《Wuhan Yangtze Optical Technologies Co., Ltd. Code of Conduct》
This Code is formulated with reference to the Responsible Business Alliance Code of Conduct and is applicable to the overall operations of the Company. This Code consists of five parts: Labour, Health and Safety, environment, business ethics and management systems.
1) Free choice of career
Do not employ forced, bound (including debt bound) or indentured Labour, involuntary or exploitative prison Labour, slaves or human trafficking. This includes not transporting, harboring, recruiting, transferring or receiving persons through threats, violence, coercion, abduction or fraud. There shall be no unreasonable restrictions on workers' freedom of movement within the Factory and access to such places as workers' quarters or living quarters provided by the Company (if applicable). As part of the employment process, a written employment agreement must be provided to all workers in their native language, including a description of the terms and conditions of employment. Foreign workers must receive an employment agreement before leaving their country of origin, and no substitution or variation is allowed in the employment agreement after their arrival in the receiving country, unless these changes are made to comply with local laws and provide equal or better terms. All work must be voluntary and workers are free to leave or terminate their employment at any time without paying any penalty if reasonable notice is given in accordance with the workers' contract. Employers, agents, and sub-agents may not possess or otherwise destroy, hide, or confiscate identification cards or immigration documents, such as government-issued identification, passports, or work permits. Employers may have such documents only if required by law. In such cases, workers may not be denied access to their documents at any time. The worker is not required to pay recruitment fees or other related fees to an agent or sub-agent of the employer for his/her employment. If the worker is found to have paid any of the above fees, the fees shall be returned to the Worker.
2) Underage workers
Child Labour shall not be used at any stage of production. Terminology “ Children; It means any person who is under 15 years of age, or below the age for completion of compulsory education, or below the minimum age for employment in the country/region (whichever is the largest of the three). Participants should implement appropriate mechanisms to verify the age of workers. Support legal use of workplace learning programs that comply with all laws and regulations. Workers under 18 years of age (underage workers) may not perform work that may endanger their health or safety, including night shifts and overtime. Participants shall ensure proper management of student work by properly maintaining student work records, conducting rigorous due diligence on educational partners providing student work, and protecting student work rights in accordance with laws and regulations. Participants should provide appropriate support and training to all student workers. Where not provided for by local law, student, trainee and apprentice workers shall be paid at least as much as junior workers performing equivalent or similar positions. Assistance/remedy will be provided if child Labour is found.
3) Working hours
Research on business practice shows that overwork is obviously related to decreased productivity, increased personnel mobility, and increased number of injuries. Working hours shall not exceed the maximum hours prescribed by local law. Moreover, the working hours including overtime should not exceed 60 hours per week, except in emergency or exceptional circumstances. All overtime must be voluntary. Workers should have at least one day off every seven days.
4) Salary and benefits
Payments to workers shall be in accordance with all applicable wage laws, including those governing minimum wages, overtime hours and statutory benefits. According to local law, workers should be paid overtime at a rate higher than the normal hourly rate. The use of wage deductions as a disciplinary measure is prohibited. Clear and easy to understand payslips shall be provided to workers in a timely manner during each payslip recording period, which shall contain sufficient information to be able to calculate the accuracy of the remuneration for the labor rendered. The use of temporary, dispatched and contracted workers must comply with local legal restrictions.
5) Humane treatment
No harsh and inhuman acts such as violence, gender-based violence, sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, bullying, public shaming or verbal abuse against workers; Nor threaten to carry out any such act. Disciplinary policies and procedures that support these requirements should be clearly established and communicated to workers.
6) No discrimination/harassment
Participants should commit to providing a workplace free from harassment and unlawful discrimination. The Company shall not discriminate or harass workers in hiring and employment processes (such as wages, promotions, awards and training opportunities) on the basis of race, color, age, sex, sexual orientation, gender identity and gender expression, race or ethnicity, disability, pregnancy, religious belief, political affiliation, community membership, military service status, protected genetic information or marital status. Reasonable places for religious activities shall be provided to workers. In addition, workers or potential workers should not be forced to undergo medical examinations (including pregnancy or virginity tests) or medical examinations that may have discriminatory purposes. This was drafted in accordance with the International Labour Organization's (ILO) Discrimination (Employment and Occupation) Convention (No. 111).
7) Freedom of association
Under local law, participants should respect the right of all workers to voluntarily form and join unions, to engage in collective bargaining and peaceful assembly, and to refuse to participate in such activities. Workers and/or their representatives shall be able to communicate openly and express their views and concerns with management regarding working conditions and management practices without fear of discrimination, retaliation, threats or harassment.
B. Health and safety
1) Occupational safety
Potential health and safety hazards (chemical, electrical and other energy, fire, vehicle and fall hazards, etc.) to which workers may be exposed should be identified, assessed and reduced by the principle of tiered control, The principles include hazard elimination, alternative processes or materials, control through appropriate design, implementation of engineering and management controls, preventive maintenance and safe work procedures (including lockouts/downtime), and provision of ongoing occupational health and safety training. If the hazard cannot be effectively controlled by the above means, workers should be provided with appropriate and well-maintained personal protective equipment and educational materials on the risks that may result from the above hazards. In addition, appropriate measures must be taken to avoid exposing pregnant and lactating women to high-risk work environments, to eliminate or reduce workplace risks to the health and safety of pregnant and lactating women, including those associated with their work tasks, and to provide adequate facilities for lactating women.
2) Emergency preparedness
Potential emergencies and incidents are identified and assessed, and emergency plans and response procedures are implemented to minimize their impact, including emergency reporting, worker notification and evacuation procedures, worker training and drills. Emergency drills must be conducted at least once a year or in accordance with local laws, whichever is stricter. The emergency plan should also include appropriate fire detection and extinguishing equipment, unobstructed exit access, adequate exit facilities, contact information for emergency personnel, and a recovery plan. Such plans and procedures should minimize damage to life, the environment and property.
3) Work-related injuries and diseases
Procedures and systems should be in place to prevent, manage, track and report injuries and illnesses, including provisions to encourage workers to report, to classify and record cases of injuries and illnesses, to provide necessary medical care, to investigate cases and take corrective action to eliminate their source, and to help workers return to work.
4) Industrial hygiene
According to the principle of hierarchical control, risks to workers from chemical, biological and physical factors should be identified, assessed and controlled. If any potential hazards are identified, participants should look for opportunities to eliminate and/or reduce potential hazards. If hazard elimination or reduction is not feasible, potential hazards should be controlled through appropriate design, engineering and management controls. When risks cannot be adequately controlled through these measures, workers should be equipped and allowed to use appropriate and well-maintained personal protective equipment free of charge. The protection plan shall be continuous and contain risk education materials related to these hazards.
5) Physical work
The effects of heavy physical work on workers should be identified, assessed and controlled, including manual handling/loading of materials and repeated lifting of weights, prolonged standing and highly repetitive or heavy assembly work.
6) Machine safety protection
Production machinery and other machinery shall be assessed for safety risks. Physical guards, interlocks and barriers shall be fitted and properly maintained for machinery that may cause injury to workers.
7) Public health, food and accommodation
Workers should be provided with clean toilet facilities, drinking water and hygienic food preparation, storage and dining facilities. Workers' quarters provided by participants or Labour agents shall be kept clean and safe and shall be provided with appropriate emergency exits, hot water for bathing, adequate heat and ventilation, separate safety cabinets for personal and valuable belongings, and reasonable personal space with easy access.
8) Health and safety communication
Participants shall provide workers with workplace health and safety information and provide workers with training in the worker's mother tongue or a language understood by the worker in order to properly understand the workplace hazard signage to which they are exposed, including but not limited to mechanical, electrical, chemical, fire and physical hazards. Health and safety information should be clearly posted in the factory or in a prominent position where workers can see it. Workers should be provided with pre-job training before the start of work and regularly after work. Workers should be encouraged to raise any health and safety concerns without fear of reprisals.
1) Environmental permits and reports
All required environmental permits (such as emission monitoring), approval instruments and registration certificates should be obtained, maintained and updated, and their operational and reporting requirements followed.
2) Prevent pollution and save resources
Measures should be taken to reduce or eliminate pollutant discharge, release and waste generation at source, such as adding pollution control equipment, improving production, maintenance and facility processes, or other measures. Measures should be taken to control the use of natural resources, including water, fossil fuels, minerals and primary forest wood, such as improved production, maintenance and equipment processes, the use of alternative materials, strategies for reuse, conservation, recycling or other methods.
3) Harmful substances
Chemicals, wastes and other materials that pose a risk to humans or the environment should be identified, labelled and managed to ensure that they are safely handled, moved, stored, used, recycled or reused and disposed of.
4) Solid waste
Participants should adopt a systematic approach to the identification, management, reduction, responsible disposal or recovery of solid waste (non-hazardous waste).
5) Waste gas emission
Volatile organic chemicals, sprays, corrosive substances, suspended particles, ozone depleting substances and combustion by-products produced in the process of production and operation should be classified, routinely monitored, controlled and treated as required before discharge. Ozone-depleting substances should be effectively managed in accordance with the Montreal Protocol and applicable regulations. Participants shall routinely monitor the health of their air emission control systems.
6) Restricted substances
Participants shall comply with relevant laws, regulations and customer requirements regarding the prohibition or restriction of the use of certain substances in products and during manufacturing, including recycling and disposal marks.
7) Water resources management
Participants should implement a water resources management plan to document, classify and monitor water resources and their use and discharge; Seek to protect water resources and control pollution channels. All effluents shall be sorted, monitored, controlled and treated as required prior to discharge or disposal. Participants shall routinely monitor the health of their wastewater treatment and control systems to ensure optimal performance and compliance.
8) Energy consumption and greenhouse gas emissions
Participants should set corporate targets for reducing greenhouse gas emissions. Energy consumption and all associated group 1 and 2 greenhouse gas emissions should be tracked, recorded and publicly reported against greenhouse gas reduction targets. Participants should explore ways to improve energy efficiency and minimize energy consumption and greenhouse gas emissions.
1) Business integrity
The highest standards of integrity should be upheld in all business dealings. Participants should adopt a zero-tolerance policy prohibiting any and all forms of bribery, corruption, racketeering and embezzlement.
2) Undue advantage
Do not promise, offer, grant, give or accept bribes and other forms of advantage offered for the purpose of gaining illegal or improper advantage. The prohibition includes directly or indirectly promising, offering, authorizing, giving or accepting anything of value through a third party to obtain or retain business, or directly offering business to any person or otherwise obtaining an improper advantage. Monitoring, record retention and enforcement procedures should be implemented to ensure compliance with anti-corruption laws.
3) Information disclosure
All business transactions shall be transparent and accurately recorded in the participant's business books and records. Information regarding participants' labor, health and safety, environmental practices, business activities, structure, financial position and performance should be disclosed in accordance with relevant regulations and current industry practices. Falsification of records or misrepresentation of actual operations in the supply chain is not allowed.
4) Intellectual property rights
Intellectual property rights shall be respected, the transfer of technology or experience knowledge shall be conducted in a manner that protects intellectual property rights, and the information security of customers and suppliers shall be protected.
5) Fair dealing, advertising and competition
Standards of fair business, advertising and competition should be upheld.
6) Identity protection and anti-retaliation policies
Unless prohibited by law, procedures shall be developed and implemented to ensure the protection of supplier and worker whistleblowers and the confidentiality and anonymity of their reports. Participants should establish communication procedures for their workers so that workers can raise any concerns without fear of retaliation.
7) Responsible mineral procurement
Participants shall adopt policies to conduct due diligence on the source and chain of custody of tantalum, tin, tungsten and gold in the products they produce in order to reasonably ensure that the source complies with the Organization for Economic Cooperation and Development (OECD) Guidelines on Due Diligence in the Supply Chain of Minerals in Conflict-Affected and High-Risk Areas or an equivalent and recognized due diligence framework.
The Participant shall undertake to protect the personal information of all persons (including suppliers, customers, consumers and workers) with whom it does business, so as to satisfy the reasonable expectation of such persons to protect their privacy. When collecting, storing, processing, transmitting and sharing personal information, participants shall comply with the requirements of laws and regulations relating to privacy and information security.
E. Management system
1) Company commitment
The Corporate Social and Environmental Responsibility Policy Statement confirms participants' commitment to compliance and continuous improvement and is published in the local language at the plant with the approval of executive management.
2) Management accountability and responsibility
Participants should clearly designate senior executive officers and company representatives responsible for ensuring implementation of the management system and related programs. Senior management shall periodically review the status of the management system.
3) Legal requirements and customer requirements
Procedures used to identify, monitor and understand applicable laws, regulations and customer requirements, including those of this Code.
4) Risk assessment and risk management
Procedures to identify legal compliance, environmental, health and safety 3 and Labour practices and ethical hazards associated with participant's operations. Determine the relative importance of each risk and implement appropriate procedures and substantive controls to control identified risks and ensure compliance.
The areas to be included in the environmental health and safety risk assessment are production areas, warehouse and storage facilities, plant/workplace support facilities, laboratory and test areas, sanitation facilities (bathrooms), kitchen/dining room and workers' accommodation/dormitory.
5) Improve goals
The social, environmental and health and safety performance of participants should be improved by developing written performance objectives, indicators and implementation plans and periodically assessing their progress in implementing these objectives and plans.
Train management and workers to implement participants' policies, procedures, and improvement goals and meet applicable laws and regulations.
Procedures for clearly and accurately communicating information about participant policies, practices, expectations, and performance to workers, suppliers, and customers.
8) Worker feedback, participation and complaints
Ongoing processes, including effective grievance mechanisms, to assess workers' understanding of practices and conditions covered by this code and to obtain feedback or violations to promote continuous improvement. A worker. Workers must be provided with a safe environment in which they can express grievances and provide feedback without fear of backlash or reprisals.
9) Review and evaluation
Conduct regular self-assessment to ensure compliance with legal and regulatory requirements related to social and environmental responsibility, content requirements of this Code and customer contract requirements.
10) Corrective action process
Procedures for timely correction of deficiencies identified in internal or external assessments, inspections, investigations, and reviews.
11) Documents and records
Create and maintain documents and records to ensure compliance with regulations and company requirements and privacy provisions.
12) Supplier responsibility
Procedures for communicating the requirements of this Code to suppliers and monitoring their compliance with this Code.