Prevention of sexual harassment at work

1. It is strictly forbidden for the Employee to engage in any act and/or participate in, assist, suggest or support sexual harassment towards other Employees and/or any person at the workplace.

2. When an Employee working at the Company is or believes that he or she is a victim of sexual harassment, or any other person witness, be informed of, or reasonably suspect that sexual harassment has occurred must immediately report the incident to their line manager/Security Department /Internal Audit Department to initiate an investigation.

Concealment, failure to declare will be considered a violation of internal regulation and may be subject to labor discipline according to the provisions of Internal Regulation.

3. The line manager/Security Department/Internal Audit Department will provide guidance as necessary on the investigation, and handling of alleged sexual harassment.

Line managers need to take effective actions to ensure that no further apparent or alleged harassment occurs during investigations and retaliation at work.

4. If the alleged conduct is determined to be well-grounded, the Company will take immediate and effective measures to put an end to the breach.

At the same time, the Company will take necessary steps to ensure that this matter is investigated, resolved quickly and handled in accordance with the law.

5. The department that receives the denunciation and the individuals/ Departments involved in the handling of sexual harassment must keep information of harassed employees, whistleblowers and related people confidential.

Retaliation at work against the person who denunciated about sexual harassment is against the law and subject to disciplinary action.