Linyang Energy丨Human Rights Management System

江苏林洋能源股份有限公司

Jiangsu Linyang Energy Co., Ltd.

人权管理制度

Human Rights Management System

文件编号：LY-HR-002    版本：V1.0    生效日期：2026年1月1日

Document No.: LY-HR-002    Version: V1.0    Effective Date: January 1, 2026

第一条 人权承诺
Article 1 Human Rights Commitment

1.1 总体承诺
1.1 Overall Commitment

公司承诺尊重和保护所有利益相关者的人权，将人权考量融入企业战略与日常运营。公司人权承诺由公司管理层批准并对外公开，适用于公司总部、各管控单位及所属产业公司，并与公司业务决策、供应链管理、员工关系管理及并购活动同步推进。

The Company commits to respecting and protecting the human rights of all stakeholders and to integrating human rights considerations into its corporate strategy and daily operations. This human rights commitment is approved by Company management and publicly disclosed; it applies to the Company's headquarters, all controlled units and industrial subsidiaries, and is advanced in parallel with business decisions, supply chain management, employee relations management and merger and acquisition activities.

1.2 遵循国际公认标准
1.2 Adherence to Internationally Recognized Standards

公司认同并承诺遵循《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）关于童工、强迫劳动、结社自由与集体谈判权、歧视与最惠国待遇等核心公约，并遵守所在国关于人权保护、劳动用工的法律法规。

The Company endorses and commits to observing 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 child labor, forced labor, freedom of association and collective bargaining, discrimination and most-favored-nation treatment, and complies with host-country laws and regulations on human rights protection and labor and employment.

合规底线说明：当所在国法律标准与上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。

Compliance floor: Where host-country legal standards differ from the aforementioned international standards, the Company will not use local law as a basis for lowering the compliance standards applicable to itself.

1.3 禁止人口贩卖
1.3 Prohibition of Human Trafficking

公司不参与任何形式的人口贩卖活动，不与涉及人口贩卖的供应商或业务伙伴合作。公司禁止在招聘过程中扣押员工身份证件、收取抵押物或以其他方式限制人身自由；禁止使用欺骗、胁迫、扣押证件、暴力威胁或以扣减工资作为支付条件等方式招募人员。

The Company does not participate in human trafficking in any form and does not cooperate with suppliers or business partners involved in human trafficking. The Company prohibits withholding employees' identity documents, collecting collateral or otherwise restricting personal freedom during recruitment, as well as recruiting personnel through deception, coercion, document withholding, threats of violence or deduction of wages as a condition of payment.

1.4 禁止强迫劳动
1.4 Prohibition of Forced Labor

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

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. The Company respects employees' rights to freedom, including freedom of employment, resignation, overtime and movement; it does not require employees to pay recruitment fees, deposits or bonds, and does not obstruct lawful resignation by withholding documents, advancing wages or restricting personal freedom.

1.5 禁止童工
1.5 Prohibition of Child Labor

公司禁止使用童工，制定保护未成年工的管理方针和程序，确保公司活动符合国家标准及相关适用的国际公约要求。公司招聘时查验身份证件与年龄证明，不雇佣未达到法定最低就业年龄的人员；对已入职的未成年工落实不占用法定节假日、每日不超过规定工作时长、定期健康检查等特殊保护措施，并依法办理用工登记。

The Company prohibits child labor and has established management policies and procedures for the protection of juvenile workers, ensuring that Company activities comply with national standards and applicable international conventions. Identity documents and age certificates are verified during recruitment, and no one below the statutory minimum working age is employed; special protection measures for employed juvenile workers include no work on statutory holidays, daily working hours not exceeding the prescribed limit, and periodic health examinations, with employment registration completed in accordance with law.

1.6 结社自由与集体谈判权
1.6 Freedom of Association and Collective Bargaining

公司尊重员工的结社自由和集体谈判权，构建开放、透明、民主的沟通机制；不干预员工依法组织和参加工会、开展集体协商等正当活动，不因员工行使结社权利而给予任何不利待遇。

The Company respects employees' freedom of association and right to collective bargaining and builds open, transparent and democratic communication mechanisms; it does not interfere with employees' lawful activities such as organizing and joining labor unions and conducting collective bargaining, and does not subject employees to any detrimental treatment for exercising rights of association.

1.7 反歧视
1.7 Anti-Discrimination

公司反对任何形式的歧视，保障所有员工享有平等的就业和发展机会。在招聘、录用、晋升、薪酬、绩效、培训、岗位分配和解除劳动关系等环节，不因民族、种族、国籍、性别、宗教信仰、年龄、婚育状况、残疾、健康状况、户籍或其他法定受保护特征而区别对待。

The Company opposes discrimination in any form and guarantees all employees equal employment and development opportunities. In recruitment, hiring, promotion, compensation, performance assessment, training, job assignment and termination of employment, no differential treatment is applied on the basis of ethnicity, race, nationality, gender, religious belief, age, marital or parental status, disability, health status, household registration or any other legally protected characteristic.

1.8 重点关注领域
1.8 Priority Areas of Focus

公司特别关注妇女权益保障、未成年人保护、残障人士平等就业、员工职业健康与安全、外来务工人员权益保障、移民及跨境用工人员权益保障，以及运营地周边社区的人权影响。

The Company pays particular attention to the protection of women's rights, the protection of minors, equal employment for persons with disabilities, employee occupational health and safety, the rights of migrant workers, the rights of migrant and cross-border workers, and the human rights impacts on communities surrounding its operating sites.

1.9 适用范围
1.9 Scope of Application

公司人权承诺的适用范围包括自有运营点、承包商以及合作伙伴。公司要求供应商和合作伙伴在其运营中尊重和保护人权，不与使用童工、强迫劳动或严重侵害人权的供应商或业务合作伙伴合作。对公司不拥有但参与管理的合资企业，公司将根据其实际影响力与控制程度，采取与自身相当程度的尽职调查与改善措施。

This human rights commitment applies to the Company's own operating sites, contractors and business partners. The Company requires suppliers and business partners to respect and protect human rights in their operations, and does not cooperate with suppliers or business partners that use child labor or forced labor or seriously violate human rights. For joint ventures in which the Company does not hold ownership but participates in management, the Company will apply due diligence and improvement measures equivalent to its own, commensurate with its actual influence and degree of control.

1.10 禁止报复
1.10 Prohibition of Retaliation

公司禁止对善意提出人权关切、参与人权调查或举报涉嫌人权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。任何疑似报复行为均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 human rights concerns in good faith, participate in human rights investigations or report suspected human rights violations, including but not limited to salary reduction, reassignment, downgraded assessment, denial of training and promotion opportunities, or termination of employment. Any suspected retaliation is handled strictly under the Company's accountability system.

第二条 人权尽职调查流程
Article 2 Human Rights Due Diligence Process

2.1 目标与总体框架
2.1 Objectives and Overall Framework

公司建立全公司范围的人权尽职调查程序，以确保人权风险的系统识别、评估、缓释和补救。程序遵循“识别—评估—缓释—跟踪与沟通—补救”的闭环逻辑，各环节明确责任部门、输出成果与完成时限。

The Company has established a Company-wide human rights due diligence procedure to ensure the systematic identification, assessment, mitigation and remediation of human rights risks. The procedure follows the closed-loop logic of "identify – assess – mitigate – track and communicate – remediate", with responsible departments, deliverables and deadlines defined for each step.

2.2 尽职调查的频率与触发条件
2.2 Frequency and Trigger Conditions of Due Diligence

定期开展：公司人权尽职调查至少每年开展一次，覆盖全公司范围。

Periodic conduct: Human rights due diligence is conducted at least once a year, covering the entire Company.

事件触发：出现下列情形时启动专项尽职调查：

Event-triggered conduct: A special due diligence is initiated under any of the following circumstances:

1. 新建、收购或参股设立企业实体；

1. Establishment of a new entity, or an acquisition or equity participation;

2. 新进入高风险国家或地区、新增高风险采购品类；

2. Entry into a new high-risk country or region, or addition of high-risk procurement categories;

3. 供应商发生所有权、控制权或生产场地重大变更；

3. Major changes in a supplier's ownership, control or production sites;

4. 收到员工、当地社区、政府部门、工会、媒体或非政府组织提出的人权投诉或举报；

4. Receipt of human rights complaints or reports from employees, local communities, government authorities, labor unions, media or non-governmental organizations;

5. 发生工伤致死、群体性事件、罢工、重大环境社会事件；

5. Occurrence of fatal work injuries, mass incidents, strikes or major environmental and social incidents;

6. 经评估发现既有缓释措施已失效或存在系统性缺陷。

6. Assessment findings that existing mitigation measures have become ineffective or that systemic deficiencies exist.

2.3 风险识别
2.3 Risk Identification

识别范围包括：

The scope of identification includes:

1. 公司自身运营中的人权风险识别；

1. Identification of human rights risks in the Company's own operations;

2. 公司价值链或与其业务相关的其他活动中的人权风险识别；

2. Identification of human rights risks in the Company's value chain or other activities related to its business;

3. 新业务关系中的人权风险识别（合并、收购、合资企业等）。

3. Identification of human rights risks in new business relationships (mergers, acquisitions, joint ventures, etc.).

信息来源与渠道：员工申诉与举报记录、供应商自评问卷、现场审核记录、第三方尽职调查与审核报告、公开信息检索（政府公告、国际组织与非政府组织报告、媒体报道）、工会与员工代表反馈、客户与业务伙伴反馈、外部举报平台与热线。

Information sources and channels: employee grievance and report records, supplier self-assessment questionnaires, on-site audit records, third-party due diligence and audit reports, public information searches (government announcements, reports of international and non-governmental organizations, media reports), feedback from labor unions and employee representatives, feedback from customers and business partners, and external reporting platforms and hotlines.

2.4 风险评估
2.4 Risk Assessment

对识别的人权风险进行系统性定期审查，评估风险的严重程度和发生可能性，重点关注强迫劳动、人口贩卖、童工、结社自由、集体谈判权、歧视等高风险领域。评估结论按“高、中、低”三级分类，并按附录一《人权风险评估矩阵》判定。涉及童工、强迫劳动、人口贩卖、重大人身伤害与死亡的，直接评定为高风险，不受矩阵结果限制。

Identified human rights risks are systematically and periodically reviewed to assess their severity and likelihood, with particular focus on high-risk areas such as forced labor, human trafficking, child labor, freedom of association, collective bargaining and discrimination. Assessment conclusions are classified into three levels (high, medium, low) in accordance with Appendix 1, the Human Rights Risk Assessment Matrix. Risks involving child labor, forced labor, human trafficking, major personal injury or death are directly rated as high risk, irrespective of the matrix results.

2.5 风险缓释
2.5 Risk Mitigation

根据风险影响水平制定相应的风险缓解措施，由负责的团队和管理层对人权缓解措施进行监测和审查，以最大限度减少风险并将风险控制在可接受的水平。每项缓释措施须明确责任部门、具体措施、完成时限与验证方式，并纳入第十二条跟踪机制统一管理。

Risk mitigation measures are formulated according to the level of risk impact, and the responsible teams and management monitor and review human rights mitigation measures to minimize risks and keep them at an acceptable level. Each mitigation measure must specify the responsible department, specific actions, completion deadline and verification method, and is managed under the tracking mechanism referred to in Article 12.

2.6 跟踪与沟通
2.6 Tracking and Communication

对人权风险缓释措施的执行情况进行持续跟踪，定期向管理层报告，并与受影响的利益相关方保持沟通。公司每年向管理层提交《人权尽职调查年度执行报告》，说明高风险事项进展、整改成效与趋势变化。重大人权事件不受常规报告周期限制，应在知悉后24小时内启动内部升级报告。

The implementation of human rights risk mitigation measures is continuously tracked, reported periodically to management, and communicated with affected stakeholders. The Company submits an Annual Human Rights Due Diligence Implementation Report to management each year, describing progress on high-risk matters, remediation results and trend changes. Major human rights incidents are not subject to the regular reporting cycle and require internal escalation reporting within 24 hours of becoming aware.

2.7 补救机制
2.7 Remediation Mechanism

对于被认定造成或加剧人权影响的公司活动，采取经济和非经济补偿形式的补救行动，以减轻对受影响人群造成的消极影响。补救以恢复受影响方权益为首要目标，不以内部纪律处分或终止合作关系替代。

For Company activities found to have caused or contributed to human rights impacts, remedial action in the form of financial and non-financial compensation is taken to mitigate the negative impacts on affected people. Remediation aims primarily at restoring the rights and interests of affected parties and shall not be replaced by internal disciplinary action or termination of business relationships.

2.8 责任不转嫁
2.8 Non-Transfer of Responsibility

公司不得将人权责任转嫁给承包商、供应商或其他第三方。公司对自身雇佣行为与供应链管理行为承担直接责任，并通过合同约束、审核与整改要求、供应商分级、暂停合作及必要时的终止合作，对承包商与供应商施加与其风险相称的影响力。

The Company shall not transfer its human rights responsibilities to contractors, suppliers or other third parties. The Company bears direct responsibility for its own employment practices and supply chain management, and exerts influence commensurate with the risk on contractors and suppliers through contractual constraints, audit and remediation requirements, supplier grading, suspension of cooperation and, where necessary, termination of cooperation.

2.9 独立性与专业支持
2.9 Independence and Professional Support

当风险复杂或公司内部专业能力不足时，公司应聘请具备相应资质的第三方专业机构（如审计机构、律师事务所、认证机构、可持续发展专业机构）开展尽职调查或提供技术支持，其工作范围、结论独立性与调查权限不受公司干预。

Where risks are complex or internal expertise is insufficient, the Company shall engage qualified third-party professional institutions (such as audit firms, law firms, certification bodies and sustainability consultancies) to conduct due diligence or provide technical support, and their scope of work, independence of conclusions and investigative authority shall not be subject to Company interference.

2.10 人权尽职调查覆盖范围
2.10 Scope of Human Rights Due Diligence

公司人权尽职调查将逐步覆盖自有员工、妇女、儿童、当地社区等权利主体，以及自有运营、供应链和业务合作伙伴。

The Company's human rights due diligence will progressively cover rights-holders including its own employees, women, children and local communities, as well as its own operations, supply chain and business partners.

第三条 人权风险评估
Article 3 Human Rights Risk Assessment

3.1 评估频次
3.1 Assessment Frequency

人权风险评估至少每年开展一次；出现第二条 2.2 所列事件触发情形时，对相关范围开展加频评估。

Human rights risk assessments are conducted at least once a year; when any trigger event listed in Article 2.2 occurs, more frequent assessments are conducted for the relevant scope.

3.2 评估范围
3.2 Assessment Scope

3.2.1 自有运营：评估公司各生产基地、办公场所及运营环节中存在的人权风险，重点覆盖招聘与录用、工时与加班、工资与社保、福利与住宿、职业健康与安全、保安与安保人员管理、工会与员工沟通、离职与遣散程序等环节。

3.2.1 Own operations: Assess human rights risks in the Company's production bases, offices and operating processes, focusing on recruitment and hiring, working hours and overtime, wages and social insurance, benefits and accommodation, occupational health and safety, management of security guards and security personnel, labor union and employee communication, and resignation and severance procedures.

3.2.2 供应链：评估供应商及承包商在劳工实践、工作条件等方面存在的人权风险，区分自有工厂、承包商工厂与次级供应商，按风险等级实施差异化审核频次。

3.2.2 Supply chain: Assess human rights risks of suppliers and contractors in labor practices, working conditions and other aspects, distinguishing own factories, contractor factories and sub-tier suppliers, and applying differentiated audit frequencies by risk level.

3.2.3 客户及其他利益相关方：评估公司产品和服务对客户及社区人权的潜在影响。

3.2.3 Customers and other stakeholders: Assess the potential human rights impacts of the Company's products and services on customers and communities.

3.3 评估方法
3.3 Assessment Methods

采用文件审查、问卷调查、员工与管理层访谈、现场走访、第三方审核、抽样核验等方法组合。必要时开展不预先通知的现场检查或以独立第三方身份进行走访，以提高信息的真实性与有效性。

A combination of methods is used, including document review, questionnaires, employee and management interviews, site visits, third-party audits and sample verification. Where necessary, unannounced on-site inspections or visits in the capacity of an independent third party are conducted to improve the authenticity and validity of information.

3.4 利益相关方参与
3.4 Stakeholder Engagement

评估过程应听取受影响利益相关方的意见，包括员工及其代表、工会、承包商一线工人、供应商一线人员及当地社区代表，以识别单一渠道难以发现的隐性问题。

The assessment process shall solicit the views of affected stakeholders, including employees and their representatives, labor unions, front-line workers of contractors, front-line personnel of suppliers and local community representatives, in order to identify hidden issues that a single channel can hardly detect.

3.5 评估结论应用
3.5 Application of Assessment Results

评估结论形成人权风险清单与整改任务清单，纳入公司年度人权工作计划。高风险事项须明确责任部门、完成时限与验证方式，并按第十四条执行。

Assessment results are consolidated into a human rights risk list and a remediation task list, which are incorporated into the Company's annual human rights work plan. High-risk matters must specify the responsible department, completion deadline and verification method, and are handled in accordance with Article 14.

第四条 人权风险缓释与补救
Article 4 Human Rights Risk Mitigation and Remediation

针对已识别的重大人权风险，公司将采取以下预防、减缓、纠正和补救行动：

For identified major human rights risks, the Company will take the following preventive, mitigating, corrective and remedial actions:

4.1 预防措施
4.1 Preventive Measures

通过政策宣贯、合同约束、供应商准入审查等方式，从源头预防人权风险的发生。主要措施包括：将《供应商人权行为准则》作为采购合同必备条款；在供应商准入与年度复评中设置人权审查项；建立覆盖自有运营与供应链的人权责任人清单；对管理层与相关岗位人员开展年度培训。

Human rights risks are prevented at source through policy communication, contractual constraints and supplier admission screening. Key measures include: making the Supplier Human Rights Code of Conduct a mandatory clause in procurement contracts; including human rights review items in supplier admission and annual re-assessment; establishing a list of human rights responsible persons covering own operations and the supply chain; and conducting annual training for management and personnel in relevant positions.

4.2 减缓措施
4.2 Mitigating Measures

对已识别的风险制定专项缓解计划，明确责任部门、整改措施和完成时限。高风险事项应指定专项负责人并按月跟踪进展；整改完成须经责任部门验证，必要时安排复核。

Special mitigation plans are formulated for identified risks, specifying the responsible department, remediation measures and completion deadlines. A dedicated owner is assigned to high-risk matters with monthly progress tracking; completion of remediation must be verified by the responsible department, with re-review arranged where necessary.

4.3 纠正措施
4.3 Corrective Measures

对已发生的人权违规行为及时进行纠正，追究相关方责任。纠正措施包括：立即制止违规行为、恢复受影响人员权益、对责任人员依规问责、对责任供应商实施警告、限期整改、降级、暂停合作直至终止合作。纪律处分与合作关系调整不得替代对受影响人员的补救。

Human rights violations that have occurred are promptly corrected and responsible parties held accountable. Corrective measures include immediately stopping the violation, restoring the rights and interests of affected persons, holding responsible personnel accountable in accordance with rules, and imposing warnings, deadline-based remediation, downgrading, suspension of cooperation or termination of cooperation on responsible suppliers. Disciplinary action and adjustments to business relationships shall not replace remediation for affected persons.

4.4 补救措施
4.4 Remedial Measures

对受人权问题影响的个人或群体提供适当的补救，包括但不限于经济补偿、恢复权益、道歉及制度改进等。补救方案应与受影响方协商确定方式，并明确告知公司已采取的防止再次发生的措施。

Appropriate remediation is provided to individuals or groups affected by human rights issues, including but not limited to financial compensation, restoration of rights, apology and institutional improvement. Remediation plans are determined through consultation with affected parties, who are clearly informed of the measures the Company has taken to prevent recurrence.

4.5 升级机制
4.5 Escalation Mechanism

发生致人死亡或重伤、疑似强迫劳动、童工、人口贩卖、集体报复等重大人权事件时，应在知悉后24小时内向公司人权管理领导小组报告，同时报备集团相关管理部门，暂停涉事场所或供应商的相关作业，启动独立调查。

In the event of a major human rights incident such as death or serious injury, suspected forced labor, child labor, human trafficking or collective retaliation, a report shall be made to the Company's Human Rights Management Leading Group within 24 hours of becoming aware, with simultaneous notification to the relevant group management departments; operations at the site or supplier concerned shall be suspended and an independent investigation initiated.

4.6 有效性验证与经验反馈
4.6 Effectiveness Verification and Lessons Learned

公司对缓释与补救措施的有效性进行验证，可通过回头访谈、整改复核、趋势指标对比等方式实施，并将有效做法固化为制度、流程与培训内容，推动同类风险在前端环节得到预防。

The Company verifies the effectiveness of mitigation and remediation measures through follow-up interviews, remediation reviews and comparison of trend indicators, and consolidates effective practices into policies, processes and training content so that similar risks are prevented at the front end.

第五条 人权管理组织架构与职责分工
Article 5 Human Rights Management Structure and Division of Responsibilities

5.1 组织架构
5.1 Organizational Structure

公司设立人权管理领导小组，由公司管理层负责人担任组长，成员包括人力资源、采购与供应链、法务合规、安全环保、工会等相关部门负责人。

The Company establishes a Human Rights Management Leading Group, headed by a member of Company management and comprising the heads of Human Resources, Procurement and Supply Chain, Legal and Compliance, Safety and Environmental Protection, and the Labor Union.

领导小组职责：批准人权管理制度与年度工作计划；审议年度尽职调查报告；决策重大人权事件处置方案；审定对外披露内容。

Duties of the Leading Group: approve the human rights management system and annual work plan; review the annual due diligence report; decide on handling plans for major human rights incidents; and approve external disclosure content.

5.2 部门职责
5.2 Departmental Responsibilities

5.3 责任不虚化
5.3 Non-Dilution of Responsibilities

领导小组各成员部门应指定人权管理联系人，明确本单位人权风险台账与年度自查安排。联系人名单及职责应每年更新一次。

Each member department of the Leading Group shall designate a human rights management contact person and define its human rights risk register and annual self-inspection arrangements. The list of contact persons and their duties shall be updated annually.

第六条 员工申诉与举报
Article 6 Employee Grievance and Reporting

6.1 渠道
6.1 Channels

公司设置人权申诉与举报专用渠道，包括内部专用邮箱(linyanghr@linyang.com.cn)、书面信函（南京市建邺区牡丹江街2号林洋能源17楼）、举报热线（+86 025-86312121）、工会渠道，并提供匿名举报方式；同时对外公布独立于公司管理层的外部举报渠道及所在地监管部门投诉渠道。

The Company has established dedicated human rights grievance and reporting channels, including a dedicated internal email (linyanghr@linyang.com.cn), written correspondence (17/F, Linyang Energy, No. 2 Mudanjiang Street, Jianye District, Nanjing), a reporting hotline (+86 025-86312121) and labor union channels, with anonymous reporting available; external reporting channels independent of Company management and complaint channels of local regulatory authorities are also publicly disclosed.

6.2 受理与时限
6.2 Receipt and Time Limits

人力资源部在收到申诉或举报后3个工作日内完成受理并登记，10个工作日内反馈处理进展；重大事项立即启动升级报告，不受常规时限约束。

The Human Resources Department registers and accepts grievances or reports within 3 working days of receipt, and provides progress feedback within 10 working days; major matters trigger immediate escalation reporting and are not subject to the regular time limits.

6.3 调查
6.3 Investigation

由独立于被投诉部门及被调查业务单元的调查小组开展，必要时聘请外部专业机构参与。调查过程应保护举报人隐私与个人信息，对涉及员工个人身份、健康、家庭等敏感信息严格控制知悉范围。

Investigations are conducted by an investigation team independent of the department complained against and the business unit under investigation, with external professional institutions engaged where necessary. The investigation process protects the privacy and personal information of reporters, and access to sensitive information such as employees' identity, health and family circumstances is strictly controlled.

6.4 处理与反馈
6.4 Handling and Feedback

调查结论以适当方式向申诉举报人反馈。认定违规的，依第十四条采取纠正与补救措施，并纳入风险台账跟踪至闭环。

Investigation conclusions are fed back to complainants and reporters in an appropriate manner. Where a violation is confirmed, corrective and remedial measures are taken under Article 14, and the matter is tracked in the risk register until closed.

6.5 禁止报复
6.5 Prohibition of Retaliation

严禁对善意申诉、举报及配合调查的人员实施任何形式的打击报复，违者从重问责。对员工提出的人权关切，公司不得以调岗、降薪、解除劳动关系等方式变相施压。

Any form of retaliation against persons who file grievances or reports in good faith or assist investigations is strictly prohibited and subject to heavier accountability. The Company shall not bring disguised pressure to bear on employees raising human rights concerns through reassignment, salary reduction or termination of employment.

6.6 记录与保密
6.6 Records and Confidentiality

申诉举报台账由人力资源部专人管理，保存期限不少于五年；接触人员负有保密义务。

The grievance and reporting register is managed by a designated person in the Human Resources Department and retained for at least five years; all persons with access are bound by confidentiality obligations.

第七条 培训与宣贯
Article 7 Training and Communication

1. 员工培训：新员工入职必修人权与劳动权益课程；全员年度培训不少于一次；招聘、采购、安保、派遣用工管理等高风险岗位须开展专项培训。

1. Employee training: New hires must complete human rights and labor rights courses upon onboarding; all employees receive training at least once a year; specialized training is required for high-risk positions such as recruitment, procurement, security and dispatched labor management.

2. 供应商宣贯：通过采购合同附件、供应商会议、审核前培训等方式，向供应商及承包商传达公司人权要求。

2. Supplier communication: The Company's human rights requirements are communicated to suppliers and contractors through procurement contract annexes, supplier meetings and pre-audit training.

3. 管理层培训：公司管理层及各部门负责人每年接受人权管理专题培训。

3. Management training: Company management and department heads receive dedicated human rights management training each year.

4. 效果评估：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调整依据。

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

第八条 记录、档案与信息披露
Article 8 Records, Archives and Information Disclosure

1. 记录要求：人权尽职调查、风险评估、缓释跟踪、申诉受理与调查、补救实施等记录应真实、完整、可追溯，保存期限不少于五年；涉及严重人权违规的，延长至十年。

1. Record requirements: Records of human rights due diligence, risk assessment, mitigation tracking, grievance receipt and investigation, and remedy implementation shall be authentic, complete and traceable, retained for at least five years and extended to ten years for serious human rights violations.

2. 台账管理：建立人权风险台账与整改任务台账，实行动态更新、闭环销项。

2. Records management: Human rights risk registers and remediation task registers are maintained with dynamic updating and closed-loop clearance.

3. 内部报告：每年向管理层提交《人权尽职调查年度执行报告》；重大事件即时提交专项报告。

3. Internal reporting: An Annual Human Rights Due Diligence Implementation Report is submitted to management each year; a special report is submitted immediately for major incidents.

4. 外部披露：通过社会责任报告、可持续发展报告或公司官网等渠道，披露人权承诺、尽职调查机制、年度进展与关键绩效数据，做到真实、平衡、可验证。

4. External disclosure: The human rights commitment, due diligence 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.

5. 第三方鉴证：鼓励对关键数据与关键流程引入独立第三方鉴证。

5. Third-party assurance: Independent third-party assurance of key data and processes is encouraged.

第九条 考核与问责
Article 9 Performance Assessment and Accountability

1. 绩效考核：将人权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。

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

2. 责任追究：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，依据公司问责制度处理；涉嫌违法犯罪的，移交司法机关。

2. 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.

3. 供应商问责：将人权表现纳入供应商分级、续约与份额分配；对连续不符合要求的供应商实施暂停合作或退出。

3. Supplier accountability: Human rights performance is incorporated into supplier grading, contract renewal and share allocation; suppliers repeatedly failing to meet requirements are suspended or exited.

第十条 附则
Article 10 Supplementary Provisions

1. 本制度由集团人力资源部（人权管理归口部门）负责解释、组织修订与实施。

1. This System is interpreted, revised and implemented by the Group Human Resources Department (the lead department for human rights management).

2. 本制度自发布之日起施行；原有相关规定与本制度不一致的，以本制度为准。

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

3. 本制度至少每年评审一次；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 System is reviewed at least annually and revised promptly when laws, regulations, international standards or the Company's business undergo major changes.

4. 本制度未尽事宜，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.