江蘇林洋能源股份有限公司

Jiangsu Linyang Energy Co., Ltd.

勞工實踐承諾

Labor Practices Commitment

文件編號：LY-HR-001    版本：V1.0    生效日期：2026年1月1日

Document No.: LY-HR-001    Version: V1.0    Effective Date: January 1, 2026

第一章 總則
Chapter 1 General Provisions

第一條 目的與依據
Article 1 Purpose and Basis

為將人權承諾轉化為可執行、可監督的日常管理要求，公司制定本承諾，作為公司及所屬各管控單位、各產業公司開展勞工實踐管理、供應商審核與選擇、員工關系管理及對外披露的共同準則。

To translate its human rights commitment into executable and verifiable daily management requirements, the Company formulates this Commitment as the common standard for labor practices management, supplier assessment and selection, employee relations management and external disclosure by the Company, its controlled units and its industrial subsidiaries.

第二條 適用范圍
Article 2 Scope of Application

1. 本承諾適用于公司總部、各管控單位及所屬各產業公司，覆蓋公司自有員工、派遣人員、實習生、季節性用工、承包商派駐人員等全部形式用工。

1. This Commitment applies to the Company's headquarters, all controlled units and industrial subsidiaries, covering all forms of employment, including direct employees, dispatched personnel, interns, seasonal workers and personnel stationed by contractors.

2. 本承諾同時適用于公司作為雇主、作為采購方、作為投資或合資方、作為客戶所應盡的人權盡職調查責任。

2. This Commitment also applies to the human rights due diligence responsibilities of the Company as employer, purchaser, investor or joint venture partner, and customer.

3. 公司要求承包商、供應商及業務伙伴在其運營中遵循本承諾；不與嚴重違反本承諾的承包商、供應商或業務伙伴合作。

3. The Company requires contractors, suppliers and business partners to observe this Commitment in their operations, and will not cooperate with any contractor, supplier or business partner that seriously violates it.

第三條 遵循的標準
Article 3 Standards Observed

公司遵循《世界人權宣言》《經濟、社會及文化權利國際公約》《公民權利和政治權利國際公約》《聯合國工商業與人權指導原則》，以及國際勞工組織（ILO）關于結社自由與集體談判權、消除強迫勞動、消除童工、歧視與最惠國待遇等核心公約，并遵守所在國關于勞動用工的法律法規。當所在國法律標準與前述國際標準存在差異時，公司不以所在國法律為依據降低自身適用的合規標準。

The Company observes the Universal Declaration of Human Rights, the International Covenant on Economic, Social and Cultural Rights, the International Covenant on Civil and Political Rights, the UN Guiding Principles on Business and Human Rights, and the core ILO conventions on freedom of association and collective bargaining, elimination of forced labor, elimination of child labor, discrimination and most-favored-nation treatment, and complies with the labor and employment laws of the countries where it operates. Where host-country legal standards differ from these international standards, the Company will not use local law as a basis for lowering the compliance standards applicable to itself.

第二章 基本原則
Chapter 2 Fundamental Principles

第四條 反歧視與反騷擾
Article 4 Anti-Discrimination and Anti-Harassment

（一）反歧視
(1) Anti-Discrimination

公司反對任何形式的歧視行為，堅決抵制涉及種族、膚色、性別、年齡、語言、宗教、民族、殘疾、性取向、婚育狀況、健康狀況、戶籍或其他法定受保護特征所產生的區別、排斥、限制或偏好的行為、言論及文字內容，對歧視保持零容忍態度。公司在招聘錄用、崗位分配、薪酬福利、績效考核、培訓晉升、評優評先、解除勞動關系及解除后的離職證明與待遇等各環節中，均不得實施上述歧視行為。

The Company opposes all forms of discrimination and firmly rejects any act, statement or written content involving distinction, exclusion, restriction or preference based on race, color, gender, age, language, religion, ethnicity, disability, sexual orientation, marital or parental status, health status, household registration or any other legally protected characteristic, and maintains zero tolerance toward discrimination. The Company shall not engage in such discriminatory conduct in recruitment and hiring, job assignment, compensation and benefits, performance assessment, training and promotion, recognition and awards, termination of employment, or post-termination certificates and treatment.

（二）反騷擾
(2) Anti-Harassment

公司反對職場騷擾，禁止任何形式的性騷擾及非性騷擾，包括性脅迫、威脅、凌辱或剝削性質的行為（含姿勢、語言和身體接觸），保護員工在工作場所中不受騷擾。職場騷擾包括但不限于：上級對下屬、協作方對員工、員工之間的言語侮辱、玩笑式貶損、不受歡迎的身體接觸、散布色情或貶損性圖文影音、跟蹤騷擾，以及以工作資源、晉升機會、考核結果為條件提出的不當要求。

The Company opposes workplace harassment and prohibits all forms of sexual and non-sexual harassment, including sexually coercive, threatening, abusive or exploitative conduct (including gestures, language and physical contact), and protects employees from harassment in the workplace. Workplace harassment includes but is not limited to verbal insults, derogatory jokes, unwelcome physical contact, dissemination of pornographic or derogatory images, videos or audio, stalking, and improper demands conditioned on work resources, promotion opportunities or performance results, whether by supervisors toward subordinates, by counterparties toward employees, or among employees.

（三）管理機制
(3) Management Mechanisms

公司建立了以下反歧視與反騷擾管理機制：

The Company has established the following anti-discrimination and anti-harassment mechanisms:

1. 政策聲明：在員工手冊及相關制度中明確禁止歧視與騷擾的條款，明確行為邊界、違規后果與責任主體。

1. Policy statement: The Employee Handbook and related policies contain explicit provisions prohibiting discrimination and harassment, defining behavioral boundaries, consequences of violation and responsible parties.

2. 培訓教育：定期向員工開展工作場所反歧視和反騷擾培訓，提升員工意識；新員工入職時完成必修培訓，基層管理者須完成專項培訓。

2. Training and education: Periodic training is provided to raise awareness; new hires complete mandatory training upon onboarding, and first-line managers complete specialized training.

3. 舉報渠道：建立歧視與騷擾事件的上報及投訴升級流程，確保員工可以通過多種渠道（包括直屬上級、人力資源部門、工會、紀檢審計部門等）反映問題；同時提供匿名舉報方式與獨立于公司管理層的外部舉報渠道。

3. Reporting channels: Reporting and complaint escalation procedures have been established so that employees can raise issues through multiple channels (direct supervisors, the Human Resources Department, the labor union, and the discipline inspection and audit department), with anonymous reporting options and external channels independent of Company management also available.

4. 調查處理：對收到的投訴及時開展獨立調查，由獨立于被投訴部門及被調查業務單元的調查小組負責，必要時聘請外部專業機構參與；對存在歧視或騷擾行為的人員進行嚴肅處理，包括紀律處分直至解除勞動合同；涉嫌違法犯罪的，移送司法機關處理。

4. Investigation and handling: Complaints are promptly and independently investigated by a team independent of the department complained against and the business unit under investigation, with external professional institutions engaged where necessary; individuals found to have engaged in discrimination or harassment are dealt with strictly, including disciplinary action up to termination of the labor contract; suspected criminal conduct is referred to judicial authorities.

5. 反報復保護：對善意舉報的員工予以保護，禁止任何形式的打擊報復。嚴禁對申訴人、舉報人及配合調查人員實施降薪、調崗、考核降級、取消培訓與晉升機會、解除勞動關系等任何形式的打擊報復，違者從重問責。

5. Anti-retaliation protection: Employees who report in good faith are protected, and retaliation in any form is prohibited. Any retaliation against complainants, whistleblowers and those assisting investigations, including salary reduction, reassignment, downgraded assessment, denial of training and promotion opportunities, or termination of employment, is strictly prohibited and subject to heavier accountability.

第五條 禁止童工
Article 5 Prohibition of Child Labor

1. 公司禁止使用童工，不雇傭未達到所在國法定最低就業年齡的人員；招聘時依法查驗身份證件與年齡證明，并留存備查。

1. The Company prohibits child labor and does not employ anyone below the statutory minimum working age of the host country; identity documents and age certificates are verified in accordance with law during recruitment and retained for inspection.

2. 公司不得以任何方式招募、雇傭或使用未成年工從事超出其年齡不適合的勞動，不使其承擔夜間加班、重體力勞動、有毒有害作業等禁止性工作。

2. The Company shall not recruit, employ or use juvenile workers in any manner for work unsuitable for their age, nor assign them to night overtime, heavy physical labor, toxic or hazardous work or other prohibited work.

3. 對已入職的未成年工，公司依法辦理用工登記并落實特殊保護措施：不得占用法定節假日，每日工作時間不得超過規定時長，禁忌勞動范圍不得安排，并定期進行健康檢查。

3. For employed juvenile workers, the Company completes employment registration in accordance with law and implements special protection measures: no work on statutory holidays, daily working hours within the prescribed limit, no assignment to prohibited work categories, and periodic health examinations.

4. 公司在承包商、供應商準入與年度審核中，將童工合規作為必查項；發現使用童工的，立即終止合作并依約追究責任。

4. Child labor compliance is a mandatory item in contractor and supplier admission and annual audits; upon discovery of child labor, cooperation is terminated immediately and liability pursued as agreed.

第六條 禁止強迫勞動與人口販賣
Article 6 Prohibition of Forced Labor and Human Trafficking

1. 公司不得直接或間接聘用任何形式的強迫或非自愿勞動，包括奴隸勞動、監獄勞動、契約勞動及抵債勞動。

1. The Company shall not directly or indirectly employ any form of forced or involuntary labor, including slave labor, prison labor, indentured labor and bonded labor.

2. 公司不參與任何形式的人口販賣活動。招聘過程中不得使用欺騙、脅迫、暴力威脅、扣押身份證件或以扣減工資作為支付條件等方式招募人員。

2. The Company does not participate in human trafficking in any form. Recruitment shall not involve deception, coercion, threats of violence, withholding of identity documents or deduction of wages as a condition of payment.

3. 公司不要求員工支付招聘費用、押金、保證金或類似費用；不以扣押證件、預付工資、限制人身自由等方式阻礙員工依法離職。

3. The Company does not require employees to pay recruitment fees, deposits, bonds or similar charges, and does not obstruct lawful resignation by withholding documents, advancing wages or restricting personal freedom.

4. 公司尊重員工自由權利，包括雇傭自由、辭工自由、加班自由及行動自由。

4. The Company respects employees' rights to freedom, including freedom of employment, freedom to resign, freedom to work overtime and freedom of movement.

5. 公司對承包商、供應商實施同等要求的準入審查、合同條款約束與現場審核；發現使用強迫勞動、童工或涉及人口販賣的，立即終止合作。

5. The Company applies equivalent admission screening, contractual constraints and on-site audits to contractors and suppliers; upon discovery of forced labor, child labor or human trafficking, cooperation is terminated immediately.

第七條 結社自由與集體談判權
Article 7 Freedom of Association and Collective Bargaining

1. 公司尊重員工依法組織、參加工會的權利及開展集體協商的權利，不干預員工正當的工會活動，不因員工行使結社權利而給予任何不利待遇。

1. The Company respects employees' right to organize and join labor unions and to conduct collective bargaining in accordance with law, does not interfere with legitimate union activities, and does not subject employees to any detrimental treatment for exercising rights of association.

2. 公司為員工提供與管理層就勞動條件進行溝通的開放、透明渠道，支持員工代表就勞動條件提出意見與訴求，并就員工代表提案作出實質性回應。

2. The Company provides open and transparent channels for employees to communicate with management on working conditions, supports employee representatives in raising opinions and requests, and provides substantive responses to their proposals.

3. 公司不阻礙員工代表在工作時間以外、非工作場所開展合法的工會活動，不對員工代表的工會職務活動實施任何形式的干預或限制。

3. The Company does not obstruct employee representatives from conducting lawful union activities outside working hours and off company premises, and does not interfere with or restrict their union duties in any form.

第八條 工時、休息與休假
Article 8 Working Hours, Rest and Leave

1. 公司遵守所在國關于工作時間、休息休假的規定，嚴格控制加班時長，確保員工每日工作時間與每周休息日符合法定標準。

1. The Company complies with host-country regulations on working hours, rest and leave, strictly controls overtime hours, and ensures daily working hours and weekly rest days meet statutory standards.

2. 公司不無償強制加班，不以各種名義要求員工放棄休息休假權利；加班依法支付加班工資或安排調休。

2. The Company does not impose unpaid mandatory overtime and does not require employees to waive rest and leave rights under any pretext; overtime is compensated with overtime pay or compensatory leave in accordance with law.

3. 公司保障員工依法享有法定節假日、年休假、婚喪假、產假、陪產假、育兒假、病假等假期，不因員工依法休假而給予不利待遇或降低其薪酬待遇。

3. The Company guarantees statutory holidays, annual leave, marriage and bereavement leave, maternity leave, paternity leave, parental leave and sick leave in accordance with law, and does not subject employees to detrimental treatment or reduce their compensation for taking lawful leave.

4. 公司保障員工每日享有法定休息時間與必要的工間休息，不以任何方式變相剝奪。

4. The Company guarantees employees' statutory daily rest periods and necessary work breaks, and does not deprive them thereof in any disguised manner.

第九條 薪酬、福利與社會保障
Article 9 Compensation, Benefits and Social Security

1. 公司依法與員工簽訂勞動合同，按時足額支付工資，不無故克扣、拖欠或無故延遲支付工資。

1. The Company signs labor contracts with employees in accordance with law and pays wages in full and on time, without unjustified deduction, arrears or delay.

2. 公司支付的工資不低于所在國法定最低工資標準的同時提供有競爭力的、滿足員工體面生活的工資水平，不以實物、代金券或非貨幣形式替代法定貨幣工資。

2. The Company pays wages no lower than the statutory minimum wage of the host country while providing competitive wage levels that support a decent living for employees, and does not substitute statutory currency wages with goods, vouchers or non-monetary forms.

3. 公司依法為員工繳納社會保險及住房公積金，提供符合所在國法律規定的各項福利。

3. The Company contributes to social insurance and housing provident funds for employees in accordance with law and provides benefits required by host-country laws and regulations.

4. 公司在薪酬體系設計與調整中堅持同崗同酬，消除基于性別、年齡、民族、殘疾等特征的薪酬差異。

4. In designing and adjusting its compensation system, the Company adheres to equal pay for equal work and eliminates pay disparities based on gender, age, ethnicity, disability and other characteristics.

第十條 職業健康與安全
Article 10 Occupational Health and Safety

1. 公司為員工提供安全、健康的工作環境與必要的勞動防護用品，對存在職業健康危害的崗位依法組織職業健康檢查并采取防護措施。

1. The Company provides a safe and healthy working environment and necessary personal protective equipment, and organizes occupational health examinations and protective measures for positions with occupational health hazards in accordance with law.

2. 公司建立職業健康安全管理體系，明確安全責任，開展安全培訓與風險告知，落實隱患排查治理。

2. The Company establishes an occupational health and safety management system, clarifies safety responsibilities, conducts safety training and hazard communication, and implements hazard identification and remediation.

3. 公司不因員工拒絕違章指揮、冒險作業而給予懲罰；發生工傷時依法進行救治、報告與工傷認定。

3. The Company does not penalize employees for refusing illegal instructions or risky operations; in the event of a work injury, treatment, reporting and injury certification are carried out in accordance with law.

4. 公司將職業健康與安全要求傳導至承包商、供應商，并在合同中明確其安全責任。

4. The Company extends occupational health and safety requirements to contractors and suppliers and specifies their safety responsibilities in contracts.

第十一條 人身自由與個人隱私保護
Article 11 Personal Freedom and Privacy Protection

1. 公司不扣押員工身份證件、收取押金或以其他方式限制員工人身自由；員工的工牌、門禁權限與辦公設施使用由公司依規管理，不得異化為對員工人身自由的限制。

1. The Company does not withhold employees' identity documents, collect deposits or otherwise restrict personal freedom; employee badges, access rights and use of office facilities are managed according to rules and shall not be turned into restrictions on personal freedom.

2. 公司依法保護員工的個人信息與隱私，收集、使用員工個人信息遵循合法、正當、必要原則，不得過度收集、擅自使用或向無關第三方提供。

2. The Company protects employees' personal information and privacy in accordance with law; collection and use follow the principles of legality, legitimacy and necessity, with no excessive collection, unauthorized use or provision to unrelated third parties.

3. 公司對員工宿舍、衛生間、浴室等生活設施的訪問管理應尊重員工隱私與尊嚴，不得實施侵犯隱私的檢查或監控。

3. The Company's access management of dormitories, restrooms, showers and other living facilities respects employees' privacy and dignity, and no privacy-infringing inspection or surveillance is permitted.

4. 公司安裝監控設備應事先公示用途與范圍，監控數據不得用于與用工管理無關的用途。

4. The Company publicly discloses the purpose and scope of surveillance equipment in advance, and surveillance data shall not be used for purposes unrelated to employment management.

第十二條 禁止報復
Article 12 Prohibition of Retaliation

公司禁止對善意提出勞工實踐關切、參與調查或舉報涉嫌違規行為的人員實施任何形式的報復或不利待遇，包括但不限于降薪、調崗、考核降級、取消培訓與晉升機會、解除勞動關系等。內部通報、爭議處理及調查結論中應載明反報復要求；任何疑似報復行為一律按公司問責制度從嚴處理。

The Company prohibits any form of retaliation or detrimental treatment against persons who raise labor practice concerns in good faith, participate in investigations or report suspected violations, including but not limited to salary reduction, reassignment, downgraded assessment, denial of training and promotion opportunities, or termination of employment. Internal notices, dispute handling and investigation conclusions shall state the anti-retaliation requirement; any suspected retaliation is handled strictly under the Company's accountability system.

第三章 管理機制
Chapter 3 Management Mechanisms

第十三條 責任落實
Article 13 Implementation of Responsibilities

1. 集團人力資源部（歸口部門）：牽頭本承諾的制度建設、組織年度評估與盡職調查、歸口申訴舉報受理與臺賬管理、牽頭培訓與宣貫、編制并提交年度執行報告。

1. Group Human Resources Department (lead department): leads institutional development for this Commitment, organizes annual assessments and due diligence, centrally receives appeals and reports and maintains records, leads training and communication, and prepares and submits the annual implementation report.

2. 各產業公司人力資源部：屬地執行主體；落實屬地勞工實踐要求，組織本單位風險排查，配合訪談與現場評估，落實整改并按時限上報。

2. Human resources departments of industrial subsidiaries: local implementing entities; implement local labor practice requirements, organize risk screening within their units, support interviews and on-site assessments, and complete remediation and report within deadlines.

3. 采購與供應鏈管理部門：負責承包商、供應商的勞工實踐準入審查，推動合同條款落地，組織現場審核，實施供應商分級與退出管理。

3. Procurement and supply chain management department: conducts labor practice admission screening of contractors and suppliers, drives implementation of contract clauses, organizes on-site audits, and implements supplier grading and exit management.

4. 法務合規部門：負責適用法律識別與盡職調查方法合規性審核，合同與救濟條款把關，爭議應對及外部溝通支持。

4. Legal and compliance department: identifies applicable laws, reviews the compliance of due diligence methodologies, reviews contract and remedy clauses, and supports dispute response and external communication.

5. 安全環保部門：負責職業健康與安全相關勞工實踐風險的識別、評估與協同處置。

5. Safety and environmental protection department: identifies, assesses and coordinates the handling of labor practice risks related to occupational health and safety.

6. 工會：收集并反映員工關切，參與溝通協商，監督整改落實情況。

6. Labor union: collects and reflects employee concerns, participates in communication and consultation, and monitors remediation implementation.

7. 各部門負責人：本部門勞工實踐管理第一責任人，對本部門風險識別與整改負責。

7. Heads of departments: primary responsible persons for labor practices management in their departments, accountable for risk identification and remediation therein.

第十四條 培訓與宣貫
Article 14 Training and Communication

1. 新員工入職必修勞工實踐與權益保障課程；全員年度培訓不少于一次。

1. New employees must complete labor practices and rights protection courses upon onboarding; all employees receive training at least once a year.

2. 招聘、采購、安保、派遣用工管理等高風險崗位開展專項培訓；基層管理者須完成反歧視與反騷擾專項培訓。

2. Specialized training is provided for high-risk positions such as recruitment, procurement, security and dispatched labor management; first-line managers must complete specialized anti-discrimination and anti-harassment training.

3. 通過采購合同附件、供應商會議、審核前培訓等方式，向承包商與供應商傳達公司勞工實踐要求。

3. The Company's labor practice requirements are communicated to contractors and suppliers through procurement contract annexes, supplier meetings and pre-audit training.

4. 培訓后通過測試、問卷與訪談評估有效性，評估結果作為下一年度培訓計劃的調整依據。

4. Training effectiveness is evaluated through tests, questionnaires and interviews, and the results serve as the basis for adjusting the next year's training plan.

第十五條 監督、記錄與披露
Article 15 Monitoring, Records and Disclosure

1. 定期評估：至少每年開展一次勞工實踐風險評估，評估范圍覆蓋自有運營、供應鏈及承包商；發生重大事件、并購、新進入高風險地區或供應商重大變更時啟動專項評估。

1. Periodic assessment: A labor practices risk assessment is conducted at least annually, covering own operations, the supply chain and contractors; a special assessment is initiated upon major incidents, mergers and acquisitions, entry into new high-risk regions or significant supplier changes.

2. 臺賬管理：建立勞工實踐風險臺賬與整改任務臺賬，實行動態更新、閉環銷項；評估、緩釋、跟蹤、申訴調查、補救實施等記錄應真實、完整、可追溯，保存期限不少于五年，涉嚴重違規的延長至十年。

2. Records management: Labor practices risk registers and remediation task registers are maintained with dynamic updating and closed-loop clearance; records of assessment, mitigation, monitoring, complaint investigation and remedy implementation shall be authentic, complete and traceable, retained for at least five years and extended to ten years for serious violations.

3. 內部報告：每年向管理層提交《勞工實踐年度執行報告》；重大事件在知悉后24小時內啟動內部升級報告。

3. Internal reporting: An Annual Labor Practices Implementation Report is submitted to management each year; internal escalation reporting for major incidents is initiated within 24 hours of becoming aware.

4. 對外披露：通過社會責任報告、可持續發展報告或公司官網等渠道，披露本承諾內容、管理機制、年度進展與關鍵績效數據，做到真實、平衡、可驗證；鼓勵對關鍵數據與流程引入獨立第三方鑒證。

4. External disclosure: The content of this Commitment, management mechanisms, annual progress and key performance data are disclosed through CSR reports, sustainability reports or the Company website in a truthful, balanced and verifiable manner; independent third-party assurance of key data and processes is encouraged.

5. 績效考核：將勞工實踐管理履職情況納入各產業公司及相關部門年度績效考核，考核結果與評優、晉升、薪酬激勵掛鉤。

5. Performance assessment: Performance of labor practices management duties is included in the annual performance assessment of industrial subsidiaries and relevant departments, with results linked to recognition, promotion and compensation incentives.

6. 問責：對玩忽職守、瞞報漏報、打擊報復、偽造記錄、拒不配合調查等行為，依公司問責制度處理；涉嫌違法犯罪的，移交司法機關。對連續不符合要求的供應商實施暫停合作或退出。

6. Accountability: Dereliction of duty, concealment of reporting, retaliation, falsification of records and refusal to cooperate with investigations are handled under the Company's accountability system; suspected criminal conduct is referred to judicial authorities. Suppliers repeatedly failing to meet requirements are suspended or exited.

第四章 承諾與附則
Chapter 4 Commitment and Supplementary Provisions

第十六條 承諾
Article 16 Commitment

公司鄭重承諾遵循本承諾所列全部勞工實踐基本原則，并持續完善制度、投入資源、落實責任，將勞工實踐管理融入日常運營管理的各個環節。

The Company solemnly commits to observing all fundamental labor practice principles set out in this Commitment, to continuously improving its systems, investing resources and implementing responsibilities, and to integrating labor practices management into all aspects of daily operations.

第十七條 解釋與生效
Article 17 Interpretation and Effectiveness

1. 本承諾由集團人力資源部負責解釋、組織修訂與實施。

1. This Commitment is interpreted, revised and implemented by the Group Human Resources Department.

2. 本承諾自發布之日起施行，原相關規定與本承諾不一致的，以本承諾為準。

2. This Commitment takes effect upon issuance; in case of inconsistency with prior provisions, this Commitment prevails.

3. 本承諾至少每年評審一次；法律、法規、國際標準或公司業務發生重大變化時及時修訂。

3. This Commitment is reviewed at least annually and revised promptly when laws, regulations, international standards or the Company's business undergo major changes.

4. 本承諾未盡事宜，按國家有關法律法規及公司其他制度執行。

4. Matters not covered herein are governed by applicable national laws and regulations and other Company policies.