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Backed by robust bio-compatibility pre-testing, healthcare quality systems, and change control standards, these ‘medical grade’ concentrates and pre-color formulations can help minimize risk and avoid high costs of non-compliance.

Forme juridique Société à responsabilité limitée Siège social Numéro 19 Rue Route de Bastogne Code postal 9638 Localité Pommerloch Pays Luxembourg Parts détenues Nombre 131 000 Administrateur(s) / Gérant(s) Régime de signature statutaire Sous réserve de la Loi Luxembourgeoise et des présents Statuts, la Société est valablement engagée ou représentée à l'égard des tiers par : 10.1 si la Société a un Gérant Unique, la seule signature du Gérant Unique; 10.2 si la Société a plus d'un (1) Gérant, la signature unique de tout Gérant, à condition cependant que si des catégories différentes de Gérants (à savoir Gérant de catégorie A et Gérant de catégorie B) sont nommés, également la signature unique de tout Gérant (y compris par le biais de la représentation); 10.3 la signature unique de toute personne à qui un tel pouvoir aura été délégué conformément à l'Article 11. Kronimus Holger Hans Kronimus Holger Hans Nom Kronimus Prénom(s) Holger Hans Adresse privée ou professionnelle Numéro 2 Rue Adolf Dambach-Strasse Code postal 76571 Localité Gaggenau Pays Allemagne Type de mandat Organe conseil de gérance Fonction gérant Durée du mandat Date de nomination 04/07/2018 Durée du mandat Indéterminée Merklein Norbert Merklein Norbert Nom Merklein Prénom(s) Norbert Page 3 / 5 B226205 Adresse privée ou professionnelle Numéro 61 Rue Rothausstrasse Code postal 4132 Localité Muttenz Pays Suisse Type de mandat Organe conseil de gérance Fonction gérant Durée du mandat Date de nomination 18/01/2021 Durée du mandat Indéterminée Palm Christoph Palm Christoph Nom Palm Prénom(s) Christoph Adresse privée ou professionnelle Numéro 19 Rue route de Bastogne Code postal 9638 Localité Pommerloch Pays Luxembourg Type de mandat Organe conseil de gérance Fonction gérant Durée du mandat Date de nomination 04/07/2018 Durée du mandat Indéterminée Potoczny Zaneta Gabriela Potoczny Zaneta Gabriela Nom Potoczny Prénom(s) Zaneta Gabriela Adresse privée ou professionnelle Numéro 19 Rue route de Bastogne Code postal 9638 Localité Pommerloch Pays Luxembourg Type de mandat Organe conseil de gérance Fonction gérant Durée du mandat Date de nomination 27/02/2019 Durée du mandat Indéterminée Délégué(s) à la gestion journalière Régime de signature statutaire Sous réserve de la Loi Luxembourgeoise et des présents Statuts, la Société est valablement engagée ou représentée à l'égard des tiers par : 10.1 si la Société a un Gérant Unique, la seule signature du Gérant Unique; 10.2 si la Société a plus d'un (1) Gérant, la signature unique de tout Gérant, à condition cependant que si des catégories différentes de Gérants (à savoir Gérant de catégorie A et Gérant de catégorie B) sont nommés, également la signature unique de tout Gérant (y compris par le biais de la représentation); 10.3 la signature unique de toute personne à qui un tel pouvoir aura été délégué conformément à l'Article 11. Palm Christoph Palm Christoph Nom Palm Prénom(s) Christoph Page 4 / 5 B226205 Adresse privée ou professionnelle Numéro 19 Rue route de Bastogne Code postal 9638 Localité Pommerloch Pays Luxembourg Type de mandat Fonction Délégué à la gestion journalière Pouvoir de signature La Société est valablement engagée et représentée à l'égard de tiers pour tout ce qui relève de la gestion journalière par la signature individuelle du délégué à la gestion journalière dans les limites des pouvoirs qui lui ont été délégués par décision du conseil de gérance.

To further complicate matters, the company was under a directive to bring lens production back to the United States to improve manufacturing efficiency.

This can make it difficult to trace a garment or other type of fabric product back to the fiber manufacturer and brand owner.

• Oversee and maintain a competitive executive officer compensation program in order to attract and retain qualified executives and to provide incentives to executive officers that reward pay for performance in attaining the Company’s goals and objectives. • Review and approve a peer group of companies to be used for marketplace trend analysis and to assess the competitiveness of the Company’s total compensation opportunities for executive officers. • Review and approve corporate goals and objectives relevant to the Chief Executive Officer’s compensation; in conjunction with the evaluation conducted by the Board as described in the Company’s Corporate Governance Guidelines, evaluate the Chief Executive Officer’s performance in light of these goals and objectives; and determine and approve (or determine and approve, and recommend to the independent members of the Board for their determination and approval) the Chief Executive Officer’s compensation level based on this evaluation and comparable market data provided by an independent compensation consultant. • In determining the long-term incentive component of the Chief Executive Officer’s compensation, consider the Company’s performance and relative shareholder return, the value of similar incentive awards to chief executive officers at comparable companies, and the awards given to the Chief Executive Officer in the past. • Review and approve the compensation of other executive officers of the Company, including benefits and perquisites, taking into consideration the Company’s performance, comparable market data, the performance of each executive officer, and such other factors as may, in the Committee’s discretion, be appropriate. • In evaluating and making recommendations regarding, or determining and approving, executive compensation, the Committee shall consider the results of the most recent shareholder advisory vote on executive compensation (“Say on Pay Vote”) required by Section 14A of the Securities Exchange Act of 1934, as amended (the “Exchange Act”). • With respect to incentive compensation plans and equity-based plans: • Make recommendations to the Board with respect to the approval of incentive compensation plans for executive officers and all equity-based plans. • Review and approve equity-based grants and awards, including long-term incentive plan awards, to officers, senior managers, key employees, and other employees of the Company and its subsidiaries under the Company’s equity-based plans. • Review and approve the performance criteria, target awards, payout criteria and like items for the Company’s long-term incentive compensation plans. • Review and approve (a) attainment levels for executive officers under the Company’s annual incentive plan; (b) payments to executive officers under the annual incentive plan; and (c) payments to executive officers under the Company’s long-term incentive compensation plans. • Administer the Company’s equity-based incentive compensation plans and other plans 3 adopted by the Board that contemplate administration by the Committee. • Review and approve special bonuses and/or other awards to executive officers on a case-by- case basis for outstanding performance. • Review and approve the terms of all employment agreements, management continuity agreements and change in control agreements for elected officers. Oversee Regulatory Compliance. • Review and assess risks arising from the Company’s compensation policies and practices for its executive officers and employees, and whether any such risks are reasonably likely to have a material adverse effect on the Company. • In consultation with appropriate officers of the Company, oversee (or provide for the oversight of) regulatory compliance with respect to compensation matters, including with respect to applicable tax laws. • Review and recommend to the Board for approval the frequency with which the Company will conduct Say on Pay Votes, taking into account the results of the most recent shareholder advisory vote on the frequency of Say on Pay Votes required by Section 14A of the Exchange Act, and review and approve the proposals regarding the Say on Pay Vote and the frequency of the Say on Pay Vote to be included in the Company's proxy statement.

• Oversee and maintain a competitive executive compensation program to attract and retain qualified executive officers and to provide incentives that reward pay for performance in attaining the Company’s goals and objectives. • Review and approve a peer group of companies to be used for marketplace trend analysis and to assess the competitiveness of the Company’s total compensation opportunities for executive officers. 2 • Review and approve corporate goals and objectives relevant to the Chief Executive Officer’s compensation; in conjunction with the evaluation conducted by the Board (including as described in the Company’s Corporate Governance Guidelines), evaluate the Chief Executive Officer’s performance annually in light of these goals and objectives; and determine and recommend to the independent members of the Board for their determination and approval the Chief Executive Officer’s compensation level based on this evaluation and considering comparable market data provided by an independent compensation consultant. • In determining the long-term incentive component of the Chief Executive Officer’s compensation, consider the Company’s performance and relative shareholder return, the value of similar incentive awards to chief executive officers at comparable companies, and the awards given to the Chief Executive Officer in the past. • Review and approve the compensation of other executive officers of the Company, including benefits and perquisites, taking into consideration the Company’s performance, comparable market data, the performance of each executive officer, and such other factors as may, in the Committee’s discretion, be appropriate. • In evaluating and making recommendations regarding, or determining and approving, executive officer compensation, the Committee shall consider the results of the most recent shareholder advisory vote on executive compensation (“Say on Pay Vote”) required by Section 14A of the Exchange Act. • Make recommendations to the Board with respect to the approval of incentive compensation plans for executive officers and all equity-based plans. • For annual (or other short term) incentive plans: o Review and approve annual incentive plans (including performance criteria, target awards, payout criteria and similar award design items applicable under such plans) that are applicable to executive officers and any Company officers reporting directly to the Chief Executive Officer. o Review and approve attainment levels and payments to executive officers and any other Company officers reporting directly to the Chief Executive Officer. • For long-term and equity-based incentive plans: o Review and approve the performance criteria, target awards, payout criteria and similar award design items for recipients of grants and awards under the plans. o Review and approve grants, awards, and attainment levels, including equity-based grants, to recipients of grants and awards under such plans. o Review and approve payments for performance-based grants and awards to executive officers and any other Company officers reporting directly to the Chief Executive Officer, as applicable, under such plans. • Administer the Company’s equity-based incentive compensation plans and other plans adopted by the Board that contemplate administration by the Committee. • Review and approve the terms of all employment agreements, executive severance plan and agreements, management continuity agreements and change in control agreements for elected officers. • Approve the adoption and amendment of Company stock ownership guidelines and annually review compliance with these guidelines. 3 Non-employee Director Compensation. • Review the compensation of non-employee directors and make recommendations to the Board regarding changes to existing compensation levels. • Review and recommend to the Board for its approval equity-based grants and awards to non- employee directors under the Company’s equity-based plans and annually review compliance with Company stock ownership guidelines. Oversee Regulatory Compliance. • Review and assess risks arising from the Company’s compensation policies and practices for its executive officers and employees and assess whether any such risks are reasonably likely to have a material adverse effect on the Company. • In consultation with appropriate officers of the Company, oversee (or provide for the oversight of) regulatory compliance with respect to compensation matters, including with respect to applicable tax laws. • Review and recommend to the Board for approval the frequency with which the Company will conduct Say on Pay Votes, taking into account the results of the most recent shareholder advisory vote on the frequency of Say on Pay Votes required by Section 14A of the Exchange Act, and review and approve the proposals regarding the Say on Pay Vote and the frequency of the Say on Pay Vote to be included in the Company’s proxy statement.

• Develop and maintain a competitive executive compensation program in order to attract and retain qualified executives and to provide incentives to management that reward pay for performance in attaining the Company’s goals and objectives. 2 • Review and approve a peer group of companies to be used for marketplace trend analysis and to assess the competitiveness of the Company’s total compensation opportunities for executive officers. • Review and approve corporate goals and objectives relevant to the Chief Executive Officer’s compensation; in conjunction with the evaluation conducted by the Board as described in the Company’s Corporate Governance Guidelines, evaluate the Chief Executive Officer’s performance in light of these goals and objectives; and determine and approve (or determine and approve, and recommend to the independent members of the Board for their determination and approval) the Chief Executive Officer’s compensation level based on this evaluation and comparable market data provided by the independent compensation consultant. • In determining the long-term incentive component of the Chief Executive Officer’s compensation, consider the Company’s performance and relative shareholder return, the value of similar incentive awards to chief executive officers at comparable companies, and the awards given to the Chief Executive Officer in the past. • Review and approve the compensation of other executive officers of the Company, including benefits and perquisites, taking into consideration the Company’s performance, comparable market data, the performance of each executive officer, and such other factors as may, in the Committee’s discretion, be appropriate. • In evaluating and making recommendations regarding, or determining and approving, executive compensation, the Committee shall consider the results of the most recent shareholder advisory vote on executive compensation (“Say on Pay Vote”) required by Section 14A of the Securities Exchange Act of 1934, as amended (the “Exchange Act”). • With respect to incentive compensation plans and equity-based plans: • Make recommendations to the Board with respect to the approval of incentive compensation plans for executive officers and all equity-based plans. • Review and approve equity-based grants and awards, including long-term incentive plan awards, to officers, senior managers, key employees, and other employees of the Company and its subsidiaries under the Company’s equity-based plans. • Review and approve the performance criteria, target awards, payout criteria and like items for the Company’s annual incentive and long-term incentive compensation plans. • Review and approve (a) attainment levels under the Company’s annual incentive plan; (b) payments to executive officers of the Company under the annual incentive plan; and (c) payments to officers, senior managers and employees of the Company under the Company’s long-term incentive compensation plans. • Administer the Company’s equity-based incentive compensation plans and other plans adopted by the Board that contemplate administration by the Committee. • Review and approve special bonuses and/or other awards to executive officers on a case-by- case basis for outstanding performance. • Review and approve the terms of all employment agreements, management continuity agreements and change in control agreements for elected officers. 3 Non-employee Director Compensation. • Review the compensation of non-employee directors and make recommendations to the Board regarding changes to existing compensation levels. • Perform administrative functions with respect to the compensation of non-employee directors, including interpreting existing policy. • Review and approve (or approve and recommend to the Board for its approval) equity-based grants and awards to non-employee directors under the Company’s equity-based plans. Oversee Regulatory Compliance; Governance. • Review and assess risks arising from the Company’s compensation policies and practices for its executive officers and employees, and whether any such risks are reasonably likely to have a material adverse effect on the Company. • In consultation with appropriate officers of the Company, oversee regulatory compliance with respect to compensation matters, including with respect to applicable tax laws. • Review and recommend to the Board for approval the frequency with which the Company will conduct Say on Pay Votes, taking into account the results of the most recent shareholder advisory vote on the frequency of Say on Pay Votes required by Section 14A of the Exchange Act, and review and approve the proposals regarding the Say on Pay Vote and the frequency of the Say on Pay Vote to be included in the Company's proxy statement.