SPX does not plan to conduct individual employee evaluations or change employee pay, working conditions, reporting structures, or day-to-day responsibilities during the integration phase. Employee performance and career development will continue to be managed through Neptronic's established processes.

SPX and Neptronic's immediate priority is to better understand each other—our people, operations, culture, and practices. We are one team, with a shared goal of working together seamlessly and cohesively. Building this understanding will take time, but it is essential to a thoughtful and successful integration.

During this transition period, our priority is to ensure business continuity and support employees throughout the integration process.

As SPX and Neptronic come together, we will continue evaluating opportunities to enhance programs, processes, career development, and the employee experience. Any new process will be communicated well in advance.

Neptronic remains responsible for decisions regarding promotions, role changes, compensation adjustments, and employee development under its established practices and processes.

Employees transitioning into a role with different responsibilities should continue working directly with their manager and Human Resources, who will review each situation through Neptronic's regular process.

For 2026, Neptronic's compensation program and salary-review practices remain unchanged.

Neptronic has a fixed annual salary-adjustment date only for hourly employees within its production teams. For other employees, salary reviews and any resultin g adjustments do not typically follow a single fixed date.

The acquisition due-diligence process required significant involvement from Human Resources, Finance, and several Supervisors, which may have affected the timing of some compensation reviews.

All outstanding 2026 reviews, together with any resulting adjustments, are expected to be completed before the end of the year. Employees will be informed directly once their review has been completed.

At SPX, performance reviews and merit-based compensation adjustments follow a coordinated annual calendar. As part of the integration, SPX and Neptronic will assess whether adopting this structured process in 2027 would be beneficial. Details will be communicated to employees if a new process is adopted.

Our shared priority is to understand Neptronic's people, operations, culture, and practices while maintaining business continuity and building a successful integration.

Yes. All employees need to complete the forms and return them to Alegria at their earliest convenience.