環境政策措施書面聲明

中材國際級嚴謹遵循并執行工作《神州百姓中國區域大情況確保法》《神州百姓中國大氣磅礴弄臟防止法》《神州百姓中國水弄臟防止法》《神州百姓中國土壤中弄臟防止法》《神州百姓中國水土始終維持法》《神州百姓中國粉狀固體廢料物弄臟區域大情況防止法》《神州百姓中國區域大情況嗓聲弄臟防止法》《神州百姓中國清掃生育加速法》《神州百姓中國不浪費的行為綠色能源法》和《快消失固體廢料物經驗允許證安全管理措施》等有關系尾氣直接減排、溫室實驗室氣體直接減排、廢污水及廢料物直接減排且對本企業有特大安全事故影響到的規范規范，并參考價值可以達到規范規范制定計劃中材國際級區域大情況最新政策聲明函。

本單位環保的政策聲明范文怎么寫可廣泛用在本單位總部基地及經濟類型集團企業的的生產營運設施設備、廠品和工作、包銷和供應信息鏈菅理、廢品菅理、盡職了解和收企業的并購基本原則，并可廣泛用在本單位及經濟類型集團企業的與供應信息商、經營權商、聯營單位等一些業務領域粉絲的企業話動來往，亟需于我們機會采取有效的內容如下光榮使命作成聲明范文怎么寫：

1、遵從很多用于的室內生態環境法條法規基準，持續不斷頒布和加強室內生態環境監管管理體制，奮發努力完成或多于制造行業最佳的生活實踐基準；

2、變少典雅廢料物物、水廢料物物、有危害性廢料物和沒有害廢料物排放出，提拔資源化根據吸收率，降低了集團公司分娩營銷推廣對區域環境出現的不好影晌；

3、主動性處理適宜轉化的對決，調優清潔能源、水、地表和同一市場的借助，不息減輕溫室廢氣尾氣排放程度，確保2030節前碳達峰、2060過年前碳結合的綜合性最終目標；

4、增強可一直環保新產品和環保流程改革創新，創新新的工業可能；

5、實施與環保節能、節能降耗、市場進行效應耗對應的環鏡階段目標，并上述反復提高環鏡表現；

6、不支持和繼續加強生態環境學五花八門性經營，是否合理合法呢合規經營用到建設用地，提生建設用地運用使用率，愛護農用地，制止單位市場運營對生態環境的摧毀；

7、第一年對公的司所屬的操作的單位做好線上銷售或線下推廣的區域環境正規性查核，抓實該正規性查核是可以遮蓋所有的操作地點；

8、全力于優化外內部合法權益有密切關系的方大生態生態區域自覺性。在普通員工，小編實施各種培訓課，幫助其學習本身操作在大生態生態區域的不良影響到，和需承擔的大生態生態區域負責和權利與義務；在有密切關系合法權益有密切關系的方，小編堅持公開透明溝通的技巧交流，采用多合法權益有密切關系的方參予和溝通的技巧交流業務，抓好小編的承包人商和代理商商等的合作朋友亦能自覺性到并遵從其大生態生態區域負責；在街道辦事處，小編采用與合法權益有密切關系的者堅持積極地的密切關系，小編全力于為有限公司發展人員現在街道辦事處帶動大生態生態區域這方面的背面不良影響到。

角色名字和職責權限

為維護本國家政策認真推進推進，本大公司創建了區域治理職責權限架構模式。

1、管控層

廠家監事會成員會承接廠家環鏡、時代和管理（ESG）管理制度管理體制的樹立不斷完善，方法、投資加盟與ESG理事會會承擔責任評價指標機構生活環境控制操作情況下各類遭遇的問題和新機遇，擬定、研討機構生活環境控制戰略目的、目的和攻略 ，并向理事會成員會報告大量法定程序。

2、經營層

大廠家的創立防水干凈干部專班，由董事會班子成員長和小說總裁受聘雙小組長，班子成員由大廠家的干部班子、各接管企業單位一號權責人和廠家各口門承擔責任人分為，承擔責任逐步干部大廠家的防水企業價值搭建，組織安排實施生態保護性、工業節能環保節能涉及到工作任務。

3、工人

本大公司及所屬的單位全員在職員工必須要看書本法律法規標準，并掌握其在本法律法規標準下的責任，并將其隱藏或現實情況違法場景法規標準或法律法規標準的現象迅速告知函其上一級帶領。

Environmental Policy Statement

The Company strictly abides by and implements the Environmental Protection Law of the PRC, the Atmospheric Pollution Prevention and Control Law of the PRC, the Water Pollution Prevention and Control Law of the PRC , the Soil Pollution Prevention and Control Law of the PRC, the Water and Soil Conservation Law of the PRC, the Law of the PRC on the Prevention and Control of Environment Pollution Caused by Solid Wastes, the Law of the PRC on Prevention and Control of Pollution from Environmental Noise, the Cleaner Production Promotion Law of the PRC, the Energy Conservation Law of the PRC, Measures for the Administration of Permit for Operation of Dangerous Wastes, and other laws and regulations concerning air and greenhouse gas emissions, discharges into water and land and waste generation that have a significant impact on the Company. Concerning the aforementioned laws and regulations, the Company has developed the Environmental Policy Statement of Sinoma International.

The Environmental Policy Statement of Sinoma International, applied across our production operations and business facilities, products and services, distribution and logistics, management of waste, due-diligence, mergers, and acquisitions of the headquarters and all the subsidiaries of the Company, as well as to the commercial activities of the Company and all the subsidiaries with suppliers, contractors, affiliated companies, and other business partners, is to make a statement regarding the following actions we will take:

1. Comply with or exceed all applicable environmental legislation and continually implement and improve our environmental management systems, always striving to meet or exceed industry best practice standards;

2. Reduce the emissions of atmospheric pollutants, water pollutants, harmful waste, and harmless waste, improve resource utilization efficiency, and reduce the negative impact of our production and operation on the environment;

3. Address proactively the challenges of climate change, optimise our use of energy, water, land and other resources, continuously reduce the intensity of GHG emissions, so as to achieve the overall target of “carbon peaking before 2030 and carbon neutrality before 2060”;

4. Promote sustainable product and process innovation and new business opportunities;

5. Develop environmental targets related to energy conservation, emission reduction,  and resource utilization, and continuously improve our environmental performance accordingly;

6. Support and enhance biodiversity management, ensuring legal and compliant use of land, improve land use efficiency, protect arable land, and avoid ecological damage caused by the Company’s operations;

7. Conduct online or offline environmental compliance audits of the Company's operating units annually, and ensure that the compliance audits covers all operating locations;

8. Committed to enhancing environmental awareness among internal and external stakeholders. For employees, we provide various types of training to help them understand the impact of their work on the environment, as well as their environmental responsibilities and obligations; for other stakeholders, we maintain open communication and ensure that our partners such as contractors and suppliers are aware of and adhere to their environmental responsibilities through various stakeholder participation and communication channels; for communities, by maintaining positive relationships with stakeholders, we are committed to bringing positive environmental impacts to the communities where the Company operates.

Roles and Responsibilities

In order to ensure the implementation of the Policy, the Company has established the responsibility structure of environmental management.

1. Governance level

The Board of Directors of the Company is responsible for establishing and improving the Company's environmental, social, and governance (ESG) management system. The Strategy, Investment, and ESG Committee is responsible for evaluating the Company's environmental management work, as well as the risks and opportunities it faces, developing, reviewing the company's environmental management vision, goals, and strategies, and reporting major issues to the Board of Directors.

2. Management level

The chairman and the president jointly assume the leadership responsibility of environmental protection, while the vice president in charge of environmental protection implements the overall environmental protection leadership, while other management staff are responsible for the environmental protection within their respective areas of responsibility. As the first person responsible for the environmental protection work of the department, the person in charge of each department leads the employees of the department to actively implement the contents of the Policy.

3. Employees

All employees of the Company and the subsidiaries of Sinoma International must read and understand their obligations under this Policy and notify their manager of potential or actual violations of environmental permits, regulations or policies.

（The English translation of the Policy Statement is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

崗位的健康平安新政策聲明函

中材國際要嚴尊守并來執行《中國國大家華夏中華民族中華共和國穩定性產生法》《中國國大家華夏中華民族中華共和國角色病防范法》《中國國大家華夏中華民族中華共和國塵肺病防范發律規范發律規范》《操作有毒的事物任務區域勞動力保護區發律規范發律規范》《任務區域角色食品衛生輔導管控中規定》《培養人才工作單位角色穩定營養生活監護權輔導管控方式》等有關的信息角色穩定營養生活穩定性且對本單位有特大影晌的發律規范發律規范，并參照所述發律規范發律規范出臺中材國際角色穩定營養生活穩定性稅收政策聲明怎么寫。

本品牌職業技能鍵康可靠優惠政策聲明范文公告常使用在本品牌品牌及隸屬關系中小型中小型企業的種植營運和全體人員職員，亦用作本品牌及隸屬關系中小型中小型企業對銷售商和企業承包商的基礎要，宗旨在對我們們就可以利用的下列進行畫出聲明范文公告：

1、遵循工作鍵康營養涉及國家法律標準定力，一個勁提高和seo工作鍵康營養管控體系中，發展專業技能的鍵康和營養藝術，一個勁埋頭苦干到或突破餐飲行業極佳實行標準；

2、擬定網絡職業分析身體應急管理注意事項的先期次序和攻堅戰工作行動計劃，并遵照執行該工作行動計劃設立公司使用于改進什么網絡職業分析身體應急管理績效考評計劃的考評計劃，開展測試計劃的滿足現象；

3、按時發展的職業的健康很安全風險控制和不良影響分析，以確實已經在事情空間引致損失的關鍵因素，并策劃應當的突發打算和崩潰雷霆行動進度表；

4、每季度公賬司相關運維方開展調研網上營銷或線上的職業分析身體和平安查看，并保障該查看能夠包含全部的運維地理位置；

5、維持三公開連接，借助外部衛生管理可靠防護加工問責制度、招標供貨合同說明中的專職穩定保健衛生管理可靠防護條文規范其他在職人和承包商制商依照歸定歸定以衛生管理可靠防護的策略事情，保證 為在職人和承包商制商供應合適的資源共享、培圳和監察，還確認在職人或在職人帶表的個人意見評價，以提高自己意思并削減穩定保健衛生管理可靠防護惡性事件；

6、確認為所以員工和承包人商給出穩定人身平安的任務區域，并與此同時做到所以運維時間段的合作方、訪問量和小區公共等權益涉及者不因本平臺生產運維而收到穩定人身平安的危害；

7、實施對公傷工亡、職業分析健康保健故障 和不小心安全事故的抽樣實地調查源程序，清晰明確故障 治療的基本上基本準則、主要職責組織架構、抽樣實地調查治療過程相應惡性案件罰款責問體系；

8、落實總責履行縣級黨委的安全保障性的制造總責書，指明的安全保障性主要職責，將的安全保障性的制造績效考核與縣級黨委上司獎懲相關，保證做到總責到人，保障措施完成。

Occupational Health and Safety Policy Statement

The Company strictly abides by and implements the Law of the People's Republic of China on Prevention and Control of Occupational Diseases, the Regulations of the People's Republic of China on the Prevention and Control of Pneumoconiosis, the Regulations on Labor Protection in Workplaces Where Toxic Substances Are Used, the Provisions on the Supervision and Administration of Occupational Health at Work Sites, and the Measures for Supervision and Management of Occupational Health Surveillance of Employers, and other laws and regulations concerning occupational health and safety that have a significant impact on the Company. Concerning the aforementioned laws and regulations, the Company has developed the Occupational Health and Safety Policy Statement of Sinoma International.

The Occupational Health and Safety Policy Statement of Sinoma International, applied across our production operations and employees, also applied as a basic requirement for the Company and all the subsidiaries to suppliers and contractors,  is to make a statement regarding the following actions we will take:

The occupational health and safety policy statement of our company is applicable to the production and operation of our headquarters and affiliated enterprises, as well as all employees. It also serves and aims to make a statement on the following actions we will take:

1. Comply, at a minimum, with all applicable health and safety legislation by continuously improving and optimizing the occupational health and safety management system, developing a culture of health and safety excellence, continuously striving to meet or exceed industry best practice standards;

2. Develop priorities and action plans for occupational health and safety matters, and establish quantitative targets for improving occupational health and safety performance indicators in accordance with the plan, and regularly evaluate the achievement of the targets;

3. Regularly conduct occupational health and safety risk and hazard assessments to identify factors that may cause harm in the workplace, and develop corresponding emergency preparedness and response action plans;

4. Conduct online or offline occupational health and safety audits of the Company's operating units annually, and ensure that the compliance audits covers all operating locations;

5. Maintain open communication, requiring all employees and contractors to work in a safe manner in accordance according to regulations through internal safety production systems and occupational health and safety clauses in procurement contracts, ensuring that appropriate resources, training, and supervision are provided to employees and contractors, and receiving feedback from employees or employee representatives to raise awareness and reduce health and safety incidents;

6. Ensure that our companies provide a healthy and safe workplace for all employees and contractors and take due care of stakeholders such as customers, visitors and communities at all our locations, to ensure that they are not exposed to health and safety hazards due to the Company's production and operation;

7. Develop investigation procedures for work-related injuries, occupational health issues, and accidents, clarify the basic principles of problem handling, division of responsibilities, investigation and handling processes, and accountability mechanisms for incident penalties;

8. Ensure that production safety responsibility letters are signed at all levels and link the performance of production safety with the rewards and punishments of leaders at all levels, so as to ensure that responsibilities are assigned to people and measures are in place.

（The English translation of the Policy Statement is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

反貪腐新政策

中材新國際傾力于在本我司顏值鏈的各種原則應對腐敗癥狀，不間斷增強各項員工離職和銷售商反貪敗察覺，狠抓其簡單契合新職業網絡道德的形為，以平等剛直不阿的作風盡職履責。

此為原則實用在本司及各個所在行業的各個單位職員，包含打工、打工、承包單位職員，相應與本司及各個所在行業發生商務來往的個人利益對應方。

1、好處費、人際關系及財產權

司從嚴禁用好處費行為表現，不允許某些普通員工行賄、索賄或接賄，也包括向客服、提供商、立法原則和/或辦案廠家或其它與平臺行業涉及到的技術人員給予或給予所有的商業利潤；或做為再次方房屋中介以給予、給予或學習了所有的商業利潤。所有的人，即使能否實現上一級領導班子經營許可證，憑借事權給予或學習了所有的狀態的商業利潤，均違法行為本規則。

1.1供給商業利于：在不管什么事情下，業務人員都應當向不管什么我們賬戶或廠家供給行賄或不正值商業利于，以謀求我們賬戶私利或廠家商業利于。

1.2接受集體利益：工作人員沒法立即、間接地或以其他結構類型，向與工廠金融業務有關的所有的組織或他人了解項目所有的獲利。

1.3使用益處：若果工人使用不管什么就直接或相互與單位國際業務流程關于的益處，會阻礙到其理性斷定與治理一些國際業務流程，誘使其違犯或妨害單位益處、影響違反中國法律政策法規和掛牌上市地規定要求，產生偏袒或不好表現的申訴，和/或使人員有有要有在的業務上向回贈人做報答的，則人員不應做該切身利益。

1.4嚴禁這一切與疏通廁所費有關的的活動。

2權益沖擊

2.1利潤問題定意

通常的權益爭議條件例如但不限這條件：

2.1.1跟其它與司有項目往來賬戶的制造商、精準企業或關于工作人員有未審報的財會利于／在線交易；

2.1.2雇用正為或曾為機構辦公的貼心工作可以提供商為其我和／或直系直系親屬辦公或可以提供貼心工作、庫存產品等；

2.1.3因專用情形，向個別差異能提供商、功能商、顧客、應騁者、屬下或上司等能提供特別的優待；

2.1.4職工或其直系直系親屬（屬于家里人、繼子女和另一半）時未開展或需要考慮開展與企業有益益摩擦或已經促使個人利益摩擦的事物本質、投資費用或活動內容；

2.1.5在機構超范圍內，回收利用本職工作中周期、機構的資源（例如人的資源），去第三方本職工作中；

2.1.6向有限公司的相互競爭同行給出積極配合；

2.1.7私底供應或開發與企業具備惡性競爭的保障或品牌。

2.2財產權發生沖突填報

職工應制止真實的或可預期的一個人與企業決策權摩擦，或的影響其在合同履行領導職務時的答案。對大部分真實或可預期的決策權摩擦，職工應須隨時申請上報。

2.2.1如導購員感覺到長期的存在或可能會長期的存在與公司的財產權肢體沖突，需求馬上會以書面材料手段向其行政部門行政主管屬實申報納稅。

2.2.2如普通員工暫時無法遵照之內條件，可造成 嚴峻的組織紀律處理，包含降職、辭退等。

3潛規則轉讓

3.1若導購員有絲毫關干集團集團或與集團集團有業務員聯系的絲毫另一香港上市集團集團的首要資訊和/或對股票市值刺激性的非公開化的動態大數據，財務人員不想必在這類動態大數據公開化的前，定購或兜售其中平臺或這類退市平臺的證劵，或將有關的數據向別人關聯交易。

3.2工作人員辭職應謹遵擁有觀以室內購買的法律法規規章。任何的工作人員辭職參與的室內購買，已經以總部關以管理機制給與處罰，以至于除名。一并，總部也將向關以綜合執法政府部門舉報人。

4反洗黑錢

金融詐騙是采用其他違法的商業區在線交易來清空非法行為兌換的的資金來歷,一般 密切重要性備用金或匯票形勢的付帳。危險的活動有：小額備用金刷卡交易甚至不肯可以給予可查證信息的顧客。當我國嚴守采用的反洗黑錢重要性國內的法律相關法律法規大全。當我國不忍耐、大力支持洗黑錢個人行為或者是為其可以給予體驗。

各個職員應：

4.1注意力支付寶付款手段的合規經營性。

4.2假如好款有擔憂，必須要 向您的上司一把手回報。

4.3倘若購買不良，縱然是沒有不斷購買，也應向法務內控部評估此種議題。

5反錯誤良性競爭

在任意貿易市場組織體制中，之間的競爭者者win7驅動成功率和信息化。但情節嚴重保護好之間的競爭者者的法概率會遭受到其中包括巨額罰款單、拘禁、名譽權受到損傷和被來排除在政府機關合同書之余的判罰。公司努力于在一切企業經營環境謹遵反失誤之間的競爭者者/反壟斷性有關民法法律規定，維護與保養市面 的教育公平秩序井然。

大多數人應：

5.1在與競爭激烈敵手會出現互動性時，請仍舊考慮本基本準則。

5.2當你會出現反處理不當相互競爭/反價格競爭疑問時，應找尋法務內控部的的指導。

5.3更加充分靈活運用公益性內容和之間的行業競爭區域實施之間的行業競爭移動。

5.4牢記違反規定違反規定現象在所有的情況下下都不再是被充許的。

5.5引魂燈與的價格市場競爭隊友議論集團所有與的價格市場競爭涉及到的的法律條文、本職工作、顧客或的價格。

5.6嚴禁與寡頭壟斷同行業熱議對隨便當前創業項目或投資者上傳評標或價目的準備。

5.7明令禁止與其它人建立光于抵制韓國或不能特定廠家直銷商或玩家的注意事項。

5.8引魂燈出自于損害或威脅恐嚇竟爭同行的主要目的而采取有效一切行動起來。

6未經許可及不恰當付帳

本總部及群體財務部分人員不容許運用財產或 相關科技手段進行行賄以售銷淘寶商品價格。在帳外暗地里提供了給他總部或 個回扣的，以行賄論處。在售銷功能和淘寶商品價格時，如果你需給他折上折，包擴但不僅限于給兩邊人的返利、產品等，不得不以明確玩法提供了給他，同一提供了能夠的介紹信文件名，并通知范文財務部分部分屬實到手。

7商業運作粉絲、生產商商和潛在客戶

7.1產品和貼心服務的添加

本有限公司可以保障同你們的產生商公平與效率與效率市場交易，在的售價競爭性的評價指標進程中開展公平與效率與效率的售價競爭以判別產生商，對產生商未作每岐視或騙，產生商的選擇應按照其產生商帶來的售價、服務、高質量和信譽度，堅持的原則對有限公司的長久的商務發展壯大極為有利的的的原則來開展。導購員在加工處理與產生商的密切關系時，應總是保證委托公證性，不可以對話框給予關系以兌換對某個某個產生商的“特別的對侍”，其實會的危害企業的相互競爭性公開選拔程序流程圖。銷售人員不從生產商商和計劃生產商商收到或了解項目每個人效益，防備傷害對生產商商護膚品和廠品報價評定的公平可信性。銷售人員也要對生產商商或暗藏生產商商填寫信心給裝修公司的價格調整或護膚品信心單純秘訣。回收合同樣本要達到合適的的審核的，另外指明所帶來了的服務質量管理和護膚品、支付錢項的計算結合和選用的廠品報價與服務質量費。支付錢項費用應該與所帶來了的服務質量管理或護膚品相切換。

7.2產成品優惠折扣促銷禮品

相而言在與現貨生產商回收洽談技巧過程中中，現貨生產商提拱的實際優惠折扣贈送品，標準上應當彰顯在回收補充協議中；相而言無補充協議或沒法彰顯在補充協議中的的情況，該贈送品同時應被算作總部的金融資產，在于陸續參與洽談技巧員工的我們小禮物。

7.3與潛在性客人和客人的交談

本品牌堅持創新驅動于要求企業朋友的一切業務需求，堅持創新驅動于使企業朋友滿足和恢復與企業朋友的不斷同伴關系。財務人員允許已有心地就本工廠或激烈寡頭壟斷對友的護膚品或工作向客服錯事誤的申辯權；大部分同激烈寡頭壟斷對友的有點必需是精準的，針對還可以發表可以擁有的內容或者不存在夸大。財務人員允許已在予以配資合同之中與客服解除合同副協商或私下里協商。財務人員允許已關鍵在于可以擁有或才能夠客服，向部門領導人員間接地地或間接地地可以提供金錢或別的不管什么表現形式的收受賄賂。

8募捐攻擊行為

捐贈和贊助可能被用來掩蓋不正當的利益，可能構成直接或間接腐敗行為。當公職人員與受益于捐贈和贊助的活動有直接或間接聯系時，這種風險將更為顯著。因此，本公司所有捐贈和贊助都必須經過相應的審批程序，且審批程序的嚴格程度應隨捐款價值的增加而增加，尤其是捐贈和贊助的潛在受益人是公職人員或與本公司客戶、政府、政治人物有聯系的情況下。

9對廠家直銷商的符合要求

本廠家全面推廣“公平與效率、信息公開、公開”的沙灘回收機制，用嚴苛執行工作中標程度，擴大尋價范圍，不斷提升采購透明度。本公司各部門和所屬企業在與供應商簽訂合同時，應向合作相關方發送廉潔告知函或簽署廉潔承諾書、廉潔合同，包括關于禁止合作方向本公司工作人員及其親屬、特定關系人提供各類好處、便利的條款。同時，廉潔從業作為一票否決制，供應商如發生違背事項將不得參與招投標并將被納入黑名單。對于供應商在反腐敗方面的要求，可詳見本公司《供應商行為準則》。

Anti Corruption Policy

Sinoma International is committed to eradicating corruption in all aspects of the Company's value chain, continuously enhancing anti-corruption awareness among employees at all levels and suppliers, ensure that they conduct themselves in accordance with professional ethics, and fulfill their responsibilities with a fair and upright attitude.

This standard applies to all employees of the Company and all affiliated companies, including full-time, part-time, outsourced employees, as well as stakeholders who have business dealings with the Company and all affiliated companies.

（The English translation of the Policy is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

1 Bribery, communication and benefits

Bribery is strictly prohibited by the Company, and no employee is allowed to offer, solicit or accept bribes, including soliciting or providing any benefits from or to customers, suppliers, legislative and/or law enforcement agencies or other personnel related to the Company’s business; or act as a third-party intermediary to provide, solicit or accept any benefits. Anyone who solicits or accepts benefits in any form by taking advantage of his authority, regardless of getting permission from superior leaders, shall be deemed as violation of the Code.

1.1 Providing benefits: under no circumstances should employees offer bribes or illegitimate benefits to any individual or institution to seek personal gains or Company benefits.

1.2 Soliciting benefits: employees shall not directly, indirectly or in any form, solicit any benefits from any institution or individual related to the Company’s business.

1.3 Accepting benefits: if an employee accepts any benefits directly or indirectly related to the Company’s business, which hinders his objective judgment and processing of related business, induces him to violate or harm the interests of the Company, leads to violation of laws and regulations and requirements of the place of listing, triggers complaints about favoritism or misconduct, and/or makes the employee feel that is is necessary to repay the giver in business, the employee shall not accept the benefits.

1.4 All acts related to facilitation payment are prohibited.

2 Handling conflicts of interest

2.1 Definition of conflict of interest

The common conflicts of interest include but are not limited to the following situations:

2.1.1 Have undeclared financial interests/transactions with any suppliers, service providers or related personnel that have business dealings with the Company;

2.1.2 Hire service providers who are working or have worked for the Company to work or provide services, goods, etc. for themselves and/or their immediate family members;

2.1.3 Provide special preferential treatment to individual suppliers, service providers, customers, job seekers, subordinates or superior leaders, etc. for personal reasons;

2.1.4 Employees or their immediate family members (including parents, children and spouses) are getting engaged in or consider engaging in the things, investment or activities that have a conflict of interest with the Company or may cause a conflict of interest;

2.1.5 Carry out external work within the Company by taking advantage of the working hours and the Company’s assets (including human resources).

2.1.6 Provide assistance to the Company’s competitors; and

2.1.7 Privately provide or manufacture services or goods that compete with the Company.

2.2 Declaration of conflict of interest

The employees shall avoid actual or foreseeable conflicts of interest between individuals and the Company or that affect their judgment in performing their duties. The employees shall report all actual or foreseeable conflicts of interest in a timely manner.

2.2.1 If the employees realize that there is or may have a conflict of interest with the Company, they must immediately report to their department heads in writing.

2.2.2 If the employees fail to comply with the above requirements, severe disciplinary punishment may be caused, including demotion, dismissal, etc.

3 Insider trading

3.1 If employees have any important information about the Company or any other listed companies with which the Company does business and/or non-public data sensitive to stock prices, the employees shall not buy or sell the securities of the Company or these listed companies, or disclose relevant information to others before such data is made public.

3.2 The employees shall abide by all laws and regulations regarding insider trading. Any employee involved in insider trading will be punished according to relevant rules of the Company, or even dismissed. Meanwhile, the Company will also report to relevant law enforcement agencies.

4 Preventing Money Laundering

Money laundering is using otherwise lawful business transactions as a way to hide the source of money that has been obtained illegally. Money laundering typically involves payments in the form of cash or money order. Suspicious activity includes: large cash transactions as well as customers who are reluctant to provide verifiable information.

We are committed to complying with applicable anti-money laundering and counter terrorist financing laws and regulations. We do not condone, facilitate, or support money laundering or terrorist financing.

All the employees should:

4.1 Watch out for irregularities in the way payments are made.

4.2 If you have concerns about a payment, request an alternative form be used and report the concern to your manager.

4.3 If the transaction seems suspicious, report it to Legal and Compliance, even if you do not move forward with the transaction.

4.4 Determine if your business has specific preventative measures in place.

5 Competing Fairly

In a free market system, competition drives efficiency and innovation, and companies compete on a level playing field. Violations of laws that protect competition can lead to penalties that include large fines, jail time, damaged reputation and exclusion from government contracts. Fair competition is in everyone’s best interest. We are committed to complying with competition/antitrust laws wherever we operate.

All the employees should:

5.1 When interacting with competitors always refer to the Code.

5.2 Seek guidance from Legal and Compliance, whenever a competition/antitrust law question arises.

5.3 Compete vigorously, using public information and competitive circumstances to your best advantage.

5.4 Remember that compliance is always in the Company’s best interest. No one is ever authorized to violate the law.

5.5 Do not discuss with a competitor any terms on which you compete, prices, or allocations of jobs, customers, or markets.

5.6 Do not discuss with a competitor whether or not you intend to submit a bid or quote for any particular project or customer.

5.7 Do not talk to anyone about boycotting or refusing to deal with a supplier or customer.

5.8 Do not take any action just to hurt or retaliate against a competitor.

6 Illegal and Improper Payments

The Company and all employees are not allowed to use property or other means to bribe and sell goods. Those who secretly give kickbacks to the other party's company or individual outside of the account shall be punished as bribery. When selling services and goods, if discounts are required to be given to the other party, including but not limited to commissions, physical items, etc. to intermediaries, they must be explicitly given to the other party, and possible supporting documents must be provided, and the finance department must be notified to truthfully enter the account.

7 Business partners, suppliers, and customers

7.1 Access to goods and services

The Company guarantees fair trade with our suppliers, fair competition in the competitive evaluation process to determine suppliers, without any discrimination or deception. The selection of suppliers should be based on the prices, services, quality, and reputation provided by the suppliers, and in accordance with the principle of being beneficial to the long-term business development of the company. When dealing with suppliers, employees should always maintain fairness and should not attempt to exert influence to obtain "special treatment" for a specific supplier, as this can jeopardize our competitive selection process. Employees cannot accept or demand personal benefits from suppliers and target suppliers to prevent damaging the fairness of supplier product and price evaluation. Employees should also keep confidential the pricing or product information submitted by suppliers or potential suppliers to the Company. The procurement agreement should be appropriately approved and clearly define the services and products provided, the calculation basis for payment, and the applicable prices and fees. The payment amount must match the service or product provided.

7.2 Items, discount, and gifts

For items, discount and gifts provided by suppliers during the procurement negotiation process, they should be reflected in the procurement contract in principle. For situations where there is no contract or cannot be reflected in the contract, the gift should also be considered as an asset of the Company, rather than a personal gift for employees participating in negotiations.

7.3 Interactions with potential customers and clients

The Company is committed to meeting all customer needs, ensuring customer satisfaction, and maintaining long-term partnerships with customers. Employees shall not intentionally make false statements to customers regarding the products or services of the Company or competitors. All comparisons with competitors must be accurate, based on publicly available information and not misleading. Employees are not allowed to sign sub agreements or private agreements with clients outside of written contracts. Employees shall not directly or indirectly provide money or any other form of bribery to government officials in order to obtain or retain customers.

8 Donations

Donations, patronage, and sponsorship may be used to conceal an undue advantage. They may constitute, or be seen to constitute, acts of direct or indirect corruption regardless of their monetary value. This risk is greater when public officials have a direct or indirect connection to the event or activity benefitting from the donation, patronage, or sponsorship. All contributions, whether they are made in the context of patronage, donations, or sponsorship, must go through an approval process which becomes more rigorous as the value of the contribution increases. Close attention must be paid to what the financing or donations are used for, especially when the potential beneficiary of patronage, donation, or sponsorship is or has ties to a public official, public authority, a Politically Exposed Person (PEP), or has ties to one of our customers.

9 Requirements for suppliers

The Company implements a "fair, open, and just" sunshine procurement model, by strictly implementing the bidding process, expanding the scope of price seeking, and continuously improving procurement transparency. All departments and affiliated companies of the Company should send integrity notification letters or sign integrity commitment letters and integrity contracts to relevant parties when signing contracts with suppliers, including clauses prohibiting cooperation from providing various benefits and conveniences to the Company staff, their relatives, and specific related parties. At the same time, as a one vote veto system, clean and honest employment will prevent suppliers from participating in bidding and will be blacklisted in case of any violations. For the requirements of suppliers in anti-corruption, please refer to the Company's Supplier Code of Conduct.

工商業網絡道德個人行為基本準則

中材新國際英文為開展員工離職對一項個人道德行為原則的認清，特別制造定《中材新國際英文行業個人道德行為原則》（一些名字簡稱“基本準則”），盡量職員在明確責務時提生倫理道德觀念，應對與品牌決策權存在著矛盾激化或分歧的實際情況時，能做出適用崗位倫理道德的形為，平等剛正的樣子盡職履責。

此原則不適中用本機構及一切單位隸屬企業公司的一切人，涵蓋正式工、兼、外包裝人。

1、品德及誠信為本

人道德至上及誠實，是大廠家提供成就 的核心。我們廠家應減少針對的目標其中可出現關系司法公正治療或被被視為的存在利潤互相沖突的癥狀。引魂燈其中人使用領導職務謀私不好利潤。大廠家不要妥協過度使用或侵占大廠家基金。整個與大廠家業務領域、合作方、供給商及業務人員業內內容均須網絡安全并有保障私密。

1.1行賄、溝通及收益

有限公司嚴格的引魂燈行賄行為舉動，不允許值其它企業員工行賄、索賄或接賄，分為向客、銷售商、的法律和/或聯合執法機關單位或另一個與大公司金融業務涉及到的的師了解項目或帶來了所以集體個人收益；或代替然后方中介方以帶來了、了解項目或提供所以集體個人收益。所以人，無論是是的上一級班子成員準許，采取權利了解項目或提供所以模式的集體個人收益，均違法行為本會計準則。

1.1.1提拱集體好處：在某些具體情況下，工人都禁止向某些私人或培訓機構提拱好處費或不正當行為集體好處，以牟取私人私利或集團集體好處。

1.1.2接受既得利益：員工辭職只能會直接、舉例說明或以其他方法，向與公司的銷售業務關于的一切貸款機構或個體索求一切益處。

1.1.3收到益處：只要店員收到一些立即或外源性與廠家國際銷售業務想關的益處，會阻礙其事實辨別與治理相關聯國際銷售業務，誘使其違法或受到損害廠家益處、出現違反法律解釋標準和納斯達克上市地的要求，產生偏袒或不合理動作的申訴，和/或使人員表示有需在工作上向回贈人畫出付出的，則人員不恰受到該財產權。

1.1.4不容許這一切與蔬通費業內的攻擊行為。

1.2治理決策權不兼容

1.2.1既得利益問題的定義

較為常見的利于發生沖突狀況涵蓋但不包括如下狀況：

1.2.1.1跟隨便與品牌有業務量經濟往來的產生商、工作商或相關聯相關人員普遍存在未申請的錢財財產權／買賣；

1.2.1.2雇請正為或曾為企業崗位的貼心外包公司為其本身和／或直系直系親屬崗位或出具貼心服務項目、存貨等；

1.2.1.3因家庭式目的，向相應制造商、安全開發商、合作方、找工作者、部下或上家等可以提供個性化優待；

1.2.1.4工人或其直系家屬（還包括長輩、親生子女和伴侶）正處于開展或要考慮到開展與子公司利于益互動或機會以至于集體利益互動的人和事、投資的或促銷活動；

1.2.1.5在單位位置內，采取的工作的日子、單位資金（是指人才物資），確定外部鏈接的工作的；

1.2.1.6向集團的寡頭壟斷隊友展示積極配合；

1.2.1.7私底下展示 或制作業與總部會出現市場競爭的貼心服務或商品銷售。

1.2.2獲利不兼容稅務申報

企業企業員工應禁止實際上的情況的或可預測的我與工廠權利互相矛盾，或引響其在執行職務級別時的判定。對每個實際上的情況或可預測的權利互相矛盾，企業企業員工應須立即填報。

1.2.2.1如導購員了解到普遍存在著或也許 普遍存在著與總部的切身利益內部矛盾，須要瞬間以口頭行式向其政府部門負責人屬實填報。

1.2.2.2如公司員工時未謹遵及以上標準，可造成責罵的規律記過，涵蓋降職、辭退等。

1.3黑慕買賣交易

1.3.1若職工有其它關與新平臺或與新平臺有項目交往的其它其它推出新平臺的比較重要資料和/或對股票走勢過敏的非公示動態數據的信息，企業員工不想必在以下動態數據的信息公示前，買或售出任意集團或以下主板上市集團的股票，或將涉及到的信息向自已透露。

1.3.2財務人員應認真執行所有光于企業內部管理成交的國內的法律實施條例。什么財務人員參與者企業內部管理成交，可能決定子總部光于考核機制酌情處分，甚至解雇。另外，子總部也將向光于行政執法機構投訴。

1.4反逃稅

洗黑錢是采用其余法律認可的房地產業刷卡交易來隱形超范圍獲取的費用由來,一般 所涉急需用錢或匯票狀態的支付。嫌疑行動收錄：一個個人大額急需用錢成交及愿意供應可查實新信息的潛在客戶。公司遵從使用的反洗黑錢相應的法律規范政策法規。公司不承受、大力支持洗黑錢操作或者是為其供應便捷。

大多數職工應：

1.4.1要留意付錢模式的合法合法性。

1.4.2只要趕走款有疑慮，須得向您的大領導人領導人匯報情況。

1.4.3要寄售發現異常，是并沒有仍在寄售，也應向法務合規管理部行業報告此種情況說明。

1.5反不妥當行業

在自由權整個市場模式中，惡性激烈競爭與合作驅動器學習效率和技術創新。但觸范自我保護惡性激烈競爭與合作的法律規定應該會受比如巨額罰金、囚禁、名聲破損和被消除在市政府借款合同本身的定罪。你們堅持創新驅動于在不管什么營運場館嚴守反不妥當惡性激烈競爭與合作/反專賣有關發律相關法律法，維護市廠的平等競爭文明。

全部店員應：

1.5.1在與良性同行業作文發生的溝通時，請永遠考生本準側。

1.5.2這時會出現反過多相互競爭/反惡性競爭毛病時，應找到法務安全部的引導。

1.5.3充足使用公共服務信心和相互相互競爭環保推進相互相互競爭運動。

1.5.4牢記在心違反規定違反規定的行為在每具體情況下都不算被容許的。

1.5.5嚴令禁止與相互的價格競爭敵人小組討論有限公司其他與相互的價格競爭想關的法律條文、運轉、企業或的價格。

1.5.6嚴令禁止與與行業對友談論對其余某一內容或合作方在線提交開標或新報價的行動計劃。

1.5.7不容許與絲毫人正確認識相關的抵制韓國或不肯個別批發商商或加盟商的注意事項。

1.5.8不可以是因為損壞或陷害競爭力競爭者的原因而個性化會員服務一點統一行動。

1.6在使用IT公共設施及提供服務

1.6.1我司IT公用設施及切實保障供工人在繼續執行行政職務時人身安全保障用到。集團公司已指定了新信心人身安全保障條例及一多方面規章問責制度問責制度以切實保障新信心人身安全保障及詳細獨立性。工人人身安全保障用到IT公用設施及的服務時，應應遵循他們國家政策和條例考核機制。

1.6.2IT部門管理將也不侵擾員工信息泄露的具體情況下，監管這一些體系及業務的選擇具體情況，以保證員工遵行IT條例工作制度，違反記律者將被記律處理。

1.6.3大總部電子郵件廣泛用于大總部經營標準化管理標準化管理依據。工作人員應決定國內發律相關政策法規的標準規定及社會性品德與良俗，語言得體地運用該服務。工作人員不宜發射含有詆毀、騷擾短信、情色、鄙視、淫褻、丟掉了身份信息、捉弄、詐騙、唆使或別的毀謗性的電郵。

1.6.4店員應法律專業認可、得當及有德行地的的使用我司出示的車網服務配套場地設施。店員應都按照我國法律專業政策法規的法規及社會中德行與良俗，得當地的的使用此等服務配套場地設施，難以直接參與網站老游戲、從車網下載具沒禮貌性或淫褻的信息、擅自工具下載、不花錢工具下載或轉發工具下載，或根據該服務配套場地設施企業經營或能夠與我司沒有關系或尚未我司提出申請的業務量以謀利。

1.7保秘／敏感性資源

1.7.1如果不是民事法律規范中規定，職員不管何時能，未獲其上級領導審批權，均嚴禁向大我司正確行業之內的絲毫成員透露大我司絲毫秘密和／或強烈資源。

1.7.2許多素材和統計的動態數據信息其中分為所以與子公司管理有關，以自動化結構類型和／或因而他結構類型如口頭、接轉傳真或口頭等，傳述和／或保存文檔的統計的動態數據信息，其中分為招投標素材、合同規定多少錢、投資者方式、國際業務方式及行動計劃、公司財務推測、公司職員及合作方素材、規章體系體系、發明專利權申請辦理、合作方統計的動態數據信息庫、學習及水平統計的動態數據信息等。

1.7.3與子公司就有或將有貼心服務往來賬戶的對外部工人，如客服、貼心服務展示商、供應信息商、企業合作好伙伴或所有的某些工人等各種相關非常展示的數據統計均涉及以內。

1.7.4各個獲商標授權相處或治理司其它信息的企業工人，需求對關與信息個性化會員服務大量的保護好保護，以防其它相應信息被意外死亡地三公開信披、濫用權力或誤用。不正確用信息的栗子有流露信息以取回財富或另一收獲、為私下決策權或意圖用信息、流露信息以損失司的決策權、或作其它另一種類而危及或損失司或其企業工人的決策權與威望。

2、保險企業員工財產權利

品牌職員離職我是你們最寶貴的的基金。各位關注的問題你的獲得感，關心你的自身個性特征，并建造相互信任互愛的事業環鏡。互愛品牌職員關懷有助品牌職員離職的自身及專科發展方向前景，亦極為有利品牌發展方向前景及賺錢上漲。

2.1工人私密空間

我國原著公司職員手機私密。公司職員的自己姿料是接受保證并完全涉密。我國會規避分類整理不可要的自己姿料。也，在分類整理及實用公司職員自己數據顯示時，我國亦會遵從自己姿料（手機私密）的相關內容中規定。

2.2機遇均等機遇

企業積極向上注重均等好有時候、嚴禁各種類型排擠的活動，對在職在職工人招聘啟事、培養、晉職、調職、薪資結構、嘉獎及中止合同等要點帶來了均等的好有時候。此等好有時候不再年領、男女、孕婦、身上安全健康或精神抖擻的情況、婚姻關系的情況、的家庭主崗、教派、黑皮膚、國籍的、信教、政治思想連系和性傾向等干擾所干擾。除此之外，小編會按在職在職工人的貢獻度、工做表達和覺醒技能給出嘉許及嘉獎。小編是以在職在職工人的官職、本人會力和工做表達為主觀性守則，帶來了薪資結構和培養好有時候給因此在職在職工人。另一，小編會準許在工做的環境內有其中排擠、謾罵、中傷及而對他人（引人受害的的排擠）的的活動。

2.3健康生活與人身安全

小編應遵照那些相應的職位正常及衛生條列，建立履蓋子我司全員正式工我司人工離職、零時工我司人工離職、外協和企業承包商我司人工離職的職位正常衛生政策措施，著力推進為我司人工離職給予一衛生正常的崗位大環境，全方位保證我司人工離職的正常和衛生。子我司衛生與的環保部建立了衛生生孩子相應的規章管理制度管理制度，全員我司人工離職均有相應的的權利與權利和權利，保養政治意識及那些相應的人工的職位正常衛生。

3、保護工作環境

奮力提拔大情況標、及時防范氣象轉化和一直提高效率措施加工過程都帶動企業帶動子裝修公司的淺綠色可不間斷發展壯大。子裝修公司建立了大情況的新政策，表述大家堅持創新驅動于開展相關的英文大情況事情的最合適實操，并綜述了大家所做的提高效率措施與奮力。該的新政策包擴了大情況正規、氣象轉化、降碳、環境資源食用、回收分類處理、生物工程豐富多彩性等內容。

整個人應：

3.1恪守適用人群于企業自身工做崗位的環保相關聯標準標準。

3.2報名參加室內環境確保有關系技能培訓進度表。

3.3申請書一點大環境中國法律規范的非法事情。

3.4閱瀆并知道讓我們的周圍環境稅收政策。

4、認真執行動作守則

幾乎所有人員會有的責任了解及恪守本方式總則，總有權利與義務確定系統軟件舉報人觸范規定總則的方式。什么人觸范規定總則，可能會受過規律行政處分。

4.1動作標準的貫徹落實與培訓課

各單位名稱全權副經理應指引其成員明確及app此標準的的原則和規定。為加強組織領導公司職員遵從并實行本規則，各個公司職員入司時均應收到對本規則的培訓班。若公司職員在實行上遇上困難，或有什么意見書和提議，應向重要性政府部門給出，能夠個性化會員服務逼單統一行動。

4.2違返表現準側的舉報人和觀察

企業想法和獎勵導購員及與企業有業務量往來賬戶的人員管理（假如：朋友、供應信息商、工司債務和工司債權人）向企業舉報信一點在資金申請書、室內監控攝像頭或某個要點上也許 會出現的失當手段、一點預期或凝似違范規范的手段及一點與企業密切相關的失當同或法手段。

4.2.1舉報者

4.2.1.1若發掘每實際情況發生或隱瞞違法情況發生條例的情況發生，收錄虛假宣傳及違反規定的情況發生，應向我司紀檢部位簡單書面形式或嘴上報告范文，并打造關以的資料。投訴服務電話：010-64399331；qq郵件：jubao@gongo.com.cn；寄到：華人中材國.際建筑項目股權有限平臺平臺紀委行政監督執紀室，郵編號碼100102。

4.2.1.2每臺檢舉信將被商業秘密。未獲檢舉信人許可，其個人信息將都不會被說出，除了常用的民事條例標準想要，或公賬司具備有管理權的任意司法局的ftp命令或電腦指令想要。具體情況見《紀檢督察國家機關操作檢舉控訴任務制度》。

4.2.1.3自己將極力確保上告人及發來的上告數據。若上告公司財務人員給出了真正事由和不容置疑文件，即便該上告決定被聲明都是不對或何事實給出，都不可鄙視該公司財務人員或完成還擊與攻擊。對上告人的電話騷擾、鄙視、還擊與攻擊，將被看作難治的不合理方式，若被聲明，可引發解雇。詳細見《中國現代共產黨員遵守紀律查機構督促執紀事情游戲規則》。

4.2.1.4但如檢舉者因別合理心恐有牟取私利而蓄意給出失實檢舉，公司保留對以及投訴者內的涉及黨外人士，實行應適當在行動的勞動權；對里部員工辭職按司關以中規定，做記律處理。重要見《紀檢監督檢查企事業單位處理檢舉控訴崗位技巧》。

4.2.2調查報告

4.2.2.1進來什么投拆，問卷偵查組均會算滿意和可行的做好問卷偵查。問卷偵查的意圖鑒定該投拆相關事宜可不可以我認為違范了組織結構條例體系和/或道德行為準側或黨紀黨規。

4.2.2.2檢查統計工作組結束必要的的執行程序后，可根據檢查統計審核的觀點，出示檢查統計情況匯報。

4.2.2.3在問卷調研這段時間內，被問卷調研的員工離職或許被停職。

4.3觸范表現條例的懲處

4.3.1大家不容易包容絲毫違背情形標準的情形。絲毫銷售人員被感覺直接性或間接地違背標準規定，機會得到工作紀律處罰，其中包括解雇。

4.3.2如若發生捏造事實收賄或公賬司克的的行式的違禁習慣，經公司簽發，將填寫司法部門單位處理。

4.4行為舉動原則的制定與更新系統

品牌少于每十年或只能給出必須要 審核會計準則網站內容是否需要可用于或必須要 上升，并只能給出實計前提對會計準則去修定、不斷改進和上升，此外在品牌內網或網站向導購員發布的。

Code of Business Conduct

To strengthen employees’ awareness of various codes of conduct, the Company has specially compiled the Code of Conduct of Sinoma International (hereinafter referred to as the “Code”), to allow the employees to raise their awareness in performing their duties, act in line with professional ethics, and perform duties in a fair and honest manner in the face of contradictions or conflicts with corporate interests.

This policy applies  to all employees of the Company and all its subsidiaries, including full-time, part-time, and outsourced employees.

（The English translation of the Code is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

1. Ethics and Integrity

Personal ethics and integrity are the cornerstones of the Company’s success. We should avoid any situation that affects justice or is considered a conflict of interest. No one is allowed to seek illegal profits by taking advantage of his position. Misuse or misappropriation of the Company’s assets is prohibited. All information related to the Company’s business, customers, suppliers and employees must be kept confidential and secret.

1.1 Bribery, communication and benefits

Bribery is strictly prohibited by the Company, and no employee is allowed to offer, solicit or accept bribes, including soliciting or providing any benefits from or to customers, suppliers, legislative and/or law enforcement agencies or other personnel related to the Company’s business; or act as a third-party intermediary to provide, solicit or accept any benefits. Anyone who solicits or accepts benefits in any form by taking advantage of his authority, regardless of getting permission from superior leaders, shall be deemed as violation of the Code.

1.1.1 Providing benefits: under no circumstances should employees offer bribes or illegitimate benefits to any individual or institution to seek personal gains or Company benefits.

1.1.2 Soliciting benefits: employees shall not directly, indirectly or in any form, solicit any benefits from any institution or individual related to the Company’s business.

1.1.3 Accepting benefits: if an employee accepts any benefits directly or indirectly related to the Company’s business, which hinders his objective judgment and processing of related business, induces him to violate or harm the interests of the Company, leads to violation of laws and regulations and requirements of the place of listing, triggers complaints about favoritism or misconduct, and/or makes the employee feel that is is necessary to repay the giver in business, the employee shall not accept the benefits.

1.1.4 All acts related to facilitation payment are prohibited.

1.2 Handling conflicts of interest

1.2.1 Definition of conflict of interest

The common conflicts of interest include but are not limited to the following situations:

1.2.1.1 Have undeclared financial interests/transactions with any suppliers, service providers or related personnel that have business dealings with the Company;

1.2.1.2 Hire service providers who are working or have worked for the Company to work or provide services, goods, etc. for themselves and/or their immediate family members;

1.2.1.3 Provide special preferential treatment to individual suppliers, service providers, customers, job seekers, subordinates or superior leaders, etc. for personal reasons;

1.2.1.4 Employees or their immediate family members (including parents, children and spouses) are getting engaged in or consider engaging in the things, investment or activities that have a conflict of interest with the Company or may cause a conflict of interest;

1.2.1.5 Carry out external work within the Company by taking advantage of the working hours and the Company’s assets (including human resources).

1.2.1.6 Provide assistance to the Company’s competitors; and

1.2.1.7 Privately provide or manufacture services or goods that compete with the Company.

1.2.2 Declaration of conflict of interest

The employees shall avoid actual or foreseeable conflicts of interest between individuals and the Company or that affect their judgment in performing their duties. The employees shall report all actual or foreseeable conflicts of interest in a timely manner.

1.2.2.1 If the employees realize that there is or may have a conflict of interest with the Company, they must immediately report to their department heads in writing.

1.2.2.2 If the employees fail to comply with the above requirements, severe disciplinary punishment may be caused, including demotion, dismissal, etc.

1.3 Insider trading

1.3.1 If employees have any important information about the Company or any other listed companies with which the Company does business and/or non-public data sensitive to stock prices, the employees shall not buy or sell the securities of the Company or these listed companies, or disclose relevant information to others before such data is made public.

1.3.2 The employees shall abide by all laws and regulations regarding insider trading. Any employee involved in insider trading will be punished according to relevant rules of the Company, or even dismissed. Meanwhile, the Company will also report to relevant law enforcement agencies.

1.4 Preventing Money Laundering

Money laundering is using otherwise lawful business transactions as a way to hide the source of money that has been obtained illegally. Money laundering typically involves payments in the form of cash or money order. Suspicious activity includes: large cash transactions as well as customers who are reluctant to provide verifiable information.

We are committed to complying with applicable anti-money laundering and counter terrorist financing laws and regulations. We do not condone, facilitate, or support money laundering or terrorist financing.

All the employees should:

1.4.1 Watch out for irregularities in the way payments are made.

1.4.2 If you have concerns about a payment, request an alternative form be used and report the concern to your manager.

1.4.3 If the transaction seems suspicious, report it to Legal and Compliance, even if you do not move forward with the transaction.

1.4.4 Determine if your business has specific preventative measures in place.

1.5 Competing Fairly

In a free market system, competition drives efficiency and innovation, and companies compete on a level playing field. Violations of laws that protect competition can lead to penalties that include large fines, jail time, damaged reputation and exclusion from government contracts. Fair competition is in everyone’s best interest. We are committed to complying with competition/antitrust laws wherever we operate.

All the employees should:

1.5.1 When interacting with competitors always refer to the Code.

1.5.2 Seek guidance from Legal and Compliance, whenever a competition/antitrust law question arises.

1.5.3 Compete vigorously, using public information and competitive circumstances to your best advantage.

1.5.4 Remember that compliance is always in the Company’s best interest. No one is ever authorized to violate the law.

1.5.5 Do not discuss with a competitor any terms on which you compete, prices, or allocations of jobs, customers, or markets.

1.5.6 Do not discuss with a competitor whether or not you intend to submit a bid or quote for any particular project or customer.

1.5.7 Do not talk to anyone about boycotting or refusing to deal with a supplier or customer.

1.5.8 Do not take any action just to hurt or retaliate against a competitor.

1.6 Use of IT facilities and services

1.6.1 IT facilities and services of the Company are available for the employees to use when performing their duties. The Company has formulated information security policies, as well as series of rules and regulations to guarantee information security and integrity. The employees shall follow these policies, rules and regulations when using IT facilities and services.

1.6.2 The IT Department will monitor the use of these facilities and services without infringing on the privacy of employees to ensure that employees comply with the rules and regulations on IT, and the violators will be punished.

1.6.3 Emails of the Company are used for Company management purposes. The employees shall use the service appropriately according to the national laws and regulations, as well as social ethics and good customs. The employees shall not send emails that are defamatory, harassing, pornographic, discriminatory, obscene, derogatory, teasing, fraudulent, inciting, or other offensive emails.

1.6.4 The employees shall use the Internet facilities provided by the Company in a lawful, appropriate and ethical manner. The employees shall use these facilities properly according to the national laws and regulations, as well as social ethics and good customs, and shall not participate in online games, download offensive or obscene materials, illegal software, free software from the Internet or share software, or use the facilities to operate or support the businesses that are not related to or approved by the Company for profit.

1.7 Confidential/sensitive data

1.7.1 Unless required by laws and regulations, employees shall not disclose any confidential and/or sensitive data of the Company to anyone outside normal business of the Company without the approval of their superior heads at any time.

1.7.2 Such information and data includes all data related to the operation of the Company, which are transmitted and/or saved in electronic form and/or in other forms like written, fax or oral, etc., including bidding information, contract price, investment strategy, business strategy and plans, financial forecast, employee and customer information, rules and regulations, patent applications, customer database, research and technical data, etc.

1.7.3 Data related to and provided by external personnel that the Company has or will do business with, such as customers, service providers, suppliers, partners or any other personnel, etc., are included.

1.7.4 All employees authorized to access or manage any data of the Company must take adequate protection measures for relevant data to prevent accidental public disclosure, abuse or misuse of any relevant data. Examples of improper use of data include disclosure of data in exchange for money or other rewards, use of data for private gain or purpose, disclosure of data to harm the interests of the Company, or for any other purposes that endanger or damage the interests and reputation of the Company or its employees.

2. Protection of Employees’ rights

Employees are our most valuable asset. We are concerned about their welfare, respect their personal traits and build mutual trust. Caring for each other is not only helpful to personal and professional development of the employees, but also helpful to the growth of the Company and its profitability.

2.1 Employee privacy

We respect the privacy of employees. The personal information of employees is protected and kept strictly confidential. We will avoid collecting unnecessary personal information. Meanwhile, we will also comply with relevant regulations on personal information (privacy) when collecting and using the personal information of employees.

2.2 Equal opportunities

The Company actively advocates equal opportunities and prohibits all kinds of discrimination, and provides equal opportunities for employee recruitment, training, promotion, transfer, salary, benefits, termination of contract, etc. These opportunities are not affected by such factors as age, gender, pregnancy, physical health or mental status, marital status, family status, race, skin color, nationality, religion, political affiliation, sexual orientation, etc. In addition, we will praise and reward employees based on their contributions, performance and technical ability. We provide salary and training opportunities to all employees by taking their position, personal ability and performance as the objective criteria. In addition, we will not tolerate any form of discrimination, harassment, defamation and acts against others (discrimination that causes harm to others) in the workplace.

2.3 Health and safety

We comply with all relevant occupational health and safety regulations, formulate occupational health and safety policies that cover all full-time, part-time, outsourced, and contractor employees of the Company, and are committed to providing employees with a safe and healthy working environment, comprehensively ensuring their health and safety. The Company's Safety and Environmental Protection Department has formulated safety production related rules and regulations, and all employees have corresponding responsibilities and obligations to protect their own and all relevant personnel's occupational health and safety.

3 Protection of Environment

Working to meet high environmental standards, actively addressing climate change and continuously improving processes all promote environmental sustainability. Our Environmental Policy demonstrates our commitment to implementing best practices concerning environmental issues and outlines improvements we are making across our organization. It covers environmental compliance, communications, climate change, emission reduction, resource use, recycling and biodiversity.

All the employees should:

3.1 Comply with environmental laws and regulations applicable to your work.

3.2 Participate in relevant training programmes.

3.3 REPORT any concerns of non-compliance with environmental laws or regulations.

3.4 Read the Environmental Policy.

4 Follow the code of conduct

All employees shall have the responsibility to understand and abide by this code of conduct, and are also obliged to report violations of the Code according to the procedures. Anyone who violates the Code will be subject to disciplinary punishment.

4.1 Training and implementation of the Code

The head of each unit shall guide his subordinates to understand and apply the principles and requirements of this Code. To ensure that employees comply with and implement this Code, they shall be trained on this Code at the time of entry. If employees have problems with the implementation, or has any opinions or suggestions, they shall communicate them to relevant departments for follow-up action.

4.2 Reporting and investigation of violations of the Code

The Company expects and encourages employees and those who do business with the Company (for example, customers, suppliers, creditors and debtors) to report to the Company any misconduct that may occur with respect to financial reporting, internal monitoring or other matters, any actual or suspected breach of the Code, and any improper or illegal conduct associated with the Company.

4.2.1 Reporting

4.2.1.1 If any actual or suspected violation of the code of conduct is found, including fraud and illegal conduct, it is important to submit a written or oral report to the Discipline Inspection and Supervision Department of the Company, and provide relevant information. Reporting hotline: 010-64399331; E-mail: jubao@gongo.com.cn; Address: Sinoma International Engineering Co., Ltd, Discipline Inspection and Supervision Office; Postcode: 100102.

4.2.1.2 Each reporting will be kept confidential. Without the consent of the whistle-blower, his identity shall not be disclosed, unless required by applicable laws and regulations, or required by any order or instructions of the court that has jurisdiction over the Company. Please refer to the Working Rules for Disciplinary Inspection and Supervisory Organs in Handling Complaints and Accusations.

4.2.1.3 We will do our best to protect the whistleblower and the information received. If the reporting employee provides real reasons and exact information, the employee shall not be discriminated or retaliated or harmed even if the reporting is finally turned out to be incorrect or unfounded. Harassment, discrimination, retaliation and harm to the whistleblower will be regarded as serious misconduct, which may lead to dismissal if confirmed. Please refer to the Working Rules of the CPC Discipline Inspection Organ on Supervision and Discipline Enforcement.

4.2.1.4 However, if the whistleblower makes false reports maliciously because of ulterior motives or for personal gain, the Company shall reserve the right to take appropriate actions against relevant persons including the whistleblower; internal employees will be subject to disciplinary punishment according to relevant regulations of the Company. Please refer to the Working Rules for Disciplinary Inspection and Supervisory Organs in Handling Complaints and Accusations.

4.2.2 Investigation

4.2.2.1 The investigation team will conduct fair and effective investigation to any report received. The investigation is designed to assess whether the reported matter actually violates the internal rules and regulations and/or codes of conduct.

4.2.2.2 The investigation team shall issue an investigation report based on the facts verified after completing necessary procedures.

4.2.2.3 During investigation, the employee under investigation may be suspended from his/her job.

4.3 Penalties for violation of the code of conduct

4.3.1 We will not tolerate any violation of the code of conduct. Any employee who is found to directly or indirectly violate the Code will be subject to disciplinary punishment, including dismissal.

4.3.2 In the case of suspected corruption or other forms

of illegal behaviors that are detrimental to the Company, it will be submitted to the judicial organs for processing after approval by the Company.

4.4 Revision and update of the Code

At least every three years or as needed, the Company checks whether the content of the guidelines is applicable or needs to be updated, and revises, improves, and enhances the guidelines based on actual situations, while publishing them to employees on the company's internal or official website.

公民權利證策書面聲明

中材國際英文清新地了解到公民權狀況這對于我的員工、老客戶、供給商、營運所在區域的社區服務中心及名間中國社會小組等利于對應方來說都甚為重要性。本企業要嚴格嚴守《中華人艮共合國憲法修正案》《中華人艮共合國勞功課就業問題法》《中華人艮共合國勞功課就業問題三方合同法》《中華人艮共合國婦人優惠權益的保障法》《中華人艮共合國就業問題加快法》《中華人艮共合國未果年人保養法》《中華人艮共合國商會法》《嚴令禁止運用童工暫行的規定》《女人勞功課就業問題保養有點暫行的規定》等境內相關法律規則規范與萌寶營銷地的適宜要求，而且決定性《世界上人民權限口號》《保護人民權限口號》《聯手國解決每件事主要形式陣營鄙視口號》《新國際勞動力聚集對工做中首要要求和權限口號》《準予畢業生出去上班最小年齡組國際條列》《畢業生出去上班新規國際條列》《鄙視（畢業生出去上班及角色）國際條列》《對人職工相近的價值量的工做付予相近的勞務費用國際條列》等合作國條約及宣言，擬定公民權的政策聲明函，此次標準規定本平臺及所屬單位商家工作中推廣、供貨商和許多的合作摯友面對公民權難題的承諾卡和義務。

1、不許硬性或用戶性勞工

本集團禁止進入在處罰和侵害下榨取雇工的權利和勉強企業人運行任務。本集團我司聘任所有的企業人一定要以有意為前提，絕對不會能有任何人勉強性犯罪行為，不憑借蒙騙方法誘引企業人運行任務。同樣，本集團我司一概不容許分配壓金、衡量金或拘押其地位證和其余法律規定的材料文件目錄，以觸犯企業人欲望強制進行運行勞動課力。

2、請勿適用童工

本集團承諾制在給予服務項目的不管什么周期全面禁止在使用童工。

“童工”指沒夠16歲，或沒滿完畢權利基礎教育年紀，或沒滿的國家歸定的低點畢業生就業年紀而被聘請的的人員。其它18歲一些業務人員不可以從業有也許造成危害到無果年人身上健康生活或安會的本職工作。針對于境內外聘請，童工的理解以基本目存在國法律起算。

3、重視勞動力多樣化性并反感歧視

本我司表態帶來了公平性合理可行的上班任務任務幾率，在打算聘請、收入、培訓教育課程、升職、降職或退職等勞作事物時，不同個人賬戶的上班任務任務實力和上班任務任務需設計出打算，而是不不同人種、美籍、當今社會、肢體殘疾、當今社會階段、性別趨向、工會組織vip會員資格證書和部門的聯系等部分的關鍵因素設計出打算。本我司提倡創新擴散理論化和坦誠性的人員隊伍建設和上班任務任務場景，二級管控層對我司人員的創新擴散理論化承擔責任，整存整取朝向通體人員展開有關的于創新擴散理論化、上班任務任務場景坦誠性和反鄙視的培訓教育課程。

本廠家對平等待遇不良現象持“零忍受”心態，約定公司營業員避免超范圍平等待遇，應當強逼公司營業員或準公司營業員接手帶著平等待遇性的分子生物學查，并能夠公司營業員或別的患者完成hresg@gongo.com.cn申訴郵箱地址對非法情況發生來進行申訴。經檢查違返關于 明文規定的員工將給予品牌的內部記過處分，當事的單位有機會給予勞動課擔保行政事務處個部門責令改正改正（與此同時行處以罰金）的行政事務處追責，并應就自查準備弄出代表；對本人容易造成受損的，可以承擔風險賠償損失重任。

4、結社自由

導購員辭職與控制層中間對外公布真接的溝通的重要性的重要性是解決事業場合問題和酬薪問題的更好方式 中的一個。本集團公司旨在于應當敬畏導購員辭職的被選舉權，還包括自由度結社、報考或不報考企業工會、尋找指代、報考機關人員指代多而等被選舉權。導購員辭職理應能夠在不帶擔心整死、危害或電話騷擾的現象下，對外公布地就事業必備條件和控制問題與控制層溝通的重要性的重要性。

5、算滿意有弊的事業前提條件

本子公司注意在職導購員身心靈更健康，抓好作業情況的污染問題物、廢品物標準規范標準化管理工作任務，進行 嚴格規范的穩定分娩標準化管理工作任務體制，為在職導購員造就穩定、什么是文明、團結一心的作業、生話能力和人文歷史氛圍，基本保障在職導購員事業的安全衛生穩定。

本平臺施行五天的時間任務制，店員每一天任務時限為8小，指明規定職員的作業時數與職員享用的年休假和四種休假時數，運維職員休息一會休假的知情權。

本裝修司全力于尊重他人人的人格特征和善良，禁止圍毆、體罰、圍毆、超范圍搜察和拘禁勞動力者的犯罪行為。各處門對其它人對不上因作業中的過錯而對其使用靈魂上或思想上的責罰，給其帶來心理健康負壓。一并，本裝修司對作業公開場合的性煩擾和非性煩擾持“零忍耐樣子”，并能人或其它的兩個當事人經過hresg@gongo.com.cn網絡告發郵箱號對違返規程原因去網絡告發，經檢查違返業內規程的員工將遭受子新公司室內處理，事件調查單位名稱和權利與義務人應就調整記劃設計講解；對這種情況下造損傷的，還應支付賠償損失權利與義務。不僅，本子新公司不定期面向基層全部員工開發業內于不贊同工作任務地方煩擾和人格結構侮辱性的陪訓，明確化現象確定、對付方式英文、網絡告發手段和懲治機制化。

本子平臺按照智領的人力戰略性準確深入分析配備落實工作按照市揚品質的年薪收入收入準確深入分析，并能夠不組織開展的市揚競爭情報不停的較正年薪收入收入準確深入分析與人力戰略性準確深入分析準確深入分析的共同性階段。本子平臺付給工人的年薪收入應按照大部分適用性的民事法律法規相關政策法規，還有密切相關低于年薪收入、加班待遇時和法有福利的民事法律法規，并約定年薪收入品質不因單雙眼皮、種族天賦和借款人年齡等緣由而有些相差太多，不組織開展能夠男孩和女孩工人工資品質深入分析組織開展“同工同酬”分析鑒定工作的，并按照分析鑒定報告單穩步推進改進方案的具體措施落實工作，全力達到“同工同酬”的年薪收入收入攻略。

6、附則

本大品牌將歷年重要意義所有國法律、相關內容香港國際條例和事一些難題的變換而對本新規宣稱來頒布，抓好本制度的重要性高效推進。本大品牌確定監控功能方式，定期通過重要意義本新規宣稱對大品牌人民權利一些難題監管制度的高效性來診斷，并歷年確定人民權利一些難題相關內容個人要求，重要意義個人要求不息完善大品牌人民權利一些難題監管制度特性。

除自身的銷售市場運營之余，本集團在左右游顏值鏈和新開拓銷售（收企業并購、聯營）工作下類會按照線上推廣或地推核審的手段對潛在性的的公民權故障 展開辨別的，分為直接雇工、選擇童工、結社人權、群眾性談判。、同工同酬和鄙視等各項事項，該辨別的每一年的死期發展或在新開拓銷售、新并入提供商下一步視想要發展。

Policy Statement of Human Rights

Sinoma International clearly recognizes that human rights issues are crucial for stakeholders such as our employees, customers, suppliers, communities where we operate, and civil society groups. The Company strictly abides by and implements the domestic laws and regulations such as Constitution of the People’s Republic of China, Labor Law of the People’s Republic of China, Labor Contract Law of the People’s Republic of China, Law of the People’s Republic of China on the Protection of Women’s Rights and Interests, Employment Promotion Law of the People’s Republic of China, Law of the People’s Republic of China on the Protection of Minors, Trade Union Law of the People’s Republic of China, Provisions on the Prohibition of Using Child Labor, Special Provisions on Labor Protection of Female Employees, and laws and regulations concerning human rights issues of our overseas operation sites. In addition, the Company implements UN conventions and declarations such as the Universal Declaration of Human Rights, Declaration on the Protection of Human Rights, the United Nations Declaration on the Elimination of All Forms of Racial Discrimination, ILO Declaration on Fundamental Principles and Rights at Work, Convention concerning Minimum Age for Admission to Employment, Employment Policy Convention, Discrimination (Employment and Occupation) Convention, Convention concerning Equal Remuneration for Men and Women Workers for Work of Equal Value. Concerning the aforementioned laws and regulations, the Company has developed the Policy Statement of Human Rights aimed at defining the commitments and responsibilities of the Company and its affiliated companies, suppliers, and other partners regarding human rights issues.

1. Prohibition of forced or compulsory labor

The Company prohibits the exploitation of labor benefits and the forcing of employees to work under punishment and threats. All employees hired by the Company must be on a voluntary basis, and no coercive behavior is allowed. We will not use deception to lure employees to work. At the same time, the Company is not allowed to collect deposits or seize their ID cards and other legal proof documents to forcibly use labor against the wishes of employees.

2. Prohibition of using child labor

The Company promises to prohibit the use of child labor at all stages of service provision.

“Child labor” refers to the persons who are under the age of 16, or under the age of completing compulsory education, or the persons who are employed under the minimum employment age specified by the state (child labor if meeting any of these criteria). All employees under the age of 18 shall not engage in the work that is likely to endanger the health or safety of the minors. For overseas employment, the definition of child labor is based on the laws of each project country.

3. Respect employment diversity and oppose discrimination

The Company promises to provide fair and reasonable job opportunities. When making decisions on employment, compensation, training, promotion, demotion, or retirement, decisions are made based on individual work abilities and needs, rather than factors such as race, nationality, religion, disability, social class, sexual orientation, union membership, and government relations. The Company advocates for a diverse and inclusive workforce and work environment. Senior management is responsible for the diversity of our employees and regularly provides training on diversity, inclusive work environment, and anti-discrimination to all employees.

The Company holds a "zero tolerance" attitude towards discrimination and promises that employees will not be subjected to illegal discrimination. We will not force employees or potential employees to undergo discriminatory medical examinations, and allow employees or other parties to report violations through the reporting email hresg@gongo.com.cn. Personnel who violate relevant regulations will be subject to internal punishment by the Company, and the involved units may be ordered to make corrections (and may also be fined) by the Labor and Social Security Administrative Department, and an explanation of the rectification plan should be provided, and if damage is caused to the parties, they shall bear the liability for compensation.

4. Freedom of association

Open and direct communication between employees and management is one of the effective ways to address workplace and salary issues. The Company is committed to respecting the rights of employees in accordance with the law, including freedom of association, participation or non-participation in trade unions, seeking representation, and participating in employee representative conferences. Employees should be able to openly communicate with management on work conditions and management issues without worrying about retaliation, threats, or harassment.

5. Fair and favorable working conditions

The Company focuses on the physical and mental health of employees, ensures standardized management of pollutants and waste in the workplace, implements a strict safety production management system, creates safe, civilized, and harmonious working and living conditions and cultural environment for employees, and ensures their occupational health and safety.

The Company implements a five-day working system, with employees working 8 hours a day. The Company clearly stipulates the working hours of employees, as well as the annual leave and various leave hours they have, to safeguard their right to rest and take leave.

The Company is committed to respecting the personality and dignity of employees and strictly prohibits insults, corporal punishment, beatings, illegal searches, and detention of employees. All departments shall not punish any employees physically or mentally for their mistakes in work, which will cause psychological stress. At the same time, the Company maintains a "zero tolerance" attitude towards sexual and non-sexual harassment in the workplace, and allows employees or other parties to report violations through the reporting email hresg@gongo.com.cn. Those who violate relevant regulations will be subject to internal punishment by the Company, and the units and responsible persons involved should provide explanations on the rectification plan; if damage is caused to the parties, they shall bear the liability for compensation. In addition, the Company regularly provides training to all employees on combating workplace harassment and personal humiliation, clarifying the definition of behavior, response methods, reporting channels, and punishment mechanisms.

The Company implements a salary positioning that is in line with the market level based on leading talent strategies, and continuously corrects the consistency between salary positioning and talent strategy positioning through regular market insights. The wages paid by the Company to employees should comply with all applicable laws and regulations, including laws related to minimum wages, overtime hours, and statutory benefits. We promise that the salary level will not differ due to factors such as gender, race, and age. We regularly conduct "equal pay" evaluations through the analysis of the salary levels of male and female employees, and promote the implementation of improvement measures based on the evaluation results, striving to achieve the "equal pay" salary strategy.

6. Supplementary provisions

The Company will revise this Policy Statement annually based on changes in the laws, relevant international conventions, and factual circumstances of the host country to ensure the effective implementation of this system. The Company has developed monitoring procedures, regularly checked the effectiveness of the Company's management of human rights issues according to this Policy Statement, and formulated human rights related targets every year, and constantly improved the Company's human rights management ability according to the targets.

In addition to our own business operations, the Company will identify potential human rights issues through online or offline audits in the upstream and downstream value chains, as well as in the process of new business expansion (mergers and acquisitions, joint ventures), covering multiple issues such as forced labor, child labor, freedom of association, collective bargaining, equal pay for equal work, and discrimination. This identification is conducted regularly every year or as needed in the early stages of new business expansion and supplier inclusion.

（The English translation of the Policy Statement is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

生產商操作法規

中材國際英文愿用前所未有本身后果力，與產生商搭建經常性、平穩、可維持的加盟聯系，體現與加盟盟友的維持互利共贏不斷發展。以此，本工廠及分屬單位的要求產生商在下列以下個方面索取能夠和約定：

1、安全防護與健康生活

①尊守大部分適于的營養健康和應急發律政策法規；

②源源不斷的提升營養和安全衛生業績考核，滿足最適業內實際操作。

2、店員與居委會

①在內在不良影響范圍內內，認可和關心養護公民權利；

②尊敬 業務人員結社人身自由，坦白業務人員集體性交涉權；

③請勿凡事形勢的中國現代奴役，其中包括抵債勞役、強制勞動者、選用童工等；

④采取職業角色選擇良好與良好的關于法律法律法法律法，切實保障導購員職業角色選擇良好與良好的，保障導購員情緒良好不因運轉環鏡遭遇危害性；

⑤為人員打造好的上班前提條件，分為合情合理的上班日期、使人員要客戶維護其首要家庭生活的基本工資總體水平、符合條件當地的法律專業規范條件的獎勵對待等；

⑥以機會均等、公平公正、收錄和敬畏的標準招工和選拔和課程業務人員，遏制各項類型的種族歧視與干擾。

3、工作環境與環境變現

①嚴守其它適宜的氛圍各種相關發律法律；

②堅持下降能源資源開發消費，優化能源資源開發進行效果，變少溫室氣物排放標準，會去主動克服天氣轉化毛病；

③精力完善資源的的采取吸收率，探索性丟棄物再循環再采取的應該性，提高水土資源的的耗費；

④變少的固體廢棄物減排，應對綠色環保違紀案例；

⑤保護農村土地和原始林的能源，保護物種繁多性綠色和海洋生物繁多性，更加注重改善在工作中產出運營管理對綠色工作環境和物種繁多性的能源的決定。

4、維護與內控

①在其做好業務員的任何歐洲國家/國家自覺遵守可用于的反變質敗相關聯法律專業法律法；

②禁止所有狀態的腐敗現象、經濟犯罪教唆、敲詐敲詐和受賄；

③不可可以直接或舉例說明地作為、誠若、支付款、接受（能夠收受賄賂和/或通融費的形態）成本或相關盈利；

④恪守其市場運營優勢發達國家/位置的相關之間的惡性競爭、反自然壟斷行業和國際貿易的的規定，不得受到損害公平與效率之間的惡性競爭合同范本，比如漠視反自然壟斷行業法的企業方式；

⑤必定統計其業務范圍做前幾天的任意比較重要、實際上或自身的決策權問題；

⑥一定嚴正違抗因此內容的逃稅活動組織，并通過采取方式以確定各項經濟條件和互聯網金融業務流程也可以被追蹤定位。

Supplier Code of Conduct

By expanding our influence, Sinoma International hopes to establish long-term, stable and sustainable cooperative relations with suppliers and achieve sustainable win-win development with partners. Therefore, the Company and its affiliated companies require suppliers to provide support and commitment in the following four aspects:

1. Safety and health

① To comply, as a minimum, with all applicable Health & Safety legislation;

② To continually improve Health & Safety performance towards best industry practice.

2. People and community

① To support and respect the protection of human rights within their areas of influence;

②To respect freedom of association and the effective recognition of the right to collective bargaining by employees;

③ To prohibit all forms of modern slavery, including forced labour, bonded labour, compulsory labour and child labour;

④ To comply with relevant laws and regulations on occupational health and safety, ensure the occupational health and safety of employees, and ensure that their physical and mental health is not affected by the work environment;

⑤ To provide employees with good working conditions, including reasonable working hours, salary levels that enable them to maintain their basic livelihood, and welfare benefits that comply with local laws and regulations;

⑥ To recruit and select employees based on the principles of equality, fairness, inclusiveness, and respect, and eliminate all forms of discrimination and harassment.

3. Environment and climate change

① To comply, as a minimum, with all applicable environmental legislation;

② To make efforts to reduce energy consumption, improve energy utilization efficiency, reduce greenhouse gas emissions, and proactively address climate change issues;

③ To strive to improve resource utilization efficiency, explore the possibility of waste recycling and reuse, and reduce water resource consumption;

④ To reduce pollutant emissions and eliminate environmental violations;

⑤ To protect land and forest resources, protect natural ecology and biodiversity, and focus on reducing the impact of production and operation on the ecological environment and natural resources.

4. Governance and compliance

① To comply with applicable anti-corruption laws and regulations in all countries/regions where business is conducted;

② Corruption, criminal instigation, extortion, and corruption in any form are strictly prohibited;

③ Suppliers shall not directly or indirectly offer, promise, pay, or solicit (through bribery and/or accommodation fees) monetary or other benefits;

④ To comply with the regulations on competition, antitrust, and trade in the country/region where business is conducted, and any infringement of fair competition agreements, such as commercial activities that violate antitrust laws, is strictly prohibited;

⑤ Any significant, actual or potential conflicts of interest during the conduct of business must be reported;

⑥ Suppliers must strictly oppose all forms of money laundering activities and take measures to ensure that every economic and financial business can be traced.

（The English translation of the Code is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

可不斷現貨物流外包監管相關政策

中材國際聯盟秉承于營造綠色基礎設施時間供貨鏈，并將企業自身綠色基礎設施時間趨勢的的標準延伸至業務員的合作朋友，講解媒體傳播綠色基礎設施時間活動，，慢慢構建一致的的綠色基礎設施時間供貨鏈趨勢商業社會價值觀。對此，本工司確立可堅持現貨批售鏈系統工作稅收稅收方案，以原則現貨批售鏈系統有幾個基本原則，使之滿足工司可堅持進展還要。本工司各個等級所屬單位企業主可依據本稅收稅收方案自動確立可堅持現貨批售鏈系統工作稅收稅收方案。

1、批售商運營

①本公司的動用盡職檢查流程步驟來估評開展廠家直銷商，定性分析與定量分析取名打分相緊密結合的形式開展風險控制評述與許可估評。在當中，有原則英文性情況的廠家直銷商，如參與性歪斜當業、業壟斷行業、腐壞情況等廠家直銷商不應當所采用；

②本子公司關鍵點考核供應信息商ESG問題的的表現，尤其要在生態環境防治經濟效益、銷售人員基本權利擔保、任務生態環境各種工作構架問題，考慮機構工作的關聯國家政策與防治工作能力。在均等的條件下，本廠家將優先權選購ESG管理方法和癥狀成績突出的現貨生產廠家實現戰略合作；

③調查員后果實行信息公開公布，并提供其它部位開展、投訴。

2、產生商類別

將種植商化分為的的戰略種植商、莊家種植商、一樣 種植商幾大類。的的戰略種植商指所給予設備是公司種植就必須且在市面上相應設備僅有大多數夠給予的種植商；莊家種植商指所供設備屬市面積極競爭與合作的設備，且年選擇額相對大的設備種植商；一樣 種植商指所供設備在市面上換用性強，銷售業務中選擇量相對小的設備種植商。

3、供應商管理

①每月由購買裝修新新公司或特聘3方組織機構前提條件本裝修新新公司《生產商商行為表現行為準則》對的關鍵生產商商參與可將將持續高風險分析評價，在存有較高可將將持續高風險分析（如存有不確定性勞務工的一些問題、高耗費的電能、存有廉潔自律的一些問題等情形）的生產商商，裝修新新公司應實行修改工作計劃和提拔工作計劃，并喜愛在這之后續修改工作計劃和提拔使用效果，在沒能修改工作計劃到賬的生產商商，本裝修新新公司使用分批暫停/開始和/或撤消金融業務有關的管理權；

②為效果更好的改善現貨經銷商的可繼續開發表現，工廠徘徊期組識現貨經銷商展開可繼續開發培訓學校，如近期最新優惠政策、法律意識改善游戲活動等，并應盡可能覆蓋全體關鍵供應商。

4、購進成員培圳

本公司的準時對選購人工落實生產商鏈ESG話題的培訓學習，包擴對待子有限公司市場導向不斷批售鏈優惠政策的宣傳教育已經市場導向不斷購買的特定履行工作流程，提升自己子有限公司購買成員的市場導向不斷批售鏈主觀能動性。

Sustainable Supply Chain Management Policy

Sinoma International is committed to building a sustainable supply chain and expanding its sustainable development requirements to business partners, sharing and disseminating sustainable behavior, and gradually establishing a unified sustainable supply chain development value system. Therefore, the Company has developed the Sustainable Supply Chain Management Policy to standardize all aspects of the supply chain and make it meet the Company's sustainable development needs. All levels of affiliated companies of the Company can refer to this Policy to develop sustainable supply chain management policies on their own.

1. Supplier access

① The Company uses a due diligence process to evaluate and select suppliers, and conducts risk assessment and admission assessment through a combination of qualitative and quantitative scoring. Among them, suppliers with principled problems, such as those involved in unfair competition, industrial monopoly, corruption, etc., will not be adopted;

② The Company focuses on evaluating the performance of suppliers in ESG, especially in terms of environmental governance benefits, employee rights protection, work environment, and management structure, and examines the relevant policies and governance capabilities of enterprise management. Under the same conditions, the Company will prioritize selecting suppliers with excellent ESG management and performance for cooperation;

③ The evaluation results are publicly disclosed and subject to inspection and complaints from other departments.

2. Supplier classification

Suppliers are categorized as strategic suppliers, main suppliers and general suppliers. Strategic suppliers refer to suppliers whose products are essential to the company's production and only a few such products are available in the market; main suppliers refer to suppliers whose products are fully competitive in the market and whose annual purchasing volume is relatively large; general suppliers refer to suppliers whose products are highly substitutable in the market and whose purchasing volume is relatively small in the business.

3. Supplier management

① Every year, the procurement unit or a third-party agency hired by the Company shall conduct sustainability risk assessments on key suppliers in accordance with the Company's Supplier Code of Conduct. For suppliers with high sustainability risks (such as potential labor issues, high energy consumption, integrity issues, etc.), the Company shall develop rectification and improvement plans, and pay attention to their subsequent rectification and improvement actions. For suppliers who fail to rectify in place, the Company reserves the right to suspend and/or revoke business relationships in advance;

② In order to better enhance the sustainable development performance of suppliers, the Company regularly organizes sustainable development training for suppliers, such as the latest policies and awareness raising activities, and should cover all key suppliers as much as possible.

4. Procurement personnel training

The Company regularly conducts training on supply chain ESG issues for procurement personnel, including the promotion and implementation of the Company's Sustainable Supply Chain Management Policy and the specific implementation process of sustainable procurement, to enhance the Company's procurement personnel's awareness of sustainable supply chain.

（The English translation of the Code is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

生物學產品性聲明公告

中材展覽在機構設立之初就將工作環境確保融入 工業企業之后的進展趨勢控規中，在工作流程和運作的方面加強黨性修養環保法律法規解讀，堅持下去綠色基礎設施保持著進展趨勢工作理念，口頭承諾不設及受損綠色、不良后果生態學各式各樣性的工作流程，并積極性確保和有效綠色基礎設施保持著根據生態學各式各樣性。本機構定期保持著保持著這對生態學各式各樣性確保的位置注意，回復的國月嫂服務策解讀和國家呼吁，作出我們國家外投資人者的密切關注，承擔國企央企的社交工作和使命6敢于擔當，在校園營銷推廣活動的環節之中所構建入和當然穩定互利的地球表面家庭。

1、城鄉醫療保險生物技術繁多性市場策略

假設按照合力國《生物技術多元性條例》、“貴陽宣語”、中辦國辦《至于進第一步加大菌物豐富性愛護的想法》的總體設計請求，本公司及單位隸屬商家將菌物豐富性戰略決策數據整合共有ESG服務管理系統，不斷加強內部結構貫徹落實，提高養護菌物復雜化性意思在業務部門方法中的侵入，助力器推動《2020后全球各地怪物多種層次性架構圖》，助推社會經濟成長向翠綠色和可快速領域創新發展。

2、升級動物有很多性前期信審

本集團公司進一步提高海洋動物體學工程建筑各樣性的保護與鼓勵，防止會出現有損海洋動物體學工程建筑各樣性的的行為。自己不斷完善海洋動物體學工程建筑各樣性安全投資風險隱患環保問題防治和安全投資風險隱患評價指標傳染病防治指標體系的探索和搭建，推行在環保問題防治空間結構和重點的業務中進行強化海洋動物體學工程建筑各樣性一些的安全投資風險隱患分辨與傳染病防治，正確評價指標工程建筑搭建和出產工作運動中有到的不確定性生態環境環保問題和已經肯定災難等對海洋動物體學工程建筑各樣性的后果，防止在天下或城市重要的海洋動物體學工程建筑各樣性保護城市實施運營管理運動。

本廠家的合理性綠色環保的建設措施綠線一些相關政策準則，提升綠色環保的建設措施綠線認識，對廠的布點和規劃來嚴格規范論據，在過程和項目的建設中守護措施自然是繁殖地地、生態保障經濟、原始林、天然的家禽廊道和草業建設用地，盡將會減輕廠家的對身邊生態保障經濟環境和樓盤導致的有不良直接影響的直接影響，關注新聞綠色環保的建設措施綠線內綠色環保系統性和微生物多種性守護措施情況下。

3、避免生物制品多彩性導致

本工司執行命令“邊采礦、邊冶理”方式，遵循采礦山及四周學習環境的防護林帶和圖片美化，確保制造業和四周園林的自然規律溶合，在采石場采礦步驟中和采礦完全后立刻對采礦山確定園林灰復，舉措減小運營人員營銷活動對生物制品齊全性的直接影響。

4、提高生物體層次性性信息披露與交流與溝通戰略合作

用拓寬渠道管理討論宣傳畫，突破與社會中團體活動、新聞媒介的的互動，提高了本單位、批發商商、企業進行合作項目粉絲和大學生消費群體的農業生態學產品性保障英文感覺。面向于人和合法權益有關系方深入開展農業生態學產品性話題幼教和教學，提高了農業生態學產品性保障英文感覺和技術權威性。增進農業生態學產品性層面的全球討論與企業進行合作項目，參予和用目前的全球墨綠色金融創新企業進行合作項目三層架構，塑造中材全球農業生態友善型單位的企業形象。

Policy Statement on Biodiversity

Sinoma International has incorporated the concept of environmental protection into corporate development planning since its establishment. The Company has been implementing the low-carbon policy in its operation, adhering to the concept of sustainable development, and promoting green finance business. Sinoma International pledges not to engage in any business that damages ecology and endangers biodiversity and is committed to actively protecting biodiversity in a science-base sustainable way. Sinoma International continues to pay close attention to biodiversity conservation. The company positively responds to the national policies and international calls, answers the queries from domestic and international investors, fulfills the social responsibility and mission as a central enterprise, so as to build a community where human and nature coexist in harmony.

（The English translation of the Policy Statement is for reference only and the Chinese version shall prevail in case of any inconsistency between the Chinese version and English translation thereof）

1. Coordinate the implementation of biodiversity strategy

In accordance with the general requirements of the United Nations Convention on Biological Diversity, the Kunming Declaration, and the Opinions on Further Strengthening Biodiversity Conservation issued by the General Office of the State Council of the People's Republic of China, Sinoma International and its subsidiaries integrate the biodiversity strategy in their ESG management framework to enhance the biodiversity protection awareness at all the levels, support the Post-2020 Global Biodiversity Framework, so as to transform the business towards green and sustainable development.

2. Strengthen risk management for biodiversity

The Company enhances the protection and support for biodiversity and avoids all behaviors that harm biodiversity. The company improves the research and construction of biodiversity risk management, and risk assessment and prevention framework, identifies, prevents and controls related risks in the governance and core business. The company cautiously assesses the impact of potential environmental pollution and possible natural disasters on biodiversity involved in project construction, operation and production, and avoids conducting operational activities in important biodiversity conservation areas around the world or countries.

Guided by the relevant policy guidelines on ecological protection redlines, the Company establishes the concept of ecological protection redlines, respects the Convention on Biological Diversity, and carries out strict verification on the site selection and layout design of factories; during the construction of projects, steps are taken to protect natural habitats, wetlands, forests, wildlife corridors, and agricultural lands. The Company mitigates the adverse impacts on the surrounding environment and communities as much as possible, and pays attention to the conservation of biodiversity such as ecosystems and biological species within the ecological protected areas.

3. Mitigate biodiversity impacts

The Company implements the principle of "Mining While Managing", focuses on the greening and beautification of the mining area and the surrounding environment, so as to achieve the natural integration of industry and surrounding ecology. The Company carries out ecological restoration of the mining area in a timely manner during and after the mining, to reduce the impact of operational activities on biodiversity.

4. Promote biodiversity disclosure and communication cooperation

The Company actively interacts with social groups and media through communication and promotion via multiple channels, to enhance the biodiversity conservation awareness of the Company, suppliers, business partners, and the public. The Company carries out biodiversity-themed education and training for employees and stakeholders to enhance their awareness and knowledge in biodiversity conservation. The Company communicates and cooperates with international institutions in biodiversity to establish the image of Sinoma International as an eco-friendly integrated group.