Bracell’s total compensation package comprises multiple remuneration components, including financial rewards based on employees’ roles, contributions, and achievements within the organization. In formulating total compensation, several factors are taken into consideration:

• Applicable labor laws and regulations and collective bargaining agreements;
• Job grading and the relative importance of each role within the organizational structure;
• Benchmarked compensation practices;
• Internal pay equity and external competitiveness, ensuring parity among roles of similar levels and importance;
• Skill sets and competencies required for each position;
• Organizational strategies;
• Budgetary constraints and the overall financial health of the company;
• The Company’s organizational structure;
• Overall organizational performance;
• Individual employee performance.

The salary structure is updated annually based on market benchmarks, including variables such as competitor compensation, regional economic factors, labor market conditions, unemployment rates, and turnover.