Human Rights Policy Statement-Notice-Xispek

Xispek clearly recognizes that human rights issues are very important to our stakeholders, including employees, customers, suppliers, the communities in which we operate, and civil society organizations. Our company strictly adheres to relevant domestic laws and regulations such as the Labor Law of the People's Republic of China, the Labor Contract Law of the People's Republic of China, the Women's Rights Protection Law of the People's Republic of China, the Employment Promotion Law of the People's Republic of China, the Law on the Protection of Minors in the People's Republic of China, the Trade Union Law of the People's Republic of China, the Provisions on the Prohibition of Child Labor, and the Special Provisions on the Labor Protection of Female Workers, as well as applicable regulations in overseas operating locations. At the same time, we reference international instruments such as the Universal Declaration of Human Rights, the Declaration on the Protection of Human Rights, the United Nations Convention on the Elimination of All Forms of Racial Discrimination, the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, the Minimum Age Convention, the Employment Policy Convention, the Discrimination (Employment and Occupation) Convention, and the Equal Remuneration Convention for Work of Equal Value for Men and Women, to formulate our human rights policy statement. This statement aims to define our company's and its subsidiaries' commitments and responsibilities regarding human rights issues, as well as those of our suppliers and other partners.

1. Prohibition of forced or compulsory labor
The Company prohibits the exploitation of laborers and forcing employees to work under penalty or threat. The Company shall employ all employees on a voluntary basis and shall not allow any coercive behavior or use deceptive means to induce employees to work. The Company shall not collect deposits, guarantees, or withhold identity cards or other legal documents to force employees to work against their will.
2. Prohibition of child labor
The Company is committed to prohibiting child labor at any stage of service delivery
"Child labor" means employment of persons under the age of 16, or under the age of completion of compulsory education, or under the minimum age for employment established by the State. All employees under the age of 18 shall not be engaged in work that is likely to jeopardize the physical health or safety of minors. For foreign employment, the definition of child labor is subject to the laws of the country where each project is located.
3. Respecting diversity in employment and combating discrimination
The Company is committed to providing fair and reasonable work opportunities, and makes decisions on labor matters such as hiring, compensation, training, promotion, demotion, or retirement based on an individual's ability to perform the job and the needs of the job, and not based on factors such as race, national origin, religion, disability, social class, gender orientation, labor union membership, or governmental affiliation. The Company promotes a diverse and inclusive workforce and work environment, and senior management is responsible for the diversity of the Company's workforce and conducts regular training on diversity, workplace inclusion and anti-discrimination for all employees.
The Company maintains a "zero tolerance" attitude towards discrimination and undertakes to protect employees from unlawful discrimination and not to force employees or prospective employees to undergo discriminatory medical examinations. Employees or other parties are allowed to report violations through the email address HR@xispek.com. Personnel investigated for violating the relevant provisions will be subject to internal disciplinary action, and the unit involved may be subject to administrative penalties in the form of an order to make corrections (which may also be accompanied by a fine) from the labor security administrative department, which shall provide an explanation of the corrective action plan, and shall be held liable for compensation for damages to the parties involved.
4. Freedom of association
Open and direct communication between employees and management is one of the most effective ways to address workplace issues and compensation concerns. The Company is committed to respecting the rights of employees under the law, including the right to freely associate, join or not join a labor union, seek representation, and participate in staff councils. Employees should be able to communicate openly with management about working conditions and management issues without fear of retaliation, threats or harassment.
5. Just and favorable conditions of work
The Company pays attention to the physical and mental health of its employees, ensures the standardized management of pollutants and wastes in the workplace, implements a strict safety production management system, creates safe, civilized and harmonious working and living conditions and humanistic environment for its employees, and guarantees their occupational health and safety.
The Company implements a five-day work schedule, with employees working eight hours a day, and clearly specifies the number of hours employees work, as well as the number of annual physical leave and various types of vacation time employees have, in order to protect the rights of employees to rest and vacation.
Our company is committed to respecting the personality and dignity of our employees and strictly prohibits insults, corporal punishment, beatings, illegal searches and detention of workers. All departments are prohibited from physically or mentally punishing or psychologically stressing employees for work-related errors. At the same time, the Company has a "zero-tolerance" attitude toward sexual harassment and non-sexual harassment in the workplace. Employees or other parties are allowed to report violations through the email address HR@xispek.com, will take internal disciplinary action against those investigated to have violated the relevant regulations, and the unit and person responsible for the violation will explain their corrective action plan; the unit and person responsible for the violation will also explain their corrective action plan. The unit involved and the responsible person shall make an explanation on the rectification plan; and if the person concerned causes damage, he/she shall bear the compensation responsibility. In addition, the Company regularly conducts training for all employees on combating workplace harassment and degradation of character, clarifying the definition of behavior, ways of responding, reporting channels and punishment mechanisms.
The Company implements market-aligned salary positioning in line with its leading talent strategy, and continually corrects the extent to which salary positioning is aligned with its talent strategy positioning through regular market insights. The Company shall pay its employees wages that comply with all applicable laws and regulations, including those relating to minimum wages, overtime hours and statutory benefits, and is committed to pay levels that do not differ based on factors such as gender, race and age, etc. The Company conducts "equal pay for work of equal value" evaluations on a regular basis by analyzing the pay levels of its male and female employees and promotes the implementation of improvement measures in line with the results of the evaluations, in an effort to achieve "equal pay for work of equal value. Based on the results of these evaluations, we will promote the implementation of improvement measures and strive to realize the pay strategy of "equal pay for work of equal value."
6. By-laws
The Company will revise this policy statement annually in accordance with changes in the laws of the countries in which it operates, relevant international conventions, and factual circumstances to ensure the effective implementation of this system. The Company will establish a monitoring program to periodically review the effectiveness of its management of human rights issues in accordance with this policy statement, and will set goals related to human rights issues annually, and will continuously improve its human rights management capabilities in accordance with these goals.
In addition to our own business operations, we identify potential human rights issues in our upstream and downstream value chains and in the course of new business expansion (M&A and joint ventures) through online and offline audits, covering a wide range of topics such as forced labor, child labor, freedom of association, collective bargaining, equal pay and discrimination, etc. The identification is conducted on a regular basis each year or as necessary in the lead-up to the expansion of a new business or the incorporation of a new supplier. This identification is conducted on an annual basis or as needed prior to new business expansion or new supplier incorporation.