SAFIR BENEFIT PLAN

Effective date: October 1st, 2022.V3

1. Introduction

SAFIR enables independent and commercially active Users to become Promoters and therefore set up their
own distribution network.

The Promoter receives a unique personal Referral link upon upgrading their account from User to Promoter
through the SAFIR Backoffice, which can be passed on to interested buyers so that they can register into the
SAFIR Network under that Promoter.

The SAFIR Benefit Plan offers a wide range of Benefits to all successful Promoters, which will be explained
in detail below.

2. Uni-Level Benefits & Career Benefits

Uni-Level Benefits are broadly defined as bonuses that Promoters are entitled to as a percentage of the
sales of Products and Services (Sales Aggregate) and Staking Hint Aggregate in their Downline, according
to their respective Career Rank within the SAFIR Career Program.

So, for example, whenever a Promoter’s Direct buyer purchases Products and/or Services offered by SAFIR,
the Promoter will receive a Uni-Level Benefit.

To be able to assert Benefit claims on further promotional levels (Uni-Level up to a maximum of 15 levels),
meaning, not only from Direct buyers, but also from in-direct buyers, in-in-direct buyers and so on, the
Promoter must meet the following qualification criteria of Career Ranks as set out and demonstrated in Table
1 – Career Benefits below.

Table 1 – Career Benefits

Career Rank New New Starter Starter Plus Ruby Double Sapphire
Plus Ruby
Unlocks 1 Level2 2 2 Levels3 3 Levels 4 Levels 5 Levels 6 Levels
Uni-Level Levels3
Minimum 0 0 2 4 7 12 12
Direct lines
Minimum 0€ 100 €1 1,500 € 5,000 € 10,000 € 20,000 € 100,000
Performance €
Career 0€ 0€ 15 € 75 € 300 € 600 € 3,000 €
Benefit

Career Rank Double Black Diamond Double Triple White Double

Sapphire Sapphire Diamond Diamon Diamond White
d Diamond
Unlocks 7 Levels 8 Levels 9 Levels 10 Levels 11 12 Levels 13 Levels
Uni-Level Levels
Minimum 12 12 13 14 15 16 17
Direct lines
Minimum 300,000 500,000 1,000,000 2,000,000 € 3,000,00 5,000,00 10,000,0
Performance € € € 0€ 0€ 00 €
Career 9,000 € 15,000 € 40,000 € 80,000 € 150,000 300,000 500,000
Benefit € € €

Career Rank Gold Double Star Double Star Triple

Diamond Gold Diamond Diamond Star
Diamond Diamon
d
Unlocks 14 15 15 Levels 15 Levels 15
Uni-Level Levels Levels Levels
 Minimum 18 19 20 25 30
Direct lines
Minimum 20,000,0 50,000,0 100,000,0 200,000,00 500,000,
Performance 00 € 00 € 00 € 0€ 000 €
Career 1,000,00 2,500,00 5,000,000 10,000,000 20,000,0
Benefit 0€ 0€ € € 00 €

1) Career Rank “New Plus”: Own purchases or purchases from Direct buyers
2) Direct buyer
3) In-direct buyer (In-in direct buyer etc. subsequently for the upcoming levels)

Every time a Promoter levels up in their Career Rank, they are entitled to a new Career Benefit. This is the
Benefit that a Promoter receives into their SAFIR Backoffice Account at the time they achieve a new Career
Rank, according to the Career Program. It is a one-time Benefit only.

Please note that each Product and Service’s sales price might be linked to a different Benefit Rating to
calculate the Promoters’ Uni-Level Benefits, Sales Aggregate, or Staking Hint Aggregate. Also, some
Products and / or Services might not count towards the Sales Aggregate. Promoters are encouraged to
always check the product overview list that can be found in: https://safir.com/backoffice/products-overview

In addition, for the calculation of the Performance, the Forty Percent Clause applies. This means that any
single Distribution line can contribute a maximum of 40% to a Promoter’s total Performance. Promoters can
use the Performance Calculator in the SAFIR Backoffice if they want to manually calculate their Performance
based on the Sales Aggregate (real or hypothetical) of their downline:
https://safir.com/backoffice/performance-calculator

If the Promoter has achieved the qualification criteria described in Table 1 – Career Benefits above, the
Promoter will additionally be entitled to Uni-Level Benefits on Products and Services sales (Sales Aggregate)
and Staking Hints Aggregate in the respective level as described below.

Table 2: Uni-Level Benefits

1 Level 2 Levels 3 Levels 4 Levels 5 Levels

10% 7% 5% 4% 4%

6 Levels 7 Levels 8 Levels 9 Levels 10 Levels

3% 2% 1% 1% 1%

11 Levels 12 Levels 13 Levels 14 Levels 15 Levels

1% 1% 1% 0.5% 0.5%

Note: All accounts are entitled to Benefits from Direct buyers = first (1st) level.

3. Performance Benefit

If the Promoter reaches a certain Career Rank, they can also claim Benefits from the so-called Performance
Pool. The Performance pool is the 10% of the Total Effective Aggregate for the entire SAFIR network
accumulated on a monthly basis and used to pay out the Performance Benefit to eligible Promoters.

If a Promoter reaches, for example, the Career Rank “Ruby”, they will receive one (1) SharePoint. As a
“Double Ruby”, two (2) SharePoints; as a “Sapphire”, ten (10) SharePoints; and so on, as described in Table
3 – Performance Benefits below. These SharePoints represent a share of the respective amount that has
accumulated in the Performance Pool in the specific month.

Table 3 – Performance Benefits

 Career Rank New Plus Starter Starter Plus Ruby Double Ruby
Number of 0 0 0 1 2
SharePoints

Career Rank Sapphire Double Sapphire Black Sapphire Diamond Double Diamond
Number of 10 20 40 80 110
SharePoints

Career Rank Triple White Diamond Double White Gold Double Gold
Diamond Diamond Diamond Diamond
Number of 150 225 300 400 500
SharePoints

Career Rank Star Diamond Double Star Diamond Triple Star Diamond
Number of 1000 2000 4000
SharePoints

The Performance Benefit is always calculated at the end of a calendar month and paid out to the qualifying
Promoters no later than the 10th working day of the following month.

The calculation basis for the Performance Pool is the Total Effective Aggregate in during one calendar
month. 10% of the monthly Total Effective Aggregate is accumulated in the Performance Pool. This 10% is
divided equally into three sub-pools.

Sub-pool 1: The EUR amount in sub-pool 1 gets divided by the sum of all SharePoints of all Promoters in the
respective month. This represents the SharePoint value of each SharePoint in sub-pool 1.

Sub-pool 2: Promoters who were able to increase their Performance by at least 4% (based on the total
performance achieved (historical) at the end of the previous calendar month) in the respective month also
qualify for sub-pool 2 with the amount of their achieved SharePoints. The EUR amount in sub-pool 2 is
divided by the amount of SharePoints of Promoters who qualified for the sub-pool 2 in the respective month.
This represents the SharePoint value of each SharePoint in sub-pool 2.

Sub-pool 3: Promoters who were able to increase their Performance by at least 8% (based on the total
performance achieved (historical) at the end of the previous calendar month) in the respective month also
qualify for sub-pool 3 with the number of their achieved SharePoints. The EUR amount in sub-pool 3 is
divided by the number of SharePoints of Promoters who qualified for the sub-pool 3 in the respective month.
This represents the SharePoint value of each SharePoint in sub-pool 3.

Calculation Example:

In the respective calendar month, the amount of EUR 150,000 has been accumulated in the Performance
Pool. This amount of EUR 150,000 is divided equally into three sub-pools. Therefore, there are EUR 50,000
in each of the three sub-pools.

The highest reached Career Rank of the Promoter in this example is Sapphire. Based on their Career Rank
and/or Performance within the last six (6) calendar months, the Promoter is entitled to 10 SharePoints.

Sub-pool 1: All SharePoints of all Promoters in the respective month add up to 7000 SharePoints. All of
these SharePoints qualify for the sub-pool 1. EUR 50,000 divided by 7000 SharePoints = EUR 7,14 for each
SharePoint in the respective month.
Result: 10 SharePoints x EUR 7.14 = EUR 71.40 from Sub-pool 1.

Sub-pool 2: The Promoter has reached in the respective month a 10% increase in their Performance. 10% is
bigger than 4%, therefore they qualify with their SharePoints for Sub-pool 2.
The EUR amount in sub-pool 2 in this example (EUR 50,000), is divided by the 2500 SharePoints of the
Promoters that qualified for sub-pool 2 this month. This equals EUR 20 for each SharePoint in Sub-pool 2.

Result: 10 x EUR 20 = EUR 200 from Sub-pool 2.

Sub-pool 3: The Promoter has reached in the respective month a 10% increase in their Performance. 10% is
bigger than 8%, therefore they qualify with their SharePoints for Sub-pool 3.

500 SharePoints qualified for Sub-pool 3. EUR 50,000 divided by 500 SharePoints = EUR 100 for each
SharePoint in Sub-pool 3.

Result: 10 x EUR 100 = EUR 1,000 from Sub-pool 3.

The Promoter in this example will receive EUR 1,271.40 for this respective month, based on their 10
SharePoints.

Differential Performance and SharePoints

Promoters are entitled to the number of SharePoints linked to their Career Ranks for the following 6 months
after having reached their highest Career Rank. Once the 6 months period is over, Promoters remain in the
highest Career Rank they achieved, but their current Performance is used to calculate their Differential
Performance on a monthly basis for the following 6 months. This is the difference between a Promoter’s
Performance at the moment they reached their highest Career Rank, and the Performance at the moment of
the calculation (as mentioned: on a monthly basis). The Differential Performance assigns the Promoter their
number of SharePoints for the following month (based on the Performance requirements for the Career Plan,
as described in Table 1 – Career Benefits), although the number of SharePoints assigned cannot be higher
than those corresponding to the Promoter’s current Career Rank.
After the second 6 month period is over, if the Promoter hasn't managed to reach a higher Career Rank in
the meantime, they will no longer be eligible for any of the Performance Pools until a new Career Rank is
achieved.

Whenever a Promoter achieves a higher Career Rank, the number of SharePoints is updated to match the
new Career Rank, and the Promoter will again be represented in the Performance Pool with that updated
number for the next six (6) months.

Example: The Promoter has reached a new Career Rank “Sapphire” with a Performance of EUR 100,000.
This gives the Promoter 10 SharePoints for a period of 6 months.
After those 6 months, the Promoter’s current (total historical) Performance (for example: EUR 120,000) will
be taken into account, and the difference between the Performance at the moment of the calculation (EUR
120,000 in the first month after the initial 6 month period) and the Performance at the moment the Promoter
reached their highest Career Rank (EUR 100,000) is the Differential Performance that will be used to assign
the Promoter the number of SharePoint for the following month. This calculation will be repeated on a
monthly basis for the following 6 months (or until the Promoter achieves a higher Career Rank). In the
current example, the Differential Performance for the first month of the second 6 month period is EUR
120,000 – EUR 100,000 = EUR 20,000, which assigns the Promoter 2 SharePoints (as described in Table 1
– Career Benefits and Table 3 – Performance Benefits).

4. Staking Hints Benefits

The EUR value used to evaluate the Staking volume for the Benefit Plan is the average EUR value for the
respective Token within the last 24 hours (backdated), calculated from the moment the staking was made on
the corresponding Smart Contract.

Note: The Staking Hint Aggregate is taken into account in the Benefit Plan. Benefit Rating towards Benefit
Plan applies depending on the staking period, which Users and Promoters may freely choose.

Depending on the staking period, this is evaluated for the Benefit Plan as follows:

Table 4 – Staking Hints Benefit Rating

Staking Period* 1 3 5 10 15
 Benefit Rating 20% 40% 60% 80% 100%
*Years

Please, always double-check the current Benefit Rating in the link: https://safir.com/backoffice/products-
overview

Example:
A Promoter or User within a Promoter’s own SAFIR Network uses a third-party staking program and
activates staking (contract with the corresponding Smart Contract). The respective Promoter or User stakes
tokens worth EUR 100 at the moment of staking on the Smart Contract, and decides on a staking period of 5
years with the corresponding third-party provider. Due to the selected staking period, the Benefit rating of
60% of the EUR 100 is used to calculate the Staking volume.

This applies to Uni-Level Benefits (up to 15 levels), Career Benefits (Aggregates), and the evaluation for the
Performance Pool (Performance Benefit).

https://safir.com/backoffice/staking-simulator

Note: Due to the fact that these are third-party staking programs (contract with the respective Smart
Contract) and SAFIR has no influence on the design of these, both the Staking Hints Benefits that are taken
into account in the Benefit Plan and possible staking periods of the respective third-party staking program
may differ significantly depending on the staking program.

4.1 Fifty Percent Rule

In order for the Staking Hint Aggregate to be fully counted (towards reaching the next Career Rank), the
volume from Products or Services sales (Sales Aggregate) in each own Distribution line (to infinity) must be
at least 50% of the Effective Aggregate.

However, if the volume coming from the Staking Aggregate is more than 50% compared to the Effective
Aggregate in the respective line, this volume is not lost for the Career Rank. This waits for the next Product
or Service sale and is then evaluated for the Career Rank calculation.

Note: Own (personal) staking volume is NOT taken into account for achieving own Career Ranks.

5. Incentive Benefits

SAFIR might offer, at its own discretion, additional possibilities for Promoters to obtain Benefits in the form of
Incentive competitions. Each “Incentive” has dedicated Terms & Conditions, which the Promoters are
required to accept if they participate.
SAFIR shall be able to terminate any Incentive Benefits without notice at its own discretion.

6. Videocontest Benefit

SAFIR might offer, at its own discretion, additional possibilities for Promoters to obtain Benefits in the form of
a Videocontest. Each “Videocontest” has its own Terms & Conditions that the Promoters are required to
accept if they participate.
SAFIR shall be able to terminate any Videocontest competition Benefits without notice at its own discretion.

7. Auxiliary Benefits

SAFIR might offer, at its own discretion, additional possibilities for Promoters to obtain Benefits in the form of
Auxiliary Benefits. Each “Auxiliary Benefit” has its own Terms & Conditions that the Promoters are required
to accept if they participate.
SAFIR shall be able to terminate any Auxiliary Benefits without notice at its own discretion.

8. Earning report

All Benefits that Promoters receive through the SAFIR Benefit Plan can be found in the “Earning Report” in
the Promoter's Backoffice Account, inside the menu item Account > Earning Report.

https://safir.com/backoffice/earning-report

The Earning Report provides a summary of all Benefits the Promoter has received during a specific month
(generated on a monthly basis), or for an entire year, and can be downloaded as a PDF.

Depending on each country's tax framework, Promoters may need to pay taxes on any Benefits they earn
through the SAFIR Backoffice.

SAFIR cannot provide advice on tax frameworks or financial obligations. As it is the personal responsibility of
each Promoter to comply with their local tax requirements, SAFIR strongly recommends that each Promoter
consults the relevant tax authority or a tax advisor in their country to confirm what they consider as taxable
events, and what the Promoter's obligations would be toward them.

9 – Benefit Programs

All Benefits received through the SAFIR Benefit Plan will count towards SAFIR Benefit Programs.

SAFIR might offer Promoters different Benefit Programs designed to help them optimize their Benefits. Each
Benefit Program offered has dedicated Terms & Conditions that can be found in the SAFIR Backoffice.
Participation in the Benefit Programs might be mandatory.

It is the Promoter’s responsibility to monitor their Benefit Programs and adjust their settings (if applicable) to
use them to their full potential.

SAFIR shall be able to initiate and/or terminate any Benefit Program without notice at its own discretion.

10 - Disclaimer

This SAFIR Benefit Plan can be changed by SAFIR GROUP INTERNATIONAL at any time and without
further notice or liability to the Promoters.

It might happen, for example, when market conditions change, to which SAFIR has to react, or when
introducing Products and/or Services that are offered via SAFIR that require specific Benefits.

In this case, the current SAFIR Benefit Plan will be replaced by a new version and will apply from that
moment on. All Benefits that the Promoter has achieved up to this point are subject to the rules of the
relevant and applicable SAFIR Benefit Plan at the time.

As a result, the Promoter cannot make any claims against SAFIR GROUP INTERNATIONAL based on the
non-fulfillment of this SAFIR Benefit Plan.

Any new version(s) of a SAFIR Benefit Plan will be published in the SAFIR Backoffice of the Promoter.

If the Promoter does not raise a written objection by post within seven (7) days, the new SAFIR Benefit Plan
is automatically deemed to have been accepted by the Promoter. The objection, submitted via post, should
be sent by trackable letter to SAFIR GROUP INTERNATIONAL LTD. 102 Aarti Chambers, Mont Fleuri,
Victoria, Mahe, Seychelles CRN: 234562

To make sure that the sender of the letter is actually the respective Promoter, this letter must be notarized.

11- Glossary
Unless otherwise defined in this Benefit Plan, expressions and definitions used herein have the same
meanings and definitions in the SAFIR Backoffice Terms & Conditions and the SAFIR Promoters Agreement.

1- Benefits: Bonuses that Promoters get credited from SAFIR to their SAFIR Backoffice Account for their
successful participation in SAFIR Program. The amount and type of bonuses received by the Promoter as
Benefits may vary from time to time and may include, but are not limited to, credits in Euros.

2- Benefit Rating. It is the percentage of the sales price or staking amount, that is used to calculate the
Promoters’ Sales Aggregate or Staking Hint Aggregate. SAFIR reserves the right to change the Benefit
Rating at its own discretion. The current version is always found at: https://safir.com/backoffice/products-
overview

3- Career Benefit. It is the Benefit that a Promoter receives into their SAFIR Backoffice Account when they
achieve a new Career Rank, according to the Career Program. It is a one-time Benefit only.

4- Career Program. It is the set of requirements or milestones a Promoter will need to achieve to reach each
Career Rank and their respective Career Benefit. The Career Program is explained in detail in TABLE 1 of
this Benefit Plan.

5- Career Rank. It is each individual level that the Career Program is divided into. All Promoters start their
Career Program with the Career Rank “New”, and can potentially reach up to the maximum Career Rank of
Triple Star Diamond.

6- Direct buyer. It is a direct referred User or Promoter (level 1) who has already purchased a Product or
Service offered by SAFIR.

7- Direct line. It is a Distribution line with Effective Aggregate.

8- Distribution line (informally “leg”). It is each branch of the Promoter's downline that starts with each of their
direct referrals (level 1) and continues down through all recommendation levels to infinite depth.

9- Downline Performance. It is the sum of all Effective Aggregates with the Forty Percent Clause applied.
Also referred as “network Performance”.

10- Effective Aggregate. It is the sum of the Sales Aggregate and the Staking Aggregate with the 50% Rule.
The Staking Aggregate can only contribute a maximum of 50% to the Effective Aggregate.

11- Forty Percent Clause. The 40% clause states that any single Distribution line can contribute a maximum
of 40% to a Promoter’s Total Performance.

12- Performance. It is the Downline Performance plus the Promoter’s purchases. Sometimes also referred as
“total Performance” or “total historical Performance”.

13- Performance pool. It is the 10% of the Total Effective Aggregate for the entire SAFIR Network
accumulated on a monthly basis and used to pay out the Performance Bonus to eligible Promoters.

14- Sales aggregate. It is the sum of all the Product or Service sales multiplied by their respective Benefit
Rating.

15- Staking Aggregate. It is the sum of all the Stakings Volumes in a Promoter’s downline.

17- Staking hint aggregate. It is the sum of all the Staking Aggregate under a Promoter.

18- Staking Volume: It is a single staking multiplied by the Benefit Rating.

19- Total Effective Aggregate: It is the Effective Aggregate of the entire SAFIR Network.

20- Uni-Level Benefit. Bonuses that Promoters are entitled to as a percentage of the sales of Products and
Services (Sales Aggregate) and Staking Hint Aggregate in their Downline, according to their respective
Career Rank within the SAFIR Career Program.