Anti-Discrimination Policy of  
Texhong International Group  
CHAPTER I GENERAL PROVISIONS  
1. Purpose  
The aim is to ensure that employees of the Company are not discriminated in the course of  
employment because of their differences in areas such as gender, race, nationality, marital  
status, physiology, surname, geography or religion, and to protect workers’ rights of equal  
employment.  
2. Definition of Employment Discrimination  
Employment discrimination refers to the practice of employers to make any difference,  
exclusion or preference in employment opportunities or employment package based on  
factors of workers unrelated to their vocational capacities and the intrinsic objective needs  
of their employment, which has revoked or damaged their rights of equal employment.  
Employment discrimination includes the following:  
(1) Direct discrimination refers to the difference, exclusion or preference made by  
employers on workers based on factors such as nationality, ethnicity, gender, identity,  
religion, disability, physical appearance, age, health status and sexual orientation, which  
has revoked or damaged equal opportunities on employment or career or equal  
employment package.  
(2) Indirect discrimination refers to the effect of the practice of employers that will revoke  
or damage equal opportunities on employment or career or equal employment package  
and so forth, although there is no explicit indication that the difference, exclusion or  
preference in relation to the above discrimination factors has been made on workers.  
3. Scope of Application  
Existing employees of Texhong International Group  
CHAPTER II MEASURES ON ANTI-DISCRIMINATION AGAINST  
EMPLOYMENT  
Section I General Provisions  
1. Obligations of Anti-Discrimination against Employment  
Texhong International shall protect the equal employment rights of its workers in accordance with  
the provisions under this system and related laws and regulations. In terms of provision of  
equal employment opportunities and fair employment packages to workers, no  
discriminatory request is allowed. Anti-discrimination should be regarded as our own social  
responsibility.  
2. Prohibition of Discrimination during Recruitment Process  
No discriminatory conditions of employment shall be explicitly or implicitly stated, except  
being directly related to the nature of artefact.  
3. Obligation of Employers on Filing Information of Labour  
A sound system for filing information of labour shall be established. Labour files shall  
include original materials of workers gathered during recruitment process, labour contracts  
and other relevant materials.  
4. No Arbitrary Dismissal of Workers  
No workers shall be dismissed for discriminatory reasons.  
5. No Retaliation against Workers  
No retaliation against workers is allowed as a result of complaints, prosecutions, reports or  
accusations brought by workers against employment discrimination or as a result of their  
assistance in investigation and providing testimony, including acts such as re-designation,  
suspension, demotion, reduction of labour remuneration or dismissal of workers without  
proper reasons or otherwise forcing the employment of workers to be terminated  
involuntarily, unless the worker is incompetent for his/ her current duties or working position.  
Section II Identity Discrimination  
1. Nationality and Geographical Discrimination  
No employment of labour of a particular nationality or region shall be refused on the ground  
of their nationality or region, no employment standard for such labour shall be raised and no  
unequal differential package shall be given in their occupations.  
2. Discrimination on Registered Residence  
No employment of workers with non-local registered residence shall be refused on the  
grounds of their registered residence, no employment standard for such labour shall be raised  
and no unequal differential package shall be given in their occupations.  
Section III Sex Discrimination  
3. Discrimination against Women  
The State guarantees that women enjoy equal labour rights as men. When recruiting workers,  
employers shall not refuse to employ women or raise the employment standards for women  
on the ground of gender, except for the types of work or positions that are not suitable for  
women as stipulated by the State.  
4. Equal Remuneration for Equal Work between Men and Women  
Equal remuneration for equal work between men and women is in place. Women enjoy  
equal rights as men in terms of labour remuneration, welfare and benefits.  
5. Equal Rights in Employment  
Women enjoy equal rights in employment and career as men.  
6. Special Requirement for Women  
In female employee recruitment and during their employment, there should be no provision  
in their labour contracts that restricts their marriage, pregnancy and childbirth.  
In female employee recruitment, it is prohibited to request employees or existing female  
employees to participate in pregnancy tests or to refuse their employment or to re-designate  
or dismiss them for such a reason.  
When female employees are pregnant and it is impossible to engage them in their original  
work, the employer shall re-designate them to other positions which shall not be harmful to  
the physical and mental health of such female employees.  
It is not allowed to reduce the salary of female employees, dismiss them or unilaterally  
terminate their labour contracts for reasons such as marriage, pregnancy, maternity leave and  
breastfeeding, except for requests from female employees to terminate their labour contracts.  
7. Prohibiting Sexual Harassment against Women  
It is our obligation to prohibit all forms of sexual harassment against women in their  
workplaces.  
Section IV Disability Discrimination  
1. National Obligation to Ensure Employment of the Disabled  
The State guarantees equal employment rights for the disabled, and the people’s  
governments at all levels shall create employment conditions for the disabled.  
The State offers tax incentives to the employers that arrange employment for the disabled  
and to the disabled who are self-employed according to laws, and provides support in terms  
of production, operation, technology, fund, material, venue and so forth.  
2. Equal Rights in Employment of the Disabled  
It is not allowed to provide unequal differential packages to the disabled in employment and  
occupation.  
3. Special Requirement for the Disabled  
The Company shall provide the disabled employees with labour conditions and protection  
based on their characteristics, and ensure that workplaces, work equipment and living  
facilities are in conditions that they are suitable for disabled employees to access and use  
according to actual needs.  
On-job technical training should be provided to disabled employees to improve their skills  
on jobs and their technical levels.  
Section V Health Discrimination  
1. Equal Employment Rights for Causative Agent Carriers of Infectious Disease  
In labour recruitment, no employment shall be refused on the ground of being causative  
agent carriers of infectious disease, nor shall any existing causative agent carriers of  
infectious disease be dismissed or re-designated to poorer positions. However, no causative  
agent carriers of infectious disease is allowed to be engaged in work prohibited by laws,  
administrative regulations and the health administrative department of the State Council,  
before they are certified by medical experts that they are cured or before suspicion on their  
contagiousness is eliminated.  
Section VI Other Aspects of Employment Discrimination  
1. Ethnic discrimination  
In labour recruitment, no employment shall be refused on the ground of their ethnicity, no  
employment standard for labour of any ethnicity shall be raised and no discriminated  
package shall be given in their occupations.  
2. Discrimination against Physical Appearance  
In labour recruitment, no employment shall be refused on the ground of their physical  
appearance such as height, weight and facial appearance, unless there is a clear and necessary  
special need intrinsically for certain work.  
3. Age Discrimination  
Unreasonable age restriction shall not be set to impair the equal employment rights of  
workers. Age conditions shall not be set for employment and promotion, and no  
discrimination shall exist for the retirement ages between men and women. For the purpose  
of giving benefits to female employees, it can be stipulated that women may retire five or  
ten years earlier under voluntary application.  
4. Discrimination against Workers who have Criminal Records  
No workers who have criminal records shall be discriminated or no workers shall be refused  
for their employment simply because of their criminal records, except for those who are not  
hired by virtue of the needs of national security and special needs of certain occupations.