement period. Peer group represents the S&P SmallCap 600 Food Distributors Index also used in the Company’s Annual Report under Part II Item 5 for the Comparative Stock Performance graph. (7)As reported on Registrant’s Consolidated Statements of Income for the applicable fiscal reporting year, as provided under Part II Item 8 of the Company’s Annual Report. (8)The Company has identified Adjusted EBITDA as the Company-selected measure, as it represents the most important financial performance measure used to link compensation actually paid to the PEO and the Other NEOs in 2025 to the Company’s performance. See Annex B for the definition of Adjusted EBITDA, a non-GAAP measure, and reconciliation to the most directly comparable GAAP measure. (9)For performance-based awards, the fair values reflect the probable outcome of the performance vesting conditions as of each measurement date. The following table identifies the four most important financial performance metrics used by our Compensation Committee to link the “compensation actually paid” to our PEO and Other NEOs in fiscal 2025, calculated in accordance with SEC regulations, to company performance. For a description of each of these performance metrics on our NEOs’ compensation, see “Executive Compensation—Compensation Discussion and Analysis.”
Pay vs. Performance
| Financial Performance Measures | | Adjusted EBITDA | | Core Adjusted EPS | | Free Cash Flow |
Pay vs. Performance
The charts below describe the relationship between compensation actually paid to our PEOs and Other NEOs (as calculated above), a comparison of our cumulative TSR and the cumulative TSR of our peer group, our Adjusted EBITDA and our net income.