MARTEN TRANSPORT LTD (MRTN)

Sector: Industrials

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2026 Annual Meeting Analysis

MARTEN TRANSPORT LTD · Meeting: May 5, 2026

Policy v1.2high confidenceView Filing ↗
For informational purposes only. This AI-generated analysis applies a published voting policy to publicly available proxy filings. It does not constitute investment advice, proxy voting advice, or a solicitation of any kind. AI analysis may be incomplete or inaccurate — always review the actual filing and make your own independent decision.

Directors FOR

1

Directors AGAINST

6

Say on Pay

AGAINST

Auditor

FOR

Director Elections

Election of Directors

1 FOR/6 AGAINST

Against Analysis

✗ AGAINST
Randolph L. MartenTSR underperformance ETF trigger3yr absolute TSR negative 40.7pctgap vs XLI negative 118.7pp exceeds 30pp threshold5yr TSR negative 23pct gap vs XLI also exceeds thresholddirector since 1980 full tenure overlap

Marten's stock has lost about 41% over the past three years while the Industrials sector ETF (XLI) gained 78%, a gap of nearly 119 percentage points — far exceeding the 30-point trigger for negative-TSR companies; the 5-year check does not rescue the vote because the 5-year stock return is also negative (-23%) and the gap versus XLI over five years similarly exceeds the threshold, confirming sustained underperformance rather than a brief trough; as a director since 1980 and the current CEO, Mr. Marten bears full accountability for this record.

✗ AGAINST
Larry B. HagnessTSR underperformance ETF trigger3yr absolute TSR negative 40.7pctgap vs XLI negative 118.7pp exceeds 30pp threshold5yr TSR negative 23pct gap vs XLI also exceeds thresholddirector since 1991 full tenure overlap

Mr. Hagness has served on the board since 1991, giving him full overlap with the three-year and five-year underperformance periods; the stock's 41% three-year loss against a nearly 119-point gap to XLI triggers the policy threshold, and the 5-year return is also negative with a gap that exceeds the applicable threshold, so the 5-year mitigant does not apply.

✗ AGAINST
Jerry M. BauerTSR underperformance ETF trigger3yr absolute TSR negative 40.7pctgap vs XLI negative 118.7pp exceeds 30pp threshold5yr TSR negative 23pct gap vs XLI also exceeds thresholddirector since 1997 full tenure overlap

Mr. Bauer has served since 1997 and has full tenure overlap with the underperformance period; the same 119-point three-year TSR gap versus XLI triggers the policy, and the 5-year check also fails, leaving no mitigant to downgrade the vote.

✗ AGAINST
Robert L. DemorestTSR underperformance ETF trigger3yr absolute TSR negative 40.7pctgap vs XLI negative 118.7pp exceeds 30pp threshold5yr TSR negative 23pct gap vs XLI also exceeds thresholddirector since 2007 full tenure overlap

Mr. Demorest has served since 2007 and has full overlap with both the three-year and five-year underperformance periods; the TSR trigger fires on both time horizons at thresholds well exceeding the policy limits.

✗ AGAINST
Ronald R. BoothTSR underperformance ETF trigger3yr absolute TSR negative 40.7pctgap vs XLI negative 118.7pp exceeds 30pp threshold5yr TSR negative 23pct gap vs XLI also exceeds thresholddirector since 2015 full tenure overlap

Mr. Booth has served since 2015 and his tenure fully overlaps with both the three-year and five-year underperformance windows; the policy TSR trigger fires on both measures with gaps far exceeding the applicable thresholds.

✗ AGAINST
Kathleen P. IversonTSR underperformance ETF trigger3yr absolute TSR negative 40.7pctgap vs XLI negative 118.7pp exceeds 30pp threshold5yr TSR negative 23pct gap vs XLI also exceeds thresholddirector since March 2020 over 24 months substantial tenure overlap

Ms. Iverson joined in March 2020, which is more than 24 months ago and gives her substantial overlap with the underperformance period (approximately 4 of the 5 underperformance years); the three-year TSR trigger fires with a 119-point gap versus XLI, and the 5-year check also fails, so the vote remains AGAINST.

For Analysis

✓ FOR
Patricia L. Jonesdirector since March 2023 within 24 month exemption period

Ms. Jones joined in March 2023, which is within the 24-month new-director exemption window from the date of the 2026 annual meeting; under policy she is exempt from the TSR underperformance trigger and no other disqualifying factors are identified.

Six of seven nominees trigger the TSR underperformance policy because Marten's stock has declined roughly 41% over three years while the Industrials sector benchmark (XLI) rose 78%, a gap of nearly 119 percentage points that far exceeds the 30-point threshold for companies with negative absolute returns; the 5-year mitigant does not apply because the 5-year stock return is also negative and the 5-year gap versus XLI likewise exceeds the applicable threshold, confirming sustained rather than transient underperformance. Only Patricia L. Jones, who joined in March 2023 and qualifies for the 24-month new-director exemption, receives a FOR vote.

Say on Pay

✗ AGAINST

CEO

Randolph L. Marten

Total Comp

$1,154,303

Prior Support

98%%

pay mix concern fixed pay exceeds 40pct of totalpay for performance misalignment variable pay above benchmark while TSR underperforms peers by over 20ppperformance award vesting includes 10pct service only component with weak performance linkage

The proxy discloses that base salary alone made up 69.4% of the CEO's total compensation in 2025, meaning fixed pay far exceeds the 40% ceiling our policy sets for senior executives — this is a structural pay-mix problem regardless of pay level. On the pay-for-performance question, the company's own Pay Versus Performance table shows that Marten's cumulative total shareholder return was $75.33 on a $100 investment over five years while the peer group returned $144.83, a gap of nearly 70 percentage points, yet executives continued to receive equity grants without any cash bonus reduction tied to this sustained underperformance. Finally, the performance award vesting structure includes a 10% annual service-only vesting component that pays out regardless of whether any financial targets are met — meaning a portion of what is labeled 'performance-based' compensation is effectively fixed pay in disguise.

Auditor Ratification

✓ FOR

Auditor

Grant Thornton LLP

Tenure

12 yrs

Audit Fees

$513,510

Non-Audit Fees

$79,040

Non-audit fees (tax compliance and planning) of $79,040 represent about 15% of audit fees of $513,510, well below the 50% threshold that would raise independence concerns; Grant Thornton has served since 2014 (approximately 12 years), comfortably below the 25-year tenure trigger; and the firm is a large national firm appropriate for a company of Marten's size and complexity, so no policy trigger fires.

Overall Assessment

Marten Transport's 2026 ballot presents a deeply troubled governance picture: the company's stock has fallen roughly 41% over three years against a sector benchmark that gained 78%, triggering TSR-based AGAINST votes for six of seven director nominees (only the newest director is exempt) and contributing to an AGAINST on say on pay where fixed pay dominates the CEO's pay mix and equity awards vest in part regardless of performance outcomes. The auditor ratification is the sole proposal that passes all policy screens cleanly, with reasonable fees and a tenure well short of the independence threshold.

Filing date: March 17, 2026·Policy v1.2·high confidence