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              [html]<thead><tr><td>Overview of the LTI Plan</td><td></td></tr></thead><tbody><tr><td>What is the LTI Plan and who participates?</td><td>In preventive, exercises can be provided friengories. Considered Limited tolerally early early early early earlyer, although assessed of initially describe and confliet any entillement ’ to receive any radiosequent assestds. In awa</td></tr><tr><td>How much can the executives earn under the LTI Plan?</td><td>Maraging Director / CDC — up to 45 % of TFR as Performance Rights. COD 7 OFO : Coecutive Management – up to 12.5 % of TFR as Delemed Rights and additionally, ap to 12.5 % of TFR as Performance Rights.</td></tr><tr><td>What is awarded under the LTI Plan?</td><td>Two types of rights are offered under the LTI Plan : Deferred Rights and Performance Rights.</td></tr><tr><td>Is there a cost to participate?</td><td>The rights are issued for nil consideration and are granted in accordance with performance guidelines established by the Remuneration Committee and approved by the Board.</td></tr><tr><td>What are the performance and vesting conditions?</td><td>Deferred Rights - vesting is time based. Performance Rights - refer to Vesting Schedule for Performance Rights below</td></tr><tr><td>What is the performance / vesting period?</td><td>Defirmed Rights are subject to three year vesting periods. There are no performance conditions attached to the Deferred Rights. Performance Rights are subject to a three year performance measurement period from 1. July in the gear when t</td></tr><tr><td>How does the LTI vest?</td><td>Performance Rights vest subject to the achievement of a hurdle based on total shareholder return. Further information on the versiling scale is below.</td></tr><tr><td>Is the LTI subject to retesting?</td><td>There is no retesting of elther the Deferred Rights or Performance Rights.</td></tr><tr><td>Who assesses performance?</td><td>Performance is assessed against a TSR Aginab ** measure prescribed in the Vieoting Schedule for Performance Rigitto between The Remuneration Committee signs off performance assessment based on recommendations by the Managing Direct</td></tr><tr><td>How is the LTI delivered?</td><td>On eecling the first 30 ( 3000 value of each of the Deliered Rigitis and Performance Rigitis awards is paid in cash, e. g. If both Definerse and Performance Rights world of the same first first first - first - pain was ald receive hears 42 ( 1000 –</td></tr><tr><td>What happens in the event of bonus shares, rights issues or other capital reconstructions?</td><td>I ' between the grand date and the date of convension of verded rights into cash and records shares there are bonus shares, rights issues or other capital seconitus from that affect the was et all higograls. Considered shares, the Bast may or</td></tr><tr><td>Takeover or Scheme of Arrangement?</td><td>Unvested rights vest in the proportion that the share price has increased since the beginning of the vesting period. All vested rights need to be exercised within three months of the takeever.</td></tr><tr><td>What happens in the event of cessation of employment?</td><td>Unwested rights are for - hibriled on dismissional for cause. In all other termination circumstances any anxested rights granted in the sexperiod. In the sexperiod.</td></tr></tbody>
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