CHURCH & DWIGHT CO INC /DE/
For the period ended May 1, 2025. Filed Mar 20, 2025.
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 1, 2025 · Filed Mar 20, 2025
CHD$109.33-1.8%Stored close · as of Nov 6, 2026
Contents
2024 COMPENSATION
The principal components of 2024 compensation that we paid to our named executive officers were designed to meet our compensation objectives as follows:
| Church & Dwight Co. | 2025 Proxy Statement | 53 |
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COMPENSATION DISCUSSION AND ANALYSIS
Our executive compensation programs include strong governance and reflect best practices to protect and promote our stockholders’ interests.
| What We Do: | What We Do Not Do: | |||
|---|---|---|---|---|
| ☑ | Significant stock ownership and stock holding requirements are in place for senior executives. | ☒ | No gross-up payments to cover personal income taxes or excise taxes that pertain to executive or severance benefits (other than pursuant to our standard relocation policy available on the same basis to Vice Presidents and above). | |
| ☑ | A majority of our executive compensation is performance-based. | ☒ | No hedging, pledging or short sales by our non-employee directors or employees with respect to Company securities. | |
| ☑ | Limited perquisites for executives. | ☒ | No repricing stock options without prior stockholder approval. | |
| ☑ | Appropriate balance between short-term and long-term compensation discourages short-term risk taking at the expense of long-term results. | ☒ | No overlapping metrics between our annual incentives and our long-term incentives. | |
| ☑ | Our Annual Incentive Plan utilizes five diverse metrics to avoid over-emphasis on any one short-term measure. | ☒ | No guaranteed annual incentives. | |
| ☑ | Engage in risk mitigation by including balanced performance metrics in our compensation programs, clawback provisions and oversight to identify risk. | |||
| ☑ | Change in control cash severance payments and vesting of stock options granted on or after July 30, 2019 require a “double trigger” before payment can be made or equity can vest (requiring a qualifying termination following a change in control). | |||
| ☑ | Our Compensation & Human Capital Committee engages an independent compensation consultant, who performs no other work for Church & Dwight, to advise on executive and non-employee director compensation matters. | |||
| ☑ | Robust clawback policies that require the recoupment of excess incentive-based compensation paid to executive officers as a result of a material financial misstatement in accordance with the Dodd-Frank Act and NYSE rules and that permit the recoupment of compensation from a broader group of senior leaders in the case of material financial misstatements, cause conduct, and violations of restrictive covenants. | |||
| 54 | Church & Dwight Co. | 2025 Proxy Statement |
COMPENSATION DISCUSSION AND ANALYSIS
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