Esquire Financial Holdings, Inc.
For the period ended May 28, 2026. Filed Apr 30, 2026.
View on SEC.govAbout this filing
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.
May 28, 2026 · Filed Apr 30, 2026
Contents
Executive Compensation Program Elements
The Compensation Committee, with the assistance of our compensation consultant, when engaged, has incorporated the following elements into the compensation program to meet the documented compensation philosophy:
| ● | Cash based salary and employment benefits that are competitive with our peers; |
| ● | Cash based bonuses, directly linking pay to both Company and individual performance; |
| ● | An equity plan designed to align the executives’ interest with the Company’s stockholders in achieving long-term performance; and |
| ● | Limited perquisites based on demonstrated business purpose. |
The Compensation Committee and the Board weigh a variety of different factors in their deliberations, both company-wide and individually-based performance objectives are used in determining the compensation of the CEO and other NEOs. Company-wide performance objectives emphasize earnings, profitability, asset quality, return on assets, return on equity, and growth, which are customarily used by similarly-situated financial institutions in measuring performance. Individually-based performance objectives include non-quantitative factors considered by the Compensation Committee and the Board such as general management oversight of the Company, the productivity of employees and execution of Esquire Bank’s Strategic Plan.
The chart below summarizes the various elements of our executive compensation program and their purpose. Further detail on each of these compensation elements is provided in the sections that follow.
| | | | | |
|---|---|---|---|---|
| Element | Base Salary | Annual Cash Incentives | Long-Term Equity Incentives | |
| Form of Payment | Cash | Cash | 50% Restricted Stock Awards ("RSAs") | 50% Performance Share Units ("PSUs") |
| Vesting Length | -- | -- | Vest over 5 years with 1/3 vesting after years 3, 4, and 5 | Vest entirely after 3 years(2-year performance period) |
| Performance Period | -- | 1 Year | -- | 2 Years |
| Performance Metrics | -- | ROAA (18.75%) | | ROAA (50%) |
| | | Diluted EPS (18.75%) | | Diluted EPS Growth (50%) |
| | | Non-Performing Assets to Total Assets Ratio (18.75%) | | |
| | | Internal Risk Rating (18.75%) | | |
| | | Strategic Goals (25%) | | |
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.