Corporate Social Responsibility Policy

POLICY

CORPORATE SOCIAL RESPONSIBILITY

The Company considers corporate social responsibility (CSR) an integral part of its operations and undertakes the following commitments:

Contribution to society:

The Company seeks to contribute to improving public life and well-being in the areas where it operates by supporting social, educational, cultural, environmental and other socially beneficial initiatives.

Respect for human rights and decent working conditions:

The Company respects fundamental human rights, provides lawful and decent working conditions, complies with working-time and rest-time requirements, and does not permit practices that may undermine human dignity or restrict employees’ lawful labour rights.

Freedom of association and employee representation:

The Company respects employees’ right to freely establish and join lawful worker associations, elect representatives, and participate in lawful forms of collective representation without discrimination or retaliation.

Prohibition of child labour:

The Company does not employ persons below the minimum age established by applicable law. In the absence of a specific legal requirement, the employment of persons under 15 years of age, or under 14 years of age where expressly permitted by applicable rules, is prohibited, except for lawful apprenticeship, internship, summer employment or education programmes. Employees under 18 years of age are not permitted to perform work that may harm their health, safety, security or moral development. Where a young employee combines work with education, the total time spent travelling to and from work and study, studying and working must not exceed 10 hours per day.

Prohibition of forced labour:

The Company does not use forced, compulsory, bonded or involuntary prison labour. Employment relationships are based on voluntary consent. The retention of documents for coercive purposes, the requirement of deposits, unlawful restrictions on the right to terminate employment, or any other form of forced labour are not permitted.

Non-discrimination:

The Company publicly commits not to permit discrimination based on skin colour, race, gender, religion, ethnic origin, social status, disability or other characteristics protected by law. Decisions on recruitment, remuneration, training, promotion and other terms of employment are made based on competence, qualifications, work performance and the objective requirements of the role.

Non-discriminatory recruitment and awareness:

The Company applies consistent candidate-assessment criteria and measures to prevent discrimination during recruitment. Managers and employees involved in recruitment and people management receive periodic briefings or training on equal opportunities, non-discrimination and respectful conduct.

Workplaces for persons with disabilities:

The Company seeks to exceed the minimum legal requirements for the integration of persons with disabilities, sets applicable employment targets and, where necessary and feasible, adapts workplaces, equipment, working arrangements and access conditions to individual needs.

Gender equality:

The Company supports equal opportunities for women and men, including equal pay for work of equal value, equal access to training, development and career progression, and applies measures aimed at eliminating unjustified gender barriers.

Protection of persons reporting violations:

Employees may, in good faith, report suspected discrimination, human-rights violations, unethical conduct and other violations to their immediate manager, the person responsible for CSR, or the Director, including through a confidential report where necessary. Retaliation against an employee for a good-faith report is not permitted. Confirmed violations result in corrective action and, where necessary, disciplinary measures.

Transparent recruitment:

The Company ensures a clear, formal and transparent recruitment process. Vacancy requirements and selection criteria are defined before the search begins, candidates receive clear information about the selection conditions, and recruitment results are communicated to participants in accordance with the Company’s established procedures. Equal opportunities are provided to all candidates.

Employee career development:

Employee performance is assessed at least once a year. Based on the assessment results, individual development objectives and, where applicable, individual development and career plans are defined. The Company supports professional and functional mobility, provides opportunities for training and professional development, and gives priority to internal recruitment for open positions where suitable candidates are available.

Responsible management of employment changes:

The Company seeks to prevent or reduce forced redundancies in advance. Where redundancies are unavoidable, mitigation measures provided by law and internal decisions are applied, including timely communication, statutory payments and, where possible, assistance with internal transfer, retraining or employment.

Business ethics:

The Company adheres to the principles of honest business and business ethics. Employees and business partners must comply with anti-corruption requirements, prevent bribery, conflicts of interest, fraud and money laundering, avoid anti-competitive practices, and ensure transparency, objectivity and accountability in business relationships.

Care for employees:

The Company creates a safe and respectful working environment, supports equal opportunities and the professional development of employees, provides access to necessary training, and considers employee well-being to be a factor in business sustainability.

Support for local communities:

The Company supports local communities by creating jobs, using local market opportunities, participating in socially beneficial initiatives and, where possible, supporting social infrastructure.

Consumer protection:

The Company ensures the quality and safety of its services and complies with the lawful rights of clients and the requirements of applicable standards, contracts and legislation.

Sustainable development:

The Company supports decisions aimed at reducing the negative impact of its activities, using resources responsibly, improving social outcomes and ensuring long-term business sustainability.

Cooperation with partners:

The Company seeks to work with contractors and other business partners who share the principles of legality, respect for human rights, decent working conditions, non-discrimination and business ethics. Material violations of these principles may be considered when selecting, assessing and continuing cooperation with a partner.

Reporting and measurement of results:

The Company documents applicable CSR activities and periodically analyses results, identified non-conformities and required improvements. Records of recruitment, performance assessments, training and development, employee reports, equal-opportunity measures and other applicable actions may be used to demonstrate the implementation of this Policy.

Responsibility:

The person responsible for CSR is responsible for organising the implementation of this Policy. Heads of functional areas ensure compliance with the applicable provisions of the Policy within their authority.

Review and update:

This Policy is reviewed at least once a year, as well as when legislation, SQAS requirements or the organisational structure changes, or when material non-conformities are identified in the area of CSR and labour rights.