The executives or employees or officers including stakeholders of the Company are able to complaint when they encounter, observe or suspect wrong-doing or violations of policies, rules, regulations, laws, good corporate governance, code of business conduct, or any other disciplines of Sri Trang Group that may cause the damage to the Company’s property and reputation. In case that the employees or officers of Company have encountered or observed such wrong-doing or violations, they should consult with their supervisor as the first step. If employees or officers feel uncomfortable in raising any issue directly with their supervisor, they can directly inform the Corporate Secretary through the Whistleblower Policy or directly inform the unit which is responsible for the matter.

To protect whistleblowers who act in good faith, the Company group by persons performing duties in relation to the complaints will keep confidential the information about the whistleblowers and persons giving information. Whistleblowers will have appropriate protections, i.e. there will be no change to nature of work, work location, positions held. Nor will there be threatening, termination of employment or such other unfair practices against the whistleblowers until steps are completed in accordance with this policy even if such action will cause the Company group to lose its business opportunity.

Persons being informed of the complaints, or the information thereof will keep such complaints and information confidential and undisclosed to others unless it is required to be disclosed under the law. If there is any intentional disclosure of information, the Company group will impose sanctions in accordance with the regulations of the Company group and/or commence legal proceedings, as the case may be.

The Whistleblower Policy of Sri Trang Group can be reached through these following channels;

1. By Letter : either by post or by hand directly
   The Corporate Secretary Office
   Sri trang Agro-industry Public Co.,Ltd.
   17Fl, Park Ventures Ecoplex, Unit 1701, 1707-1712
   57 Wireless Road, Lumpini, Pathumwan, Bangkok 10330
2. By Telephone number 02-207-4590
3. By E-mail Address: corporatesecretary@sritranggroup.com
4. By directly report to the units responsible for that issue.

1. Appellant: A Sri Trang Group internal or external person who initiates a hotline case via telephone, facsimile, e-mail, letter or directly report to the units responsible for that issue.
2. Case Coordinator: the Company Secretary has a duty to receive a reported case and records the initial data including keep the result of case. If there is a direct responsible unit, such responsible unit shall act as the Case Coordinator and shall make a copy of case to be sent to the Corporate Secretary Office for its acknowledgement every time.
3. Case Owner: The direct supervisor of the person who is complained.
4. Human Resources: The Human Resources Management Department.
5. Chief Executive Officer, CEO: The utmost supervisor of Sri Trang Group.

1. Admission of complaints and notification of schedules of complaints handling to the whistleblowers
   Whistleblowing Coordinators are required to register any complaints received by specifying name of whistleblowers, date, persons and incidents which are the subject matter of the complaint including relevant information and the schedule within which the progress of complaint handling will be notified to the whistleblowers. Any incidents that could have a materially adverse impact on the reputation of the Company group shall be handled immediately while other cases of complaints may be handled quickly. Whistleblowing Coordinators shall then forward the complaints to the Whistleblowing Monitor for fact finding and for other steps to be taken in accordance with their powers and duties.
2. Fact finding and procedures
   Whistleblowing Monitors or supervisors of the persons who are the subject of the complaints shall proceed with fact finding to substantiate the complaints. If it is found that the matter of the complaints is true and to have caused damage to the Company group, the Whistleblowing Monitors shall advise related persons on the appropriate behaviors or practices. Any acts that amount to a disciplinary breach will be reported to the Human Resources Department for further actions in accordance with the rules and regulations of the Company group. Information on fact finding, actions taken or sanctions that are imposed will be forwarded to each level of supervisor until the Chief Executive Officer for acknowledgement or further actions.
3. Closure of procedures
   If the subject of the complaints did not commit the breach as accused in the complaint, the procedure shall be closed. The Whistleblowing Monitor shall propose to the immediate supervisor of the subject of complaints to request for closure of procedures and to submit copy of the matter to the relevant Whistleblowing Coordinator for acknowledgement.
4. Notification of results and summary of complaints
   Whistleblowing Coordinators shall notify the whistleblower of the results and prepare a summary report on the details of actions taken in relation to the complaints for submission to the Audit Committee on a quarterly basis. The same summary report shall also be included in the report on corporate governance of the Company group.
5. Good faith whistleblowing
   Any false complaints or report of information that are found to be made in bad faith shall subject the relevant whistleblower who are either executives or employees of the Company group to disciplinary actions in accordance with the rules and regulations of the Company group. Third parties who have made the false complaints or report of information in bad faith causing damage to the Company group may be subject to legal actions.
6. Failure to comply with the policy
   If the Whistleblowing Monitors neglects or fails to comply with this policy shall be subject to disciplinary actions.

The Whistleblowing Policy shall apply to the subsidiaries. The Board of Directors considered and approved the amendment of this policy in the Board of Directors’ meeting No. 4/2024, which was held on 18 July 2024. The policy shall come into force as from 18 July 2024.