OUR TALENT VALUE
Concord New Energy Group Limited ("the Group") adheres to the Group’s spirit of “integrity, devotion, cooperation and endeavor to make progress”, and is committed to the core values of “putting people first, creating values, focusing on the future and pursuing excellence”.
The Group safeguards the legitimate rights and interests of its employees, pays close attention to the employees’ career development and health and safety, while striving to promote the common development of the employees and the Group.
Upholding the principle that the strategies, organizations and talent incentives shall be in line with their respective responsibilities, the Group continuously refines the HR management system. The Group respects the values of talents, unleashes the potential of talents, and improves talent incentive mechanisms, so as to put in place an HR management system for the implementation of the Group’s strategies and organizational development.
The Group provides healthy and comfortable working environment for employees.
Compensation & Benefits System
The Group has established an effective compensation & benefits system, which is competitive with other companies in the industry, to provide employees with the right pay and perks, including old-age pension, medical insurance, unemployment insurance, maternity insurance, workers’ compensation, commercial insurance and housing provident fund, paid annual leave, seniority allowance, holiday bonuses, birthday bonuses, childbirth bonuses, and health examination.
Diverse Employment Protection System
1. Purpose
Concord New Energy Group Limited ("the Group") shall comply with laws and regulations of each jurisdiction in which it operates, support the basic principles of the protection of human rights, and value and foster the diversity of its employees. This Policy is hereby formulated to prohibit employment discrimination based on race, ethnic group, color, nationality, religion and belief, sex, age, disability, marital status, sexual orientation, gender identity or other legally protected personal identities, and safeguard legitimate rights and interests of employees, so as to create a sense of belonging in the workplace and ensure the employees feel respected.
2. Applicability
This Policy applies to all employees of Concord New Energy Group Limited and its subsidiaries.
3. Commitment to Human Rights
The Group recognizes and respects the fundamental principles of the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the Ten Principles of the UN Global Compact and the UN Guiding Principles on Business and Human Rights.
3.1 The Group provides equal opportunities in terms of recruitment, employment, training, promotion, and compensation & benefits to every employee, irrespective of race, ethnic group, color, nationality, religion and belief, sex, age, disability, marital status, sexual orientation, gender identity or other legally protected personal identities. The Group guarantees all employees the right to receive equal remuneration for work of equal value, and fights against child labor, forced labor and human trafficking.
3.2 The Group provides a safe and healthy workplace for all employees, complies with applicable safety practices, eliminates known safety hazards and takes appropriate measures to prevent potential ones.
3.3 All employees shall be treated with dignity and respect. Any form of violence (mental or physical threat, punishment, retaliation or verbal humiliation) is forbidden. It is not allowed to treat employees roughly or inhumanely. All employees, especially female employees, shall be protected from unfair treatment.
3.4 The Group promotes freedom of expression and encourages open communication. Dissatisfactions shall be dealt with based on the principle of openness and fairness. In case of a work-related dispute, employees may file a complaint by sending an email to a particular e-mail address, by telephone, etc. The responsible person will timely contact the employees and actively seek for a resolution of the dispute.
4. Recruiting Talents from Diverse Backgrounds
When making employment decisions, the Group is committed to the employment policies of non-discrimination, equal opportunities and diversity, to allow all candidates from diverse backgrounds to be fairly and equitably considered. The Group takes concrete actions to eliminate discrimination or prejudice if it exists. The Group recruits widely and attracts diverse talents to ensure fairness and equality in the recruitment process, develops and cultivates a diverse workforce team, and welcomes talents from different backgrounds to apply, regardless of education and work background, religion and belief, nationality, ethnic group, place of origin, sex, age, marital and maternity status, disability, sexual orientation, gender identity, etc.
5. Developing Diverse and Inclusive Corporate Culture
5.1 The Group is committed to creating a diverse and inclusive corporate culture, helping its employees to understand the value of diverse teams by providing diverse training, to strengthen their awareness of diversity, promote the acceptance of employees from different backgrounds, and facilitate the cooperation and coordination among employees, so that they can perform their roles and fulfill their responsibilities in the cooperation among different teams, departments and regions.
5.2 The Group provides opportunities and platforms for its employees’ sustainable career development, and helps the employees to improve their professional skills and professionalism, broaden their vision and expand their professional development through the diversified internal and external learning activities covering all employees, so as to achieve their personal and professional growth while creating value for the Group, and promote the diverse development of the employees.
5.3 The Group carries out equal and fair career development plans for employees, stays open-minded and inclusive, values and listens to diverse opinions, makes performance evaluation, promotion decision and salary adjustment based on employees' performance regardless of race, ethnic group, color, nationality, religion and belief, sex, age, disability, marital status, sexual orientation, gender identity or other legally protected personal identities.
6. Longstanding Mechanism of Supervisory Feedback
The Group conducts regular internal surveys and evaluation to learn about the employees’ job satisfaction, the problems they encounter in their work, and the room for improvement and the excellence in performance concerning diversity and inclusion, thus providing suggestions and references for improving the Group's management.
7. Supplementary Provisions
7.1 This Policy shall be interpreted by the HR Department of the Group.
7.2 This System shall be implemented as of the date issued and remain valid until the next revision.
HR-related Employee Grievance Policy and Handling Mechanism
Concord New Energy Group Limited ("the Group") provides employees with a fair and efficient grievance handling mechanism. This mechanism applies to Concord New Energy Group Limited and its subsidiaries.
1. Harassment;
2. Bullying in the workplace;
3. Unfair treatment in the workplace;
4. Dishonest or unethical practices;
5. Regarding disciplinary measures taken, the employee believes the issue has not been resolved or has not been handled appropriately.
This mechanism aims to ensure that grievances and complaints are dealt with fairly and effectively and that employees have the opportunity to take their concerns to the management for further action when they are unable to resolve their concerns with their immediate supervisor.
Employees are always encouraged to discuss and resolve their concerns with their immediate superior in an open and frank manner. If the concern remains unresolved or his/her immediate superior is the subject of the complaint, the employee may escalate his/her grievance to the HR Department or a higher level of management according to the grievance procedure.
二、Grievance procedure
Any employee filing a grievance or complaint must identify himself/herself and provide the necessary and relevant information required.
The grievance procedure has two stages: the preliminary grievance procedure and the final grievance procedure. If the employee is not satisfied with the decision of the preliminary grievance procedure, he/she may submit the grievance in writing. If the leaders with specific duties or assistant managers in the HR Department find the grievance to be well-founded, the grievance will proceed to the final grievance procedure.
1. Preliminary grievance procedure
If the employee is not satisfied with the resolution provided by his/her immediate supervisor or his/her immediate supervisor is unable to solve the issue, the employee may submit the grievance directly to the HR Department, starting a preliminary grievance procedure.
If the HR Department determines that the issue warrants investigation, an interview will be conducted with persons of interest, such as the complainant, the respondent, or witnesses testifying for each of them as appropriate.
The interview shall be organized by the HR Department and the employees shall be informed of the result of the preliminary grievance procedure in writing within 14 days after the completion of all interviews.
2. Final grievance procedure
If the employee is not satisfied with the decision of the preliminary grievance procedure, he/she may submit a request for appeal to the leaders with specific duties or assistant managers in the HR Department. The appeal must be made within 14 days of the date that the preliminary grievance procedure result comes out, and the appellant must provide detailed reasons for the appeal. If the leaders with specific duties or assistant managers in the HR Department find that there are reasonable grounds for the appeal, the issue will be further investigated.
If there is any additional information or evidence, the investigation process will be the same as the preliminary grievance procedure. In general, the HR Department will notify the employee concerned in writing of the result within 14 days of the conclusion of the procedure. The result will be considered final.
三、Supporting Protection Measures
1. Confidentiality measures
Each employee involved in the investigation must keep the names of those involved, the details of the complaint, as well as the existence of such complaint extremely confidential, subject to legal disclosure obligations and the respondent's right to know the details of such complaint.
In case that the employee feels uncomfortable identifying themselves, see the Whistleblower Policy (Audit) for details about anonymous reporting channels.
2. Protection measures
No person involved in a grievance shall be intentionally harmed or retaliated against during or after the grievance procedure is completed. Employees who file a grievance or complaint in good faith will not be treated unfairly or intimidated.
The Group shall not tolerate any retaliatory or aggravating behavior by anyone against the employee involved, nor shall it subject any employee to any prejudice (such as demotion or unnecessary transfer) for filing the grievance or providing evidence. However, if a grievance filed by a person is found to be arbitrary, malicious or deliberately false, the investigation will be terminated, and the appellant may be subject to appropriate disciplinary measures.