The aim of this management solution is to define the principles and method for carrying out the competency assessment process at PGE CG.

The Procedure covers the general principles of competency assessment, the course of the competency assessment process, the process of developing individual employee development plans, and the procedure for appealing competency assessment results.

The Procedure relates to:

• material opportunities, risks and impacts in the area of training and skills development,
• matters concerning expectations regarding attitudes and behaviours in specific job positions, by specifying general corporate competencies applicable to all employees as well as specialised competencies relevant to given areas of expertise.

Assessment of these competencies enables the development of individual development plans, the selection of appropriate training and development activities, and the design of employee career paths.

The Procedure applies to employees of PGE CG.

It covers companies that have implemented or are prepared to implement the SAP HRM module (as of the date of this statement, four companies within PGE CG), employ more than 50 employees, have agreed on the implementation of the Competency Assessment with the Director of the Human Capital Management Division at the Corporate Centre, and have an up-to-date job classification structure in accordance with the PGE CG Job Architecture.

The implementation of the Procedure is the responsibility of the Management Boards of the companies acting as leading entities in their respective segments and of the Director of the Human Capital Management Division (HCM) at the Corporate Centre (CC).

The Procedure is accessible to all employees via the internal regulation repository.

The drafting and regular updating of the Procedure is carried out with the participation of representatives from all business areas within PGE CG. Its implementation is monitored through oversight of its operation and ongoing updates to the IT tool used to carry out competency assessments and to develop employee development plans.

The Human Rights Policy at PGE CG aims to establish key principles of conduct and behaviour that apply across PGE CG in the context of human rights.

The Policy serves both as a declaration of strategic direction and as a framework for reporting potential violations, placing human dignity and well-being at the forefront.

The Policy represents a commitment from the highest levels of management to promote and uphold human rights in every aspect of the operations of PGE CG companies.

Everyone acting on behalf of or for the benefit of PGE CG is obliged to be familiar with the Policy and, above all, to comply with the principles set out therein. The Human Rights Policy serves as a foundation for the Group’s actions in protecting the rights of workers, the environment and local communities. Its adoption supports the implementation of the Group’s values and mission, while also reinforcing its reputation as a responsible employer and business partner.

The Policy is supported by internal regulations in force within the PGE Capital Group and its companies, as referred to in this document.

The Policy identifies the most important human rights issues in the operations of the PGE Capital Group:

• occupational health and safety – care for health and safety is the overriding principle,
• a respectful working environment and privacy protection – adherence to ethical values, principles and standards,
• equal opportunities in employment,
• freedom of assembly, freedom of association, and the right to collective bargaining,
• zero tolerance of child labour, forced labour and human trafficking,
• access to a clean environment,
• cooperation with business partners and the reporting of non-compliance (including whistleblower mechanisms).

The Policy applies to PGE CG employees, value chain workers, as well as customers and business partners (with respect to consumers and end-users). The implementation of the Policy is the responsibility of the Management Boards of individual Group companies.

The Policy is publicly available on PGE CG’s website and is also accessible to employees via the internal regulation repository.

The Policy is aligned with and refers to the following external standards and initiatives:

• The Constitution of the Republic of Poland
• The Labour Code
• The Universal Declaration of Human Rights
• The ILO Declaration on Fundamental Principles and Rights at Work and its follow-up, as well as ILO conventions covered by the Declaration
• The ILO Declaration based on key ILO conventions
• The UN Guiding Principles on Business and Human Rights (UNGPs) – the United Nations ‘Protect, Respect and Remedy’ Framework
• The Ten Principles of the United Nations Global Compact
• The OECD Guidelines for Multinational Enterprises
• The OECD Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-Risk Areas
• The Children’s Rights and Business Principles.

The Human Rights Policy includes processes and control mechanisms for ensuring compliance with the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. Anyone associated with the organisation who becomes aware of a potential breach may report the issue through PGE CG’s established reporting system. This includes the possibility of reporting a risk of misconduct or abuse. As part of the incident management system in place at PGE CG, several reporting channels are available (including an online form, a dedicated email address, traditional correspondence, and a telephone hotline), as well as the possibility to report as a whistleblower. Information on these reporting channels is provided in Section G1-1 of this Statement.

The adoption of the Policy is monitored both through the formal obligation of companies to adopt it (the majority did so in 2024) and through an analysis of reports (including whether potential breaches are being reported) and a review of applicable regulations. Measures to ensure or enable remedy in relation to human rights impacts are implemented through the non-compliance reporting procedures described in Section G1.

The objective of this management solution is to establish a coherent system for measuring labour costs (including levels of employment, wages and employee benefits), as well as conducting internal and external benchmarking to identify the strengths and weaknesses of solutions applied across PGE CG.

The Procedure covers the process of feeding and using data from ICT systems, defines standards for calculating HR indicators, rules for reporting, and principles for comparative analyses and benchmarking. It also sets out how the results of these analyses are to be used in the implementation of day-to-day tasks and the business strategy.

Key impacts, risks and opportunities are addressed in the context of, among others, issues related to Secure employment, Adequate wages, and Gender equality and equal pay for work of equal value. PGE CG monitors indicators related to gender, pay and types of employment in connection with their impact on Secure employment.

The implementation of the above principles is monitored through regular reporting and checks to ensure that assigned responsibilities are fulfilled – including the timely feeding of appropriate and accurate data into IT system modules, adherence to reporting standards, and provision of information to the Human Capital Management Division (HCM Division) at the Corporate Centre (CC) of PGE S.A.

The Procedure applies to individuals who are part of PGE CG’s own workforce.

The implementation of this Procedure is the responsibility of the Management Boards of individual companies and the Director of the Human Capital Management Division at PGE S.A.

The content of the Procedure is available to employees via the internal regulation repository.

The objective of this management solution is to establish principles and standards for employee mobility within PGE CG, aimed at supporting the effective allocation of employees for the implementation of strategic projects and investments, as well as fostering their interdisciplinary development.

The Procedure enables the internal transfer of employees within PGE CG, supporting human resource management processes. It addresses issues related to training and skills development, such as opportunities for knowledge and skills transfer between companies, training and competence development, as well as the mitigation of risks associated with employee turnover and skill gaps.

The implementation of the Procedure is monitored through periodic reporting, which includes verifying responsibilities, reporting to the Corporate Centre of PGE S.A., and analysing the influence of market conditions.

The Procedure applies to employees of PGE CG.

The implementation of the Corporate Mobility Principles at PGE CG is the responsibility of the Management Boards of the respective companies and the Director of the Human Capital Management Division (HCM Division) at the Corporate Centre (CC).

The content of the Procedure is available to employees via the internal regulation repository.

The objective of this management solution is to support the development of employees (in terms of both competencies and qualifications), aligned with business needs and the effective execution of tasks.

The Procedure sets out consistent principles for development and training, based on the values and principles of the PGE CG Code of Ethics, particularly with regard to knowledge sharing and cooperation.

The training and development system is based on the 70/20/10 model (experience / relationships / training and courses). Training and development priorities are aligned with the business objectives of PGE CG, and employee development is based on competency assessments in accordance with the PGE CG competency model and performance evaluations. The implemented training and development activities support organisational transformation and the development of innovation.

The Procedure describes the principles for enhancing qualifications, encouraging employee initiative, and prioritising the involvement of internal trainers and experts. It addresses key impacts, risks and opportunities in the area of training and skills development.

Training evaluation is carried out within PGE CG. Responsibility for conducting the evaluation lies with the units organising or commissioning the training.

The Procedure applies to employees of PGE CG.

The implementation of the Corporate Training and Development Principles at PGE CG is the responsibility of the Management Boards of individual companies and the Director of the HCM Division at the CC.

The content of the Procedure is available to all employees in the internal regulation repository.

The implementation of the principles is monitored through operational, periodic reporting, including the collection of data on training and development programme delivery for external reporting purposes.

The objective of this management solution is to harmonise, simplify and increase the flexibility of employee remuneration practices within PGE CG.

The Procedure covers:

• the development of system frameworks enabling the attraction, motivation and retention of employees with high-level competencies and qualifications,
• the provision of non-discriminatory pay levels for individual positions, appropriate to the complexity of the tasks performed and the specific nature of the job,
• maintaining a balance between remuneration costs and market competitiveness,
  the elimination of development barriers and the risk of losing key personnel,
• tailoring remuneration to the specific characteristics and financial capabilities of the employer and the needs of individual business segments,
• improving the efficiency and performance of PGE CG by linking part of employee remuneration to individual and organisational performance, systematically removing pay-related barriers through attractive and personalised remuneration packages, and reducing the risk of losing key staff within PGE CG.

The Corporate Remuneration Principles cover: general principles of remuneration; job classification rules; principles for determining remuneration costs; principles for structuring total remuneration; rules for setting and monitoring base pay scales; principles for individual base pay adjustment; rules for performance-based pay; rules for managing non-salary benefits; and principles for structuring other remuneration components. The management solution includes rules for shaping base pay scales using remuneration tables. These are developed individually for each employer based on available salary surveys, financial capacity, specific needs and local conditions. The creation of remuneration tables also takes place as part of social dialogue.

Key risks, opportunities and impacts addressed in this management solution include issues related to equal and adequate wages and collective bargaining. PGE CG is committed to monitoring indicators related to remuneration, assessing market competitiveness, and analysing wage indicators linked to impacts in the area of Adequate wages.

The Procedure applies to employees of PGE CG.

Responsibility for applying the Corporate Remuneration Principles at PGE CG lies with The Management Board of PGE S.A., the PGE CG HR Committee, the HR Council, and the Management Boards of the PGE companies.

The content of the Procedure is available to all employees via the internal regulation repository.

The objective of this management solution is to define responsibilities and outline the processes for recruitment (both internal and external), employment, and termination of employment.

The adopted principles support the implementation of PGE CG’s business strategy and human capital management strategy.

The Procedure describes the actions necessary to reduce competency and generational gaps within the organisation and to ensure the recruitment of suitable employees with the required competencies and qualifications.

In accordance with the applicable regulation, the standard form of employment at PGE CG is an employment contract.

The document is linked to material impacts in the area of Secure employment.

The principles apply to employees and job candidates at PGE CG.

Responsibility for implementing the principles lies with the Management Boards of the PGE CG companies.

The content of the Procedure is available to all employees in the internal regulation repository.

The implementation of the principles is monitored by the Director of the Human Capital Management Division at the Corporate Centre of PGE S.A.

The objective of this management solution is to define common principles across PGE CG for conducting workplace mediation by suitably trained, independent and impartial mediators who, with the consent of the parties, assist those in conflict in communicating, preventing escalation, and reaching a resolution.

The Mediation Procedure applies to the organisation and execution of mediation in conflict situations arising in employee relations within PGE CG.

The Procedure defines the principles of mediation, such as voluntariness, confidentiality and equality of parties, aiming to create a neutral environment for dispute resolution. Mediation may be conducted by internal or external mediators, selected according to clearly defined criteria in the procedure. It provides a detailed description of the mediation process – from submitting a mediation request, through initial information sessions, to mediation meetings and agreement drafting.

The Procedure is linked to material impacts, risks and opportunities in the context of Diversity and social relations, Social dialogue with employees, and Measures against violence and harassment in the workplace, in the following areas:

• Diversity and inclusion: the Procedure supports the creation of a workplace that promotes equality and respects diversity. Fair and dialogue-based conflict resolution helps eliminate communication barriers and prejudice in the workplace,
• reinforcing an inclusive organisational culture.
  Social relations within the organisation: mediation serves as a tool for easing tensions and resolving conflicts between employees or between employees and the organisation, improving internal relations.
• Risks related to workplace conflict: the absence of appropriate conflict-resolution mechanisms such as mediation may lead to dispute escalation, decreased morale, staff turnover or legal risks (e.g. linked to discrimination or unequal treatment).
• Compliance with equal treatment principles: by promoting neutrality and equality of parties, the Procedure supports the implementation of non-discrimination and diversity principles.

The Procedure applies to employees of PGE CG. It has a general scope and does not exclude any employee categories from the possibility of using mediation. It covers both employee-to-employee and employee–employer relations.

The Procedure was adopted by the Management Board of PGE S.A. and its business owner is the Human Capital Management Division (HCM Division) at PGE S.A. The President of the Management Board of PGE S.A. oversees the activities of the HCM Division.

The content of the Procedure is available to all employees in the internal regulation repository.

The Procedure refers to external standards and initiatives, including:

• The Code of Ethics for Polish Mediators – addressing ethical standards for mediators such as neutrality, confidentiality, equality of parties, and voluntary participation.
• The Labour Code and employment legislation – particularly in terms of employee protection, conflict prevention and compliance with equal treatment regulations.
• The Standards for Conducting Mediation and Behaviour of Mediators – adopted on 26 June 2006 by the Social Council for Alternative Dispute Resolution Methods under the Ministry of Justice.

The implementation of the Procedure is monitored through:

• Mediation outcome reporting – at the end of each calendar year, a report is prepared containing data on conducted mediations, their outcomes, and development recommendations.
• Process documentation – all mediation documents, including records and reports, are stored for a defined period, enabling future analysis of mediation processes and outcomes.
• Mediator registry – the Procedure provides for the maintenance of a list of mediators, allowing for the monitoring of their activity and competence in mediation processes.

The purpose of this Procedure is to prevent, counteract and respond to inappropriate behaviour, such as mobbing or discrimination, in all work-related settings. The document sets out the rules for reporting and responding to such situations, as well as the obligations of employers to take actions aimed at their elimination.

Key elements of the Procedure include:

• Definition of inappropriate behaviour: the Procedure adopts the statutory definition, according to which discrimination means unequal treatment in the establishment and termination of employment, terms and conditions of employment, promotion, and access to training aimed at improving professional qualifications. Discrimination may occur on the basis of gender, age, disability, race, religion, nationality, political beliefs, trade union membership, ethnic origin, faith, sexual orientation, type of employment contract (fixed-term or open-ended), or working time (full-time or part-time).
• Prevention and education: the Procedure emphasises the creation of a culture of mutual respect through awareness-raising activities, training, and mechanisms for reporting inappropriate behaviour.
• Conduct in conflict situations: in the event of a conflict or inappropriate behaviour, employees have the right to seek resolution by talking directly to the person concerned, engaging a third party (e.g. a supervisor, HCM Division staff, or colleagues), requesting that the inappropriate behaviour be stopped, or submitting a formal report. The Procedure outlines how PGE handles such reports, including the establishment of an impartial committee and ensuring confidentiality and respect for the participants throughout the process.
• Resolution and remedial actions: the committee analyses the incidents, establishes the facts, and recommends actions to reduce the risk of similar situations in the future. The objective is to minimise negative impacts on employees.

The implementation of this Procedure relates to the mitigation of material negative impacts and risks, and the enhancement of positive impacts and opportunities in the area of measures against violence and harassment in the workplace. The aim of the processes implemented through the described documents is to minimise the risks associated with the occurrence of inappropriate behaviour, as well as the negative impacts on employees arising from such risks, and to maximise the benefits of fostering a collaborative organisational culture.

The Procedure applies to all employees of PGE CG and is binding throughout the operational areas of the Group companies. Given the nature of the document (a process-based description of specific steps) and the diversity of social contexts, the current procedure does not have the status of a general procedure. PGE S.A. developed a procedure applicable within the company and made it available to individual PGE CG companies for adaptation and implementation. The Procedure is accompanied by corporate guidelines regulating cooperation between employers in resolving matters that involve more than one company and defining reporting standards.

The implementation of the Procedure is the responsibility of the Management Boards of individual Group companies.

The content of the Procedure is available to all employees in the internal regulation repository.

Monitoring of the Procedure’s implementation involves maintaining appropriate registers by the Group’s employers, ongoing reporting to the Corporate Centre on initiated proceedings, and annual reporting.

The drafting of both the Procedure and the guidelines took into account lessons learned from the functioning of earlier versions of the documents, including feedback from participants in proceedings, to ensure that the Procedure supports the legitimate interests of all parties involved in investigative processes.

The aim of the Diversity Policy at PGE CG is to define the strategic directions for creating a friendly and inclusive workplace that embraces diversity in all its forms. The Policy emphasises the importance of promoting equal opportunities and upholding non-discrimination principles in the work environment.

Key areas of the Policy include:

• Diversity Declaration – formulated as an open catalogue, it recognises multiple dimensions of diversity, such as: race, nationality, gender, age, health status (including disability), ethnic origin, religion (faith or spirituality), political beliefs, education, place of residence, place of origin, family status, socio-economic status, abilities, opinions, personality, knowledge, gender identity, length of service, job position, organisational assignment, membership of social, professional or trade union organisations, type of employment, and work experience. Notably, the Declaration does not list sexual orientation among the recognised diversity dimensions. It also includes a prohibition of discrimination. The objective is to build a workplace open to diverse perspectives, multiculturalism and varied ways of thinking, with a focus on collaboration. The Declaration recognises the impact of diversity on knowledge exchange and perspective-building, development, market advantage, and positioning as a transformation leader through an efficient and effective organisation.
• Diversity Standards – these include compliance with non-discrimination principles, zero tolerance for disrespectful behaviour, implementation of anti-discrimination and anti-mobbing standards, respect for diversity, upholding equal opportunity and fairness in evaluation, supporting work-life balance, and promoting internships, mentoring and knowledge transfer.
• Diversity Communication Standards – the Human Capital Management Division (HCM Division) at PGE S.A. sets out annual reporting indicators. A report on diversity-related actions is submitted to the Management Board and then communicated both internally and externally.

The Policy identifies areas where diversity-related objectives are implemented: recruitment, selection and employment; access to professional development; creation of a workplace free from mobbing and discrimination; internships and work placements; remuneration and job evaluation; vertical and horizontal promotions; employee appraisal; and conflict resolution.

The document is linked to material impacts in the areas of training and skills development, equal pay for work of equal value, adequate wages, and measures to prevent violence and discrimination.

The implementation of the Policy is monitored through reports submitted by companies to the Corporate Centre (CC) of PGE S.A. regarding actions taken – or the absence thereof. The CC then informs senior management and communicates the state of diversity at PGE CG internally and externally at least once per year. In practice, this means that diversity-related issues are addressed in publicly available reports for employees and other stakeholders, such as the integrated report.

The Policy applies to PGE CG employees, value chain workers, as well as customers and business partners (with respect to consumers and end-users). The Diversity Policy does not identify any specific at-risk groups, which reflects the broader social context in which PGE CG operates, and as such it does not contain explicit provisions on inclusion.

The Policy was adopted by the Management Board of PGE S.A., and its business owner is the Human Capital Management Division. The President of the Management Board of PGE S.A. supervises the work of the HCM Division.

The Policy is available on the PGE CG website. Additionally, PGE CG employees can access it via the internal regulation repository.

The aim of this Policy is to establish uniform rules for job classification within PGE CG, enabling the structuring of job positions for the implementation of consistent HR procedures and tools, the development of standardised employee career paths, the comparability of positions, and the standardisation of expectations towards employees (e.g. competencies, assessment criteria). It also provides consistent principles for shaping competitive remuneration packages and developing tools to support employee mobility, tailored to the needs of job structuring, HR procedures and tools, career path development and the alignment of expectations.

The Procedure covers the principles for classifying positions within the applicable Job Architecture of PGE CG and for introducing changes to the current Job Architecture of PGE CG.

The issues addressed in the Procedure relate to job information and position expectations, as well as the division of positions into areas and specialisations – i.e. groups of roles performing similar business functions and characterised by similar work nature and career progression. This approach ensures job comparability, supports the creation of consistent remuneration rules and development tools, and relates to identified impacts and opportunities in the areas of Adequate wages and Gender equality and equal pay for work of equal value.

The Policy applies to employees of PGE CG. The implementation and monitoring of the Policy is the responsibility of the Management Boards of the companies acting as leading entities in their respective segments and of the Director of the HCM Division at the CC.

The Policy is accessible to all employees via the internal regulation repository.

The drafting and ongoing updating of the Policy is carried out with the participation of representatives of the business areas within PGE CG. Monitoring of its implementation is based on periodic reviews of the relevance of the Job Architecture in PGE CG companies. Following the review, proposals for changes to the current PGE CG Job Architecture are submitted by the respective Group companies to the Director of the HCM Division at the CC of PGE S.A.

The objective of this management solution is to define the principles for processing personal data within PGE CG in a consistent, coherent and legally compliant manner, as well as to establish the standards for Personal Data Protection Documentation applied in PGE CG, ensuring its completeness and substantive accuracy. The Procedure aims to harmonise the interpretation of data protection legislation and to mitigate the risk of sanctions being imposed on PGE CG companies or their representatives under the GDPR due to non-compliance. Its core scope includes the definition of data protection principles and the establishment of rules for consulting internal organisational regulations with the Data Protection Officer (DPO), taking into account compliance with data protection guidelines and the assurance of privacy (Privacy by Default and Privacy by Design).

The Procedure addresses material impacts in the area of Privacy of employees.

The Procedure applies to all PGE Group companies, including PGE CG employees, value chain workers, customers and business partners (in relation to consumers and end-users), as well as individuals representing third parties and their employees (e.g. public and local government authorities, public entities), individuals requesting access to public information, and shareholders.

The responsibility for implementing the Policy lies with the Management Boards of the PGE CG companies.

The implementation of the Procedure is monitored by the activities of Data Protection Officers or Personal Data Protection Specialists within PGE CG companies, who prepare an annual report on the status of personal data protection in their respective companies. The Data Protection Officer at PGE S.A. prepares an annual report on the state of personal data protection across the PGE Capital Group.

Employees have access to the policy via the internal regulation repository. The Policy is not intended for external stakeholders; however, the principles of data processing are published:

• on the website www.gkpge.pl under the GDPR section,
• on the website www.gkpge.pl in the provisions of the Code of Ethics,
• on the websites of PGE CG companies.

In pursuit of its zero-accident ambition for 2024, PGE CG revised the document setting out the strategic guidelines for the OHS area and issued the Occupational Health and Safety Internal Regulations at PGE CG, which define the Group’s OHS Policy. The Regulations describe the minimum requirements for shaping a policy to prevent workplace accidents and occupational diseases, and they set out goals in the area of OHS. The regulations also serve as a framework action plan for the period 2025–2030 for PGE CG companies, in the form of minimum requirements for the OHS management system, along with the objectives for that time horizon. The Regulations outline the approach to cooperation with employees, including, among others: communicating the OHS Policy, regular reporting on the OHS situation, sharing conclusions from incident investigations, appointing OHS Committees, providing information on hazards, conducting awareness campaigns, and encouraging active employee participation in the continuous improvement of health and safety conditions. Annexes to the Regulations include: a Declaration intended to inform stakeholders about the OHS Policy at PGE CG, and the Life-Saving Rules identified on the basis of decades of analysis of fatal accidents in the industries represented within PGE CG, which should be consistently reinforced across the organisation in order to eliminate fatal accidents.

The Policy applies to PGE CG employees as well as people working on the premises, and it is binding across the operational areas of the Group companies.

Monitoring of the OHS Policy’s implementation is carried out by PGE CG companies through an annual compliance assessment with legal requirements, the OHS Regulations, and other identified requirements. The first such assessment based on the Regulations will be carried out in 2025.

As part of this assessment, PGE CG companies are required to monitor compliance with the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, as well as related follow-up actions.

The Management Boards of the PGE CG companies are responsible for implementing the Regulations and carrying out the tasks defined therein.

PGE CG companies are required to implement, maintain and improve their OHS management systems, and to develop them based on the requirements of ISO 45001. In companies where significant occupational hazards are present, PGE CG strives—wherever feasible—to certify the OHS management system through an independent third party.

The objective of this management solution is to establish an effective model of operational cooperation within PGE CG in the area of dialogue with employee representative bodies – namely trade unions and works councils (social partners) – in support of the implementation of PGE CG’s strategy and the management of key change processes, while maintaining social stability.

The document is of an organisational nature. It is addressed to entities (corporate bodies and PGE CG employees) responsible for cooperation with social partners and sets out the framework for employer–social partner collaboration.

The procedure:

• defines the processes and tools used for coordinating and overseeing social relations at PGE CG by PGE S.A.,
• outlines the levels at which social dialogue is conducted,
• regulates the division of responsibilities necessary for the formulation and ongoing revision of the social dialogue strategy, and
• establishes a framework for effective cooperation between PGE S.A., business segments and employers in the field of social dialogue.

The procedure describes and implements actions to monitor the social climate at PGE CG, enabling the timely management of opportunities and risks related to social dialogue. It applies to the Group’s own workforce.

The entities responsible for implementing the Procedure are the Management Boards of PGE CG companies where trade unions operate, the heads of organisational units responsible for social relations within those companies, and the social relations units of the respective PGE CG companies.

The social dialogue coordinator for PGE CG is the organisational unit responsible for social relations, i.e. the Department of Social Dialogue and Relations (DSDR).

Based on this Procedure and the established practices in place at PGE CG, a reporting system on matters relevant to social dialogue is managed by DSDR. This system includes the regular provision of information by the social dialogue units in PGE CG companies to PGE S.A. concerning:

• ongoing social dialogue matters (weekly),
• trade union membership, representativeness, and governance (twice per year, pursuant to Article 25(1)(2) of the Act of 23 May 1991 on Trade Unions),
• costs incurred by employers in relation to trade union operations (quarterly),
• collective labour disputes (on an ad hoc basis upon initiation of a dispute).

The determining factor for whether a PGE CG company is subject to the Corporate Principles of Social Relations at PGE CG is the conduct of statutory trade union activities within its structure.