Supplier Sustainability Management Handbook

Sustainable Development 17 termination; • Collecting personal information that is not related to job performance is prohibited; • Pregnancy testing shall not be used as a condition of employment; • Men and women must have equal pay and promotion opportunities; • The right of employees to perform religious ceremonies and take leave must be guaranteed; • Clear criteria for performance evaluation, bonuses, promotion, and termination shall be established and communicated; • Dismissing employees on the grounds of marriage or pregnancy is prohibited. 4.2.4 No Harassment, Abuse, or Gender-Based Violence • Everyone in the workplace should be treated with dignity; • Employees must not engage in, condone, or tolerate any form of gender-based violence. This includes coercive behavior, inhumane or degrading treatment, physical abuse, psychological abuse, verbal abuse, and sexual harassment; • These prohibitions apply to all contexts, including online or virtual environments, and extend both inside and outside the workplace. 4.3 Fair Labor Terms Suppliers must comply with all applicable local labor laws and regulations, adhere to the United Nations Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization (ILO) core conventions. This policy protects all employees working at supplier locations, including contract workers, cafeteria staff, and security personnel dispatched by service providers. 4.3.1 Recruitment • A mechanism for verifying the age of employees must be established. This mechanism should require the verification of original certified photo identification documents, such as ID cards or passports, and documentation verifying completion of compulsory education. Official records of employees' birth dates must also be maintained; • Prior to onboarding, applicants should be informed of their rights, job responsibilities, and work content, as well as key employment terms such as salary and working hours; • Employment contracts shall comply with applicable laws and regulations in the place of operation, be written in a language understood by employees, and be signed prior to commencement of work; • The employer should cover all costs associated with the recruitment process. 4.3.2 Costs and Personal Documents • Employers are strictly prohibited from requiring or indirectly requiring employees to provide loans, deposits, guarantees, or purchase bonds as collateral; • Employees should have full control over their personal bank accounts. Suppliers must not operate or interfere with employees' bank accounts without authorization. They must not withhold or control employees' bank card or account information in any form, except for lawful wage and bonus payments and statutory deductions.