GENERAL PURPOSE GLS TPES FOR PACKAGING SOFT TOUCH GRIPS BONDING TO POLAR SUBSTRATES GENERAL PURPOSE GLS TPES FOR PACKAGING SOFT TOUCH GRIPS BONDING TO NON POLAR SUBSTRATES Dynaflex™ G2711 Dynaflex™ G2780 Dynaflex™ G6713 Dynaflex™ G7960 Versalloy™ XL9045 Versaflex™ CL40 Aesthetics Grippy, 43A & translucent Low tack, 84A & translucent Extra soft, 13A & translucent Rubbery, 60A & opaque Matte, 45A & natural Grippy, 40A & water clear Special Characteristics Grippy medical grade PP & PE OM Extra soft General purpose High flow & fast setup Water clear Regulatory FDA, EU & USP VI FDA FDA & EU FDA FDA FDA & EU Overmolding Polypropylene Polypropylene & Polyethylene Polypropylene Polypropylene Polypropylene Polypropylene Versaflex™ CL 2250 Versaflex™ OM 3060 Versaflex™ CE 3120-65 Versaflex™ CE 3620 Versollan™ RU 2205 Aesthetics Grippy, 50A & clear Grippy, 59A & clear Silky feel, 65A & matte finish Silky feel, 65A & matte finish Grippy, 65A & matte finish Special Characteristics Clear overmold Clear overmold Abrasion resistance & high strength Low compression set & high flow Abrasion resistance & high strength Regulatory FDA & USP VI FDA & USP VI UL 94 FDA & ISO 10993-10 — Overmolding Polycarbonate Polycarbonate & ABS Polycarbonate, ABS, Copolyester & Nylon 12 Polycarbonate, ABS, Copolyester Polycarbonate, ABS, Copolyester & Nylon 12 1.844.4AVIENT www.avient.com Copyright © 2020, Avient Corporation. AVIENT MAKES NO WARRANTIES, EXPRESS OR IMPLIED, INCLUDING, BUT NOT LIMITED TO, IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE, either with respect to the information or products reflected by the information.

Drying non-halogenated materials is suggested. 2 hours @ 100 (38) Moisture Range (%) Not required Follow up by purging machine with general purpose PP • Residence time should not exceed 5 minutes for Maxxam FR products • General ventilation is suggested Shut Down • Purge the equipment with a general purpose PP • All tooling and equipment must be free of any residual Maxxam FR upon shut down • Continue generating parts made from the natural PP until clear • Wipe down tool steel with mold cleaner • When using a hot runner system, care must be taken to remove residual product from the manifold MOLD DESIGN RECOMMENDATIONS Cold Slug Wells • Place cold slug wells at the base of the sprue to capture the cold material first emerging from the nozzle • Place cold slug wells at every 90° bend in the runner system • Well depths approximately 2–3 times the diameter of the runner provide best results Draft Angle • Draft angle should be 1/2°–1° per side. AVIENT MAKES NO WARRANTIES, EXPRESS OR IMPLIED, INCLUDING, BUT NOT LIMITED TO, IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE, either with respect to the information or products reflected by the information.

Like all that we do, we start by putting our customers first, then look inward to make a difference. By policy, we do not enter into these instruments for trading purposes or speculation. Goodwill is not deductible for tax purposes.

EXPECTATIONS FOR USE OF INFORMATION SYSTEMS Users shall: • Use all Information Systems consistent with their intended purpose, Avient business objectives, and the Code of Conduct; • Take necessary steps to prevent unauthorized access to and maintain security of Confidential Data; • Use only approved and secured methods when sharing Confidential Data and ensure recipients have authorization to receive Confidential Data and/or have obtained prior approval from User’s manager; and • Obtain approval from Avient’s Information Technology department before procuring, installing, connecting, using, or decommissioning software, systems, applications, or non- Avient devices to or from Information Systems, including, but not limited to, on premise and cloud-based systems. PERSONAL USE Limited personal use of Avient Information Systems, including for social media and networking purposes, is acceptable, but must not breach any law or Avient policies, interfere with the User’s or other employees’ ability to fulfill employment obligations, negatively affect Information Systems, or otherwise violate this Policy. Information Systems Use Policy Information Systems Use Policy Purpose Scope Usage Expectations for Use of Information Systems Prohibited Uses of Information Systems Personal Use Social Media Enforcement and Monitoring Questions and Additional Information Document Change and Review History Appendix A: Definitions

The early synergies and EPS accretion certainly underpin the transaction and its initial value financially, but what I am most excited about is the additional upside from the innovation opportunities of our combined businesses," Mr.

Simply put… We solve customers’ most pressing material science challenges.

Simply put… We solve customers’ most pressing material science challenges.

Simply put… We solve customers’ most pressing material science challenges.

Simply put… We solve customers’ most pressing material science challenges.

General Purposes The general purposes of the Committee are to: • Oversee the Company’s overall executive compensation philosophy and objectives; • Discharge the Board’s responsibilities relating to compensation of the Company’s executive officers (for purposes of this Charter, “executive officers” means the Company’s Section 16 “officers” as defined under Rule 16a-1(f) under the Securities Exchange Act of 1934, as amended); • Assist the Board in the discharge of its fiduciary responsibilities with regard to establishment of policies governing, and the implementation of, all aspects of executive officer compensation throughout the Company, including benefits and perquisites, and compensation for any other employees designated by the Committee for such purposes; • Discharge similar responsibilities with respect to the compensation of non-employee directors; • Review and discuss with management the Company’s disclosures in the Compensation Discussion and Analysis (the “CD&A”) required by rules and regulations of the Securities and Exchange Commission (the “SEC”) and recommend to the Board whether the CD&A should be included in the Company’s proxy statement or other applicable SEC filings; • Prepare a Compensation Committee Report for inclusion in the Company’s applicable filings with the SEC that complies with the rules and regulations of the SEC; and • Provide policy guidance and oversight on significant human resource policies and practices. 2 Duties and Responsibilities The Committee will: Executive Compensation and Incentives. • 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. July 11, 2024 Membership General Purposes Duties and Responsibilities Executive Compensation and Incentives.