Compensation and Benefits Policy

The Company is committed to creating a compensation system linked to employee performance, without discrimination and with consideration for equity. This ensures that all employees are well cared for and have a good quality of life, which is a key foundation for building a stable and sustainable organization. The Company uses a performance management system that links Key Performance Indicators (KPIs) at the organizational level, division or department level, and individual level. This also includes a 360-degree Competency Assessment. The results of both KPI and Competency evaluations are crucial factors in considering compensation, promotion, and employee skill development, as follows:

1. Organizational Level: Measures the success of strategic goals through performance indicators (KPIs) and the Eco-Efficiency value. This is measured by profitability (EBITDA) compared to the reduction of environmental impact, which is assessed based on the Company's Greenhouse Gas Emissions (Scope 1, 2, and 3). This accounts for 7.20% to 12.00% of the annual performance score for employees from the supervisor level up to the Chief Executive Officer. This is coupled with the use of a 360-degree Competency Assessment tool to promote comprehensive potential and skill development.
2. Division/Department Level: Measures results based on performance indicators (KPIs) that support organizational goals. The efficient resource utilization policy is used as an assessment criterion for employees at the supervisor, manager, and chief executive levels, accounting for 3.00% to 5.00%.
3. Individual Level: Measures results based on the individual's performance indicators (KPIs) agreed upon with their supervisor.

1. Competitive Total Compensation The Company sets the compensation structure by benchmarking against the standards of other companies in the same industry to ensure it can attract and retain talented personnel. This considers both monetary compensation based on position and experience, and non-monetary compensation, such as benefits, working environment, and facilities designed to be suitable and competitive.
2. Pay-for-Performance The Company determines variable compensation, including bonuses and incentive rewards, by referencing individual performance based on KPIs. These KPIs are interconnected from the individual and departmental levels up to the organizational level. Specifically for employees at the supervisor level and above, organizational KPIs account for 35% to 45% of the annual score. Additionally, the Company sets a sustainability indicator through the Eco-Efficiency metric. This is measured by profitability (EBITDA) compared to the reduction of Greenhouse Gas Emissions (Scope 1, 2, and 3) and is factored into the assessment score from the supervisor level up to the executive level, accounting for 7% to 12% of the annual score, to support the organization's sustainability goals.
3. Internal Equity The Company manages compensation fairly based on the scope of work, value of work, skills, and performance, without discrimination based on gender, race, religion, or other status, and in accordance with human rights and equality principles.
4. Transparency The Company communicates the results of KPI evaluations and the 360-degree Competency Assessment to ensure employees understand their strengths and areas for development, as well as the criteria for considering compensation at the organizational, division or department, and individual levels.
5. Affordability The Company adjusts annual compensation and bonuses based on the Company's operating results and financial capability to maintain financial sustainability.
6. Discretionary Bonus The Company calculates bonuses by considering the Company's operating results and individual performance. The consideration for bonus payment is subject to the discretion of the Board of Directors.
7. Retirement Preparation The Company allocates a retirement gratuity fund as required by law and reviews the terms of employment for potential retired employees to promote the long-term security of vulnerable groups.
8. Diversity and Inclusion The Company promotes equal opportunities in employment and career development for women, persons with disabilities, disadvantaged individuals, and vulnerable groups, based on qualifications and suitability.

The Board of Directors is responsible for setting and reviewing this policy at least once a year to ensure it remains current and aligns with the organizational strategy and market conditions. The Human Resources Department is responsible for conducting performance evaluations, communicating the policy to employees, and regularly assessing compensation risks.

This policy integrates sustainability goals into compensation management, particularly through the use of the Eco-Efficiency metric. This aligns with the Sustainable Development Goals (SDGs) in addressing climate change (SDG 13) and promoting equality (SDG 5 and SDG 10). Furthermore, all operations strictly comply with the Labor Protection Act and relevant international labor standards

• Labor Protection Act B.E. 2541 (1998)
• Income Tax and Social Security Laws
• Thai Labor Standard (TLS 8001) and International Labour Organization (ILO) Conventions
• Sustainability (ESG) Guidelines according to international standards