COINDU | Sustainability Report - 2024

SUSTAINABILITY REPORT 2024 training. However, it is necessary to maintain and reinforce the pace of digital transformation and innovation. In this sense, human capital continues to be the basis of COINDU’s growth, through talent develop- ment, accelerating empowerment and attracting and retaining highly qualified human resources. At COINDU, the salary and benefit policy are defined by professional category, based on seniority, technical knowledge, and general perfor- mance. At no time is gender or any other personal condition taken into account in the remuneration policy. COINDU complies with all applicable laws and regulations, including those relating to minimum wages, overtime, and legally bound benefits. Despite COINDU has no formal plans, employees receive a monthly salary above the national minimum wage, with additional fixed remu- nerations, such as shift allowance, and variable remuneration, such as performance bonuses based on quality and productivity, seniority and attendance. Presently, there is no Collective bargaining agreement in place in all COINDU locations. However, COINDU recognizes and supports the principles of freedom of association and right to collective bargaining. In COINDU Mexico we assumed the commitment to provide employees with cash contributions to supplement retirement pensions for retire- ment, disability, early retirement, and survival pensions. These benefits reflect an increasing percentage according to the number of service years of the employee, applied to the wage table negotiated annually. The present value of liabilities for defined benefits is assessed annually through actuarial studies based on the “Projected Unit Credit” method. COINDU does not distinguish full-time employees, part-time employ- ees or temporary workers with the same function in matters related to wage and benefits offered. Our goal is to eventually be able to inte- grate temporary and part-time employees into permanent employees. 79