51 GROUP OVERVIEW OPERATION AND FINANCIAL REVIEW SUSTAINABILITY & GOVERNANCE FINANCIALS OTHER INFORMATION Annual Report 2023 Corporate Governance All resolutions at the AGM will be passed by poll voting. An electronic poll voting system will be used to register the number of votes by the shareholders present at the AGM. An external party will be engaged as scrutineer to ensure the integrity of the poll voting process. The result of each poll, including the number and percentage of votes cast in favour or against the resolution, will be immediately computed and presented to the shareholders. The poll voting and proxy voting results will be announced on SGXNet on the same day as the AGM. The Company provides for separate resolutions at general meetings of shareholders on each distinct issue. All the resolutions at the general meetings are single item resolutions. In the event that resolutions are to be bundled, the Company will explain the reasons and material complications in the notice of general meeting. Detailed information on each resolution in the AGM agenda is in the explanatory notes to the AGM Notice in the Annual Report. The Company Secretary prepares the minutes of general meetings, which capture the substantial and relevant comments or queries (if any) from the meeting attendees relating to the agendas of the general meetings and responses from the Board and Management. These minutes will be made available on the Company’s IR website and SGXNet as soon as practicable after the general meeting. Dealings in The Company’s Securities In compliance with Rule 1207(19) of the SGX-ST Listing Manual, the Group has adopted an Internal Code with regards to dealings in the securities of the Company by its officers. Among other restrictions, the Company’s officers are prohibited from dealing in the Company’s securities on short-term considerations when they have possession of any unpublished, price-sensitive information about the Company’s securities, during the one month before the announcement of the Group’s half-year and full-year financial results. The Group issues reminders to its Directors, officers and relevant employees on the restrictions in dealing in the listed securities of the Group during the period commencing either two weeks or one month before the announcement up to the date of the announcement. Apart from foregoing, the Directors and employees are reminded and expected to observe the insider trading laws at all times, even when dealing in securities outside the prohibited trading periods, and to refrain from short-term dealings in the Company’s securities. MANAGING STAKEHOLDER RELATIONSHIP PRINCIPLE 13: Engagement with Stakeholders The Company’s agribusiness operations are constantly exposed to rapidly changing opportunities and risks related to the environment, communities and stakeholders. These opportunities and risks are addressed through formal management processes, an open and responsible work culture, and partnerships with key stakeholders, which include local communities, customers, suppliers and civil society organisations. Steps are taken to improve operational efficiencies and innovations as part of the Company’s pledge towards sustainable agriculture, community development and workplace safety. In line with the Board’s commitment to maintaining high ethical standards, the Company has established the following corporate policies: (1) Code of Conduct and Company Culture The Company adopts Indofood’s Code of Conduct and core values. The Code of Conduct includes two policies on Company Business Ethics and Work Ethics of Employees. The core values of Indofood are Discipline, Integrity, Respect, Unity, Excellence and Innovation. Sharing the same company culture as PT ISM allows the Company to engage with stakeholders and conduct its businesses in a manner that is consistent with its parent company. The Code of Conduct and core values are regularly communicated and reinforced at staff engagement platforms. They are also easily accessible by all employees on the Company’s website. Any violations of the Code of Conduct are deemed to be a breach of the employment contract and could lead to disciplinary actions or dismissal.
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