Chapter 1: General Provisions

1. Remuneration is for work done.
2. For the time of non-performance of work, the employee retains the right to remuneration only if the Labor Code or a special provision so provides.

       Chapter 2: Components of remuneration

1. Employees of the Company may be paid on a monthly or hourly or commission basis, as specified in the employment contract. (...).
2. Employees in managerial and independent positions may receive a function allowance.
3. In addition to base pay, employees may receive a discretionary bonus. The amount of the bonus is deducted in proportion to the employee's absenteeism.
4. The employer may grant a cash award to an employee or group of employees on an individual basis.

(...)

• (11) Pay for an extra day off for employees employed at the Company's Distribution Center in the position of warehouseman, operator warehouseman, loading warehouseman, sorting warehouseman, with seniority of at least 60 months with the employer, shall be paid on the basis of basic salary without function bonuses and bonuses.
• (12) For overtime and night work, in addition to the normal remuneration resulting from the rate of basic pay, an allowance as defined in the Labor Code shall be paid. For night work, an allowance in the amount of 20% of the salary resulting from the rate of basic pay shall be paid.
• (13) Employees managing the workplace on behalf of the employer and managers of separate organizational units shall, if necessary, perform work outside normal working hours without the right to remuneration and overtime allowance. Managers of separate organizational units shall be entitled to remuneration and overtime premium for overtime work falling on Sunday and a holiday, if they have not received another day off in exchange for work on such a day.

(...)

   Chapter 4: Protection of labor remuneration

1. An employee may not waive his right to wages or transfer this right to another person.
2. The Company, at the request of the employee, shall make available to him for inspection the documents on the basis of which his salary was calculated.
3. Only the rules described in the Labor Code may be deducted from labor wages.
4. In the event of the death of an employee during the employment relationship or during the period of receiving sickness disability benefits after its termination, the family of the deceased is entitled to a death gratuity from the Company paid in the amount and according to the rules set forth in the Labor Code.
5. An employee who meets the conditions for entitlement to a disability pension or an old-age pension, whose employment relationship is established in connection with retirement, is entitled to a severance payment of one month's salary.
6. In matters not regulated by these regulations, the provisions of the Labor Code and the Civil Code shall apply.

       Final provisions

1. The provisions of these Salary Regulations come into force two weeks after they are made known to employees.
2. The name of a position indicated in these regulations or other internal documents exclusively in the masculine gender shall be treated as a neutral form regardless of gender.
3. As of the effective date, these Regulations repeal the Remuneration Regulations of 3.03.2022.

The excerpt reflects the changes made to the Remuneration Regulations in December 2025 and is based on the current version of the Remuneration Regulations.