Matthew R. Pollak

About Matthew R. Pollak

Matthew R. Pollak, 59, was appointed Vice President, Corporate Controller and Principal Accounting Officer (PAO) of Employers Holdings, Inc. effective August 8, 2025; he joined the Company in May 2025 as VP, Corporate Controller of EIG Services, Inc. . He holds a B.S. in Accounting from Virginia Tech, an MBA from Wake Forest University, and is a CPA . As context on EIG’s recent performance, 2024 net income was $118.6 million (diluted EPS $4.71), Adjusted GAAP Calendar Year Combined Ratio was 98.0% vs. a 102.0% hurdle in the STI plan, and Adjusted Book Value Per Share ended 2024 at $50.71 (+9.8% YoY) .

Past Roles

Fixed Compensation

• The Company disclosed that Pollak “will receive no incremental compensation or benefits for his service as the Company’s PAO.” Base salary and target bonus for his VP Controller role were not disclosed .

Performance Compensation

Company program architecture (applicable to NEOs and senior executives; Pollak’s individual targets/weighting not disclosed):

• Short-term incentive (STI): 100% performance-based, metric = Adjusted GAAP Calendar Year Combined Ratio; 2024 result 98.0% vs. 102.0% hurdle; Committee discretion to pay 0–250% of target if hurdle met .
• Long-term incentives (LTI): Mix anchored at PSUs (65%) tied to 3-year annualized change in ABVPS relative to the average 10-Yr U.S. Treasury (threshold < 10Y+0% → 0%; target 10Y+4% → 100%; max 10Y+9% → 250%); RSUs (35%) with multi-year vesting; annual grant timing policy and change-in-control treatment per plan .

Pollak-specific equity award disclosed to date:

Equity Ownership & Alignment

Employment Terms

Change-in-Control and Severance Framework (Company Program)

Note: Company’s Key Executive Change in Control and Severance Plan applies to designated participants; Pollak’s participation status is not disclosed. Terms below summarize plan mechanics.

Governance, Trading and Clawback Controls

• Anti‑hedging/anti‑pledging: Applies to directors and employees with title VP and above; prohibits hedging and generally prohibits pledging of Company equity .
• Clawbacks: Robust recoupment policy for cash/equity incentive comp; SEC 10D-compliant mandatory recovery for erroneously awarded incentive-based pay for Section 16 officers (covers Pollak’s officer role) .
• Equity grant timing: VP-and-above new hires/promotions may receive grants on the first business day of Mar/May/Aug/Nov following approval/start; annual executive grants typically in Feb–Mar .

Company Performance Context (2024)

Investment Implications

• Alignment and retention: Initial RSU position with four-year vesting starting August 2026 aligns Pollak with long-term value creation and provides retention hooks through 2029; anti‑hedging/pledging and clawback coverage reinforce alignment and governance discipline .
• Pay-for-performance backdrop: While Pollak’s individual targets aren’t disclosed, EIG’s incentive architecture (STI tied to Combined Ratio; PSUs tied to multi‑year ABVPS vs. 10‑Yr Treasury) structurally links senior executive pay to underwriting discipline and book value growth—key drivers for P&C insurers .
• Severance/CIC risk: Company framework avoids tax gross‑ups and uses reasonable multiples; Pollak’s participation is not disclosed, but if designated, the plan lessens distraction risk in strategic events while limiting shareholder-unfriendly features .
• Execution focus: As PAO, Pollak’s impact vector is financial reporting quality, controls, and closing discipline; watch for Section 16 filings around RSU vesting dates after Aug 2026 and any changes in equity grant cadence per the VP‑and‑above grant policy .