To fulfill its corporate social responsibility and protect the basic human rights of all employees, customers, and stakeholders, Lisheng Energy Technology adheres to the principles of international human rights conventions such as the Universal Declaration of Human Rights, the Guiding Principles for Business and Human Rights, the Global Covenant of the United Nations, and the International Labour Organization of the United Nations. It respects internationally recognized basic human rights policies, including freedom of association, care for vulnerable groups, prohibition of child labor, elimination of all forms of forced labor, and elimination of employment and employment discrimination. It also complies with the labor laws and regulations of the locations where the company is located.

I. Prohibition of Child Labor
Based on our social responsibility to protect the physical and mental development of children, the employment of [unspecified individuals] is strictly prohibited at any stage of the manufacturing and sale of [the product/service].

Using child laborers under the age of 16.

II. Against Forced Labor
It is prohibited to subject employees to forced labor or related coercive measures, including but not limited to: corporal punishment, physical abuse, etc.

Or psychological abuse or coercion, intimidation or other verbal violence, withholding of identity documents or other forms of sexual misconduct.

Legal forced labor.

III. Freedom of Association and Collective Negotiation
(i) Respect employees' right to freely establish, participate in, and organize trade unions (subject to local laws and regulations).

And make sure employees are informed that they are free to join their chosen organization without any restrictions.

The consequences could be severe or result in retaliation from the company.
(ii) Provide internal communication channels so that employees can communicate without fear of retaliation, threats, or harassment.

In such cases, communicate openly with management.

IV. No discrimination
(i) In matters involving employment, remuneration, training opportunities, promotion, dismissal, or retirement, no party may use their position as the basis for their position.

Based on race, ethnicity or social origin, social class, bloodline, religion, physical disability, gender

Sexual orientation, family responsibilities, marital status, union membership, political views, age, or other factors.

Unfair treatment due to factors such as discrimination.
(ii) Except for medical examinations required by law or to determine suitability for certain types of work.

Employees or prospective employees must not be forced to undergo discriminatory medical examinations.