Linyang Energy丨Labor Practices Commitment

江苏林洋能源股份有限公司

Jiangsu Linyang Energy Co., Ltd.

劳工实践承诺

Labor Practices Commitment

文件编号：LY-HR-001    版本：V1.0    生效日期：2026年1月1日

Document No.: LY-HR-001    Version: V1.0    Effective Date: January 1, 2026

第一章 总则
Chapter 1 General Provisions

第一条 目的与依据
Article 1 Purpose and Basis

为将人权承诺转化为可执行、可监督的日常管理要求，公司制定本承诺，作为公司及所属各管控单位、各产业公司开展劳工实践管理、供应商审核与选择、员工关系管理及对外披露的共同准则。

To translate its human rights commitment into executable and verifiable daily management requirements, the Company formulates this Commitment as the common standard for labor practices management, supplier assessment and selection, employee relations management and external disclosure by the Company, its controlled units and its industrial subsidiaries.

第二条 适用范围
Article 2 Scope of Application

1. 本承诺适用于公司总部、各管控单位及所属各产业公司，覆盖公司自有员工、派遣人员、实习生、季节性用工、承包商派驻人员等全部形式用工。

1. This Commitment applies to the Company's headquarters, all controlled units and industrial subsidiaries, covering all forms of employment, including direct employees, dispatched personnel, interns, seasonal workers and personnel stationed by contractors.

2. 本承诺同时适用于公司作为雇主、作为采购方、作为投资或合资方、作为客户所应尽的人权尽职调查责任。

2. This Commitment also applies to the human rights due diligence responsibilities of the Company as employer, purchaser, investor or joint venture partner, and customer.

3. 公司要求承包商、供应商及业务伙伴在其运营中遵循本承诺；不与严重违反本承诺的承包商、供应商或业务伙伴合作。

3. The Company requires contractors, suppliers and business partners to observe this Commitment in their operations, and will not cooperate with any contractor, supplier or business partner that seriously violates it.

第三条 遵循的标准
Article 3 Standards Observed

公司遵循《世界人权宣言》《经济、社会及文化权利国际公约》《公民权利和政治权利国际公约》《联合国工商业与人权指导原则》，以及国际劳工组织（ILO）关于结社自由与集体谈判权、消除强迫劳动、消除童工、歧视与最惠国待遇等核心公约，并遵守所在国关于劳动用工的法律法规。当所在国法律标准与前述国际标准存在差异时，公司不以所在国法律为依据降低自身适用的合规标准。

The Company observes the Universal Declaration of Human Rights, the International Covenant on Economic, Social and Cultural Rights, the International Covenant on Civil and Political Rights, the UN Guiding Principles on Business and Human Rights, and the core ILO conventions on freedom of association and collective bargaining, elimination of forced labor, elimination of child labor, discrimination and most-favored-nation treatment, and complies with the labor and employment laws of the countries where it operates. Where host-country legal standards differ from these international standards, the Company will not use local law as a basis for lowering the compliance standards applicable to itself.

第二章 基本原则
Chapter 2 Fundamental Principles

第四条 反歧视与反骚扰
Article 4 Anti-Discrimination and Anti-Harassment

（一）反歧视
(1) Anti-Discrimination

公司反对任何形式的歧视行为，坚决抵制涉及种族、肤色、性别、年龄、语言、宗教、民族、残疾、性取向、婚育状况、健康状况、户籍或其他法定受保护特征所产生的区别、排斥、限制或偏好的行为、言论及文字内容，对歧视保持零容忍态度。公司在招聘录用、岗位分配、薪酬福利、绩效考核、培训晋升、评优评先、解除劳动关系及解除后的离职证明与待遇等各环节中，均不得实施上述歧视行为。

The Company opposes all forms of discrimination and firmly rejects any act, statement or written content involving distinction, exclusion, restriction or preference based on race, color, gender, age, language, religion, ethnicity, disability, sexual orientation, marital or parental status, health status, household registration or any other legally protected characteristic, and maintains zero tolerance toward discrimination. The Company shall not engage in such discriminatory conduct in recruitment and hiring, job assignment, compensation and benefits, performance assessment, training and promotion, recognition and awards, termination of employment, or post-termination certificates and treatment.

（二）反骚扰
(2) Anti-Harassment

公司反对职场骚扰，禁止任何形式的性骚扰及非性骚扰，包括性胁迫、威胁、凌辱或剥削性质的行为（含姿势、语言和身体接触），保护员工在工作场所中不受骚扰。职场骚扰包括但不限于：上级对下属、协作方对员工、员工之间的言语侮辱、玩笑式贬损、不受欢迎的身体接触、散布色情或贬损性图文影音、跟踪骚扰，以及以工作资源、晋升机会、考核结果为条件提出的不当要求。

The Company opposes workplace harassment and prohibits all forms of sexual and non-sexual harassment, including sexually coercive, threatening, abusive or exploitative conduct (including gestures, language and physical contact), and protects employees from harassment in the workplace. Workplace harassment includes but is not limited to verbal insults, derogatory jokes, unwelcome physical contact, dissemination of pornographic or derogatory images, videos or audio, stalking, and improper demands conditioned on work resources, promotion opportunities or performance results, whether by supervisors toward subordinates, by counterparties toward employees, or among employees.

（三）管理机制
(3) Management Mechanisms

公司建立了以下反歧视与反骚扰管理机制：

The Company has established the following anti-discrimination and anti-harassment mechanisms:

1. 政策声明：在员工手册及相关制度中明确禁止歧视与骚扰的条款，明确行为边界、违规后果与责任主体。

1. Policy statement: The Employee Handbook and related policies contain explicit provisions prohibiting discrimination and harassment, defining behavioral boundaries, consequences of violation and responsible parties.

2. 培训教育：定期向员工开展工作场所反歧视和反骚扰培训，提升员工意识；新员工入职时完成必修培训，基层管理者须完成专项培训。

2. Training and education: Periodic training is provided to raise awareness; new hires complete mandatory training upon onboarding, and first-line managers complete specialized training.

3. 举报渠道：建立歧视与骚扰事件的上报及投诉升级流程，确保员工可以通过多种渠道（包括直属上级、人力资源部门、工会、纪检审计部门等）反映问题；同时提供匿名举报方式与独立于公司管理层的外部举报渠道。

3. Reporting channels: Reporting and complaint escalation procedures have been established so that employees can raise issues through multiple channels (direct supervisors, the Human Resources Department, the labor union, and the discipline inspection and audit department), with anonymous reporting options and external channels independent of Company management also available.

4. 调查处理：对收到的投诉及时开展独立调查，由独立于被投诉部门及被调查业务单元的调查小组负责，必要时聘请外部专业机构参与；对存在歧视或骚扰行为的人员进行严肃处理，包括纪律处分直至解除劳动合同；涉嫌违法犯罪的，移送司法机关处理。

4. Investigation and handling: Complaints are promptly and independently investigated by a team independent of the department complained against and the business unit under investigation, with external professional institutions engaged where necessary; individuals found to have engaged in discrimination or harassment are dealt with strictly, including disciplinary action up to termination of the labor contract; suspected criminal conduct is referred to judicial authorities.

5. 反报复保护：对善意举报的员工予以保护，禁止任何形式的打击报复。严禁对申诉人、举报人及配合调查人员实施降薪、调岗、考核降级、取消培训与晋升机会、解除劳动关系等任何形式的打击报复，违者从重问责。

5. Anti-retaliation protection: Employees who report in good faith are protected, and retaliation in any form is prohibited. Any retaliation against complainants, whistleblowers and those assisting investigations, including salary reduction, reassignment, downgraded assessment, denial of training and promotion opportunities, or termination of employment, is strictly prohibited and subject to heavier accountability.

第五条 禁止童工
Article 5 Prohibition of Child Labor

1. 公司禁止使用童工，不雇佣未达到所在国法定最低就业年龄的人员；招聘时依法查验身份证件与年龄证明，并留存备查。

1. The Company prohibits child labor and does not employ anyone below the statutory minimum working age of the host country; identity documents and age certificates are verified in accordance with law during recruitment and retained for inspection.

2. 公司不得以任何方式招募、雇佣或使用未成年工从事超出其年龄不适合的劳动，不使其承担夜间加班、重体力劳动、有毒有害作业等禁止性工作。

2. The Company shall not recruit, employ or use juvenile workers in any manner for work unsuitable for their age, nor assign them to night overtime, heavy physical labor, toxic or hazardous work or other prohibited work.

3. 对已入职的未成年工，公司依法办理用工登记并落实特殊保护措施：不得占用法定节假日，每日工作时间不得超过规定时长，禁忌劳动范围不得安排，并定期进行健康检查。

3. For employed juvenile workers, the Company completes employment registration in accordance with law and implements special protection measures: no work on statutory holidays, daily working hours within the prescribed limit, no assignment to prohibited work categories, and periodic health examinations.

4. 公司在承包商、供应商准入与年度审核中，将童工合规作为必查项；发现使用童工的，立即终止合作并依约追究责任。

4. Child labor compliance is a mandatory item in contractor and supplier admission and annual audits; upon discovery of child labor, cooperation is terminated immediately and liability pursued as agreed.

第六条 禁止强迫劳动与人口贩卖
Article 6 Prohibition of Forced Labor and Human Trafficking

1. 公司不得直接或间接聘用任何形式的强迫或非自愿劳动，包括奴隶劳动、监狱劳动、契约劳动及抵债劳动。

1. The Company shall not directly or indirectly employ any form of forced or involuntary labor, including slave labor, prison labor, indentured labor and bonded labor.

2. 公司不参与任何形式的人口贩卖活动。招聘过程中不得使用欺骗、胁迫、暴力威胁、扣押身份证件或以扣减工资作为支付条件等方式招募人员。

2. The Company does not participate in human trafficking in any form. Recruitment shall not involve deception, coercion, threats of violence, withholding of identity documents or deduction of wages as a condition of payment.

3. 公司不要求员工支付招聘费用、押金、保证金或类似费用；不以扣押证件、预付工资、限制人身自由等方式阻碍员工依法离职。

3. The Company does not require employees to pay recruitment fees, deposits, bonds or similar charges, and does not obstruct lawful resignation by withholding documents, advancing wages or restricting personal freedom.

4. 公司尊重员工自由权利，包括雇佣自由、辞工自由、加班自由及行动自由。

4. The Company respects employees' rights to freedom, including freedom of employment, freedom to resign, freedom to work overtime and freedom of movement.

5. 公司对承包商、供应商实施同等要求的准入审查、合同条款约束与现场审核；发现使用强迫劳动、童工或涉及人口贩卖的，立即终止合作。

5. The Company applies equivalent admission screening, contractual constraints and on-site audits to contractors and suppliers; upon discovery of forced labor, child labor or human trafficking, cooperation is terminated immediately.

第七条 结社自由与集体谈判权
Article 7 Freedom of Association and Collective Bargaining

1. 公司尊重员工依法组织、参加工会的权利及开展集体协商的权利，不干预员工正当的工会活动，不因员工行使结社权利而给予任何不利待遇。

1. The Company respects employees' right to organize and join labor unions and to conduct collective bargaining in accordance with law, does not interfere with legitimate union activities, and does not subject employees to any detrimental treatment for exercising rights of association.

2. 公司为员工提供与管理层就劳动条件进行沟通的开放、透明渠道，支持员工代表就劳动条件提出意见与诉求，并就员工代表提案作出实质性回应。

2. The Company provides open and transparent channels for employees to communicate with management on working conditions, supports employee representatives in raising opinions and requests, and provides substantive responses to their proposals.

3. 公司不阻碍员工代表在工作时间以外、非工作场所开展合法的工会活动，不对员工代表的工会职务活动实施任何形式的干预或限制。

3. The Company does not obstruct employee representatives from conducting lawful union activities outside working hours and off company premises, and does not interfere with or restrict their union duties in any form.

第八条 工时、休息与休假
Article 8 Working Hours, Rest and Leave

1. 公司遵守所在国关于工作时间、休息休假的规定，严格控制加班时长，确保员工每日工作时间与每周休息日符合法定标准。

1. The Company complies with host-country regulations on working hours, rest and leave, strictly controls overtime hours, and ensures daily working hours and weekly rest days meet statutory standards.

2. 公司不无偿强制加班，不以各种名义要求员工放弃休息休假权利；加班依法支付加班工资或安排调休。

2. The Company does not impose unpaid mandatory overtime and does not require employees to waive rest and leave rights under any pretext; overtime is compensated with overtime pay or compensatory leave in accordance with law.

3. 公司保障员工依法享有法定节假日、年休假、婚丧假、产假、陪产假、育儿假、病假等假期，不因员工依法休假而给予不利待遇或降低其薪酬待遇。

3. The Company guarantees statutory holidays, annual leave, marriage and bereavement leave, maternity leave, paternity leave, parental leave and sick leave in accordance with law, and does not subject employees to detrimental treatment or reduce their compensation for taking lawful leave.

4. 公司保障员工每日享有法定休息时间与必要的工间休息，不以任何方式变相剥夺。

4. The Company guarantees employees' statutory daily rest periods and necessary work breaks, and does not deprive them thereof in any disguised manner.

第九条 薪酬、福利与社会保障
Article 9 Compensation, Benefits and Social Security

1. 公司依法与员工签订劳动合同，按时足额支付工资，不无故克扣、拖欠或无故延迟支付工资。

1. The Company signs labor contracts with employees in accordance with law and pays wages in full and on time, without unjustified deduction, arrears or delay.

2. 公司支付的工资不低于所在国法定最低工资标准的同时提供有竞争力的、满足员工体面生活的工资水平，不以实物、代金券或非货币形式替代法定货币工资。

2. The Company pays wages no lower than the statutory minimum wage of the host country while providing competitive wage levels that support a decent living for employees, and does not substitute statutory currency wages with goods, vouchers or non-monetary forms.

3. 公司依法为员工缴纳社会保险及住房公积金，提供符合所在国法律规定的各项福利。

3. The Company contributes to social insurance and housing provident funds for employees in accordance with law and provides benefits required by host-country laws and regulations.

4. 公司在薪酬体系设计与调整中坚持同岗同酬，消除基于性别、年龄、民族、残疾等特征的薪酬差异。

4. In designing and adjusting its compensation system, the Company adheres to equal pay for equal work and eliminates pay disparities based on gender, age, ethnicity, disability and other characteristics.

第十条 职业健康与安全
Article 10 Occupational Health and Safety

1. 公司为员工提供安全、健康的工作环境与必要的劳动防护用品，对存在职业健康危害的岗位依法组织职业健康检查并采取防护措施。

1. The Company provides a safe and healthy working environment and necessary personal protective equipment, and organizes occupational health examinations and protective measures for positions with occupational health hazards in accordance with law.

2. 公司建立职业健康安全管理体系，明确安全责任，开展安全培训与风险告知，落实隐患排查治理。

2. The Company establishes an occupational health and safety management system, clarifies safety responsibilities, conducts safety training and hazard communication, and implements hazard identification and remediation.

3. 公司不因员工拒绝违章指挥、冒险作业而给予惩罚；发生工伤时依法进行救治、报告与工伤认定。

3. The Company does not penalize employees for refusing illegal instructions or risky operations; in the event of a work injury, treatment, reporting and injury certification are carried out in accordance with law.

4. 公司将职业健康与安全要求传导至承包商、供应商，并在合同中明确其安全责任。

4. The Company extends occupational health and safety requirements to contractors and suppliers and specifies their safety responsibilities in contracts.

第十一条 人身自由与个人隐私保护
Article 11 Personal Freedom and Privacy Protection

1. 公司不扣押员工身份证件、收取押金或以其他方式限制员工人身自由；员工的工牌、门禁权限与办公设施使用由公司依规管理，不得异化为对员工人身自由的限制。

1. The Company does not withhold employees' identity documents, collect deposits or otherwise restrict personal freedom; employee badges, access rights and use of office facilities are managed according to rules and shall not be turned into restrictions on personal freedom.

2. 公司依法保护员工的个人信息与隐私，收集、使用员工个人信息遵循合法、正当、必要原则，不得过度收集、擅自使用或向无关第三方提供。

2. The Company protects employees' personal information and privacy in accordance with law; collection and use follow the principles of legality, legitimacy and necessity, with no excessive collection, unauthorized use or provision to unrelated third parties.

3. 公司对员工宿舍、卫生间、浴室等生活设施的访问管理应尊重员工隐私与尊严，不得实施侵犯隐私的检查或监控。

3. The Company's access management of dormitories, restrooms, showers and other living facilities respects employees' privacy and dignity, and no privacy-infringing inspection or surveillance is permitted.

4. 公司安装监控设备应事先公示用途与范围，监控数据不得用于与用工管理无关的用途。

4. The Company publicly discloses the purpose and scope of surveillance equipment in advance, and surveillance data shall not be used for purposes unrelated to employment management.

第十二条 禁止报复
Article 12 Prohibition of Retaliation

公司禁止对善意提出劳工实践关切、参与调查或举报涉嫌违规行为的人员实施任何形式的报复或不利待遇，包括但不限于降薪、调岗、考核降级、取消培训与晋升机会、解除劳动关系等。内部通报、争议处理及调查结论中应载明反报复要求；任何疑似报复行为一律按公司问责制度从严处理。

The Company prohibits any form of retaliation or detrimental treatment against persons who raise labor practice concerns in good faith, participate in investigations or report suspected violations, including but not limited to salary reduction, reassignment, downgraded assessment, denial of training and promotion opportunities, or termination of employment. Internal notices, dispute handling and investigation conclusions shall state the anti-retaliation requirement; any suspected retaliation is handled strictly under the Company's accountability system.

第三章 管理机制
Chapter 3 Management Mechanisms

第十三条 责任落实
Article 13 Implementation of Responsibilities

1. 集团人力资源部（归口部门）：牵头本承诺的制度建设、组织年度评估与尽职调查、归口申诉举报受理与台账管理、牵头培训与宣贯、编制并提交年度执行报告。

1. Group Human Resources Department (lead department): leads institutional development for this Commitment, organizes annual assessments and due diligence, centrally receives appeals and reports and maintains records, leads training and communication, and prepares and submits the annual implementation report.

2. 各产业公司人力资源部：属地执行主体；落实属地劳工实践要求，组织本单位风险排查，配合访谈与现场评估，落实整改并按时限上报。

2. Human resources departments of industrial subsidiaries: local implementing entities; implement local labor practice requirements, organize risk screening within their units, support interviews and on-site assessments, and complete remediation and report within deadlines.

3. 采购与供应链管理部门：负责承包商、供应商的劳工实践准入审查，推动合同条款落地，组织现场审核，实施供应商分级与退出管理。

3. Procurement and supply chain management department: conducts labor practice admission screening of contractors and suppliers, drives implementation of contract clauses, organizes on-site audits, and implements supplier grading and exit management.

4. 法务合规部门：负责适用法律识别与尽职调查方法合规性审核，合同与救济条款把关，争议应对及外部沟通支持。

4. Legal and compliance department: identifies applicable laws, reviews the compliance of due diligence methodologies, reviews contract and remedy clauses, and supports dispute response and external communication.

5. 安全环保部门：负责职业健康与安全相关劳工实践风险的识别、评估与协同处置。

5. Safety and environmental protection department: identifies, assesses and coordinates the handling of labor practice risks related to occupational health and safety.

6. 工会：收集并反映员工关切，参与沟通协商，监督整改落实情况。

6. Labor union: collects and reflects employee concerns, participates in communication and consultation, and monitors remediation implementation.

7. 各部门负责人：本部门劳工实践管理第一责任人，对本部门风险识别与整改负责。

7. Heads of departments: primary responsible persons for labor practices management in their departments, accountable for risk identification and remediation therein.

第十四条 培训与宣贯
Article 14 Training and Communication

1. 新员工入职必修劳工实践与权益保障课程；全员年度培训不少于一次。

1. New employees must complete labor practices and rights protection courses upon onboarding; all employees receive training at least once a year.

2. 招聘、采购、安保、派遣用工管理等高风险岗位开展专项培训；基层管理者须完成反歧视与反骚扰专项培训。

2. Specialized training is provided for high-risk positions such as recruitment, procurement, security and dispatched labor management; first-line managers must complete specialized anti-discrimination and anti-harassment training.

3. 通过采购合同附件、供应商会议、审核前培训等方式，向承包商与供应商传达公司劳工实践要求。

3. The Company's labor practice requirements are communicated to contractors and suppliers through procurement contract annexes, supplier meetings and pre-audit training.

4. 培训后通过测试、问卷与访谈评估有效性，评估结果作为下一年度培训计划的调整依据。

4. Training effectiveness is evaluated through tests, questionnaires and interviews, and the results serve as the basis for adjusting the next year's training plan.

第十五条 监督、记录与披露
Article 15 Monitoring, Records and Disclosure

1. 定期评估：至少每年开展一次劳工实践风险评估，评估范围覆盖自有运营、供应链及承包商；发生重大事件、并购、新进入高风险地区或供应商重大变更时启动专项评估。

1. Periodic assessment: A labor practices risk assessment is conducted at least annually, covering own operations, the supply chain and contractors; a special assessment is initiated upon major incidents, mergers and acquisitions, entry into new high-risk regions or significant supplier changes.

2. 台账管理：建立劳工实践风险台账与整改任务台账，实行动态更新、闭环销项；评估、缓释、跟踪、申诉调查、补救实施等记录应真实、完整、可追溯，保存期限不少于五年，涉严重违规的延长至十年。

2. Records management: Labor practices risk registers and remediation task registers are maintained with dynamic updating and closed-loop clearance; records of assessment, mitigation, monitoring, complaint investigation and remedy implementation shall be authentic, complete and traceable, retained for at least five years and extended to ten years for serious violations.

3. 内部报告：每年向管理层提交《劳工实践年度执行报告》；重大事件在知悉后24小时内启动内部升级报告。

3. Internal reporting: An Annual Labor Practices Implementation Report is submitted to management each year; internal escalation reporting for major incidents is initiated within 24 hours of becoming aware.

4. 对外披露：通过社会责任报告、可持续发展报告或公司官网等渠道，披露本承诺内容、管理机制、年度进展与关键绩效数据，做到真实、平衡、可验证；鼓励对关键数据与流程引入独立第三方鉴证。

4. External disclosure: The content of this Commitment, management mechanisms, annual progress and key performance data are disclosed through CSR reports, sustainability reports or the Company website in a truthful, balanced and verifiable manner; independent third-party assurance of key data and processes is encouraged.

5. 绩效考核：将劳工实践管理履职情况纳入各产业公司及相关部门年度绩效考核，考核结果与评优、晋升、薪酬激励挂钩。

5. Performance assessment: Performance of labor practices management duties is included in the annual performance assessment of industrial subsidiaries and relevant departments, with results linked to recognition, promotion and compensation incentives.

6. 问责：对玩忽职守、瞒报漏报、打击报复、伪造记录、拒不配合调查等行为，依公司问责制度处理；涉嫌违法犯罪的，移交司法机关。对连续不符合要求的供应商实施暂停合作或退出。

6. Accountability: Dereliction of duty, concealment of reporting, retaliation, falsification of records and refusal to cooperate with investigations are handled under the Company's accountability system; suspected criminal conduct is referred to judicial authorities. Suppliers repeatedly failing to meet requirements are suspended or exited.

第四章 承诺与附则
Chapter 4 Commitment and Supplementary Provisions

第十六条 承诺
Article 16 Commitment

公司郑重承诺遵循本承诺所列全部劳工实践基本原则，并持续完善制度、投入资源、落实责任，将劳工实践管理融入日常运营管理的各个环节。

The Company solemnly commits to observing all fundamental labor practice principles set out in this Commitment, to continuously improving its systems, investing resources and implementing responsibilities, and to integrating labor practices management into all aspects of daily operations.

第十七条 解释与生效
Article 17 Interpretation and Effectiveness

1. 本承诺由集团人力资源部负责解释、组织修订与实施。

1. This Commitment is interpreted, revised and implemented by the Group Human Resources Department.

2. 本承诺自发布之日起施行，原相关规定与本承诺不一致的，以本承诺为准。

2. This Commitment takes effect upon issuance; in case of inconsistency with prior provisions, this Commitment prevails.

3. 本承诺至少每年评审一次；法律、法规、国际标准或公司业务发生重大变化时及时修订。

3. This Commitment is reviewed at least annually and revised promptly when laws, regulations, international standards or the Company's business undergo major changes.

4. 本承诺未尽事宜，按国家有关法律法规及公司其他制度执行。

4. Matters not covered herein are governed by applicable national laws and regulations and other Company policies.