On May 28, 2025 the Company's stockholders approved the 2025 Plan which has the objective of attracting and retaining skilled

personnel and to enable the Company to grant equity compensation awards and other types of incentive compensation. As of

September 30, 2025, there were 5.8 million shares of common stock available for issuance under the 2025 Plan.

The 2015 Plan, which was adopted on April 30, 2015 and expired in 2025, had the objective of attracting and retaining skilled

personnel and enabled the Company to grant equity compensation awards and other types of incentive compensation. As of

September 30, 2025, there were 1.6 million unvested awards under the 2015 Plan and certain vested but unexercised awards

remained outstanding. No further awards can be granted under the 2015 Plan.

A summary of the Company’s RSUs and PSUs for the nine months ended September 30, 2025 and 2024 is presented in the


	Nine Months Ended September 30,
	2025		2024
	RSUs/PSUs (000's)	Weighted Average Grant Date Fair Value	RSUs/PSUs (000's)	Weighted Average Grant Date Fair Value
Unvested at beginning of period	1,021	$45.09	1,341	$26.43
Granted	1,318	29.13	448	60.09
Vested	(332)	41.61	(731)	23.04
Forfeited and cancelled	(81)	38.84	(66)	28.84
Unvested at end of period	1,926	$35.02	992	$46.00

A summary of PSU awards granted during the nine months ended September 30, 2025, is as follows:


Grant Date	Number of Shares (000's)	Performance Period	Metrics	Grant Date Fair Value
March 1, 2025	142	2025-2027	Revenue rTSR	Revenue - $25.69 rTSR - $36.61
May 30, 2025	27	2025-2027	Revenue rTSR	Revenue - $37.88 rTSR - $62.61
August 8, 2025	40	2025-2027	Integration Completion Synergy Savings	$51.95

During the second quarter of 2025, the Human Resources and Compensation Committee approved a modification to the revenue-

based performance metrics applicable to certain of the Company’s outstanding PSUs to reflect the Alani Nu Acquisition. For PSUs

in which the modification did not change the probability of payout, compensation cost continues to be recognized based on the

original grant-date fair value (a Type I, probable-to-probable outcome). For PSUs in which the modification resulted in a change

from improbable to probable (Type III) of achieving the performance condition, we measured the incremental compensation cost at

the modification date fair value and are recognizing that cost over the remaining requisite service period, including a cumulative

catch-up. Incremental expense associated with the modified units was immaterial for the period.