American Airlines Group Inc.(AAL)

Howard Ungerleider — Director Compensation | Elected to the Board of Directors on July 30, 2024.; Will serve on the Audit and Compensation Committees.; Compensation will be on the same basis as other non-employee directors.; Compensation details are described in the Proxy Statement for the 2024 annual meeting of stockholders.

Vasu Raja — Severance Agreement | Continuation of base salary during the Severance Period (through January 31, 2025).; Lump sum payment of $968,750, payable after the expiration of the Severance Period, contingent on compliance with restrictive covenants.; Continuation of certain travel privileges, subject to the Company's officer travel policy.; Requires compliance with post-termination non-competition and non-solicitation covenants through January 31, 2025.

Vasu Raja — Termination Disclosure | Will depart the Company in June 2024.

Robert Isom — Employment Agreement | 2023 target annual compensation was $15.2M, with more than 90% at-risk and incentive-based.; 74% of compensation delivered in time- and performance-vested equity.; Half of the 2023 Long-Term Incentive (LTIP) grant is subject to performance-vesting conditions over a three-year period.; Actual annual compensation in 2023 was $16.5M due to overperformance against short-term incentive targets.; The 2023 compensation included a non-recurring CEO award of $11.0M, reflecting his promotion, leadership during COVID-19, and the difference between his actual 2022 pay (capped by CARES Act) and what it would have been if set in March 2022.; The non-recurring CEO award includes restrictive covenants: a 24-month non-competition and non-solicitation period following departure, regardless of severance entitlement.

Devon May — Severance Agreement | Cash severance payment equal to 18 months of base salary plus 1.5 times the annual target cash incentive.; Payment or reimbursement of COBRA premiums for up to 18 months or until eligibility for other employer coverage.; Continued vesting of outstanding equity awards for 18 months following termination.; Equity awards subject to performance-vesting conditions will vest at the greater of target or expected attainment level in the event of a Covered Termination within two years following a change in control.; Requires post-employment restrictive covenants, including non-competition for 18 months and non-solicitation for 24 months.; Covered Termination includes termination by the Company without cause or resignation for good reason.