Supplier Sustainability Management Handbook

Sustainable Development 16 4.2.1.1 Overview • Suppliers must strictly implement the employee age verification mechanism and must not recruit or employ children below the legal minimum age for completion of compulsory education age under any circumstances; • To ensure safety and compliance during production, children (including the children of employees) are prohibited from entering production areas and any work areas that pose safety risks. 4.2.1.2 Internal Control and Communication • A risk assessment should be conducted for young employees annually; • Management, the human resources department, and all cooperating labor agencies must be informed of the protection policies for child labor and underage workers, and they must understand and implement these policies; • Suppliers and relevant partners should establish and implement systems and processes to prevent child labor and protect underage workers. 4.2.1.3 Actions Taken upon Identification of Child Labor • Once child labor is identified, the child should be immediately removed from the workplace and placed in a safe, compliant environment that ensures their basic living conditions, as well as their physical and mental health; • In compliance with applicable local laws and regulations, suppliers shall cooperate fully with relevant local authorities to implement systematic remedial measures, including child welfare support, assistance with school reintegration, and ensuring that affected families receive necessary social support and guidance. 4.2.2 No Forced Labor 4.2.2.1 Overview • Suppliers should ensure that every individual working on-site is employed voluntarily; • Engaging in or supporting forced labor, bonded labor, prison labor, or human trafficking is prohibited. 4.2.2.2 Document Retention • Employees' identity documents and belongings must not be retained for any reason. Employees shall retain full control over their personal identification documents, such as ID cards and passports, and their personal property, except where documents are temporarily required to fulfill legal requirements. 4.2.2.3 Freedom of Movement • Employees must have the freedom to choose where they live, and they must not be forced to live in accommodations designated or controlled by the supplier; • Employees have the right to make their own judgments in emergencies and to immediately evacuate dangerous situations. 4.2.3 No Discrimination • Any form of discrimination unrelated to job performance shall be strictly prohibited across all employment practices, including recruitment, compensation, promotion, and