3 3 | T M X G R O U P S U S TA I N A B I L I T Y R E P O R T 2 0 2 4 REPORT CONTENTS ABOUT THIS REPORT SUSTAINABILITY STRATEGY SUSTAINABILITY GOVERNANCE PROSPERITY PLANET PEOPLE APPENDICES Benefits and Working Conditions Health and Wellness In 2024, we continued to offer specialized training and monthly wellness events such as onsite exercise classes, webinars, mental health training for people managers, online assessment tools and training, counselling services through our benefits provider, onsite wellness rooms (that can be used for any purpose including breast-feeding), subsidies on fitness memberships and programs, and sponsorship of employee sports teams. Specific benefits and programs are location dependent. Work Models We offer hybrid work options globally, flexible work hours, shortened work weeks, part-time hours and telecommuting, all of which are circumstance and location specific. Our people managers decide the right model for each team and member. We are a hybrid-first organization which means a minimum of two to three days per week in the office, however this model is not onesize-fits-all, and we have three workstyles: in-office, hybrid, and remote. These arrangements may change over time to adapt to changing business or operational needs. Family Benefits We support parents through region-specific parental leave program, providing financial assistance on top of government sponsored programs. For example, in Canada we provide financial support for up to 15 weeks paid at 100% of salary, less government benefits (for all parents). In the United States we provide financial support for up to 12 weeks paid at 100%, less government benefits (for all parents). Our parental leave programs, where applicable, cover all types of parents including nonbirth parents and those welcoming a child through surrogacy/adoption. Long Term Incentives We provide annual long-term incentive (LTI) opportunities to 8.9% of the workforce below the senior management level (which is made up of all other executives and director-level employees). For 2024, we also extended LTI opportunities below the executive and director level (as we did in 2023). For 2024, an additional 3.5% of our total employee population received a restricted share unit award based on high performance. Managers/senior professionals were nominated by their managers for their significant impact and contribution to the company. Health and Safety Our Safe and Resilient Workplace Policy reflects our commitment to our business resilience objectives by: (i) taking all reasonable measures to provide a safe, secure and healthy workplace, (ii) taking all reasonable measures to ensure that our business operations are resilient in the event of a business disruption, (iii) complying with applicable occupational health and safety requirements in the workplace and industry practices and regulatory expectations for business resiliency. Our occupational health and safety program consists of (i) our Safe & Resilient Workplace Policy (see above) that outlines the roles and responsibilities for employees, management and the health and safety committee members; (ii) our health and safety committee with representatives from all business areas (and which conducts quarterly health and safety committee meetings, the minutes of which are posted for all employees to review); and (iii) mandatory annual employee training on health and safety. All workplaces incidents are investigated and reported through our enterprise compliance program which reports to our executive operational risk committee. Collective Bargaining Agreements 0% of TMX employees are represented by an independent trade union or covered by collective bargaining agreements.
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