Lithium Roster Changes

We have considered all options to reduce costs over the last 6 to 12 months, and many options have already been executed through changes in our mine plans and operating costs.

The new roster and all redundancies will take effect over the next four to six weeks.

No, the site will transition to a 2/1 roster and we will no longer run with a 2/2 roster option. This will provide a significant cost reduction.

The 2/1 roster will either be a 7D, 7N, 7OFF (for shift workers) or 14D, 7OFF (for day workers).

The People team will send all impacted employees a comparison of their 2/2 base and their 2/1 base.

The transition from 2/2 to 2/1 will be relatively seamless. Three of the existing crews will transition by completing two (2) weeks’ work and then having one (1) week’s RnR. The fourth crew will need to slot into the other panels as required and may potentially have more of a roster disruption to align with the correct panel.

We will review the roster and operational strategy in line with market conditions. At this stage, we cannot commit to changing the roster back to a 2/2 in the future.

All employees who would like to be considered for a Voluntary Redundancy will need to fill out the online Expression of Interest form.

The EOI Form will close on 23 September 2024.

It is not guaranteed that you will be accepted for Voluntary Redundancy. The Company will conduct a review of EOIs against the operational requirements of each site.

Those wanting to remain with MinRes, but wanting to change location and/or roster, will need to fill in a transfer request form and submit this to their Manager.

Site Transfers are subject to operational requirements and role availability at the time of the request.

We have now commenced a consultation and redeployment process for the people impacted and redeployment will be a priority.

The People/Recruitment teams will work to review suitable vacant roles within the business for redeployments. In this particular circumstance, we envisage that we will not be able to redeploy all of our people - which unfortunately means that we can expect some redundancies through this process.

Yes, employees are welcome to apply to return to MinRes.

Redundancy packages will be paid in line with your employment agreement. Please see the table below. Employees roles that are made redundant will be provided with details of your final payment.

Period of continuous service: Redundancy pay.

• At least 1 year but less than 2 years: 4 weeks.
• At least 2 years but less than 3 years: 6 weeks.
• At least 3 years but less than 4 years: 7 weeks.
• At least 4 years but less than 5 years: 8 weeks.
• At least 5 years but less than 6 years: 10 weeks.
• At least 6 years but less than 7 years: 11 weeks.
• At least 7 years but less than 8 years: 13 weeks.
• At least 8 years but less than 9 years: 14 weeks.
• At least 9 years but less than 10 years: 16 weeks.
• At least 10 years: 12 weeks.

There is a reduction in redundancy pay from 16 weeks to 12 weeks for employees with at least 10 years continuous service. This is consistent with the 2004 Redundancy Case decision made by the Australian Industrial Relations Commission.

Yes, in a redundancy situation, under the MyShare Plan rules, you will be entitled to 100% of matched shares. These will be awarded as soon as practicable after you leave MinRes (typically 4-6 weeks).

Yes, following confirmation of redundancy, you may request a copy of your training records and VOCs by sending an email to lithiumpeopleteam@mrl.com.au

Yes, all eligible employees will receive the full operational bonus for the July-September period. Usual plan rules apply and the bonus will be paid as part of your redundancy package.

Severance pay is calculated on an employee's base rate only for their ordinary hours (42 hours per week if working a 2:2 roster) and does not include allowances. To calculate severance pay in line with the National Employment Scheme redundancy payment schedule, divide your base salary by 52 (weeks), then multiply by the relevant number of weeks according to your tenure with the Company (see table above).

Payment in lieu of notice and payment for any annual leave accrued is calculated on base salary plus allowances.

Your final redundancy payment will also include the operational bonus for the July to September period, if you are eligible.

MinRes will not recoup the cost of relocation packages paid to employees whose positions have been made redundant.

• Blue Collar (Operational) – Yes, as your base salary will be increasing on a 2/1 roster, this will mean that, in accordance with the Operational Bonus Plan, your quarterly bonus payment will increase.
• White Collar (Non-Operational) – No, your STIP Bonus % will remain the same, aligned to your particular job level.

It is important that we remain competitive and pay our people fairly in line with the market. In order to remain cost effective, we did not give pay increases to Managers and above across the organisation.

Any Salary Sacrifice that you currently have in place will continue under your new arrangement. If you would like to amend a salary deduction, you can do so through the applicable payroll team.

Any pre-approved leave will be honoured. However, it will be deducted in line with your new roster. If you want to amend any future leave, please speak to your supervisor.

As with the accommodation, as we change rosters, we will likely see some changes to our flight arrangements on-site. Our Logistics team will be working through this process and we will provide further information as soon as possible.

We have committed to retaining this charter until December 2024. After that, we will review flight utilisation and re-assess.

MinRes Air is cost neutral, and it will save the company money into the future.