亿万先生MR
全球人权政策
Guangxi LiuGong Machinery Co., Ltd Global Human Rights Policy
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政策介绍 Policy Introduction |
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政策名称 Policy name |
亿万先生MR全球人权政策 Global Human Rights Policy of Guangxi LiuGong Machinery Co., Ltd |
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政策主管部分 Policy owner |
亿万先生MR股份公司人力资源部分 Corporate Human Resources Department of Guangxi LiuGong Machinery Co., Ltd |
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政策批准者 Policy approved by |
亿万先生MR股份公司总裁 President of Guangxi LiuGong Machinery Co., Ltd |
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政策生效时间 Policy effective date |
2025年9月15日 September 15th, 2025 |
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下次回首时间 Next review date |
2026年9月15日 September 15th, 2026 |
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政策内容 Policy content |
亿万先生MR承诺 Our commitment 1. 榨取歧视 No discrimination 2. 榨取骚扰 Prohibited harassment 3. 榨取强迫或强制劳动 No compulsory or forced labour 4. 榨取雇佣童工 No child labour 5. 公正就业与开展时机 Equal employment and development opportunities 6. 事情场合清静 Workplace safety 7. 周全酬金支付 Total rewards 8. 个人信息和隐私的保�；� Protection of personal information and privacy 9. 跨国是情者 Migrant workers 10. 妇女权力 Women's rights 11. 多元化与容纳性 Diversity and inclusion 12. 员工权益包管的其他方面 Other aspects of employees rights protection 13. 治理与责任 Roles and responsibilities 14. 申诉渠道 Appeal channels |
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修订纪录 Revised record |
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政策编号 Policy number |
政策名称 Policy name |
生效时间 Effective date |
政策经办人/责任人 Person in Charge |
主要修订说明 Main Revision instructions |
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GZ/LG05.41-2025 |
亿万先生MR全球人权政策 Global Human Rights Policy of LiuGong |
2025年9月15日 September 15th, 2025 |
苏菲菲/陆蕾 Sophie Su/Holly Lu |
新宣布 Newly release |
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全球人权政策 Global Human Rights Policy
亿万先生MR（以下简称“亿万先生MR”，“公司”，“我们”）致力于创立一个多元与容纳的文化，并将对人权的尊重作为基来源则融入公司的文化、、价值观、、行为准则和全球谋划活动中。�！！�。
Guangxi LiuGong Machinery Co., Ltd (hereinafter referred to as "LiuGong", "the Company", "we") is committed to creating diversity and inclusion culture as well as integrating the respect to human rights into the company's culture, values, code of conduct, and global business activities.
亿万先生MR承诺 Our Commitment
亿万先生MR全球人权政策批注我们尊重国际公认的人权和劳工标准的承诺，包括《天下人权宣言》《公民权力及政治权力国际条约》《经济、、社会及文化权力国际条约》《儿童权力条约》《消除对妇女一切形式歧视条约》，国际劳工组织关于事情中基来源则和权力宣言，联合国工商业与人权指导原则，经济相助与开展组织关于跨国企业的行为准则，以及我们谋划所在地的执律例则等。�！！�。若是面临国际公认的人权与各国执律例则之间的冲突，包括在各国执律例则明确榨取某类劳工标准的情形下，我们将遵照须要划定以确保�：瞎嬖擞�。�！！�。
LiuGong's global human rights policy demonstrates our commitment to respect internationally recognized human rights and labour standards, including the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, the International Covenant on Economic, Social and Cultural Rights, the Convention on the Rights of the Child, the Convention on the Elimination of All Forms of Discrimination Against Women, the International labour Organization's Declaration on Fundamental Principles and Rights at Work, the United Nations Guiding Principles on Business and Human Rights, the Organization for Economic Cooperation and Development's Code of Conduct for Multinational Enterprises, and the laws and regulations of the places of business operation. If we encounter conflicts between internationally recognized human rights and national laws and regulations, including situations where national laws and regulations explicitly prohibit certain labour standards, we will comply with the necessary requirements to ensure compliant operation.
在推进公司全球化的历程中，我们需要与来自天下差别国家和地区的员工、、客户、、供应商以及其他利益相关方建设细密联系。�！！�。为了尊重和保�；げ畋鹞幕�、种族或宗教信仰等配景下的个体或群体的人权，增进多元文化的融合与交流，我们通过制订明确的尊重人权政策，持续建设一个尊重、、一律、、容纳的事情情形，让每一个人都能在多元文化配景下受到尊重，为公司的全球化开展带来更多可能。�！！�。
In the journey of company globalization, we need to establish close connections with employees, customers, suppliers, and other stakeholders from different countries and regions around the world. In order to respect and protect the human rights of individuals or groups from different cultural, racial, or religious backgrounds, and promote the integration and exchange of diverse cultures, we have formulated the policy to respect human rights, and continuously established a work environment which is respectful, equal, and inclusive, so that everyone can be respected in a diverse background, bringing more possibilities for the global development of the company.
我们在全球各地开展营业，包括在社会、、经济和政治因素可能危及人权和体面事情条件的地区。�！！�。我们相信尊重人权是我们谋划营业的基础，并可以为公司带来价值。�！！�。我们熟悉到作为一家国际化公司在尊重人权方面的主要责任，并承诺在我们开展营业活动中充分尊重人权，不允许爆发或加入漠视或蹂躏人权的行为，并在我们能够影响的规模内起劲增进人权。�！！�。
We conduct business globally, including in regions where social, economic, and political factors may jeopardize human rights and decent working conditions. We believe that respecting human rights is the foundation of our business operations and can bring value to the company. We recognize the important responsibility of respecting human rights as an international company, and commit to fully respecting human rights in our business and supplier activities, not allowing or participating in acts that ignore or trample on human rights, and actively promoting human rights with extended efforts.
自己权政策在全球规模内适用，包括亿万先生MR及其下属子公司，我们全球正式雇员、、亿万先生MR产品和服务以及亿万先生MR营业关系，包括亿万先生MR供应商、、承包商、、经销商、、相助同伴以及其他利益相关方。�！！�。亿万先生MR呼吁并期望亿万先生MR利益相关方能遵守人权相关的承诺与政策，并强烈勉励他们在各自的营业谋划中接纳相同或类似的标准和政策。�！！�。
This human rights policy applies globally, including Guangxi LiuGong Machinery Co., Ltd and its subsidiaries, our global employees, our products, services and our business relationships, including our suppliers, contractors, distributors, partners, and other stakeholders. We call on and expect our stakeholders to comply with commitments and policies of human rights, and strongly encourage them to adopt the same or similar standards and policies in their respective business operations and supply chains.
自己权政策批注晰我们在谋划营业整个价值链中尊重人权的承诺，并且是亿万先生MR品牌理念“延伸人类实力”的一部分体现。�！！�。在此政策中，我们枚举了重点关注且对营业影响最为显著的人权问题，通过与内部和外部利益相关方的持续接触、、内部评估、、第三方审计、、申诉渠道以及人权风险和影响评估，起劲优先治理我们营业谋划活动对人权的影响。�！！�。凭证我们对尊重人权的承诺，并遵照适用的执法和老例，我们会从以下重点方面体现对人权的尊重。�！！�。
This human rights policy demonstrates our commitment to respecting human rights throughout the entire value chain of our business operations, and it’s part of our mission to “TOUGH WORLD, TOUGH EQUIPMENT”. In this policy, we have listed the human rights issues that are of the greatest concern and have the most significant impact on business, and strive to prioritize managing the impact of our business operations on human rights, through continuous engagement with internal and external stakeholders, internal assessments, third-party audits, appeal channels, and human rights risk and impact assessments. Based on our commitment to respecting human rights and in accordance with applicable laws and conventions, we will demonstrate our respect for human rights in the following major points.
1. 榨取歧视 No discrimination
亿万先生MR在营业谋划中榨取歧视行为，充分尊重清静等看待每一个人。�！！�。我们榨取因人种、、种族、、肤色、、年岁、、性别、、性取向、、性别认同及表达、、阶级、、民族或国籍、、是否残疾、、疾病史、、有身、、语言、、头脑、、宗教或信仰、、党派、、政治态度或看法、、资产、、退伍武士身份、、受保�；さ囊糯畔ⅰ�、婚姻状态、、生涯履历、、容貌或五官个人特征等为由而有所歧视。�！！�。
LiuGong prohibits discriminatory behavior in business operations, and to treat all with full respect and equality. We prohibit discrimination based on race, ethnicity, color, age, gender, sexual orientation, gender identity and expression, class, ethnicity or nationality, disability, diseases history, pregnancy, language, ideology, religion or belief, party, political stance or opinion, assets, veteran status, protected genetic information, marital status, life experience, appearance or facial features.
2. 榨取骚扰 Prohibited harassment
亿万先生MR致力于建设一个相互容纳、、尊重、、清静和友好的事情情形，对骚扰行为持零容忍态度，无论是身体上的、、言语上的照旧精神上的骚扰，都严酷榨取，这包括但不限于性骚扰、、跟踪骚扰、、权力骚扰及其他骚扰。�！！�。
- 性骚扰指不受接待或不须要的身体、、语言、、视觉或其他针对个人或群体妄想获得性行为的行为，或不受接待的性谈论或性挑逗，或强迫性行为。�！！�。
- 跟踪骚扰指通过职员、、车辆、、工具、、装备、、电子通讯、、互联网或其他要领，在事情场合对特定职员重复或持续为违反其意愿，使其心生畏惧，足以影响其日常生涯或社会活动的行为。�！！�。
- 权力骚扰指在事情中，依附职权、、职位某人际关系优势等，凌驾正常事情规模对他人实验精神或身体危险的行为。�！！�。
- 其他骚扰包括但不限于身体骚扰、、暴力骚扰、、心理骚扰、、言语骚扰、、荼毒等欺压、、霸凌、、威胁或吓唬等行为。�！！�。
LiuGong is committed to establishing a work environment which is mutually inclusive, respectful, safe, and friendly, with a zero tolerance attitude towards harassment. Whether it’s physical, verbal, or mental harassment, it is strictly prohibited, such as sexual harassment, tracking harassment, harassment of power, and other forms of harassment.
- Sexual harassment refers to unwelcome or unnecessary physical, verbal, visual, or other behavior aimed at individuals or groups attempting to obtain sexual intercourse, or unwelcome sexual comments or teasing, or coerced sexual behavior.
- Tracking harassment refers to the behavior of repeatedly or continuously violating the will of a specific person in the workplace by means of personnel, vehicles, tools, equipment, electronic communication, the Internet or other methods, which makes them afraid and affects their daily life or social activities.
- Harassment of power refers to the behavior of causing mental or physical harm to others beyond the normal scope of work, based on power, status, or interpersonal advantages.
- Other forms of harassment, such as physical harassment, violent harassment, psychological harassment, verbal harassment, abuse, and other forms of bullying, hazing, threats, or intimidation.
别的，我们会清晰告诉员工可能组成骚扰的行为还包括这些方面，好比敌意的言论、、挑逗或手势；；对他人的外表、、性别、、性取向或私生涯揭晓冒犯性的言论；；对他人以开玩笑的口吻使用引发其不适或反感的言语；；大叫大叫或阻止他人表达自己的行为；；居心将他人扫除在事情场合的互动之外并让其感应不适；；不适外地触碰他人的肢体并让其感应不适或反感；；显示或撒播令人不适的图像，包括但不限于图片、、照片、、电子邮件、、海报、、屏幕等。�！！�。
In addition, we will clearly inform employees that behaviors that may constitute harassment also include these aspects, such as hostile remarks, teasing, or gestures; making offensive remarks about the appearance, gender, sexual orientation, or private life; using language that causes discomfort or disgust to others in a joking tone; shouting or preventing others from expressing oneself; intentionally excluding others from workplace interactions and making them feel uncomfortable; inappropriately touching someone's body and causing discomfort or disgust; display or disseminate offensive images, such as pictures, photos, emails, posters, screens, etc.
我们会起劲提升员工反骚扰意识，开展面向各相关方在事情场合的反骚扰培训，同时勉励供应商、、客户等相助同伴在谋划历程中接纳起劲步伐消除骚扰行为。�！！�。我们将严肃看待有关骚扰的指控，并确保获得视察，被发明保存骚扰行为的员工会被追究责任，包括终止雇佣关系。�！！�。
We will actively enhance employees' awareness of anti harassment, conduct anti harassment training for all in the workplace, and encourage suppliers, customers, and other partners to take proactive measures to eliminate harassment behavior in their business processes. We will take allegations of harassment seriously and ensure that they are investigated. Employees found to have engaged in harassing behavior will be held accountable, including termination of employment.
3. 榨取强迫或强制劳动 No compulsory or forced labour
亿万先生MR承诺不会加入也不会容忍奴役、、生齿销售或接纳强迫或强制劳动。�！！�。我们榨取以赏罚�；蚱垩瓜嗤�，强迫任何人从事非自己自愿的劳动或服务，更不会限制任何人的人身或行动自由，包括扣留身份证件、、监控生涯情形等。�！！�。
LiuGong promises not to participate in or tolerate slavery, human trafficking, or the use of compulsory or forced labour. We prohibit the threat of punishment or coercion, forcing anyone to engage in non-voluntary labour or services, and will not restrict anyone's personal or movement freedom, including withholding identity documents, monitoring living environments, etc.
我们榨取强制劳动，并尊重享受休息和闲暇的权力，包括法定的事情时间和法定带薪休假的权力。�！！�。我们员工酬金的支付切合适用的人为执法，包括与最低人为、、加班时间和法定福利有关的执法，不会随意克扣劳动酬金或滥用赏罚�；�，确保每个人支付劳动后能获得响应的回报。�！！�。
We prohibit forced labour and respect everyone's right to rest and leisure, including the right to statutory limitations on working hours and statutory paid leave. We make payments for our employees' rewards while complying with applicable wage laws, including those related to minimum wage, overtime, and statutory benefits. We will not arbitrarily deduct labour remuneration or abuse punishment mechanisms, ensuring that everyone receives corresponding rewards for their labour.
4. 榨取雇佣童工 No child labour
亿万先生MR在全球营业的各个阶段榨取雇佣低于外地法定最低就业年岁的人，并严酷遵守国际劳工组织关于最低年岁的划定以及运营所在地适用的最低年岁执律例则。�！！�。为了防止儿童劳动，我们在雇佣职员之前，举行年岁核实检查。�！！�。
LiuGong prohibits the employment of persons below the legal required minimum age for employment in all phases of our global operations and in our supply chains. We strictly adhere to the International labour Organization's regulations and applicable local laws on minimum age. To prevent child labour, we conduct age verification checks before hiring.
5. 公正就业与开展时机 Equal employment and development opportunities
亿万先生MR在人才选拔与招聘历程中，遵照公正就业的原则，提供一律的就业时机。�！！�。我们雇佣职员，主要思量其专业能力、、手艺、、资质、、学历及过往事情履历等与事情要求相关的因素，旨在让求职者都有时机去获取自己合适且能够充分验展手艺与才华的岗位，不会因其他与事情无关因素而歧视看待。�！！�。若是有相关执律例则支持有特殊需要的个人，我们将遵照执行。�！！�。
LiuGong follows the principle of fair employment and provides equal employment opportunities in the process of talent selection and recruitment. We primarily consider factors related to job requirements, such as professional competence, skills, qualifications, education, and past work experience, when hiring. Our aim is to provide job seekers with the opportunity to obtain suitable positions that allow them to fully utilize their skills and talents, without discrimination based on other factors unrelated to their work. We will comply with any relevant laws and regulations, if there are additional regulations to support individuals with special needs.
我们制订的各项增进人才开展的政策，同样遵照公正、、公正、、透明的原则，让每位员工能在一律条件下获得职业开展的时机，引发员工的起劲自动性，增进人才的合理流动与开展。�！！�。
All the policies we have formulated to promote talent development, also adhere to the principles of fairness, impartiality and transparency, enabling everyone to have the opportunity for career development under the same conditions, stimulating their initiative and enthusiasm, and promoting the rational mobility and growth of talents.
6. 事情场合清静 Workplace Safety
亿万先生MR坚持“清静是一切事情的条件和基础，所有事故都是可以预防的，所有清静隐患都是可以消除的，各级治理层对营业规模内的清静周全认真，清静是员工雇佣和职业开展的主要条件”的理念，致力于为公司员工创立一个康健、、清静、、绿色的物理事情情形。�！！�。同时,我们榨取暴力、、骚扰、、吓唬和其他因内部或外部威胁而造成的心理担心或破损性状态。�！！�。
LiuGong adheres to the concept that "safety is the premise and foundation of all work, all accidents can be prevented, all safety hazards can be eliminated, and all levels of management are fully responsible for safety within their business scope. Safety is the primary condition for employee hiring and career development", and is committed to creating a healthy, safe, and green working environment for employees. We prohibit violence, harassment, intimidation, and other unsafe or destructive situations caused by internal or external threats to ensure psychological safety.
7. 周全酬金支付 Total rewards
亿万先生MR深知公正合理的酬金是员工支付劳动的应得回报，也是激励员工持续开展、、为公司创立更大价值的要害因素。�！！�。亿万先生MR周全酬金理念是“现金+福利+开展+体验”的组合，体现按“业绩取酬、、多劳多得”的原则，明确员工的酬金水平与其专业手艺、、能力、、履历等相关，而与其性别、、年岁、、种族、、宗教信仰、、婚姻状态等因素无关。�！！�。
LiuGong is well aware that fair and reasonable compensation is not only the rightful reward for employees' labour, but also a key factor in motivating them to continue growing and creating greater value for the company. Our total rewards concept is a combination of "cash + benefits + growth + experience", embodying the principle of "pay based on performance and more work, more pay", and clarifies that the level of reward for employees is related to their professional skills, abilities, experience, etc., and is not related to factors such as gender, age, race, religious or beliefs, marital status, etc.
我们以为每一位员工依附自身的专业手艺、、扎实能力以及富厚履历为公司创立价值，理应获得响应的回报。�！！�。无论是男性照旧女性，无论是初入职场的年轻新人照旧资深员工，只要员工在专业领域展现出卓越的才华，在事情中展现出起劲进取、、坚韧不拔、、迎难而上的态度与精彩的业绩，都将获得公司公正合理的酬金。�！！�。我们相信只有秉持这样的原则，才华真正引发员工的事情热情与创立力，凝聚起全体员工的实力，配合推动公司可持续开展。�！！�。
We believe that everyone who creates value for the company through their professional skills, solid abilities, and rich experience should receive corresponding rewards. Whether male or female, young employees who have just entered the workplace or experienced employees, as long as they demonstrate outstanding competency in their professional fields, are able to tackle difficulties proactively, be resilient and deliver outstanding result in their work, they will receive fair and reasonable compensation from the company. We believe that only by adhering to such principles can we truly stimulate employees' work enthusiasm and creativity, unite the strength of all, and jointly promote the sustainable development of the company.
我们承诺将持续关注市场动态与行业趋势，按期对公司酬金系统举行评估与优化，确保其坚持竞争力与公正性，让每一位员工能在亿万先生MR收获与自身价值相匹配的劳动酬金。�！！�。
We are committed to staying attuned to market dynamics and industry trends, and regularly reviewing and optimizing our compensation system to ensure its competitiveness and fairness, so that everyone can reap the rewards of labour that match their value at LiuGong.
8. 个人信息和隐私的保�；� Protection of personal information and privacy
亿万先生MR尊重员工的个人信息隐私权力，我们确保在网络、、存储、、使用和处理员工个人信息等环节，严酷遵守相关地区关于个人信息保�；さ闹绰衫�。�！！�。我们禁止忍信息泄露或不须要的获取行为，并遵照正当、、正当、、须要、、最小化等原则。�！！�。我们在员工明确赞成的情形下，网络与其事情相关的须要个人信息，并且严酷限制信息的使用规模，用于与员工事情相关的正当目的。�！！�。
LiuGong respects the privacy rights of employees' personal information. We ensure strict compliance with the laws and regulations of regions related to personal information protection in the processes of collecting, storing, using and processing employees' personal information. We don’t tolerate information leakage or unnecessary acquisition and follow the principles of legality, propriety, necessity and minimization. We collect necessary personal information related to employees' work only with their explicit consent and strictly limit the scope of information use for legitimate purposes related to their work.
9. 跨国是情者 Migrant workers
跨国是情者指在其非国籍所在的国家从事有酬金的活动的职员。�！！�。包括为了特定的就业目的从其原籍国到雇主所在国是情的个人，但其不属于雇主所在国的永世住民；；以及由其雇主派往非原国籍就业国是情的个人，在划准时间内从事某一特定事情或使命。�！！�。
Migrant workers refer to those who engage in remunerative activities in a country of which they are not nationals. One type is individuals who travel from their home country to the country where their employer is located for a specific employment purpose, but they are not permanent residents of the employer's country. Another type is for individuals who are assigned by their employer to work in a country other than their original nationality, and engaging in a specific job or task within a specified time frame.
亿万先生MR严酷遵守国际公认的各项人权条约，对跨国是情者和外地雇员无歧视看待，确保一律公正的雇佣。�！！�。我们保�；た绻乔檎哂胧虑橄喙氐恼比�，向跨国是情者提供切合权益所辖国家劳工相关要求的一律的时机、、待遇、、事情情形、、酬金支付、、包管和其他福利、、获得奖金的一律时机、、事情安排、、假期以及正常事情和加班时间，确保其在事情场合不会受到歧视。�！！�。除非外地适用的执律例则尚有要求或标准。�！！�。
LiuGong strictly abides by internationally recognized human rights conventions, and treat migrant workers and local employees without discrimination, and ensures equal and fair employment. We protect the legitimate rights of migrant workers related to their work, providing them with equal opportunities, treatment, working and living environment, reward payment, insurance and other benefits, equal opportunities to receive bonuses, work arrangements, holidays, and regular and overtime according to the liability regulated by involved nations, ensuring that they are not discriminated against in the workplace. Unless otherwise required or standardized by applicable local laws and regulations.
我们不会要求跨国是情者从事强迫或强制劳动，并会尊重和保�；た绻乔檎叩奈幕妥诮绦叛�，确保其享有宗教自由。�！！�。
We will not require migrant workers to engage in forced or compulsory labour, and we will respect and protect the cultural and religious beliefs of migrant workers, ensuring their freedom of religion.
10. 妇女权力 Women's rights
亿万先生MR会接纳适当步伐，阻止在就业方面临妇女的歧视，以包管在男女一律的基础上享有相同权力，特殊是享有一律就业时机的权力，包括在就业方面一律的甄选标准；；享有自由选择职业、、提升事情包管、、酬金回报、、接受职业培训和经常性培训的权力；；在评定事情体现方面享有平期待遇的权力；；享有社会包管的权力，包括在退休、、失业、、疾病或在其他损失事情能力的情形下；；享有法定带薪休假的权力；；享有康健和清静包管的权力等。�！！�。
LiuGong will take appropriate measures to avoid discrimination against women in employment, in order to ensure equal rights based on gender equality, especially the right to equal employment opportunities, including equal selection criteria in employment; the right to freely choose a profession, improve job security, receive remuneration, receive vocational training and regular training; the right to equal treatment in evaluating work performance; the right to social security, including in the event of retirement, unemployment, illness, or other loss of work capacity; the right to statutory paid leave; the right to health and safety.
我们承诺妇女不会因完婚或生育而受歧视，为包管其有用的事情权力，我们会接纳适当步伐，好比榨取以有身或产假为理由予以开除，以及以婚姻状态为理由予以开除的歧视；；实验带薪产假或具有一律社会福利的产假，而不损失原有事情、、酬金或社会津贴；；关于有身时代从事有害于康健的工种的妇女，给予特殊保�；�。�！！�。我们将确保妇女的权力获得保�；�，并尊重其享有的政治、、经济和社会一律的权力。�！！�。
We commit that women will not be discriminated against due to marriage or childbirth. To safeguard their effective right to work, we will take appropriate measures, such as prohibiting dismissal based on pregnancy or maternity leave, as well as discrimination based on marital status; implement paid maternity leave or maternity leave with equivalent social benefits without losing original employment, remuneration, or social allowances; special protection shall be given to women engaged in occupations that are harmful to their health during pregnancy. We will ensure that women's rights are protected and respect their political, economic, and social equality rights.
11. 多元化与容纳性 Diversity and inclusion
亿万先生MR精神是“自强不息，求真务实，开放容纳，恒久主义，使命必达”，其中的“开放容纳”体现了亿万先生MR致力于推动多元化与容纳性的理念，为公司多样化人才创立一个优异的文化情形，使其不分人种、、种族、、肤色、、年岁、、性别、、性取向、、性别认同及表达、、阶级、、民族或国籍、、是否残疾、、疾病史、、有身、、语言、、头脑、、宗教或信仰、、党派、、政治态度或看法、、资产、、退伍武士身份、、受保�；さ囊糯畔ⅰ�、婚姻状态、、生涯履历、、容貌或五官个人特征等，都能受到尊重并施展所长。�！！�。
The spirit of LiuGong is "Perseverant, Realistic and Pragmatic, Open Minded and Inclusive, Long-term sighted, Target-oriented". These concepts reflect our commitment to promoting diversity and inclusiveness, and creating a favorable cultural environment for the talents, so that they can be respected and give full play to their strengths regardless of race, ethnicity, color, age, gender, sexual orientation, gender identity and expression, class, ethnicity or nationality, disability, medical history, pregnancy, language, ideology, religion or belief, party, political stance or opinion, assets, veteran status, protected genetic information, marital status, life experience, appearance or facial features.
我们持续构建多元文化的员工步队，营造开放容纳的事情情形。�！！�。我们致力于每个人都拥有一律的时机，并起劲确保我们营业所在地的多元化获得体现，好比我们员工步队中有来自差别国家或差别民族的人，在差别国家雇佣外地职员，并给其提供培训以提高事情手艺等。�！！�。
We continue to build a multicultural workforce and create an open and inclusive working environment. We are committed to equal opportunities for everyone and strive to ensure diversity in our business locations, such as having employees from different countries or ethnicities, hiring local personnel in different countries, and providing training to improve their job skills.
我们尊重每个人的表达与加入自由，承诺不滋扰或限制故障其行使正当权力，并以隐私保�；の�，为内外部利益相关方提供多元、、开放、、容纳、、双向的相同渠道。�！！�。
We respect the freedom of expression and participation of individual, and commit to non-interfering or restricting their exercise of legal rights. We base our approach on privacy protection and provide diverse, open, inclusive and two-way communication channels for internal and external stakeholders.
12. 员工权益包管的其他方面 Other aspects of employees rights protection
- 员工持续学习的包管：：亿万先生MR致力于建设学习型组织，勉励员工自我学习与开展，同时公司提供系统化的内外部培训时机。�！！�。我们起劲推进专业学院建设及运营模式，持续开发专业课程、、作育内训师，通过学习平台持续为全球员工提供富厚的在线学习资源，提升员工的专业能力。�！！�。
The guarantee of continuous learning for employees: LiuGong is committed to building a learning organization, encouraging employees to self-study and grow. Meanwhile, the company offers systematic internal and external training opportunities. We actively focus on the construction and operation of professional colleges, continuously develop professional courses and internal trainers, and provide online learning resources for global employees through the learning platforms to enhance their professional abilities.
- 员工休假权的包管：：为了阻止员工超时势情带来的清静隐患，并同时兼顾员工生涯与事情的平衡，我们承诺并遵守我们运营所在地的正常事情时间标准，遵守有关最长事情时间和休假时间的执律例则。�！！�。我们制订了包括带薪年休假、、产检假、、产假、、育儿假、、护理假等休假政策，以确保员工能在事情和家庭（私人生涯）之间取得平衡。�！！�。
The guarantee of employees' vacation rights: To avoid safety risk caused by long-time work and balance the need of work and life of employees, we promise to comply with the normal working standards in our operating areas, and abide by the laws and regulations regarding the maximum working and vacation times. We have leave policies including paid annual leave, prenatal check-up leave, maternity leave, parental leave, nursing leave, etc., to ensure that employees can achieve a balance between work and family (private life).
- 员工事情权的包管：：我们包管员工的事情权，不会无故剥夺员工的正常事情权力。�！！�。如保存相关执法划定的特殊情形，则凭证执法划定执行。�！！�。
The guarantee of employees' right to work: We guarantee employees' right to work, and we allow them to resume work without unreasonably depriving their normal work rights. We will follow if there are special circumstances stipulated by relevant laws and regulations.
13. 治理与责任 Roles and responsibilities
亿万先生MR可能会思量利益相关方的态度，以持续刷新人权政策，并确保人权政策切合适用的外地执法和规则以及公司价值观和行为准则。�！！�。我们勉励人力资源部或其他相关部分，在适用的情形下，报告遵守人权政策的情形。�！！�。若是泛起新的标准或要求，公司人力资源部分将按期审查和更新相关政策。�！！�。
LiuGong may consider the positions of stakeholders to continuously improve human rights policies and ensure that they comply with applicable local laws and regulations, as well as our values and codes of conduct. We encourage the human resources department or other relevant departments to report compliance with human rights policies, where applicable. If new standards or requirements arise, the company's human resources department will regularly review and update relevant policies.
各主管在各层面上认真执行本政策并支持公司创立一个尊重、、公正、、容纳、、清静的事情情形，包管员工权益，在行为上起树模作用。�！！�。若是主管收到与本政策相违反的申诉，应作为第一责任人解决员工的申诉。�！！�。
Each supervisor is responsible for implementing this policy at all levels and supporting the company in creating a respectful, fair, inclusive, and safe working environment, safeguarding employee rights, and exemplifying appropriate conduct. If the supervisor receives an appeal that violates this policy, they should be primarily for resolving the employee's complaint.
员工有责任遵守本政策，如发明有与本政策相违反的行为，应第一时间举行指出并纠正。�！！�。若有须要，可出于善意地通过以下申诉渠道报告相关行为。�！！�。
Employees are required to abide by this policy. If any behavior that contradicts this policy is observed, it should be identified and corrected immediately. If necessary, relevant behaviors can be reported through the following channel with good will.
14. 申诉渠道 Appeal channels
若是发明与本政谋划定相违反的行为，员工可以接纳行动通过以下申诉流程及渠道举行报告：：
- 申诉第一步/层：：向违规当事员工的直接主管（N+1）汇报；；
- 申诉第二层：：若第一步/层未能有用解决或以上为当事人，可向违规当事员工的N+2级主管汇报；；
- 申诉第三层：：若前二层未能有用解决或以上为当事人，可向违规当事员工所在组织的人力资源认真人汇报；；
- 申诉第四层：：若前三层未能有用解决或以上为当事人，可向亿万先生MR总部人力资源部分认真人汇报。�！！�。
- 在以上渠道均未能有用解决或以上均为当事人的情形下，还可以通过书面或电子邮件等途径，向公司合规办公室汇报。�！！�。吸收申诉的电子邮箱地点为：：lghgb@liugong.com。�！！�。关于直吸收到的申诉，会由相关认真人连系现真相形按以上层级派送处理，并监视效果的闭环。�！！�。若涉及严重影响公司运营的重大事务、、高管或特殊情形将做个案处理。�！！�。
An employee who has been reported as having behaviors that violate this policy may take action through the following appeal process and channels:
- 1st step/receiver: Discuss with their direct supervisor (N+1) ;
- 2nd escalation level: In the conditions that the appealing is not able to solved properly or involving reported individual, the next level of supervisor (N+2) can be involved;
- 3rd escalation level: In the conditions that the appealing is still not able to solved properly or involving reported individual, the human resources leader of related party can be involved;
- 4th escalation level: In the conditions that the appealing is not able to solved properly by all above channels, the head of corporate HR team can be involved.
- In cases where none of the above channels can effectively resolve the issue, reports can also be made to the compliance office in form of written document or e-mail notes. The email address is lghgb@liugong.com. The message received will be assigned to related parties according to the escalation level by compliance office except for the cases which seriously impact company business, executive officer or other special circumstance.
加入申诉及视察历程涉及的职员应尽最大可能对相关方及申诉事务举行保密。�！！�。我们严禁对申诉人及加入申诉和视察历程涉及的职员实验吓唬或攻击抨击。�！！�。若是申诉人或加入申诉和视察历程涉及的职员因此受到了抨击，可以通过此申诉渠道举行申诉。�！！�。
The personnel involved in the appeal and investigation process should keep the relevant parties and appeal events confidential to the greatest extent possible. We strictly prohibit intimidation or retaliation against the appellant and relevant parties in the appeal and investigation process. If the appellant or relevant parties in the appeal and investigation process suffer retaliation as a result, they can appeal through this appeal channel.