Cập nhật: Tháng 2 năm 2021 Chính sách toàn cầu về Chống độc quyền của Avient Nội dung Hướng dẫn Tuân thủ 1 Tổng quan về Chính sách 1 Tổng quan về các Luật chống độc quyền của Hoa Kỳ 2 Vi phạm pháp luật chống độc quyền 3 Các lĩnh vực quan ngại tiềm ẩn về chống độc quyền 3 Kết luận 6 Báo cáo các vi phạm có thể xảy ra 7 Đường dây nóng về Đạo đức của Avient 7 Bảo vệ khỏi sự trả đũa 7 Danh mục kiểm tra Chống độc quyền 8 Tham khảo nhanh: NHỮNG ĐIỀU NÊN LÀM và KHÔNG NÊN LÀM về Chống độc quyền 10 Hướng dẫn Tuân thủ Avient cam kết thúc đẩy cạnh tranh công bằng và doanh nghiệp tự do trên thị trường. Bất cứ khi nào bạn dự kiến tham gia vào các hoạt động nhạy cảm chống độc quyền có thể có ảnh hưởng trong hoặc ngoài Hoa Kỳ, bạn nên tham khảo trước với phòng Pháp chế của Avient. 2 Nội dung Chính sách Chống độc quyền Sửa đổi Năm 2021 Bạn có biết? Tránh tiếp xúc không cần thiết với đối thủ cạnh tranh. 2.

在不限制本声明的一般性的情况下，不得将埃万特的产品用于旨在用于以下目的的任何医疗器械应用： (1) 接触人体组织或体液长达30天或更长时间； (2)“整形”（整容或重建）手术； (3) 生殖植入物或任何节育器械；或者 (4) 用于支持或维持人类生命的永久性（超过30天）植入式医疗器械中的任何关键组件。

在不限制本声明的一般性的情况下，不得将埃万特的产品用于旨在用于以下目的的任何医疗器械应用： (1) 接触人体组织或体液长达30天或更长时间； (2)“整形”（整容或重建）手术； (3) 生殖植入物或任何节育器械；或者 (4) 用于支持或维持人类生命的永久性（超过30天）植入式医疗器械中的任何关键组件。

在不限制本声明的一般性的情况下，不得将埃万特的产品用于旨在用于以下目的的任何医疗器械应用： (1) 接触人体组织或体液长达30天或更长时间； (2)“整形”（整容或重建）手术； (3) 生殖植入物或任何节育器械；或者 (4) 用于支持或维持人类生命的永久性（超过30天）植入式医疗器械中的任何关键组件。

在不限制本声明的一般性的情况下，不得将埃万特的产品用于旨在用于以下目的的任何医疗器械应用： (1) 接触人体组织或体液长达30天或更长时间； (2)“整形”（整容或重建）手术； (3) 生殖植入物或任何节育器械；或者 (4) 用于支持或维持人类生命的永久性（超过30天）植入式医疗器械中的任何关键组件。

• 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.

روبرت إم باترسون—رئيس مجلس الإدارة، والرئيس، والمدير التنفيذي 2 جدول المحتويات رؤيتنا واستراتيجيتنا ةيؤرلا في Avient نبتكر حلولاً متخصصة ومستدامة خاصة بالمواد تحول ما يجابهه العميل من تحديات إلى فرص، وتقدم منتجات جديدة لعالم أفضل. بينما تسافر في رحلة عمل، يتُوقّع منك: 1 ..Avient الالتزام بسياسة السفر والترفيه بشركة 2 الظهور بمظهر وسلوك يعمل على الارتقاء والحفاظ على سمعة . شخصية. 2 تجنَّب نقل هذه المعلومات لشخص آخر لا حاجة له لمعرفة هذه المعلومات . .Avient في إطار عمله لدى كقاعدة عامة، إذا كان ثمةّ شيء من شأنه أن يؤثر على رغبتك في تداول الأسهم أو غيرها من الأوراق المالية، فمن المحتمل أن تكون هذه المعلومات جوهرية.

Patterson Vorsitzender, Präsident und CEO 2 Inhaltsangabe Unsere Vision und Strategie Vision Bei Avient entwickeln wir spezialisierte und nachhaltige Materiallösungen, die Herausforderungen der Kunden in Chancen verwandeln, indem wir neue Produkte für eine bessere Welt auf den Markt bringen. Wenn Sie geschäftlich für das Unternehmen reisen, wird von Ihnen erwartet, dass Sie: 1. die Avient-Richtlinie zu Reisen und Bewirtungen einhalten; 2. ein Erscheinungsbild und ein Verhalten pflegen, das dem Ruf und den Kernwerten von Avient gerecht wird; 3. alle Gesetze befolgen und 4. alle regulären und angemessenen direkten Auslagen für geschäftliche Ausgaben melden und dokumentieren. Verwenden Sie keine erheblichen nicht-öffentlichen Informationen zur persönlichen Bereicherung und 2. geben Sie solche Informationen nicht an jemanden weiter, der diese Informationen nicht für seine beruflichen Zwecke bei Avient braucht.

Patterson předseda, prezident a generální ředitel 2 Obsah Naše vize a strategie Vize Ve společnosti Avient vytváříme specializovaná a udržitelná řešení materiálů, která přeměňují výzvy zákazníků do příležitostí a přinášejí nové produkty pro lepší svět. Budete dodržovat zásady společnosti Avient týkající se cestování a zábavy. 2. Nepoužívejte důležité neveřejné informace pro osobní obohacení se. 2.

Patterson, presidente del directorio, presidente y director ejecutivo 2 Índice Nuestra visión y estrategia Visión En Avient, diseñamos soluciones de materiales especializadas y sostenibles que transforman los desafíos de los clientes en oportunidades y crean nuevos productos para un mundo mejor. Cuando viaja por negocios de la empresa, se espera que: 1. cumpla la política de viajes y entretenimiento de Avient; 2. mantenga una apariencia y una conducta que respalden la reputación y los valores centrales de Avient; 3. respete todas las leyes; 4. informe y documente todos los gastos comerciales de bolsillo directos, ordinarios y pertinentes. No use información privada sustancial para beneficio personal. 2.