LABOR REQUIREMENTS

（1） Child labor and juvenile worker protection

● The company will not use or support the use of child labor that meets the above definition.

● If any child labor is found, the company shall establish, document, and retain policies and written procedures designed to relieve these children and communicate effectively with employees and stakeholders about the situation. The company shall also provide these children with adequate financial and other support to enable them to receive school education until they exceed the age of the child under the above definition.

● The company shall file with the labor department of the local government and establish a list of juvenile workers if employed.

● The company can hire juvenile workers. However, according to the compulsory education regulations, juvenile workers can only work outside of class hours. Under any circumstance, the total time of daily class, working, and transportation of juvenile workers cannot exceed 10 hours, and the daily working cannot exceed 8 hours. In addition, night shifts are prohibited for juvenile workers.

● The company must not arrange children or juvenile workers in dangerous, unsafe or unhealthy environments, regardless of inside and outside the workplace.

● The company must arrange juvenile workers to go through pre-post, in-post, and after-post physical examination.

（2） Forced or compulsory labor

● The company must not leverage or support the use of forced and compulsory labor, nor may it require employees to pay a "deposit" or submit a certificate of identity at the beginning of employment.

● The company and the entity providing labor for the company shall not detain some of the workers' salary, benefits, property, or documents to force the employees to work continuously in the company.

● Employees have the rights to leave the workplace after completing standard working hours. Employees are free to terminate their employment contracts after a reasonable notice period for the company.

● The company shall not conduct corporal punishment, assault, body search, and insults to employees, and shall not force workers by means of violence, threats or illegal restrictions on the personal freedom of employees.

（3）Working and rest time requirements

● The company shall abide by the applicable laws and industry standards regarding working hours and public holidays. The normal weekly working hours shall be in accordance with the laws and regulations, and shall not exceed 48 hours of basic salary guarantee and social insurance.

● Employees must rest at least one day per six consecutive working days. All overtime working must be voluntary.

● The company must establish an overtime risk management mechanism to ensure the physical and mental health of employees as well as achieve sustainable enterprise development.

（4）Basic salary guarantee and social insurance

● The company shall guarantee that the salary paid for a standard working week will always meet at least the statutory or industry minimum salary, and the welfare shall be provided for employees in accordance with at least the national laws and regulations.

● The company shall pay for overtime working as required by laws.

● The company shall guarantee that salaries will not be deducted for disciplinary purposes, and shall ensure that the salaries and benefits are clearly and detailedly stated to the employees on a regular basis. The company shall also ensure that salaries and benefits are in full compliance with all applicable laws. Salaries and benefits shall be paid to employees by cash or bank transfer.

● The company shall not adopt a purely labor contractual arrangement or a false apprenticeship system to circumvent the obligations to employees under the applicable laws governing labor and social security regulations.

● The company shall purchase social insurance and industrial injury insurance or government-defined insurance for employees according to laws.

（5） Protection of female employees' rights and interests

● Female employees have equal opportunities to work with men, except for local jobs or positions that are not suitable for women.

● The company shall prohibit the arrangement of female employees to engage in local taboo work.

● The company shall not arrange female employees who are during the period of menstruation to engage in level-3 physical labor intensity prescribed by the state, such as high-altitude, low-temperature, cold-water related work.

● The company shall prohibit female employees from engaging in local taboo work during pregnancy, and female employees shall enjoy maternity leaves strictly as prescribed by local laws.

● The company shall prohibit female employees from engaging in local taboo work, arranging extended working hours, or working at night shifts during one year of breastfeeding period.

（6）Disciplinary measures

● The company should treat all employees with dignity and respect. The company must not engage in or support corporal punishment, mental or physical coercion, and verbal abuse, nor treat employees in a rude and inhuman manner.

（7）No discrimination system and behavior

● The company shall not engage in or support discriminations in terms of race, national or social origin, social class, descent, religion, physical disability, gender, sexual orientation, family responsibilities, marriage, union member, political opinion, age or others in matters involving recruitment, remuneration, training opportunities, promotion, dismissal or retirement.

● The company shall respect employees of different races and religions and provide the necessary conveniences and conditions for their customs.

● The company must not permit any threats, abuses, exploitations, and compulsive sexual harassment, including posture, language, and physical contact, in the workplace, residence of employees, or other places.

（8） Respect of rights of employees in association, equal consultation and communication

● The company shall establish organizations that can represent and maintain the legitimate rights and interests of employees and be able to carry out activities independently according to laws (such as trade unions, workers' congresses, clubs, or other communication channels).

● The company shall respect the rights of all employees to freely form and join trade unions and collective bargaining.

● When the rights of free association and collective bargaining are restricted by laws, the company shall assist all employees to obtain independent, free association and bargaining rights through similar channels.

● The company shall ensure that such employee representatives are not discriminated and can contact employees they represent at the workplace.