Investor Presentaiton

eneva Remuneration and benefits GRI 102-35 102-36 | 202-1 | 401-2 | 401-3 The Compensation Policy establishes remuneration based on the responsibilities and attributions of the job positions, aiming to provide compensation that is competitive with the market, attracting and retaining highly qualified professionals, in addition to aligning the interests of the Statutory Executive Board and the Board of Directors with those of the Company and those of our shareholders, stimulating an entrepreneurial and results-oriented culture. The compensation of all our employees may be comprised of fixed monthly compensation, variable compensation and long-term incentives, based on the company's own shares. Fixed and variable compensation aims to stimulate, together with share-based compensation, better management, attractiveness and retention of employees, seeking gains by committing to short- and medium-term results. In addition, share- based compensation plans offer beneficiaries the possibility to become our shareholders, encouraging them to work on optimizing all aspects that can sustainably add value to our businesses in the long term. Our compensation strategy was defined to foster a culture of merit, focus on results and a sense of ownership. The model covers all employees and positions, including board members, without distinction of gender or other social indicators. Compensation is based on market studies to define amounts, taking into account the responsibilities, time dedicated to functions, skills and professional reputation, while also respecting the premises of labor union agreements and the federal/state minimum wage. We established a new Compensation Policy based on the responsibilities and attributions of each position, aiming to provide a competitive remuneration policy vis à vis the market. sustainability report 2021 < > human capital

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