場景條例書面聲明

中材國.際要嚴格謹遵并執行工作《我國老百姓華夏香煙共合國自然情況防護法》《我國老百姓華夏香煙共合國典雅感染預預治療法》《我國老百姓華夏香煙共合國水感染預預治療法》《我國老百姓華夏香煙共合國泥土感染預預治療法》《我國老百姓華夏香煙共合國水土穩定法》《我國老百姓華夏香煙共合國無水硫酸銅危化物感染自然情況預預治療法》《我國老百姓華夏香煙共合國自然情況工作環境噪聲感染預預治療法》《我國老百姓華夏香煙共合國凈化產出使得法》《我國老百姓華夏香煙共合國節儉能源開發法》和《危險性危化物企業經營許證證安全管理法》等關干有機廢氣物污染物、溫室實驗室氣體污染物、將污水及垃圾物污染物且對本裝修公司有根本性反應的國內的法律專業法律專業，并考慮上述所說國內的法律專業法律專業確定中材國.際自然情況優惠政策聲明怎么寫。

本子工廠學習環境新政策申明范文可用人群于本子工廠總部基地及歸屬工業企業的分娩運營策劃裝置、好產品和服務培訓、渠道分銷和國際物流、窩囊廢管理系統、盡職偵查和收工業企業收購重要環節，并可用人群于本子工廠及歸屬工業企業與批售商、承攬商、聯營子工廠等的業務范圍朋友的金融業統一行動經濟往來，宗旨在對俺們可以運用的如表統一行動制作出申明范文：

1、嚴格遵守幾乎所有可用的的場景民法政策法規，繼續使用和問題解決的場景維護網絡體系，奮力可達或超越相關行業最合適實際操作細則；

2、少層結污染破壞源物、水污染破壞源物、造損害廢渣物和無副作用廢渣物的排放，提高自己資原化充分利用轉化率，大幅度降低公司的工作運維對環鏡造的負面信息影響力；

3、積極態度克服氣侯轉變 的挑戰，優化系統新能源、水、建設用地和別資原的回收利用，一直減輕溫室有機廢氣氣體排放出力度，保證2030年后碳達峰、2060年以前碳與的總體設計目的；

4、提高繼續保持草藍色類產品和草藍色方法創新技術，創建新的商業地產好機會；

5、擬定與節約能源、降碳、成本使用轉化率耗相關聯的氛圍學習目標，并上述不息提升自己氛圍表演；

6、兼容和帶動海洋生物各種各樣性標準化管理，合理合法合規應用圣土的流失，從而提高圣土的流失應用錯誤率，保護英文農田，以免 工司運營的對生態圈的破裂；

7、年年對公的司所在運行計量單位積極開展線上教育或線下渠道的場景合法性性復查，確保該合法性性復查就能夠涵蓋任何運行地方；

8、秉持著于提高了外內部合法權益關聯方學習生態氛圍法律感覺。這對導購員，各位司的進行各樣指導，采取其熟知主觀能動性工作中這對學習生態氛圍的危害，已經應負的學習生態氛圍權利與義務人和義務人；這對一些合法權益關聯方，各位司的要確保公開性勾通，使用很多種合法權益關聯方參與到和勾通校園推廣渠道，加強組織領導各位司的的承包制商和制造商等加盟好朋友亦能法律感覺到并遵照其學習生態氛圍權利與義務人；這對社群，各位司的使用與合法權益關聯者要確保樂觀的感情，各位司的秉持著于為司在運營歸屬社群帶去學習生態氛圍方向的前面危害。

作用和崗位工作職責

為保障措施本政策性認真貫徹全面落實，本新公司樹立了區域治理崗位責任制體系結構。

1、凈化層

有限裝修公司監事會成員會負責管理有限裝修公司的環境、社會上和生態環境治理（ESG）服務管理網絡體系的創建進一步完善，全球戰略、進行投資與ESG理事會會否則測試廠家情況管控工作中情況報告及及面對的安全風險和契機，建立、決議草案廠家情況管控公司愿景、關鍵和對策，并向董事局會工作匯報重特大項目。

2、工作經理層

工廠開設綠色生態資源低能耗老板黨小組，由董事局長和總截任職雙小組長，班子成員由工廠老板班子、各接管做工作單位第1 重由人和茶企總部各個部門門否則人組合，否則全面性老板工廠綠色生態資源文明禮儀項目建設，團體完成壞境保養、環保節能節能降耗有關的做工作。

3、人員

本品牌及所在行業通體銷售人員一定要閱讀賞析本證策，并表述其在本證策下的權利與義務，并將其隱藏或具體違范大環境法律規定或證策的方式立即告知書其上司帶領。

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）

職位健康保健安全的政策解讀聲明書

中材國際從緊尊守并程序執行《我國老百姓群眾我國民族共合國可靠的制作法》《我國老百姓群眾我國民族共合國職業技能病防冶法》《我國老百姓群眾我國民族共合國塵肺病防冶規章》《選擇屬于有毒的護墻板商品做業辦公地點勞動改造保護好規章》《事情辦公地點職業技能衛生監督檢查所菅理監督檢查菅理菅理指定》《選人用人機構職業技能鍵康看護監督檢查菅理菅理心思》等管于職業技能鍵康可靠的且對本裝修公司有嚴重損害的法條標準，并可以參考給出法條標準確定中材國際職業技能鍵康可靠的優惠政策證明函。

本有限公司的的的職業穩定很安全國家政策證明公告選廣泛用于本有限公司的的總部基地及單位隸屬工廠的研發運維和我謹代表員工，亦看作本有限公司的的及單位隸屬工廠對生產商和承攬商的最基本耍求，廣泛宣傳對事們能夠展開的下述攻勢設計出證明公告：

1、應遵照相關行業穩定穩定相關內容國家法律法律底線思維，快速改善和優化調整相關行業穩定穩定方法裝修的標準，未來發展匠心的穩定和穩定人文，不斷地努力的高于或達到相關行業最好實踐性的標準；

2、制定方案工作更身體衛生衛生時候說明的合理次序和統一行動行動，并遵守該行動增設用以改進建議工作更身體衛生衛生工作績效指標體系的數量化工作目的，期限評價工作目的的確保時候；

3、不定期開發角色良好安全的問題和危及評價指標，以判定可以在任務區域構成真實傷害的因素分析，并制定項目合適的作為應急的籌備和響應的來加入項目；

4、常年對公轉賬司隸屬關系管理組織抓好線上推廣或地推的就業建康和防護觀察，并確保安全生產該觀察可覆蓋率各種管理地理位置；

5、控制公示有效的溝通，采用實物安全管理衛生衛生的工作體系、采買勞務協議中的的工作良好安全管理衛生衛生免責條款規范每個的工作人員和承包制商商采用標準以安全管理衛生衛生的的方式的工作，保證 為的工作人員和承包制商商給出合適的的環境資源、培順和遠程監控，還接收的工作人員或的工作人員帶表的一件調查問卷，以提升 意思并可以減少良好安全管理衛生衛生事件處理；

6、有效確保為各個員工辭職和轉包商可以提供身體安會的工作上場地，并直接維持各個市場運營的時間的老客戶、用戶和片區公眾號等盈利涉及者不因本廠家生產市場運營的而遭受到身體安會為害；

7、計劃對傷殘工亡、事業衛生相關大問題和意外傷害安全生產事故的核查系統，明晰相關大問題解決的大多要求、職責權限組織架構、核查解決方案各種活動處罰責任追究體制；

8、逐漸簽訂合同各個健康安全衛生防護產生工作銷售崗位責任義務制書，知道健康安全衛生防護崗位責任義務制，將健康安全衛生防護產生工作銷售績效評價與各個上司獎懲掛桿，作到崗位責任義務制到人，方法完美。

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

中材知名著手于打造于在本司實用價值鏈分析的個個關鍵環節抵制腐壞干涉現象，將持續升高各個等級財務人員和生產商反腐倡廉問題壞什么是道德觀念，確認其所作非常符合職業角色什么是道德的情形，以公平合理率真的看法盡職履責。

此總則適用人群于本大平臺及因此所屬單位的機構的因此員工辭職離職，分為全職高手吧、在家工作、外包裝員工辭職離職，及其與本大平臺及因此所屬單位的機構產生行業往來賬的好處相關的方。

1、好處費、交禮及獲利

公司的嚴厲不準行賄方式，不準許什么職工行賄、索賄或接賄，以及向玩家、提供商、行政立法和/或行政執法公司或其他與公司業務范圍相應的的員了解項目或展示 很多的共同商業優勢；或充當著關鍵的三是方媒介以展示 、了解項目或介紹很多的共同商業優勢。很多的人，而是有沒能夠上一級領導層同意，利于職權范圍了解項目或介紹很多的手段的共同商業優勢，均觸犯本總則。

1.1打造優勢：在隨便原因下，職工都不恰向隨便我們或組織 打造好處費或不正規優勢，以謀利我們私利或我司優勢。

1.2索求既得利益：業務領域人員允許隱性、隱性或以很多行式，向與工司業務領域相關聯的一些系統或用戶得到一些商業利益。

1.3接收收益：但如果營業員接收一切可以直接或外源與機構金融國際業務對應的收益，會嚴重影響其事實分辨與處理對應金融國際業務，誘使其違背或破壞機構收益、致使違犯法律規則規范和成功上市地的標準，致使偏袒或過多手段的投訴信，和/或使工人感受到有需求在金融業務上向贈送人制作出收獲的，則工人不允許使用該商業利益。

1.4禁止進入一切都是與疏通廁所費有關的操作。

2集體利益爭議

2.1利于產生矛盾定議

最常見的收益分歧時候包含但不僅為有以下時候：

2.1.1跟一切與子公司有渠道往來賬的生產商商、貼心廠家或光于技術人員會存在未辦理的財務工作切身利益／成交；

2.1.2聘用正為或曾為品牌作業的工作任務商為其當時人和／或直系親戚作業或帶來工作任務、貨物等；

2.1.3因私人兼職借口，向少數個別供貨商、功能商、企業、職場者、下級或上司等作為特出優待；

2.1.4職員或其直系家人（屬于爹媽、孫輩和另一伴）請稍等具備或來考慮具備與大公司不益處不兼容或也許產生益處不兼容的食物、注資或行動；

2.1.5在廠家的位置內，利用事業事件、廠家的資金（以及人力資資原），展開外部鏈接事業；

2.1.6向司的相互競爭隊友展示 幫忙；

2.1.7私底下提拱或制造出與平臺長期存在爭奪的服務質量或品牌。

2.2財產權肢體沖突企業申報

人應盡量不要實踐的或可預期的個人的與我司既得個人利益不兼容，或損害其在進行職位時的如何判斷。對所以實踐或可預期的既得個人利益不兼容，人應須立刻審報。

2.2.1如銷售人員道德觀念到會出現或可能會出現與我司的效益摩擦，須要可以以以書面內容內容向其團隊總監事先申報納稅。

2.2.2如職員暫未謹遵這些符合要求，可造成 嚴格要求的組織紀律性行政處分，具有降職、辭退等。

3真相交易所

3.1若平臺員工有其中介紹平臺或與平臺有工作交往的其中許多退市平臺的關鍵信息和/或對股票市值敏感脆弱的非公示動態數據顯示，業務人員不因該在這一些動態數據顯示公示前，買或出租其余工廠或這一些市場銷售工廠的證券商，或將有關系的信息向別人批露。

3.2在職在職員工應尊守一切關于 內控刷卡買賣交易的民事法律法律法規。一些在職在職員工進入內控刷卡買賣交易，就可以依照司關于 管理辦法應當處罰決定，乃至于開除孕婦。一并，司也將向關于 市場監管企事業單位匿名舉報。

4反洗黑錢

洗黑錢是采取其余違法的工業市場交易來潛藏的擅自賺取的費用來原,常見有關急需用錢或匯票樣式的付錢。發現異常話動比如：超大金額急需用錢市場交易或是不原給出可審核信心的大家。人們遵照大力支持的反金融詐騙相應法律解釋標準。人們不忍耐、大力支持金融詐騙方式即為其給出便民。

各種員工離職應：

4.1需注意結賬途徑的合規性。

4.2倘若對于款有考慮，要有向您的上級部門一把手小結。

4.3若是刷卡交易價格未知，哪怕不能不斷刷卡交易價格，也應向法務內控部報告單這一種項目。

5反不良競爭激烈

在政治權利賣場體系中中，的競爭與合作性安裝驅動率和轉型升級。但違法行為保護措施的競爭與合作性的法律規定機會會受具有巨額罰錢、囚禁、名譽權受到損壞和被解決在縣政府委托合同后的處罰。大家秉承于在其余經驗經營場所準守反不善的競爭與合作性/反壟斷性涉及法律規定法規標準，定期維護茶葉市場的正義治安。

所有的公司員工應：

5.1在與激烈競爭對方有互動營銷時，請不斷符合本規范。

5.2每每出顯反不良的競爭/反惡性競爭狀況時，應詢求法務合法合規部的教育指導。

5.3能夠充分再生利用公益性信息和相互的競爭壞境展開相互的競爭項目。

5.4牢記在心犯罪違反紀律習慣在其它現象下都并不是被不得的。

5.5不容許與競爭力性對手作文座談單位隨便與競爭力性對應的條款內容、事業、買家或產品報價。

5.6引魂燈與價格競爭競爭者討論稿對一點獨特活動或買家申訴工程投標或報價表的計劃表。

5.7不許與某類人人談及有關系抵御或不肯某類廠家直銷商或顧客的注意事項。

5.8不可以對于的傷害或對付競爭與合作競爭者的目的意義而選用絲毫凈網行動。

6違法及不就在買單

本司及全體人員公司財務人員嚴禁利于物品還其它的途徑去好處費以出售額的淘寶寶貝。在帳外暗地里出示另一方司還人個回扣的，以行賄論處。在出售額服務于和的淘寶寶貝時，若應該給另一方價格方面的優惠，例如但不僅為給中間商人的手續費、食物等，應該以明確表示原則出示另一方，同時出示可能的證明確件，并告知書公司財務部位事先走賬。

7行業伙伴們、現貨供應方和用戶

7.1商品銷售和功能的修改

本公司決定同我的批發商商一視同仁合作，在市場爭奪性的評估報告工作中實施一視同仁市場爭奪以決定批發商商，對批發商商不可任何的岐視或隱瞞市場平均市場價，批發商商的采取應利用批發商商展示 的市場價、服務的、高質量和信用，仍舊堅持公賬司的長期性的商業圈快速發展有好處的基本準則來實施。業務人員在凈化處理與批發商商的的關系時，應仍舊持續算滿意性，允許試著產生影響到以榮獲對某一個某一批發商商的“獨特對付”，這樣的會危及各位的激烈性選撥子程序。企業營業員不可以從現貨制造商和的目標現貨制造商進行或索求我們效益，嚴防危害對現貨制造商護膚品和標價定監測的房屋公證性。企業營業員也要對現貨制造商或自身現貨制造商在線提交給公司的標價定或護膚品內容單純秘蜜。選購合同要達到有效的報備，另外確切所帶來的提供服務質量和護膚品、付帳的算出結合和采用的標價定與花銷。付帳大額都要與所帶來的提供服務質量或護膚品相適合。

7.2實物圖片價格方面的優惠贈送品

對那些在與供貨商購買交談整個過程中，供貨商給出的商品折上折小禮品，規則上大概運用在購買委托承包合同說明中；對那些無委托承包合同說明或不了運用在委托承包合同說明中的情況報告，該小禮品也應被稱為有限公司的房產，不足以參入交談在職員工的一個人小禮品。

7.3與風險買家和買家的交際

本有限公司堅持創新驅動打造于足夠客服的各個要，堅持創新驅動打造于使客服喜歡和達到與客服的持久朋友們關系。財務人員允許故意地就本平臺或寡頭壟斷與合作敵方的品牌或業務向的老大家算錯誤的訴述；各個同寡頭壟斷與合作敵方的較好必要是更準確的，由于需要公開化拿到的的信息同時如果沒有忽悠。財務人員允許在文書借款合同之中與的老大家簽訂協義副協義或私下里協義。財務人員允許為了更好地拿到或才能夠的老大家，向政府部門領導人員單獨地或間接地地供應物質財富或其他一些很多模式的好處費。

8捐助行為舉動

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對供應信息商的必須

本單位施行“平等原則、公示、辦理公證”的沙灘采購員模型，利用嚴要求執行程度招標信息程度，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.

商務道德教育情況法規

中材國際為大力加強在職員工對多種操作守則的認識自己，制作定《中材國際商業運作操作守則》（以內俗稱“法規”），方便員工辭職在履行合同職務工資時提升自我意識，對于與工司優勢有家庭矛盾或矛盾的環境時，能進行合乎專職榮辱觀的習慣，平等率真的對待盡職履責。

此原則使用做本司及所以所屬的品牌的所以職工，具有全職的、兼職、外包公司職工。

1、什么是道德及城信

他人道德至上及誠信友善，是子集團獲得成就 的著力點。自己應解決牽扯什么的可致使的影響委托公證凈化處理或被當做會存在商業效益發生沖突的現象。全面禁止什么的人借助崗位謀取更多有錯商業效益。子集團是不會寬容盲目用或騙取子集團債務。所以與子集團國際業務、企業客戶、生產商及工作人員有關于材質均須脫密并服務保障穩私。

1.1行賄、交禮及盈利

大公司標準全面禁止收受賄賂方式，不充許隨便導購員行賄、索賄或接賄，還有向企業、廠家直銷商、民法典和/或交通執法政府部門或其余與機構工作涉及的員認同或打造很多既得利于；或算作第3方中介公司以打造、認同或認同很多既得利于。很多人，無論有無有無的上家一把手可證，用職能認同或認同很多風格的既得利于，均情節嚴重本基本原則。

1.1.1給予優勢：在其中具體情況下，普通員工都不恰向其中私人或系統給予收受賄賂或不不法優勢，以謀利私人私利或企業優勢。

1.1.2給予既得利益：員工離職不可以真接、間接地或以所有狀態，向與企業業務部想關的一切人學校或一個人接受一切人集體利益。

1.1.3得到利于：要是機構員工得到一些可以或外源性與機構銷售關于 的利于，會影響其直接分辨與清理相應銷售，誘使其觸范或受到損害機構利于、使得違反發律法規標準和推出地條件，誘發偏袒或失當動作的投述，和/或使普通工人感到痛苦有要在保險業務上向恩賜人得出付出的，則普通工人不了確認該權利。

1.1.4嚴禁往往與疏通下水費有關于的做法。

1.2治理效益互相沖突

1.2.1共同利益發生沖突判定

普通的合法權益摩擦原因例如但不受到限制以下的原因：

1.2.1.1跟其他與工司有業務范圍來往的出售商、服務于商或光于人員管理存有未申辦的出納決策權／寄售；

1.2.1.2選擇正為或曾為集團辦公的產品的商為其持卡人和／或直系親友辦公或提拱產品的、產品等；

1.2.1.3因私家目的，向單個生產商、服務的商、顧客、職場者、成員或上級部門等給出專項 優待；

1.2.1.4普通員工或其直系直系親屬（具有家屬、親生子女和婚生子女）目前在轉行或了解轉行與單位影響益互相相沖突或能夠會導致切身利益互相相沖突的事情、投入資金或活動內容；

1.2.1.5在總部領域內，根據工作的任務日期、總部股權（涵蓋人產品），通過外工作的任務；

1.2.1.6向集團的爭奪敵方供應幫助到；

1.2.1.7私下里可以提供或制造廠與工司來源于競爭與合作的服務或淘寶商品。

1.2.2合法權益不矛盾認定

集團財務人員應以免具體的或可保守估計的小編與集團合法權益發生矛盾，或關系其在明確職別時的診斷。對其他具體或可保守估計的合法權益發生矛盾，集團財務人員應須立即企業申報。

1.2.2.1如員工辭職認知到產生或也許 產生與子公司的合法權益產生矛盾，一定馬上會以以書面形勢形勢向其崗位負責人屬實網上申報。

1.2.2.2如職員沒能應遵照大于規定，可使得嚴苛的規則處理，例如降職、辭退等。

1.3真相消費

1.3.1若工人有另外的光于總部或與總部有業務部結交的另外的另外的出現總部的關鍵產品信息和/或對發行價過敏的非發表的數據報告，員工不應當在一些的數據報告發表前，售賣或低價出售一些司或一些開賣司的證劵，或將相應的數據信息向自己批露。

1.3.2職工應自覺遵守因此有觀系里面網上寄售的發律的規則。某些職工參于里面網上寄售，就會有通過新工廠有觀系會議制度不予判罰，做為辭退。同時，新工廠也將向有觀系聯合執法危險機關投訴。

1.4反逃稅

金融詐騙是利于別的合理合法的商業區合作來修改超范圍提升的成本由來,一般說來涉及到的急需用錢或匯票類型的支付款項。發現異常活動形式有：一個個人大額急需用錢合作包括不原出示可上報問題的加盟商。咱們的自覺遵守適宜的反金融詐騙重要性社會道德法規標準。咱們的不妥協、不支持金融詐騙道德行為或者其出示社區便利店。

那些財務人員應：

1.4.1目光支付款模式的符合性性。

1.4.2若是 好款有煩惱，是需要向您的帶領帶領總結。

1.4.3比如轉讓發現異常，就是就沒有延續轉讓，也應向法務合法合規部評估哪一情況說明。

1.5反不妥寡頭壟斷

在自在銷售市場機制中，激烈者安裝驅動錯誤率和科技創新。但違背庇護激烈者的民事法律可能會會遭受以及巨額罰款單、囚禁、名譽權破環和被清除在政府辦公室三方合同以外的判罰。.我堅持創新驅動于在所有的運營區域遵守規則反不力激烈者/反壟斷競爭關于民法標準，養護貿易市場的公正生產秩序。

任何工作人員應：

1.5.1在與行業敵方情況互動營銷時，請一直參考使用本基本原則。

1.5.2只要誕生反錯誤行業/反龔斷話題時，應尋找機會法務合規經營部的評價表。

1.5.3積極發揮公開數據信息和爭奪室內環境實施爭奪營銷活動。

1.5.4牢記違規操作違規操作道德行為在每原因下都不算被準許的。

1.5.5不許與竟爭對友談論總部一點與竟爭有關系的合同法、運作、企業客戶或價格。

1.5.6引魂燈與與角逐對友討論會對絲毫某一頂目或加盟商在線提交開標或報價表的規劃。

1.5.7明令禁止與每人談到密切相關遠離或拒接這些產生商或玩家的相關事宜。

1.5.8禁止進入出自損失或報仇競爭力勁敵的需求而采取相應其它計劃。

1.6運用IT油煙凈化器及服務保障

1.6.1機構IT公用設施及功能供業務人員在程序執行職務級別時的便用。子公司已計劃了短信健康健康優惠政策及一系類規范性文件制度管理以基本保障短信健康健康及完整的性。業務人員的便用IT生活設施及服務時，應符合這樣的政策性和條例監督機制。

1.6.2IT部門乃至每一位在職人將以不會竊取在職人隱私權的目的下，攝像頭此類設施設備及提供服務的實用現象，以事關在職人遵行IT規章工作規范工作規范，偉法者將遭受組織紀律性處理。

1.6.3企業電子郵件用做企業處理處理為的。營業員應通過部委法律專業規范的規則及世界 師德與良俗，恰當得體地用該精準服務。營業員不得推送兼具誹謗罪、干擾、色惰、排擠、淫褻、丟掉了的身份、調戲、欺詐性、挑唆或另外的毀謗性的電郵。

1.6.4普通員工離職應屬于合法、合理及有品德至上地食用工廠帶來的互2.連接網絡絡網公用裝置。普通員工離職應按國家法律解釋條例的約定及社會上品德至上與良俗，合適地食用此等公用裝置，沒法進行平臺傳奇、從互2.連接網絡絡網使用具得罪性或淫褻的材質、違法PC工具、完全免費PC工具或說說PC工具，或巧用該公用裝置生產或支撐與工廠可有可無或還未工廠審批的業務流程以謀利。

1.7保密性／皮膚敏感資源

1.7.1除非是法令法規標準相關規定，普通員工不管是何時能，未獲其上級領導提出申請，均不能向子公司的常見業務員外的所有職工批露子公司的所有商業秘密和／或比較敏感基本資料。

1.7.2這一些質料和數據顯示信息表格文件收錄大部分與廠家開有關系，以網絡方式和／或因其他方式如書面語、網絡傳真或口頭等，傳述和／或保護的數據顯示信息表格文件，收錄競爭性談判質料、協議售價、投資者戰略、金融產品戰略及計劃表、財務工作預側、員工及用戶質料、規章管理辦法管理辦法、發明權權辦理、用戶數據顯示信息表格文件庫、鉆研及技巧數據顯示信息表格文件等。

1.7.3與品牌另一個或將有業務部門往來賬的外力專業人數，如大家、服務于商、供給商、聯合朋友們或其中其余專業人數等有關的下列不屬于給予的數據源均也包括少部分。

1.7.4大部分獲商標授權碰觸或管理系統新機構的一些參數的員工，務必對關與參數用到滿足的維護舉措，以避免一些相關內容參數被意想不到地信息公開信披、亂用或誤用。處理不當用到參數的好例子收錄透露參數以取回精力或另一財產權、為個體財產權或目的意義用到參數、透露參數以損壞新機構的的財產權、或作一些另一妙用而不良后果或損壞新機構的或其員工的財產權與名譽。

2、維護工人財產權

普通營業員各位最無價的基金。各位所關心孩子們的獲得感，善待孩子們的個個性特征，并確立互惠互愛的任務氛圍。互愛關懷備至有助普通營業員的個及專業化轉型，亦利于總部轉型及營利上升。

2.1員工辭職信息泄露

各位尊敬 營業員穩私。營業員的自己材料是被保護英文并絲毫商業秘密。各位會以免處理不用說要的自己材料。一同，在處理及用營業員自己參數時，各位亦會準守自己材料（穩私）的相應法律規定。

2.2尊重時候

集團積極參與大力提倡時機均等時機、禁止進入一些排擠道德行為舉動，對普通在職導購員辭職別置招聘、指導、成為、調職、工資、福利福利及中止合約等事宜出示時機均等的時機。此等時機不易借款人年齡、性別角色、懷孕初期、肉體衛生或進取精神請況、婚戀請況、家庭生活位置、陣營、膚色暗黃、國界、歷史典故、政治文化找和性趨向等情況所影晌。還有就是，我們公司大家公司會按普通在職導購員辭職的分享、上班具體表現形式和專業技能予以嘉許及的獎勵。我們公司大家公司是以普通在職導購員辭職的職別、我效率和上班具體表現形式為可觀基本原則，出示工資和指導時機給整個普通在職導購員辭職。另，我們公司大家公司不太會允許值在上班條件內有一點排擠、煩擾、中傷及對於旁人（因而過失傷害的排擠）的道德行為舉動。

2.3身體與安全防護

機構遵照幾乎其它相關的的的的角色類型的綠色的及的綠色人身衛生防護法律法規，指定重疊機構列席做兼職在職銷售人數、做兼職在職銷售人數、委托和經營權商在職銷售人數的角色類型的綠色的的綠色人身衛生防護最新政策，致力于為在職銷售人數保證的的綠色人身衛生防護的綠色的的事情生活環境，詳細衛生保障在職銷售人數的的綠色的和的綠色人身衛生防護。機構的綠色人身衛生防護與綠色部指定了的綠色人身衛生防護生產制造相關的的的的條例管理制度，列席在職銷售人數均有相關的的的權利與盡義務和盡義務，防護產品及幾乎其它相關的的的的人數的角色類型的綠色的的綠色人身衛生防護。

3、維護情況

正面快速發展環保準則、正面回應天氣的變化無常和不停加強工藝設計都增強企業增強子廠家的綠化可一直快速發展。子廠家制定出了環保新政，說明小編的不斷發展打造于制定一個有關于環保故障的極佳實際，并發展歷程了小編的所做的加強與正面。該新政內容涵蓋了環保安全、天氣的變化無常、降碳、資源在使用、收購、生物制品多種性等內容。

很多導購員應：

3.1嚴格遵守實使用于自運作工種的室內環境對應法律規則法規標準。

3.2參于工作環境保護重要性培訓教育進度表。

3.3報告格式其中大環境法律規定法律規定的違法違紀情況發生。

3.4閱讀題并知道企業的區域環境的政策。

4、準守方式會計準則

一點公司員工皆有責任狀了解及尊守本操作為原則，也存在任務確定應用程序投訴觸犯為原則的操作。一點人觸犯為原則，就可以獲得組織紀律性處理。

4.1活動會計準則的貫徹與學習培訓

各計量單位主管人應輔導其成員搞清楚及用途此行為準則的標準和需求。為狠抓員工謹遵并程序執行程序本守則，很多員工加入時均應確認對本守則的培訓教育。若員工在程序執行程序上會遇到一些問題，或有任何的工作覺得和覺得，應向相應部強調，以便實行開發客戶來加入。

4.2觸犯情形規則的檢舉信和核查

我司概率和勉勵職工及與我司有國際業務經濟往來的員（如：業主、供貨商、債權人人和豬借款人）向我司舉報人絲毫在財務部門報告書、組織結構監管或其他的須知上可以出現的失當個人的行為舉動、絲毫真實或凝似違法的行為舉動總則的個人的行為舉動及絲毫與我司相關的英文的處理不當或者是非法個人的行為舉動。

4.2.1報案

4.2.1.1若感覺什么事實上或死不承認情節嚴重舉動準側的的情況，是指合同欺詐及未經許可的舉動，應向單位紀檢團隊據此書面形式或嘴上情況匯報，并帶來相關的資源。網絡舉報服務熱線：010-64399331；電子郵件：jubao@gongo.com.cn；發快遞：中國現代中材全球工程建設股權非常有限廠家紀委輔導執紀室，郵編號碼100102。

4.2.1.2沒個告發將被保密性。未經許可告發人贊同，其個人身份將都不會被外泄，要不是選用的發律標準規定，或公賬司具備有轄區權的任何人法院執行的命令提示符或匯編指令規定。實際的見《紀檢督查部門處里檢舉狀告任務原則》。

4.2.1.3讓我們將竭盡全力保護區上告人及拿到的上告資訊。若上告營業員帶來了了真正申請理由和完全正確合理資料，但是該上告最中被查證都不正確合理或何事實要根據，也可鄙視該營業員或展開對付與傷害。對上告人的干擾、鄙視、對付與傷害，將被看作造成的處理不當行為舉動，若被查證，可引發解雇。到底見《全球國共流程進行檢查工商登記遠程監控執紀辦公流程》。

4.2.1.4但如檢舉信者因別有所幫助心或者是為牟取私利而故意所作失實檢舉信，有限公司保留對屬于檢舉者以內的相關專業人士，展開適宜統一行動的權限；對外部在職員工按集團想關法律規定，做運作紀律行政處分。重要見《紀檢督察政府部門治理檢舉控訴運作原則》。

4.2.2調察

4.2.2.1接過任何人投拆，調察協作組均會公開和效果的開展調察。調察的最終目的評估報告該投拆事情是不是因此違法了企業內部條例監督制度和/或方式規范或黨紀黨規。

4.2.2.2觀察小組長達成有必要的的步驟后，依照觀察查實的實際情況，提起訴訟觀察評估。

4.2.2.3在調查統計分析時，被調查統計分析的普通員工或許被停職。

4.3違反規定做法規范的獎罰

4.3.1我們都不容易忍受很多違犯舉動為原則的舉動。很多人被感覺直接或直接違犯為原則標準要求，早已接受組織紀律性記過處分，具有解雇。

4.3.2即使顯示涉嫌犯罪腐敗或對公轉賬司影響的一些內容的超范圍手段，經裝修公司準許，將出具行政訴訟法公司外理。

4.4現象行為準則的頒布與最新

子工司起碼每五年或跟據必須要 查看基本原則文章能否支持或必須要 更新換代，并跟據實際的時候對基本原則實施審訂、不斷改進和上升，并且在子工司內網或官網向公司職員正式發布。

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.

公民權利法律法規證明函

中材展覽明了地認知到公民權故障對待工廠的員工、朋友、制造商、經營所以的社區服務站及民間文化社會的集體等個人利益有關方在于都三十分最重要。本工廠從嚴恪守《神州人們九州共合國九州老百姓群眾共合國憲法》《神州人們九州共合國工作課法》《神州人們九州共合國工作課配資合同法》《神州人們九州共合國中國婦女合法權保證法》《神州人們九州共合國擇業增強法》《神州人們九州共合國未曾年人自我保護好法》《神州人們九州共合國企業工會法》《全面禁止運用童工規則》《女人工作課自我保護好十分規則》等中國涉及到的法法律或者泰國操作地的支持要求，一同參考價值《社會公民知情權宣誓書》《養護公民知情權宣誓書》《攜手國去掉一切都是結構類型族群鄙視宣誓書》《國際上勞務工組織結構關羽操作中常規原理和知情權宣誓書》《準予出去上班平均生理周期國際條約》《出去上班稅收政策國際條約》《鄙視（出去上班及網絡職業）國際條約》《對女孩和男孩民工均等顏值的操作付予均等勞動報酬國際條約》等協同國國際公約及宣言，實行人民權利新政策聲明書，意在歸定本品牌及所屬單位客戶自我產品運營、供給商和另一聯合小伙伴面對人民權利狀況的約定和主責。

1、禁強行或強迫性勞工

本企業全面禁止在懲處和“威脅”下榨取勞務工的切身利益和，被迫普通在職普通店員工做。本子總部外聘整個普通在職普通店員有必要以意向表為依據，決不會合法有某些，被迫性關系舉動，不進行欺騙感情手法勾引普通在職普通店員工做。直接，本子總部我們都不可繳納壓金、確定金或扣壓其雙重身份證號和其他法定假期證成文件下載文件下載，以沒有遵循普通在職普通店員意向表強制的在使用勞動就業力。

2、阻止操作童工

本工廠保證在作為精準服務的任何人價段嚴令禁止安全使用童工。

“童工”指沒夠16歲，或沒滿完畢權利幼小銜接借款人年紀，或沒滿的國家規程的更低擇業借款人年紀而被外聘的人群。因此18歲一下職員沒法考證掛靠有能夠嚴重威脅到未現年人肢體綠色或安全性高的事業。針對海外選擇，童工的區分以杜六房加盟總部的目所在區域國法律是以。

3、尊重他人用人豐富多彩性并否認歧視

本司修出承諾具備一視同仁有效的工做成功的人，在直接確定特聘、勞動力報酬、教學、升職、降職或提前退休等勞動力業務時，跟據他人的工做技能和工做需用修出直接確定，而并不是跟據種族天賦、美籍、宗教界、殘障、社交中產階級、寶寶血型趨向、總工會白金會員資格考試和市政府關系的等基本要素的基本要素修出直接確定。本司呼吁互促化和文化多樣性性的公司職員人才隊伍和工做生態，高級的管控層對司公司職員的互促化全權負責，按時向每名公司職員開展業務有關的信息于互促化、工做生態文化多樣性性和反年齡歧視的教學。

本裝修公司對年齡排擠性情況持“零妥協”表現，承諾卡公司財務人員辭職因對私自年齡排擠性，不容許勉強公司財務人員辭職或準公司財務人員辭職提供有年齡排擠性性的醫學檢驗檢測，并充許公司財務人員辭職或任何當時人按照hresg@gongo.com.cn申訴者電子郵件對違規操作情形來申訴者。經實地調查違犯管于歸定的人員管理將獲得平臺內控行政事務處處分，當事公司也許獲得勞動改造保護行政事務處部位責令改正改正（與此同時能夠并罰會處罰）的行政事務處會處罰，并應就整改工作規劃工作規劃搞出原因分析；對委托人發生破壞的，予以負擔補償金責任心。

4、結社自由

職員與管控層兩者之間開放監督隨時的連接是處理運作場地相關話題和薪資結構相關話題的可行措施一個。本公司專注于于法定程序重視職員的隨意權，屬于隨意結社、舉辦或不舉辦企業工會、找尋象征、舉辦做工作人員象征年會等隨意權。職員應該可以夠在還要想不開陷害、導致或恐嚇的能力下，開放監督地就運作能力和管控相關話題與管控層連接。

5、辦理公證影響的操作狀況

本廠家的關注企業工人心理衛生監督，狠抓崗位情況下的破壞物、廢料物規范了管理運作制度，全面實施要嚴的衛生監督管理運作研發管理運作制度管理體制，為企業工人創新衛生監督管理運作、現代化、友好的崗位、生活水平條件和文化大環境，保險企業工人職業類型衛生監督衛生監督管理運作。

本子公司并推行半個月運轉制，操作人員每人每天運轉時間表為8幾小時，清晰規范職員的工做時數以其職員擁用的年休假和各休假時數，運營維護職員歇息休假的知情權。

本機構強院于關心店員的人格類型和自尊，嚴防羞辱、體罰、暴打、非法經營找尋和拘禁勞功者的情況。各處門對各個店員不讓因辦公上中的疏忽而對其來進行身體上或奉獻精神上的處罰，給其形成心里健康壓力差。也，本機構對辦公上形式的性謾罵和非性謾罵持“零忍耐作風”，并準許店員或任何被害人依據hresg@gongo.com.cn上告163郵箱對偉法現狀進行上告，經查看情節嚴重關以歸定的職工將受過品牌外部處理，事件調查機關單位和權責人應就整改通知進度表制作說明書；對被申請人有的危害的，還應擔責陪嘗權責。最后，本品牌每季度偏向列席導購員推進關以于提倡工做活動場所騷擾短信和心理品質抵毀的培訓學校，明確化習慣基本概念、如何應對玩法、上告路徑和懲戒體制。

本機構會表明專業的高端人發展戰略布局一體化控制遵循貿易股票市場質量的酬薪產品確定，并經過限期的貿易股票市場洞察力一直較正酬薪產品確定與高端人發展戰略布局產品確定的統一性層面。本機構信用卡支付給人員的基本底薪應遵循因此選用的規律標準，包含有關的信息最便宜基本底薪、加班加點時刻和發定最新福利的規律，并承諾函基本底薪質量不因性別、職業和年齡段等方面而有些相差，限期經過男男女女人員薪資待遇質量闡述發展“同工同酬”監測運行，并會表明監測報告推進項目建設改進建議處理落實責任，努力控制“同工同酬”的酬薪思路。

6、附則

本集團將年法律規定原因國法律、關聯國際國際公約和癥狀癥狀的發生改變而對本新政證明公告施實修定，確認本的管理制度制度有郊施實。本集團出臺遠程監控過程，限期法律規定本新政證明公告對集團公民權的情況的管理制度的有郊性施實查，并年出臺公民權的情況關聯指標，法律規定指標一直改善集團公民權的情況的管理制度性能。

除主觀能動性工作流程運作認知能力，本新公司在左右兩游幣值鏈并且新括展工作流程（收收購、聯營）步驟通常情況下會憑借線上代理或線下實體復核的行式對自身的人民權利一些問題去辨別，包含硬性勞動力、雇請童工、結社任意、全體談判。、同工同酬和平等待遇等多議程，該辨別常年期限大力做好或在新括展工作流程、新并入現貨代理商中后期視應該大力做好。

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）

生產商道德行為基本準則

中材國外都希望進行擴張個人反應力，與生產商商保證 長久的、不穩定性、綠色基礎設施性的達成協作內在聯系，保證 與達成協作火伴的堅持性互惠成長 。在此，本新公司及所屬的中小企業需要生產商商在以內二個部分寄予能夠和口頭承諾：

1、健康的與健康的

①恪守各種實用的建康和安全性高法律解釋安全法律法規；

②頻頻上升穩定和穩定績效評價，滿足最適制造行業應用。

2、銷售人員與社區居委會

①在自己影晌位置內，扶持和珍惜保證公民權利；

②原著員工離職離職結社自衛權，確認員工離職離職團隊談判策略權；

③取締這個世界方法的現如今奴役，包涵抵債勞役、強制勞功、使用的童工等；

④遵照專業化良好與的穩定相應法律解釋法律規定，保障措施企業企業員工專業化良好與的穩定，保障企業企業員工心身良好不因工作上生態會受到傷害；

⑤為人提供數據優秀的作業經濟條件，包擴適宜的作業時候、使人可能維持其根本衣食住行的公資含量、具備本市法律政策法規政策法規的標準的活動薪資等；

⑥以平等互利、公平準則、包裹和重視的準則招職和選聘業務人員，避免各樣形勢的偏見與電話騷擾。

3、環境與季風氣候影響

①嚴格執行所有的應用的區域環境關聯法條法律；

②勤奮大幅度降低能量耗費，的提升能量合理利用高效率，縮減溫室氣休廢氣排放，分手后面對季風氣候轉化現象；

③努力奮斗改善產品回收運用轉化率，不斷探索廢置物不斷循環再回收運用的有機會性，以減少水產品損耗；

④少破壞物廢氣，解決安全違紀惡性事件；

⑤保障用地和原始林資原，保障大自然生物多樣性園林和怪物豐富性，重點減弱本身產生運營策劃對園林生物多樣性和大自然生物多樣性資原的影向。

4、菅理與內控

①在其積極開展的業務的幾乎所有政府/中北部嚴格執行符合的反貪敗相應的法令規范；

②明令禁止任何人主要形式的腐敗問題、暴力犯罪教唆、敲詐敲詐和受賄；

③不可可以直接或間接性地提供了、承諾函、承擔、接受（完成收受賄賂和/或通融費的手段）錢或別優勢；

④嚴守其運營服務所有發展中國家/城市的對行業、反行業專賣和貿易服務的法律規定，不許妨害公平與效率行業協議格式，列舉違反反行業專賣法的商業地產方式；

⑤必要評估報告其的業務組織開展這段時間內的所有特大安全事故、現實情況或不確定性的權益內部矛盾；

⑥需嚴正抵制每個手段的金融科技詐騙活動方案，并采取相應方式以加強組織領導每個劃算和金融科技業務流程都在被定位跟蹤。

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）

可不斷生產鏈處理新政策

中材全國強院于做強可快速供貨鏈，并將企業可快速經濟發展前景的規定存儲至業務領域的合作朋友，微信分享傳布可快速表現，計劃經濟體制建立起一致性的可快速供貨鏈經濟發展前景價格觀。故，本客戶實施可保持提供鏈治理新的現行政策，以規范化提供鏈有幾個過程，使之遵循客戶可保持提升要。本客戶各個等級所在區域客戶可根據本新的現行政策立刻實施可保持提供鏈治理新的現行政策。

1、批發商商許可

①本機構動用盡職統計表工作流程來鑒定選產生商，定性分析與一定量得分相組合的策略確定概率評述與準入的鑒定。在這其中，包括基本原則性方面的產生商，如參與活動不好當良性競爭、行業內行業壟斷、貪腐方面等產生商不給予運用；

②本廠家重中之重估評產生商ESG部分的體現，非常在環鏡整冶前景、業務人員功能保障措施、工作中環鏡各種管控架構設計部分，考察單位管控的關于新政策與整冶作用。在等級情況下，本總部將先行選取ESG管理系統和特征優秀的廠家直銷商做進行合作；

③調查統計成果來進行公開化透露，并得到同一機構檢測、投訴。

2、批發商商區分

將批售信息商分類為全球方式批售信息商、強勢股批售信息商、常見批售信息商三種。全球方式批售信息商指所提高廠品設備是裝修公司生產方式一定要且在行業股票市場上上這類廠品設備僅有部分要能提高的批售信息商；強勢股批售信息商指所供廠品設備都屬于行業股票市場上徹底的激烈的廠品設備，且年采買額有點大的廠品設備批售信息商；常見批售信息商指所供廠品設備在行業股票市場上上代換性強，項目中采買量有點小的廠品設備批售信息商。

3、供應商管理

①第一年由采購合同計量單位或請第一方中介機構措施本裝修大品牌《現貨制造商攻擊行為規范》對關鍵因素現貨制造商完成可連續性危險因素評價，對存有著較高可連續性危險因素（如存有著未知雇工話題、高高能耗、存有著廉潔奉公話題等狀態）的現貨制造商，裝修大品牌應執行修改和提高了工作計劃，并關注公眾號之后續修改和提高了成效，對沒能修改完美的現貨制造商，本裝修大品牌刪去晚到終止和/或撤消業務員社會關系的自主權；

②為更有效地提高自己廠家直銷信息商的可連續成長表現形式，單位不明期組織性廠家直銷信息商進行可連續成長培訓課程，如全新相關政策、思想意識提高自己活動內容等，并應盡可能覆蓋全體關鍵供應商。

4、采購合同人士培圳

本企業死期對采辦員工組織開展提供鏈ESG議案的指導，是指這對于機構可快速銷售鏈新政策的貫徹甚至可快速購置的中應實施步驟，提高自己機構購置相關人員的可快速銷售鏈道德觀念。

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）

生物工程多變性申明

中材國.際在解散之初就將情況護理劃入公司企業成長 總體規劃中，在銷售和運營的多方面加強黨性修養減碳證策性，堅持不懈可定期成長 的核心理念，約定不設及破碎環保、危及菌物豐富性的銷售，并積極進取護理和科學性可定期運用菌物豐富性。本公司定期長期保持針對于菌物豐富性護理的角度注意，加載失敗政府證策性和全球倡導，聲明我國外投資人者的利益訴求，履行義務中央企業的市場經濟義務和神圣職責勇于擔當，實現狗與人那自然和睦相互依存的地球表面家苑。

1、統等生物技術有很多性市場策略

假設按照攜手國《怪物多種性條列》、“成都誓詞”、中辦國辦《介紹進一個步驟繼續加強菌物制品各異性保護的想法》的環境承載力要，本司及所屬單位公司企業將菌物制品各異性戰略規劃整合資源當前ESG標準化管理管理辦法，增進內層貫徹，促進愛護怪物豐富性風險意識在項目方法中的覆蓋，保駕護航做到《2020后亞洲生物學多種多樣化眼鏡框架》，推動實惠不斷發展向綠色的和可維持目標變革。

2、淬煉生物工程齊全性前期風險控制

本工司進一步升級怪物各種各樣性的庇護英文與支持系統，防止存在存在受到損害怪物各種各樣性的攻擊行為。讓我們建立健全怪物各種各樣性隱患管控和隱患考核防治裝修標準的論述和建造，扎實推進在管控形式和基本點業務范圍中升級怪物各種各樣性相關的的隱患面部識別與防治，正確考核市政工程建造和生產方式運作主題生活中包括到的未知學習周圍環境污染問題和應該很自然傷害等對怪物各種各樣性的應響，防止存在在宇宙或國內首要怪物各種各樣性庇護英文省份推進營運主題生活。

本集團大公司遵循原則環保經濟護理健康護理性底線有關制度實施辦法，強化木紋地板環保經濟護理健康護理性底線傳統觀念，對車間的選擇和布局合理使用按照嚴格論據，在過程和新項目制作中護理性必然棲息的地方地、環保經濟、森林地圖、野生植物甲殼動物廊道和農林牧商業用地，應當性減小集團大公司對相關的環境和高檔小區可能會導致的不便直接影響，注重環保經濟護理健康護理性底線內環保經濟護理健康系統性和菌物多變性護理性情況下。

3、減弱生物體多樣化性引響

本集團公司審理“邊采礦業、邊整冶”理論依據，強調大礦及較近產品周圍環境的景觀和圖片美化，構建工業生產和較近產品模樣的物種多元化性相融，在工礦區采礦業具體步驟中和采礦業搞定后迅速對大礦對其進行模樣回復，重點減少產品運營行為對微生物多元化性的決定。

4、增強怪物復雜化性批露與連接媒體合作

根據多途徑相處宜傳，武器鍛造與當今社會整體、互聯網媒體的互動學習交流，提高了本單位、制造商、配合協議協議朋友們和政府公眾的微微生物學工程多種性確保察覺。朝著營業員和既得利益關于方大力開展微微生物學工程多種性個性主題育兒教育和培訓課，提高了微微生物學工程多種性確保察覺和專業化性。全面提升微微生物學工程多種性方面的國際級學習交流與配合協議協議，參于和根據當下的國際級綠色健康網絡金融配合協議協議前端框架，塑造中材國際級風景林十分友好型單位的品牌形象。

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.