Bracell does not have an independent remuneration committee. The process to determine remuneration is based on legal requirements and employee performance reviews. We conduct annual salary reviews, considering collective bargaining agreements negotiated with unions representing the employee categories within our workforce (see GRI 2-30).

These agreements are submitted to a vote by employees, who approve or reject proposals. Once approved by majority vote, these conditions are incorporated into total remuneration.

For technical and leadership positions, an evaluation is also conducted by internal committees composed of related leaders (see GRI 2-19 – Remuneration policies for more on remuneration packages).

In strategic processes, Bracell engages external advisors to conduct benchmarking studies, helping to ensure we maintain competitive remuneration practices.