EX-97 21 d592628dex97.htm EX-97

Exhibit 97

Taiwan Semiconductor Manufacturing Company Limited

Clawback Policy

I. | BACKGROUND

Taiwan Semiconductor Manufacturing Company Limited (the “Company”) has adopted this Clawback Policy (this “Policy”) to provide for the recovery or “clawback” of excess Incentive-Based Compensation earned by current or former Executive Officers of the Company in the event of a required Restatement (each, as defined under the section entitled “VIII. Definitions” herein).

This Policy is intended to comply with the requirements of Section 303A.14 of the New York Stock Exchange (“NYSE”) Listed Company Manual (the “Listing Standards”). To the extent that any provision in this Policy is ambiguous as to its compliance with the Listing Standards or to the extent any provision in this Policy must be modified to comply with the Listing Standards, such provision will be read, or will be modified, as the case may be, in such a manner so that all applicable provisions under this Policy comply with the Listing Standards.

II. | STATEMENT OF POLICY

The Company shall recover reasonably promptly the amount of erroneously awarded Incentive-Based Compensation in the event that the Company is required to prepare an accounting restatement due to the material noncompliance of the Company with any financial reporting requirement under the securities laws, including any required accounting restatement to correct an error in previously issued financial statements that is material to the previously issued financial statements, or that would result in a material misstatement if the error were corrected in the current period or left uncorrected in the current period (a “Restatement”).

The Company shall recover erroneously awarded Incentive-Based Compensation in compliance with this Policy except to the extent provided under the section entitled “VI. Exceptions” herein.

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III. | SCOPE OF POLICY

| A. | Persons Covered and Recovery Period. This Policy applies to all Incentive-Based Compensation received by an Executive Officer:

| • |  | after beginning service as an Executive Officer,

| • |  | who served as an Executive Officer at any time during the performance period for that Incentive-Based Compensation,

| • |  | while the Company has a class of securities listed on NYSE, and

| • |  | during the three completed fiscal years immediately preceding the date that the Company is required to prepare a Restatement (the “Recovery Period”).

Notwithstanding this look-back requirement, the Company is only required to apply this Policy to Incentive-Based Compensation received on or after October 2, 2023.

For purposes of this Policy, Incentive-Based Compensation shall be deemed “received” in the Company’s fiscal period during which the Financial Reporting Measure (as defined herein) specified in the Incentive-Based Compensation award is attained, even if the payment or grant of the Incentive-Based Compensation occurs after the end of that period.

| B. | Transition Period. In addition to the Recovery Period, this Policy applies to any transition period (that results from a change in the Company’s fiscal year) within or immediately following the Recovery Period (a “Transition Period”), provided that a Transition Period between the last day of the Company’s previous fiscal year end and the first day of the Company’s new fiscal year that comprises a period of nine to 12 months will be deemed a completed fiscal year. For clarity, the Company’s obligation to recover erroneously awarded Incentive-Based Compensation under this Policy is not dependent on if or when a Restatement is filed.

| C. | Determining Recovery Period. For purposes of determining the relevant Recovery Period, the date that the Company is required to prepare the Restatement is the earlier to occur of:

| • |  | the date the board of directors of the Company (the “Board”), a committee of the Board, or the officer or officers of the Company authorized to take such action if Board action is not required, concludes, or reasonably should have concluded, that the Company is required to prepare a Restatement, and

| • |  | the date a court, regulator, or other legally authorized body directs the Company to prepare a Restatement.

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IV. | DETERMINATION OF RECOVERY

In the event that the Company is required to recover the erroneously awarded Incentive-Based Compensation pursuant to this Policy, the Human Resources Division of the Company shall promptly inform the Compensation and People Development Committee of the Board (the “Committee”) of such event, and then submit the recovery proposal with supporting details to the next Committee meeting for the Committee’s approval. The Committee shall determine in its sole and absolute discretion the manner of recovery of any recoverable amount, including, without limitation, by seeking reimbursement from the covered Executive Officer of all or part of the compensation awarded or paid, including collecting from the covered Executive Officer a cash payment, by electing to withhold or reduce unpaid compensation or payments due to the covered Executive Officer from the Company, or by rescinding or canceling stock to be vested.

Recovery under this Policy shall be required regardless of whether the Executive Officer was at fault, responsible for the material noncompliance of the Company with any financial reporting requirement that contributed to the required Restatement, or engaged in any misconduct.

Any determinations of the Committee will be final, binding and conclusive.

V. | AMOUNT SUBJECT TO RECOVERY

| A. | Recoverable Amount. The amount of Incentive-Based Compensation subject to this Policy is the amount of Incentive-Based Compensation received that exceeds the amount of Incentive-Based Compensation that otherwise would have been received had it been determined based on the restated amounts, computed without regard to any taxes paid.

| B. | Covered Compensation Based on Stock Price or TSR. For Incentive-Based Compensation based on stock price or total shareholder return (“TSR”), where the amount of erroneously awarded Incentive-Based Compensation is not subject to mathematical recalculation directly from the information in a Restatement, the recoverable amount shall be based on a reasonable estimate of the effect of the Restatement on the stock price or TSR upon which the Incentive-Based Compensation was received. In such event, the Company shall maintain documentation of the determination of that reasonable estimate and provide such documentation to NYSE.

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VI. | EXCEPTIONS

The Company shall recover erroneously awarded Incentive-Based Compensation in compliance with this Policy except to the extent that the conditions set out below are met and the Committee has made a determination that recovery would be impracticable:

| A. | Direct Expense Exceeds Recoverable Amount. The direct expense paid to a third party to assist in enforcing this Policy would exceed the amount to be recovered; provided, however, that before concluding it would be impracticable to recover any amount of erroneously awarded Incentive-Based Compensation based on expense of enforcement, the Company shall make a reasonable attempt to recover such erroneously awarded Incentive-Based Compensation, document such reasonable attempt(s) to recover, and provide that documentation to NYSE.

| B. | Violation of Home Country Law. Recovery would violate law of the Republic of China (“R.O.C.”) where that law was adopted prior to November 28, 2022; provided, however, that before concluding it would be impracticable to recover any amount of erroneously awarded Incentive-Based Compensation based on violation of R.O.C. law, the Company shall obtain an opinion of R.O.C. counsel, acceptable to NYSE, that recovery would result in such a violation, and shall provide such opinion to NYSE.

| C. | Recovery from Certain Tax-Qualified Retirement Plans. Recovery would likely cause an otherwise tax-qualified retirement plan, under which benefits are broadly available to employees of the Company, to fail to meet the requirements of 26 U.S.C. 401(a)(13) or 26 U.S.C. 411(a) and regulations thereunder.

VII. | PROHIBITION AGAINST INDEMNIFICATION

The Company shall not indemnify any Executive Officer or former Executive Officer against the loss of erroneously awarded Incentive-Based Compensation.

VIII. | DISCLOSURE

The Company shall file all disclosures with respect to recoveries under this Policy in accordance with the requirements of the U.S. Federal securities laws, including the disclosure required by the applicable Securities and Exchange Commission (“SEC”) filings.

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IX. | DEFINITIONS

Unless the context otherwise requires, the following definitions apply for purposes of this Policy:

“Executive Officer” means the Company’s president, principal financial officer, principal accounting officer (or if there is no such accounting officer, the controller), any vice-president of the Company in charge of a principal business unit, division, or function (such as sales, administration, or finance), any other officer who performs a policy-making function, or any other person who performs similar policy-making functions for the Company. For purposes of this Policy, Executive Officers also include the Chairman of the Board (the “Chairman”) to the extent the Chairman was granted Incentive-Based Compensation. Executive officers of the Company’s subsidiaries, as applicable, are deemed Executive Officers of the Company if they perform such policy-making functions for the Company. Policy-making function is not intended to include policy-making functions that are not significant. Identification of an Executive Officer for purposes of this Policy would include at a minimum executive officers identified pursuant to 17 CFR 229.401(b).

“Financial Reporting Measures” means any of the following: (i) measures that are determined and presented in accordance with the accounting principles used in preparing the Company’s financial statements, and any measures that are derived wholly or in part from such measures, (ii) stock price and (iii) TSR. A Financial Reporting Measure need not be presented within the Company’s financial statements or included in a filing with the SEC.

“Incentive-Based Compensation” means any compensation that is granted, earned, or vested based wholly or in part upon the attainment of a Financial Reporting Measure.

X. | EFFECTIVENESS

This Policy shall be approved by the Compensation and People Development Committee. Any amendment hereof is subject to the same procedures.

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