Published on April 18, 2024                                      Implemented on April 18, 2024

一、Brief Introduction

Labor and human rights policy

Beijing RiskControl Security Service Co., Ltd. (北京忠诚卫士保安服务有限公司) was established in 2001. It is a company that specializes in providing high-end security services for embassies, international schools, well-known international and domestic companies, and retailers in China. The company offers a wide range of security services, including guard services, patrolling, protection, anti-theft, fire prevention, central control room management, emergency response, access control, personal bodyguard services, special protection for large events, and electronic security systems.

RiskControl's professional security services are available in major cities across China, including Beijing, Shanghai, Tianjin, Shenyang, Dalian, Changchun, Harbin, Jiamusi, Ulanqab,  Qingdao, Jinan, Hefei, Suzhou, Ningbo, Hangzhou, Fuzhou,  Nanchang, Changsha, Guangzhou, Taiyuan, Urumqi, Nanning, Chengdu, Zhengzhou, Xi'an, Wuhan, Qingzhou, Dongguan, Xiamen, Nanjing, Shenzhen, Guiyang, Haikou, Chongqing, Macau, and other key cities nationwide.

I.  Labor and Human Rights Policy

Employee Health and Safety Commitments and Measures

The  company  is  committed  to  providing  a  safe  working  environment  and  preventing occupational injuries and diseases.

(1)     Conduct   regular  workplace  safety   inspections   and   risk  assessments   to   ensure compliance with national safety production regulations.

(2)  Provide necessary safety training, such as fire safety, first aid skills, and safe operating procedures, to ensure employees can use safety equipment correctly.

(3)   Equip necessary safety devices, such as protective clothing, helmets, safety shoes, and first aid kits, and conduct regular checks and maintenance of these devices.

Child Labor and Forced Labor Commitments and Measures

The company strongly opposes child labor and forced labor and ensures that all employees join voluntarily.

(1)    Strictly  review  the  recruitment  process,  verify  the  age  and  identity  information  of applicants, ensuring that all employees meet the legal age requirements.

(2)   Provide an anonymous reporting mechanism to encourage employees to report any form of forced labor or improper employment practices.

(3)   Train management and recruitment personnel to identify and prevent child labor and forced labor, ensuring compliance with relevant laws and company policies.

Work Conditions Commitments and Measures

The  company  is  committed  to  providing  fair,  reasonable,  and  competitive  working conditions.

(1)  Ensure that salaries and benefits meet or exceed the minimum legal standards and are regularly adjusted according to market conditions.

(2)  Provide appropriate rest time and leave systems, including annual leave, sick leave, and parental leave, ensuring employees' right to rest.

(3)   Continuously improve the working environment, such as optimizing workspace design, improving ventilation and lighting, to ensure employee comfort and health.

Labor Relations Commitments and Measures

The company is committed to maintaining positive and constructive labor relations.

(1)     Establish  effective  communication  channels,  such  as  regular  staff  meetings  and suggestion boxes, allowing employees to freely express opinions and suggestions.

(2)     Collect   employee   feedback   through   regular   meetings   and   satisfaction   surveys, promoting improvements in the working environment.

(3)   Promote cooperation with unions and other labor organizations, ensuring employees' rights are represented and protected, and hold regular joint meetings.

Career Management and Training Commitments and Measures

The company is committed to supporting employee career development and continuous learning.

(1)  Provide career planning and development programs to help employees set and achieve their career goals, including promotion paths and skills development.

(2)   Offer regular on-the-job training and opportunities for professional skill enhancement, such as leadership training and technical skills courses.

(3)  Encourage employees to participate in external seminars and training courses, offering learning allowances and time support to enhance individual capabilities.

Diversity, Equality, and Inclusion Commitments and Measures

The company is committed to promoting a diverse, equal, and inclusive work environment.

(1)  Implement anti-discrimination policies to ensure fairness in recruitment, promotion, and compensation, without distinctions based on gender, race, religion, or other personal factors.

(2)  Provide cross-cultural sensitivity training to increase employees' awareness and respect for diversity, promoting understanding and harmony among employees from different backgrounds.

(3)   Create a multicultural committee to promote workplace multicultural activities and initiatives, such as celebrating holidays from different cultures and holding multicultural days.

II.  Labor and Human Rights Policy Goals

Achieve 100% coverage of employee health and safety training by 2024. Achieve 100% pass rate in employee skills training by 2024.

Achieve 100% coverage of anti-discrimination and harassment training for employees by 2024.

Zero incidents of discrimination or harassment in the company in 2024. Zero incidents of child labor in the company in 2024.

Ensure each employee receives a minimum of 70 hours of personal training by 2024. Limit general work-related injuries to no more than 2 incidents in 2024.

Zero major work-related injuries in 2024.

Hold at least two employee representative meetings in 2024.

III.  Policy Management

To implement the company's labor and human rights policies, a Labor and Human Rights Management Committee  has been established. The head of the company's marketing department is appointed as the Chairperson of the Human Resources Management Committee.

Other department heads serve as committee members, assisting the Chairperson in managing labor and human rights-related matters for the company.

The responsibilities of the Labor and Human Rights Management Committee are as follows:

Policy Formulation and Revision

Regularly review and update the company’s labor and human rights policies to ensure they

reflect the latest laws, regulations, and best practices.

Provide consultation and advice to management on labor and human rights issues.

Supervision and Auditing

Monitor the company’s labor  conditions and  human  rights practices to  ensure that  all

operations comply with company policies and legal labor rights requirements.

Conduct regular workplace audits, evaluate the implementation of labor and human rights policies, and provide suggestions for improvement.

Training and Promotion

Organize  labor  and  human  rights  training  for  management  and  employees  to  raise awareness and understanding.

Promote  the  importance  of  labor  and  human  rights  through  internal  communications, workshops, and other means, fostering a positive corporate culture.

Resource Management

Ensure  the  company  uses  resources  appropriately,  including  work  time,  salaries,  and benefits, to support employees' rights and welfare.

Introduce and promote the use of equipment and technology that complies with labor rights, reducing risks to employees' health and safety.

Cooperation and Communication

Establish relationships with external labor rights organizations and industry associations to share best practices, engage in industry discussions, and participate in initiatives.

Act as a bridge between management and employees, facilitating two-way communication

and resolving labor relations issues.

Career Management and Training

Oversee and promote employee career development and continuous learning, ensuring fair distribution of training and development opportunities.

Encourage employees to participate in external seminars and training courses to enhance personal capabilities.

Diversity, Equality, and Inclusion

Promote diversity, equality, and inclusion in the workplace, ensuring all employees work in an environment free from discrimination.

Implement anti-discrimination policies to ensure fairness in recruitment, promotion, and compensation processes.

IV.  Policy Scope

This policy applies to RiskControl Co., Ltd. and its subsidiaries, covering all employees and business operations.

This policy is valid until December 31, 2026.

V.  Policy Reporting

The Labor and Human Rights Management Committee will audit the company's labor and human rights management work and goal achievement annually. Labor and human rights targets will be reported on an annual basis. By March 1 of each year, the committee will hold a Labor and Human Rights Report Meeting to present the progress and completion status of the previous year’s labor and  human rights management  work  to  the CEO, all employees, and stakeholders.

VI.  Policy Auditing

The Labor and Human Rights Management Committee will organize an evaluation of the company's labor and human rights policy by March 1 of each year, ensuring the policy complies with national laws, regulations, and international standards. Any necessary changes will be updated and published before March 1.