AMC ENTERTAINMENT HOLDINGS, INC.
For the period ended Dec 10, 2025. Filed Oct 24, 2025.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Dec 10, 2025 · Filed Oct 24, 2025
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Contents
Annual Incentive Program
Executive Compensation Philosophy and Program Objectives
The goals of the Compensation Committee with respect to executive compensation are:
to attract, retain, motivate, and reward talented executives;
to tie annual compensation incentives to the achievement of specified performance objectives; and
to achieve long-term creation of value for our stockholders by aligning the interests of these executives with those of our stockholders.
To achieve these goals, we endeavor to maintain compensation plans that tie a substantial portion of executives’ overall compensation to key strategic, operational, and financial goals and other non-financial goals that the Compensation Committee deems important. The Compensation Committee evaluates our compensation programs to ensure they are supportive of these goals and our business strategy and align the interests of our executives with those of our stockholders.
Executive Compensation Program Elements
Our executive compensation program primarily consists of a combination of base salary, annual cash incentives, and long-term equity incentives. Our Compensation Committee believes that a combination of these elements offers the best approach to achieving our compensation goals, including attracting and retaining talented and capable executives and motivating our executives and other officers to expend maximum effort to improve the business results and earnings and create long-term, sustainable growth of stockholder value.
Base Salaries
Base salaries for our NEOs are reviewed from time to time by the Compensation Committee and may be increased pursuant to such review and in accordance with guidelines contained in the various employment agreements to realign salaries with market levels after taking into account individual responsibilities, performance, and experience. Base salaries for our NEOs are established based on several considerations, including:
the scope of their responsibilities
current competitive practices of peer group companies
individual performance and achievements
current compensation
recommendations from the CEO for executives (other than the CEO)
The table below shows the annual base salaries for our NEOs for 2024, compared to 2023:
| Executive · · · 2024 BaseSalary · · · 2023 BaseSalary · · · % Increase /(Decrease) · | |||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Adam M. Aron | | | | $1,500,000 | | | | | $1,500,000 | | | | | | —% | | | ||
| Sean D. Goodman | | | | | 850,000 | | | | | | 800,000 | | | | | | 6.25% | | |
| Daniel E. Ellis | | | | | 625,000 | | | | | | 595,000 | | | | | | 5.0% | | |
| Elizabeth F. Frank | | | | | 625,000 | | | | | | 595,000 | | | | | | 5.0% | | |
| Carla C. Chavarria | | | | | 540,750 | | | | | | 515,000 | | | | | | 5.0% | | |
Annual Incentive Program
The Compensation Committee has the authority to award annual incentive bonuses to our NEOs pursuant to our annual incentive compensation program (“AIP”), which historically have been paid in cash and traditionally have been paid in a single installment in the first quarter of the subsequent year upon certification of performance by the Compensation Committee.
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