Air Products & Chemicals, Inc.(APD)

Sean D. Major — Severance | Resigned as Executive Vice President, General Counsel and Secretary effective July 11, 2025.; Entitled to receive severance and other benefits under the Company’s Executive Separation Program.; Severance benefits are governed by terms disclosed in the Company’s definitive proxy statement filed on December 3, 2024.

Eduardo Menezes — Employment Agreement | Initial annual base salary of $1,270,000.; Annual incentive plan target for fiscal 2025 set at 145% of base salary (pro-rated for partial year).; Fiscal 2025 equity incentive grant with an aggregate grant date fair value of $9,888,000 (pro-rated).; Equity award mix consists of 60% three-year performance shares and 40% restricted stock units (RSUs).; Restricted stock units (RSUs) vest after four years of service.; Participant in the Company's Executive Separation Program and eligible for standard health, welfare, and retirement benefits for senior executives.

Seifi Ghasemi — Severance Agreement | Termination of service as CEO effective February 7, 2025.; Entitled to receive severance and other benefits in accordance with the Amended and Restated Employment Agreement dated May 17, 2023.; Specific severance terms are cross-referenced to the definitive proxy statement filed on December 3, 2024.

Eduardo Menezes — Employment Agreement | Mr. Menezes joined the Company as Chief Executive Officer in February 2025.; The Company disclosed that the new CEO does not have a formal multi-year employment agreement, serving in an at-will capacity.; His target total direct compensation for fiscal 2025 was established by the Board of Directors upon his appointment (specific numeric values not provided in the primary document text).; Executive compensation terms for the CEO are determined by independent directors.; The Company's compensation policy explicitly excludes excise tax gross-ups for executive officers.; Change-in-control (CIC) protections are structured to avoid 'single-trigger' payments, requiring a termination following a control change for benefits to vest.; For fiscal 2025, the performance goal for a 100% target payout of performance awards was raised to enhance performance-based pay alignment.