Optimum Communications, Inc.

Cash Retention Awards

On November 5, 2026, following approval by the independent committees of the board of directors of Optimum Communications, Inc. (“Optimum”) and the board of managers of its subsidiary Optimum CSC LLC (“Optimum CSC”), holders of cash performance awards and deferred cash awards, including Dennis Mathew, Marc Sirota, Michael Parker and Michael E. Olsen, the named executive officers of Optimum, received the opportunity to forfeit their outstanding cash performance awards and deferred cash awards in connection with the receipt of a new cash-based retention award. The new retention award is intended to drive the organization’s workforce toward restructuring the capital of Optimum and its subsidiaries for the benefit of Optimum, Optimum CSC, and their affiliates and stakeholders. A portion of the new award that represents the previously outstanding awards (the “first tranche”) will vest 25% on the earlier of entry into a qualifying agreement or December 31, 2026, 25% on the earliest of the consummation of the transactions contemplated by qualifying agreement, an order confirming a plan of reorganization or February 28, 2027 and the remaining 50% on a change in control of Optimum whereby Patrick Drahi loses voting control (a “change in control”), in each case, subject to continued employment through the applicable vesting date. Mr. Mathew will vest in any unvested portion of the first tranche on an earlier termination without cause (as defined in his employment agreement), resignation for good reason (as defined in his employment agreement), death or disability (as defined in his employment agreement). Mr. Olsen will vest in any unvested portion of the first tranche when Mr. Olsen’s employment terminates as a result of his termination on December 31, 2027 in connection with his transition, retention and retirement agreement, or if he is terminated without cause (as defined in his transition agreement, retention and retirement agreement) or he resigns for good reason (as defined in his transition agreement, retention and retirement agreement). Messrs. Sirota and Parker will vest in one-third of any unvested portion of the first tranche in connection with a termination without cause (as defined in their applicable agreement) or resignation for good reason (as defined in their applicable agreement) and will vest in a pro-rata portion of the first tranche on their death or disability (as defined in their applicable agreement). The remaining portion of the new award (the “second tranche”) will vest 50% on the earlier of six months following a change in control or December 31, 2027, and the remaining 50% will vest on the earlier of one year following a change in control or June 30, 2028. Mr. Mathew will vest in any unvested portion of the second tranche on an earlier termination without cause, resignation for good reason, death or disability. Mr. Olsen will vest in any unvested portion of the second tranche if Mr. Olsen’s employment terminates as a result of his termination on December 31, 2027 in connection with his transition, retention and retirement agreement, or if he is terminated without cause or he resigns for good reason. Messrs. Sirota and Parker will vest in any unvested portion of the second tranche on a termination without cause or resignation for good reason, in each case, that occurs within two years following a change in control and will vest in a pro-rata portion of the second tranche on death or disability. For Messrs. Mathew, Sirota, Parker and Olsen, the first tranche replaces the value of their forfeited outstanding cash performance awards and deferred cash awards. The second tranche adds value above those forfeited awards and represents each of their 2026 long-term incentive awards. These 2026 awards are substantially reduced from the 2026 long-term incentive award that they would have ordinarily received. The additional value represented by the second tranche is (i) $2,500,000 for Mr. Mathew, (ii) $875,000 for Mr. Sirota, (iii) $750,000 for Mr. Olsen, and (iv) $562,500 for Mr. Parker.

The foregoing description of the cash retention awards summarizes the material terms of the cash retention awards and is qualified entirely by the full text of the cash retention award agreements, which will be filed as an exhibit to the Company’s Annual Report on Form 10-K for the year ended December 31, 2026.

Change in Control Severance Agreements

On November 5, 2026, following approval by the independent committees of the board of directors of Optimum and the board of managers of Optimum CSC, Optimum CSC entered into a change in control severance agreement with Marc Sirota. The change in control severance agreement provides that, upon a termination of employment without “cause” or resignation for “good reason,” in each case, on or within 24 months following a “change in control” (each as defined in the change in control severance agreement), Mr. Sirota will be entitled to a lump-sum cash payment equal to the greater of $5.125 million or the sum of his annual base salary, target annual bonus and target annual long-term incentive grant, in each case using the higher of the such amount in effect at termination or immediately prior to the change in control. In addition, Mr. Sirota would be eligible to receive twelve months of company-subsidized COBRA coverage, subject to timely election, any unpaid bonus for the preceding completed fiscal quarter and a prorated quarterly bonus for the quarter of termination based on actual performance. These benefits are conditioned on execution of an effective release of claims and compliance with applicable restrictive covenants, including a 12-month post-termination non-compete. The foregoing description of the change in control severance agreement summarizes the material terms of the change in control severance agreement and is qualified entirely by the full text of the change in control severance agreement, which will be filed as an exhibit to the Company’s Annual Report on Form 10-K for the year ended December 31, 2026.