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How We Operate LA3
Compensation and Benefits
Our strategy is to provide employees with market-competitive compensation that appropriately aligns pay with performance. This includes incentive compensation that rewards employees according to their personal contribution and business performance.
We regularly complete a comprehensive review of the compensation program to validate our competitive positioning. As part of this process, compensation in each region is benchmarked against relevant peer organizations. We use information from this process to:
• Stay informed about current compensation trends;
• Confirm our salary ranges continue to reflect a competitive market range of pay; and
• Ensure our incentive plans continue to provide us with a competitive total compensation offering.
Performance Trends
Global Spend on Compensation and Benefits
(in billions of dollars) 10
0 2 4 6 8
2011 2012 2013
Recognition Programs In addition to compensation and benefits programs, we have a large number of recognition programs that acknowledge and celebrate the behaviours, accomplishments and successes of employees for the difference they make every day. In addition to a variety of bank-wide and business- specific recognition programs, all employees
TD 2013 Corporate Responsibility Report
In addition, we periodically make targeted investments to enhance the competitive positioning for specific roles or employees. During 2013, annualized investments totalling $11 million were made for employees in Canada and the U.S. A significant portion of these investments were targeted to entry-level front-line employees who are critical to delivering the customer service and convenience that TD is known for. In addition, we continue to fine-tune our benefits programs to ensure we provide appropriate and meaningful coverage to our employees.
» Executive Compensation
Benefit Programs Our benefit programs aim to ensure that our employees have a comprehensive safety net of essential protection in the event of death, disability or a serious illness and to help them provide for their retirement. Employees can choose from a broad range of benefits, savings and wellness programs, which vary by country, to meet their needs and those of their immediate dependants. TD’s retirement programs ensure every employee will have a retirement income.
+ Summary of Benefit Programs (PDF)
47 LA7
around the world participate in our industry- leading Global Service Recognition program, which features awards of TD shares at significant milestone anniversaries.
Health and Safety
Employee health, safety and wellness are paramount to TD.
We have a wide range of programs and processes to help prevent accidents and injuries in our day-to-day operations, including best-practice ergonomic standards in design and refurbishments, Health and Safety (H&S) Representatives, a dedicated H&S intranet resource and mandatory health & safety training for Canadian managers. Our focus is on mitigating safety risks relevant to our business, which primarily include slips, trips and falls; ergonomics (e.g., repetitive strains); and injuries related to lifting.
We also promote general health and wellness by providing opportunities for employees to assess, manage and improve their physical and mental well-being. For example, we offer a robust health benefits program; a variety of flexible work options, from job sharing and compressed schedules to gradual back-to-work transitions; and an employee assistance program, which provides third-party counselling to help deal with a wide range of life events.
+ Summary of flexible work options + 2013 health and safety performance
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