K-Max Technology - Code of Labor and Business Ethics

1. The use of forced labor, labor under surety (including for debt settlement) or bound by contracts, involuntary workers or exploited labor from prison, enslavement or human trafficking victims is strictly prohibited. This includes the labor received or services acquired from trafficking, harboring, recruitment or detachment of workers through threatening, coercion, intimidation, kidnapping, or fraud. Further to the prohibition of unreasonable restriction of the workers in the entry or exit from the workplace, the unjustifiable restriction of the freedom of movement of the workers at the workplace is also prohibited, the right of workers to associate freely should be respected, and they can voluntarily resign or terminate the employment relationship.

2. K-max resolutely adopts a zero tolerance policy for the use of child labor, and child labor is not allowed in any stage of manufacturing. Child labor refers to anyone who has reached the age of 15 but not yet 16, who is below the age for completing compulsory education or below the minimum age for employment in the country/region. Persons under the age of compulsory education, or the minimum employment age of the country/region (whichever is at the highest). A legal workplace study plan that complies with all laws and regulations is excluded. Workers under the age of 18 must not perform work that may endanger their health or safety, including night duty or overtime.

3. Child labor prevention plan

1. Before hiring any employees, K-max shall adopt effective procedures to verify their age.
2. For the human resources department, conduct child labor prevention. Training to strengthen recruiters' understanding of0 the "Prohibition of Child Labor Policies and Regulations".
3. K-max should fully propagates, implements and communicates the “Prohibition of Child Labor Policy and Regulations" for all employees, suppliers and subcontractors.

4. Misuse of Child Labor Remedy Program

1. Once the misuse of child labor is discovered, the child should be evacuated from the job immediately, and the nature of the work and the environment should be assessed immediately to determine whether there is any risk of harm to their physical and mental health.
2. If it is assessed that there is a risk of harm to their physical and mental health, they should be sent to a medical institution for a health check immediately. If it is confirmed that treatment is required due to illness or disability at work, the expenses shall be borne by the company.
3. If the child laborer is in good health, then follow the "employee resignation application procedures" to complete the resignation procedures and provide guidance to assist the child to enter the school for compulsory education.
4. If there is any misuse of child labor, it should investigate possible problems in the recruitment and employment processes and take corrective and preventive measures immediately.
5. The company should clearly communicate the "Suppliers Code of Conduct" to the cooperating suppliers or human resources agencies. If a major violation of the supplier or human resources agencies is found, the company will immediately require it to make improvements within a specified time. If the improvement measures cannot be corrected in time, the company has the right to terminate the business partnership.

5. The working hours should not exceed the maximum stipulated by the Labor Standards Law, and workers are allowed to rest for at least one day per week.

6. Wages paid to workers shall comply with statutory regulations, including minimum wages, overtime and statutory benefits.

1. The identification and control of the potential threat to the safety at workplace (such as accidents and hazards of chemical, electrical and other energies, fires, loading vehicles, and falling) and the prevention of hazards to the employees could be accomplished through appropriate engineering and administrative control, protection and maintenance, and safety procedures.

2. Determine and assess emergency situations and events, and mitigate the influence to the lowest level through the pursuit of appropriate plans and responding procedures, including: suitable fire detecting system and extinguishing equipment, through evacuation line, and adequate facilities for personnel evacuation and recovery plan.

3. Provide employee health checks and develop procedures to prevent, manage, track and report work injuries and occupational diseases, including: interviewing employees; classifying and recording work injury and occupational medical records; assisting in medical treatment; investigating cases and implementing corrective measures to improve the uncomfortable environment; Assist employees to adjust the most suitable work.

4. Identify, assess, and control possible influence on the employees caused by exposure to factors of chemical, biological, and physical hazards by level of control. Eliminate or control potential risks through appropriate engineering, and administrative control. Providing the employees with appropriate and properly maintained personal protective gear and teaching materials pertinent to this kind of accidents and risks; strengthen the health tracking and control of special operators, and provide special health checks. Post health and safety related materials in conspicuous places in the workplace, and provide education and training to all employees before and after starting work.

1. It is necessary to avoid harsh or inhumane treatment of the employees, including sexual harassment, sexual offense, physical punishment, psychological or physical coercion in any form, or verbal abuse; unblocked and diverse labor-management communication channels to maintain a safe working environment for employees.

2. Companies shall not discriminate the employees in recruitment or the performance of duties against race, skin color, age, gender, sexual preference, sexual identification and exhibition, ethnicity or nations, physically impaired, pregnancy, belief, political stance, organization background, veteran soldiers, genetic information under protection, or marital status, such as affecting their salaries, opportunity for promotion, rewards or receiving training. The rights of all employees to organize and participate in trade unions of their choice, collective bargaining, and participation in peaceful gathering should be respected, and the rights of the employees abstain from this kind of activities.

1. Company adopts a zero tolerance policy to prohibit any form of bribery, corruption, blackmail and embezzlement of public funds. There shall be no promise, offering, approval, giving or accepting of bribe or any of other forms of unjustifiable benefits. This shall also include the prohibition of the promise, offering, approval, giving or accepting an valuable items (directly or through a third party) in order to secure or keep business, assign business to others, or accessible to unjustifiable benefits.

2. Duly respect intellectual property rights, and adopt the methods for the protection of intellectual property right in the conveyance of technology and production knowledge; and is committed to give reasonable protection of the personal information and privacy of any of the stakeholders (including the suppliers, customers, consumers, and employees). Participants shall comply with applicable laws and regulatory requirements of privacy and personal information security in the collection, storage, processing, transmission, and sharing of personal information.

Company adheres to the principle of respecting and protecting human rights, and continues to incorporate issues related to employee health, safety, and equality into the company's policy and management system. And follow ISO14001 in international environmental management system, ISO45001 occupational health and safety management system standards and code, regularly review the company system and improve the operation processes, and committed to building a happy employee-oriented company.

1. The reporting format should be in written and clearly stated: the name of the informant, company, department and title, the name of the accused person, department and title, the date, and description of the content. If the case is being reported by telephone, it should be supplemented with written description about the violation case.

2. Violation case handling procedure:

3. Corrective measures: