Company: TJX
Filing Date: 2025-05-01
Form Type: DEF 14A
Source: 0000109198-25-000024
Chunk: 43

Company: TJX COMPANIES INC /DE/
Filing Date: 2025-05-01
Form: DEF 14A
Chunk 43
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 | $1,700,000 |
| John Klinger                   |     |   $825,000 |
| Carol Meyrowitz                |     | $1,040,000 |
| Douglas Mizzi                  |     | $1,060,000 |
| Kenneth Canestrari             |     | $1,060,000 |

The Committee was advised by its independent compensation consultant in determining base salaries for each of our NEOs. No base salary increases for Mr. Herrman and Ms. Meyrowitz were approved for FY25. For our other NEOs, base salaries were increased during FY25 as part of our annual individual performance and salary review process and, in the case of Mr. Klinger, in connection with his promotion to SEVP, Chief Financial Officer at the start of FY25. In January 2025, a base salary increase for Ms. Meyrowitz was approved in connection with the extension of her employment agreement effective at the start of FY26, as described below under Employment Agreements .

#### 2025 Proxy Statement33

### Compensation Discussion and Analysis

### ANNUAL CASH INCENTIVES: MANAGEMENT INCENTIVE PLAN (MIP)
The objective of annual cash incentive awards under our MIP is to motivate and incentivize our NEOs and other key Associates to achieve annual performance goals established by the Committee and to reward them based on achievement of these performance goals.

#### Key Features of FY25 MIP
• Broad-based program that extends throughout our global organization, emphasizing team-based execution of our business strategies

• Payouts based 100% on Company financial performance goals

• 200% maximum payout limit applied to all awards

### FY25 MIP Performance Goals and Results
For FY25 MIP, the Committee determined that MIP Incentive Pre-Tax Income would be an appropriate and effective performance goal to motivate, focus, and reward operational performance across the Company. At the start of FY25, the Committee established the MIP Incentive Pre-Tax Income goals shown below, including the performance target, threshold (the level of performance at or below which no payout would be earned), and maximum (the level at or above which the award payout would be the maximum under the award terms). As a result of the process described above under Incentive Plan Goal Setting , the MIP Incentive Pre-Tax Income performance target established by the Committee for FY25 was above the target and actual result under MIP for FY24.

After the end of FY25,