Composition of Nomination Committee

Ms. Iryna Theodoulou - Non-executive director, Chairman

Ms. Tonia Antoniou - Non-executive director, Member

Mr. Denis Kozub - Non-executive director, Member

Composition of Remuneration Committee

Ms. Tonia Antoniou - Non-executive director, Chairman

Ms. Iryna Theodoulou - Non-executive director, Member

Mr. Denis Kozub - Non-executive director, Member

Remuneration Policy and Practices

The purpose of the policy is to define the key aspects of the remuneration practices adopted by the Company. The policy aims to provide sufficient incentives for the Company's staff to achieve the business targets, and deliver an appropriate link between reward and performance while at the same time providing a comprehensive, consistent and effective risk management tool that prevents excessive risk taking and/or mis-selling practices in light of financial incentives schemes, which could lead to compliance risks for the Company in the long-run.

This Remuneration Policy is designed in accordance with the requirements of MiFID II, Directive (EU) 2019/2034 (CRD V), Directive 209/2033, and the EBA Guidelines on sound remuneration policies (EBA/GL/2021/13), and ensures compliance with Cypriot Law 165(I)/2021.

Remuneration Policy Principles and Structure

The principles of the Remuneration policy apply to all employees of the Company.

The Company's remuneration should:

• Be consistent with and promote sound and effective risk management;
• Be in line with the business strategy and objectives of the Company and take into account long term effects of the investment decisions taken;
• Not expose the Company to excessive risk;
• Avoid conflicts of interest, encourage responsible business conduct and promote risk awareness and prudent risk taking;
• Be gender-neutral in order to demonstrate the Company's commitment to promoting gender equality and diversity, fostering a more inclusive and equitable work environment for all employees;
• Attract, motivate and retain high calibre directors, officers and employees in a competitive international market;
• Reward individual contributions to the Company's overall performance; and
• Be competitive with industry standards.

Employees, including Identified Staff, may receive both fixed and variable remuneration. Variable component of total remuneration is a discretionary decision of the Company. The fixed and variable components of total remuneration are appropriately balanced, with the particular proportion between the components being in full compliance with the applicable legislation factoring the specifics of the Company. The Remuneration Committee of the Company directly oversees remuneration of Identified staff.

Identified Staff includes:

a) Members of the Board of Directors, senior management and members of the Board committees;

b) Risk taking staff;

c) Staff members responsible for the Company's control functions;

d) Staff members identified based on quantitative threshold.