Board Justification

Our executive compensation program is based on the following: Pay-for-Performance by aligning compensation to company performance. Appropriate Pay Mix with an emphasis on performance-based compensation. Delivering 360° Value for our clients, people, shareholders, partners and communities, with our culture of shared success. Competitive Benchmarking against our compensation peer group and similar roles across the broader market. Leadership Essentials demonstrated by executives are considered in determining compensation outcomes.

Board Justification

The Global Annual Bonus is designed to tie pay to both individual and Company performance for the fiscal year; in particular, financial performance compared to the earnings target established by the Compensation, Culture & People Committee.

Board Justification

The incremental costs of perquisites and other personal benefits provided to Ms. Sweet for fiscal 2024 included tax preparation fees, use of a car and driver and $275,190 for personal use of a Company-provided aircraft, which, in light of the results of an independent security study, the Company encourages Ms. Sweet to use for security and business productivity reasons, up to a maximum aggregate annual Company cost of $600,000 per fiscal year. The aggregate incremental cost of such personal usage is calculated based on the variable operating costs to the Company of any personal flights. Ms. Sweet is fully responsible for all personal income taxes associated with such personal usage. Also included for fiscal 2024 are life insurance premium payments of $7,842 for Ms. Sweet, and payments of $4,429 to Ms. Sweet as reimbursement for tax equalization payments.

Board Justification

Vesting of the 2021 Key Executive Performance Share Program awards, based on the Company’s achievement of the specified performance criteria with respect to the period beginning September 1, 2020 and ended August 31, 2023, was determined by the Compensation, Culture & People Committee on October 18, 2023. Pursuant to the 2021 Key Executive Performance Share Program, 106.4% of the target award of RSUs vested on October 18, 2023, after the end of fiscal 2023, based on the Company’s achievement of specified performance criteria over the three-year performance period.