William G. Miller II

President and Chief Executive Officer at MILLER INDUSTRIES INC /TN/

Board

Since March 2022

Age

45 years

Tenure

Joined as a Sales Representative in 2002 and progressed through roles including Light-Duty General Manager (November 2004 to October 2007), Vice President of Strategic Planning (October 2007 to November 2009), Regional Vice President of Sales (November 2009 to February 2011), President (since March 2011), Co-Chief Executive Officer (December 2013 to March 2022), Chief Executive Officer (since March 2022), and director (since May 2014).

Also at MILLER INDUSTRIES INC /TN/

DLW

Deborah L. Whitmire

EVP, Chief Financial Officer, and Treasurer

Frank Madonia

EVP, Secretary, and General Counsel

Jamison Linden

VP and Chief Manufacturing Officer

About

William G. Miller II has built a notable career at Miller Industries, Inc., demonstrating progressive leadership since his start as a Sales Representative in 2002. His career path has seen him taking on critical roles across various functions, laying a strong foundation for his later appointments.

His portfolio includes roles such as Light-Duty General Manager, Vice President of Strategic Planning, and Regional Vice President of Sales of Miller Industries Towing Equipment Inc., each contributing to his broad expertise and strategic insight. This experience paved the way for his leadership positions as President (since March 2011), Co-Chief Executive Officer (from December 2013 to March 2022), and finally Chief Executive Officer (since March 2022).

Beyond his operational roles, he has served as a director since May 2014 and is supported by a family legacy within the company, with his father serving as Chairman since April 1994. This intergenerational leadership adds a unique dimension to his professional profile and the strategic direction of the company.

$MLR Performance Under William G. Miller II

Past Roles

Organization	Role	Date Range	Details
Miller Industries, Inc.	Co-Chief Executive Officer	Dec 2013 – Mar 2022	Held as part of a dual leadership structure
Miller Industries, Inc.	President	Mar 2011 – Mar 2022	Served prior to assuming the current CEO role
Miller Industries Towing Equipment Inc.	Southeast Regional Vice President of Sales	Nov 2009 – Feb 2011	Regional sales leadership role
Miller Industries, Inc.	Vice President of Strategic Planning	Oct 2007 – Nov 2009	Focused on long-term strategic initiatives
Miller Industries, Inc.	General Manager, Light Duty Product Line and Facility	2004 – 2007	Managed product line operations
Miller Industries, Inc.	Project Leader, Datapath Satellite Trailers for Military Applications	2003 – 2005	Led military-specific trailer projects
Miller Industries Towing Equipment Inc.	District Sales Manager	Since 2002	Early sales leadership role; no longer active

Fixed Compensation

Data from FY 2023

Component Name	Amount	Payment Schedule	Additional Details
Salary	$762,501	Annual	Fixed annual salary
Bonus (Discretionary Holiday Cash)	$1,500	Annual	Discretionary holiday bonus
All Other Compensation	$43,867	Annual	Breakdown: 401(k) match of $8,250 , life insurance premiums $1,476 , automobile expenses $2,384 , personal use of company aircraft $31,757

Performance Compensation

Data from FY 2023

Performance Bonus Program

Metric/Component	Details
Performance Metric	Adjusted Pretax Income ( )
Thresholds	< $10M: No bonus; $10M-$25M: 5% (100% cash); $25M-$50M: 8% (75% cash, 25% RSUs); > $50M: 11.25% (50% cash, 50% RSUs) ( )
2023 Results	Adjusted Pretax Income of $86.9M resulting in achievement of the > $50M threshold ( )
Bonus Payout Components	Cash Bonus: $2,249,263 ; RSU Award: 49,906 RSUs
RSU Vesting Schedule	Graded 3-year vesting: 1/3 on each anniversary of the grant date ( )
ESG Component	20% of the bonus pool subject to ESG performance, fully earned in 2023 ( )
Grant Date for RSUs	March 2024 ( )
Additional Conditions	RSU awards are subject to continued service through vesting dates ( )

The performance compensation is structured to reward achievement against Adjusted Pretax Income thresholds. In 2023, the performance resulted in a blended payout of 50% cash and 50% RSUs based on the company exceeding the $50M threshold, with an ESG weighting that contributed an extra 20% bonus pool component. No further details on performance weight caps or grant date fair values are provided in the documents.