The health and safety of our employees, customers, suppliers and communities is our most important core value. Our safety programs are designed around recognized standards with appropriate variations addressing the multiple jurisdictions and regulations, specific hazards and unique working environments of our operations.

Our SMART Safety program focuses on embedding our culture of safety across all of our operations.

We remain committed to living a culture of safety and reducing the number of injuries working at our facilities to zero. Our executive team supports a safety management system that includes policies, standard practices and goals at our facilities, including:

• conducting regular safety assessments;
• monitoring best practices and compliance with regulatory requirements;
• training our employees to improve safety practices;
• integrating video-based technology and safety programs into substantially all Company-operated trucks; and
• maintaining emergency preparedness and response plans.

We proactively identify areas of improvement and reinforce positive employee behaviors in order to enhance safety practices and reduce or eliminate incidents. In our facilities, behavioral safety culture is a primary focus, with an increased emphasis on “near-miss” reporting and resolution. We define a near-miss event as a situation where no personal injury was sustained and no property was damaged, but given a slight shift in time or position, injury and/or damage could have occurred. We believe that this focus has increased awareness of and attention to potential incidents at our facilities.

We utilize a mixture of indicators to assess the health and safety performance of our domestic operations. Lagging indicators include the Occupational Safety & Health Administration (“OSHA”) Total Recordable Incident Rate (“TRIR”) and average Department of Transportation Recordable Accident Rate per million miles (“DOT Rate”).

The following table sets forth the TRIR and DOT Rate for each of the last three years ended December 31:

Our focus on safety is evident in our 2023 TRIR, which is lower than the reported Metals Service Center Institute (“MSCI”) industry-wide average of 3.5 as reported in their most recent survey conducted in 2020. A lower TRIR means that fewer people are injured, and fewer lives are negatively impacted. We have not identified a universally accepted and annually updated benchmarking standard for DOT Rate.

To help attract and retain the best employees, we offer competitive compensation and benefits. In addition to base salaries, our compensation programs can include annual bonuses, stock-based compensation awards, a 401(k) plan with employer matching opportunities, healthcare and insurance benefits, health savings and flexible spending accounts.

We strive to make a positive impact on the lives of our employees by providing a workplace culture focused on safety and wellbeing, economic stability, and opportunities for continued skills development and knowledge building. All U.S. full-time (work 30 hours or more per week) non-union employees, from our corporate officers to our non-exempt workforce, are eligible for benefits under our health and wellness program. Over 99% of our domestic employees (70% of whom are hourly) are eligible for our health and wellness program. We believe that our employee-focused initiatives and benefits provide long-term positive impacts towards minimizing turnover, enhancing employee safety, health and welfare, engagement, productivity, and loyalty. Through our culture, benefits, and opportunities, we endeavor to make Reliance a place to build a long-term career, rather than just have a job.

We believe that we provide industry-leading healthcare benefits to our employees. We funded approximately 85% of the costs associated with our domestic employees’ health insurance coverage in 2023.

As part of our comprehensive benefits offering, we provide employees and their covered spouses/domestic partners with on-site health screenings, individualized health and wellness assessments and personalized wellness coaching. This one-on-one coaching program integrates phone and mail-based communications and is designed to support employees’ physical and mental health by providing individualized tools and coaching resources to help improve or maintain their health status and encourage engagement in healthy behaviors.

We believe that superior Company performance requires contributions from a diverse workforce that includes a variety of employee experiences, backgrounds, and characteristics. We are committed to providing fair and unbiased opportunities and hiring, developing and supporting a diverse and inclusive workforce.

We offer an unbiased opportunity for our employees to perform, contribute, and achieve their career aspirations. We embrace and encourage one another’s unique perspectives and experiences because we believe these characteristics foster a company-wide culture of innovation and creative problem solving contributing to individual and Company performance.

We value teamwork as an ongoing practice that calls for inclusiveness, representation, and participation and that engages various groups and points-of-view. We strive to recruit high performers with a desire to achieve at industry leading levels and hire people from all backgrounds, experiences, and skillsets. We are committed to providing a work-life balance and continually promote the understanding of and appreciation for performance and diversity in our workplace and community.

Women comprise 38% of the directors nominated to our Board of Directors in 2024 and serve in key executive leadership roles at the Company, including: President and Chief Executive Officer; Senior Vice President, Chief Information Officer; Vice President, Corporate Initiatives; Vice President, Health & Human Resources; and Vice President, Tax. In addition, our non executive Chair of the Board identifies as American Indian and is a member of the Citizen Potawatomi Nation.

We expect and require fair, equitable, and respectful treatment of and by all our employees. Our commitment to diversity and inclusion is also reinforced by our Code of Conduct, which forbids employment discrimination or harassment based on race, color, sex (including pregnancy, childbirth, and related medical conditions), national origin, religion, age, disability, genetic information, veteran status, sexual orientation, marital status, or any other characteristic protected by applicable law.