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Confidential

eBaoTech Corporation

Employee Handbook Human Resources Department eBaoTech Corporation

eBaoTech Corporation Employee Handbook

Confidential V 1.0 ii

Copyright and Confidentiality Notice © Copyright 2008 eBaoTech Corporation All rights reserved. Reproduction in whole or in parts is prohibited without the prior written consent of the copyright owner. The information contained in this document is strictly confidential and must not be disclosed to any other person by the client or by any of its employees without the prior written consent of copyright owner. Client is permitted to disclose the information only to those of its employees and/or professional advisors who need to have access to it and client will notify such employees and/or professional advisors of the terms of this notice. For any questions or remarks on this document, please contact eBaoTech Corporation +86 (21) -61407777.


Confidential V 1.0 iii

eBaoTech Corporation

Employee Handbook

Introduction

1. This handbook is made according to the laws and regulations of the country, the employees’ development needs and the management requirements of the Company, and aims to help the employees to completely and clearly know the principles, targets, policies and procedures of the employees’ management and development of the Company, therefore, to promote the cooperation between the Company and employees better and ensure the mutual growth.

2. This handbook shall apply to all Chinese full time employees of the Company in

Shanghai, and the HR department shall be responsible for the drafting, amendment and explanation of the handbook. All the content of the handbook belongs to the Company’s articles and regulations agreed in the employment contract, but the Company’s articles and regulations are not limited to this handbook.

3. This handbook and its amendment shall be claimed to the public after the

discussion with the Employee Union of eBaoTech, and the employees that disagree with the claimed content shall inform the representative of operation department, HR department and Employee Union in written form within 10 days since the publicity; otherwise, the publicity shall be regarded to be understood and confirmed.

4. All the content of this handbook that in any form shall be the confidential

information of the Company. 5. The representative of the Company referred to in this handbook is the CEO of the

Company; the representative of operation department is the general manager (GM) or vice general manager (VGM) of operation department; section chief is HOD. The Company requires the management persons of all levels shall be strict with themselves, set an example, seriously supervise and instruct their subordinates to apply to this handbook strictly, and at the same time, be responsible for assisting the Company to complete and realize every regulations and policies actively.

6. The publicity date of this Employee Handbook was from Mar 24th, 2008 to Apr 7th,

2008, and the effective date commenced from April 18th, 2008.

Table of contents Chapter I: Selection and Employment.......................................................................1 1. Employees’ Selection ........................................................................................................1 2. Entry of Employees...........................................................................................................4 3. Employment Contract and Relevant Agreements .............................................................5 4. Other Relevant Personnel Service.....................................................................................7 Chapter II: Total Compensation.................................................................................8 1. Components of Total Compensation .................................................................................8 2. Confirmation and Adjustment of Total Compensation......................................................8 3. Calculation and Distribution of Total Compensation ......................................................10 4. Overtime Treatment ........................................................................................................11 5. Business Travel Treatment ..............................................................................................12 6. Enquiry and Confidentiality of Compensation Information............................................12 Chapter III: Benefits..................................................................................................14 1. Vacation...........................................................................................................................14 2. Social Welfare .................................................................................................................21 3. Self-Service Supplementary Benefits..............................................................................21 4. Company Greetings.........................................................................................................22 5. Social Activities ..............................................................................................................22 Chapter IV: Responsibility, Performance and Reward & Punishment ................23 1. Responsibility and Performance......................................................................................23 2. Reward and Punishment..................................................................................................24 Chapter V: Study and Communication....................................................................32 1. Study ...............................................................................................................................32 2. Communication...............................................................................................................34


Confidential V 1.0 Page 1 of 36

Chapter I: Selection and Employment

1. Employees’ Selection The Company selects the employees mainly through internal application, positions’ transfer and external recruitment to make sure the reasonable structure. 1.1 Internal Application 1.1.1 The HR department is responsible for publishing the recruitment requirements of internal application on internal website. Any full-time employee that works in the Company continuously for over a year and in the current department for more than 9 months can apply for the positions of internal application. 1.1.2 The Company encourages the employees to make full use of the Company’s internal position resource to get their own career development actively. Therefore, regarding to the same recruitment position, the employees of internal application shall have priority to the person of external application. 1.1.3 The employees that want to apply for the internal recruitment must send their resumes and fill in “Application Form of Internal Recruitment” (please download from internal website) to the HR department via emails, and CC the relevant heads of departments as well as the representative of the operation department. 1.1.4 The HR department is responsible for assisting the employees that apply for internal recruitment and finish various selections and examinations or evaluations according to the requirements of recruitment departments. The relevant examination or

General principles The Company employs employees according to the requirements of the positions on the basis of the employees’ selection and employment principles of “open, fair and just”. The Company shall ensure all the employees to have the opportunities to engage in the work equally regardless of race, complexion, gender, faith, nationality or marriage status. The main basis for the selection and employment of the Company is the comprehensive competent ability composed of professional knowledge, capability and attitude that the candidate actually has.



evaluation results shall be recorded into the employees’ files as the reference information of the development and plans for their positions. 1.1.5 The HR department is responsible for informing the employees and their heads of departments of the aforementioned examination or evaluation results and CC the representative of the operation department. If the employee passes the examination or evaluation, the heads of departments must assist the employees to make and execute positions transfer plans seriously, and the period of the transfer shall not exceed 3 months. 1.1.6 After finishing the aforementioned position transfer, the heads of departments are responsible for notifying the employees to go to the HR department to deal with internal transfer procedures, i.e. the HR department is responsible for filling in “Internal Transfer Form” (please download it from internal website) for the employees, and after the review and examination by the supervisor of the HR department, reporting and sending the form to the heads of the transferred out and transferred in departments, as well as the signing and confirmation of the representative of the operation department, the transfer procedures will come into force. The aforementioned transfer procedures shall not apply to temporary transfer of the employees of projects, and the relevant applicable rules and procedures shall be the relevant regulations of projects’ resource management issued by PMO. 1.1.7 To help the employees to have the opportunities to develop in different positions in the Company, the departments that accepting the internal application employees may set up an in-service probation period from 1 to 3 months on the basis of the requirements of the recruitment positions. The employees that fail to pass the aforementioned probation period for the non-negligence reason may go back to their original departments to work with the consents of the heads of the transferred out departments and the representative of the operation department. If the transferred out departments do not agree to accept the aforementioned employees, the HR department will recommend other positions for the employees and the employees must cooperate and comply with these arrangements actively. 1.2 Position Transfer 1.2.1 The Company can adjust every employee’s position or responsibilities according to the needs of business development, the employee’s working performance, actual ability and working status. Employees of all levels shall comply with the position transfer decisions made by the Company actively for the overall situation. If the employees have any disagreement, they may query according to the “Procedures for



the Settlement of Queries” regulated by the Company under the circumstance of ensuring the normal working, the details of which are contained in Chapter V of this handbook. 1.2.2 The conditions for position transfer include: promotion, transfer, job title change, demotion, suspension and reinstatement. 1.2.3 With regard to the position transfer within the department, the section chief is responsible for filling in “Application Form of Position Transfer” (please download from internal website) and applying for the review and examination by the operation department he belongs to. The approved decisions of internal position transfer shall be informed to employees by the section chief and CC the HR department for recording. 1.2.4 With regard to the inter-departmental position transfer, the department that requires for the adjustment must coordinate with relevant departments, and after the mutual consensus, it shall inform the HR department via emails. Then the HR department is responsible for filling in “Application Form of Position Transfer” (please download from internal website) and after sending the table to the heads of the transferred out and transferred in departments as well as the representative of the operation department for the signing and confirmation, the HR department shall inform the employees. 1.2.5 The employees’ names of the departments and positions printed on the business cards of the Company can be adjusted according to the needs of business, but they shall get the prior written approvals from the HR department. 1.3 External Recruitment 1.3.1 The HR department is responsible for the organization of various external recruitment of the Company, and assisting operation department to organize, design and execute the recruitment and selection. 1.3.2 The Company encourages employees to actively recommend their friends, schoolmates or acquaintances that meet the Company’s recruitment requirements, and gives awards to the employees that succeed in recommendation. But the Company does not advocate the recommendation of employees’ relatives, children, spouses or those that have direct reporting relationships with the employees.



1.3.3 The details of awards to be given to the recommending employees shall be referred to the relevant regulations of “Bole Award” published on the internal website of the Company. 2. Entry of Employees 2.1 The employment intentions of the application staff shall be contained in the notifications of entry registration issued by the HR department, who is responsible for providing necessary registration guidelines. 2.2 Submitting various documents that meet the requirements to the HR department on time according to the notifications of entry registration shall be one of the employment conditions. If the staff of entry registration fail to submit the documents on time or the documents they submit does not comply with the requirements, they will be regarded to fail to comply with employment conditions and to be terminated the labor relationship. 2.3 Filling various registration forms required by the Company truly and completely when making the registration of entry belongs to one of the employment conditions. If the staff of entry registration is discovered to submit the fabricated, false or incomplete registration documents or contents of filling, he will be regarded to violate the discipline and can be terminated the employment relationship immediately. If the aforementioned circumstances are not discovered when entry registrations are made, once they are discovered thereafter, the staff shall be dismissed by the Company for the violation of disciplines. 2.4 The social files, social insurance, housing fund and other necessary employment materials of staff of entry must be transferred into the Company or the nominated institutions or accounts by the Company within 30 days since the date of entry, which belongs to one of the employment conditions. Those that fail to finish the aforementioned transfer on time will be regarded to fail to comply with the employment conditions and to be terminated the employment relationship. At the same time, all the fees (e.g. late fee, fine etc.) paid to the governmental management authorities for the aforementioned transfer shall be afforded by the staff themselves.



2.5 The HR department is responsible for organizing induction for the new employees, and assists heads of departments to provide new employees with on the job counseling, business training and evaluations of performance and abilities according to “New Employee Development Plan”. 3. Employment Contract and Relevant Agreements 3.1 The Company adopts employment contract mechanism for all employees, and the official employees must sign the employment contracts with the Company, the regulations of whose terms of employment contracts and probation periods shall be executed according to relevant regulations of the country. University students that have internship in the Company, workers sent by the labor service Company, employees of outsourcing partners are the non-official employees of the Company, and the Company signs the relevant agreements with them according to the regulations of the country. 3.2 The aforementioned employment contracts and relevant agreements shall be signed by the HR department on behalf of the Company and the employees within the legal periods. If the signing cannot be completed on time because of the employee’s own reason, he will be regarded to fail to comply with employment conditions and to be terminated the employment relationship or suspended the relevant agreements. 3.3 The Company follows the management principle of valuing the achievements, advocates the heads of all levels to take the projects management as basis, reasonably arranges and adjusts the working proceedings of employees. Based on the aforementioned principles, the Company adopts following two work hour systems separately for different positions in the Company in accordance with the examination opinions of Shanghai Municipal Labor Management Department. 3.3.1 Standard Working Hours: Standard working hours are 8 hours per day, and 40 hours per week. Working hours begin at 9 a.m., and end at 6 p.m. with an hour rest at noon. Regarding to the positions adopting standard working hours, overtime, shortening working hours or vacations nominated by the Company can be arranged by the approvals of the heads



of departments and the representative of operation department, the execution of which shall follow the relevant regulations of the country. 3.3.2 Flexible Working Hours: With the approval of governmental labor management institution, the positions of the Company that cannot adopt the fixed working hours because of the characteristics adopt flexible working hours. Regarding to positions adopting aforementioned working hours, the heads of the departments may adjust their subordinates’ presence and standards of examinations themselves according to the needs of the management of tasks and targets. When employees are not given any task, they shall follow and execute the work hour system of Standard Working Hours. Based on the relevant regulations of the country, if employees of flexible working hours positions execute the working tasks nominated by the Company during national holidays, it shall be regarded as overtime working, and overtime remuneration shall be paid according to the regulations of the country. 3.4 With regard to the fixed time employment contracts and relevant agreements, the HR department is responsible for inquiring opinions of the heads of departments and the representative of operation department concerning renewal before the maturity, and reach the final agreement with the employees about renewal or not. 3.5 The employment relationship can be terminated by the requirement of either the Company or the employee, or their mutual agreement. 3.5.1 Employees can require the Company to terminate employment relationship according to their own development and needs, i.e. resignation. The resignation applications of the employees must be submitted to the heads of departments in writing in advance by the employees themselves, which means to apply the written resignation applications with the employees own names to the heads of departments. 3.5.2 The employees within their probation periods must apply for resignation in writing 3 days in advance, and the employees that have passed the probation periods must apply for resignation in writing 30 days in advance. 3.5.3 The heads of departments are responsible for accepting employees’ resignation applications, deciding their last working days based on the actual working needs, and



at the same time, reporting to the representative of operation department and the HR department for their evaluation and approval. The HR department will nominate a person specially assigned to meet the employees that applying for resignation, and instruct them to finish the working resignation and transfer issues on the basis of regulations. 3.5.4 If the Company decides to terminate employment relationship with employees, the approval of the representative of the Company or the HR department will be needed, and the HR department will be responsible for the implementation. 4. Other Relevant Personnel Service 4.1 The Company entrusts China International Intellectual (Shanghai) Corporation (hereinafter refers to CIIC) to deal with recruitment and dismission procedures for all the Chinese employees, and to provide personnel services of residence certificates applications, social profiles management, collective Hukou linking, organizational relationships linking and etc. CIIC sets up on-site working days especially for the Company, and employees can require relevant help directly through working staff of CIIC, desk clerks of CIIC and service website. 4.2 The HR department provides written personnel certificates for employees based on “Personnel Certifying Application Table” (please download the table from internal website) filled by employees according to the contractual information, remuneration information and other personnel information of employees. But the HR department will not provide any guarantee for any employee on behalf of the Company, neither will it provide any assistance for any employee’s private tours to foreign countries (immigrating, going abroad for studying, visiting relatives, visiting friends, traveling and etc.).



Chapter II: Total Compensation 1. Components of Total Compensation Total Compensation (also called salary) can be divided into two kinds: fixed compensation and variable compensation. Fixed compensation includes basic salary and other allowance (e.g. transport subsidies, position allowances and etc.); variable compensation mainly refers to cash rewards as projects bonuses, year-end bonuses and etc. 2. Confirmation and Adjustment of Total Compensation 2.1 Total compensation of new employees is confirmed by operation department’s suggestion of candidates’ starting salary ranges to the HR department based on professional identification of candidates’ abilities through recruitment selection with combination of the levels of positions and the compensation approved by the Company. The HR department takes market standards and candidates’ comprehensive professional abilities into consideration and negotiates with candidates to confirm their starting salaries on the basis of aforementioned suggestion. And the HR department or the representative of the Company will issue Job Offer to candidates. 2.2 Total compensation of employees is adjusted by the Company based on annual evaluation of employees’ overall salary standards, and the Company confirms competitive overall salary standards of employees in the market according to the circumstances of market and actual operation status of the Company and makes adjustment policies based on the needs.

General principles The Company confirms the total compensation of employees of all levels mainly according to the working responsibilities of employees, working skills they own and achievements they get, with reference to market values of every position and combination of the payment ability of the Company. At the same time, the Company will grant various incentive compensation to employees combining the Company’s ways of operation for projects management and according to the actual contribution of employees in the projects.



2.3 Managers of all levels are responsible for following and reporting the performance status of their subordinate employees in time to ensure them to get reasonable and fair labor remuneration in time. The heads of departments can suggest the representative of operation department to adjust remuneration from time to time according to their subordinate employees’ actual working responsibilities, achievements and professional abilities. The employees themselves can apply for the adjustment of remuneration directly to the heads of departments they belong to. 2.4 To apply for the adjustment of employees’ compensation, “Compensation Adjustment Application Form and Confirmation Form” (please download these tables from internal website) must be completely filled in by the heads of departments the employees belong to, and after confirmed by the signature of the representative of the operation department they belong to and examined by the HR department, the tables will be effective. The HR department is responsible for informing the employees of the effective decisions of remuneration adjustment. 2.5 The Company adopts the principle that change the position, change the compensation, i.e. after employees’ positions or responsibilities are changed, their compensation will be changed accordingly. Employees of all levels shall follow the adjustment of compensation and relevant decisions made by the Company. Anyone who disagrees with the aforementioned decisions must comply with “Procedures for the Settlement of Queries” regulated by the Company to bring forward their disagreement. 2.6 The Company deducts or reduces the compensation of the employees that do not work well such as violating regulations and rules of the Company, not reaching the standards for examination of business or results of evaluation, failure to realize their responsibilities according to requirements, or their performance does not worth their compensation obviously such as failure to finish the original qualified work on time because of the decreasing of working abilities, or influence on the team or normal work of others because of incorrect working attitude and etc. for punishment.



3. Calculation and Distribution of Total Compensation 3.1 The Company pays actual compensation according to employees’ working presence, and various holiday leave pay will be executed according to relevant regulations of the country. Average monthly, hourly or daily payment of last year will be calculated according to legal standards. 3.2 Financial department is responsible for the calculation of the actual remuneration of employees, and bears an obligation to withhold, collect and hand over personal income taxes on behalf of employees according to laws. At the same time, financial department decides the way of payment: bank cards or cash. 3.3 To cooperate with Finance Department for the calculation and distribution of compensation, employees’ presence cycles of monthly compensation start from 1st of that month to the end of that month. The HR department is responsible for collecting employees’ monthly presence records and submitting them to heads of departments for checking. The presence records will be the main basis for the calculation and distribution of employees’ monthly remuneration after being checked by departments. 3.3.1 The Company’s access control systems of every floor are the Company’s nominated tools to record working hours of employees. The Company requires all the employees to regulate the use of access control systems, and record the working hours on the cards actively. Those who forget to bring their access control cards shall go to the Company’s reception to register their working hours consciously. 3.3.2 Office Admin department is responsible for collecting access control records according to employees’ staff code every week and publish on internal website for the reference of all employees. If there is any mistake, the receptionist of the Company shall be informed via emails within 3 days since the aforementioned records are published, and CC direct heads of departments. 3.4 If employees find any mistake in the calculation of monthly compensation, they shall send verification application to heads of departments, the HR department and



Finance Department within 30 days after the distribution of monthly remuneration. 3.5 The calculation basis of daily or hourly overtime pay of employees that are agreed to work overtime according to overtime approval procedures of the Company shall be confirmed as 70% of monthly compensation of positions (posts) employees normally attend, and if the calculation basis is lower than the employees’ lowest compensation standard of Shanghai corporations, overtime pay shall be calculated on the basis of this lowest remuneration standard. 4. Overtime Treatment 4.1 Employees that need to work overtime shall apply to their direct projects managers or heads of departments, and these heads of departments submit the application to the representative of operation department and the HR department. Employees can work overtime only after they get the approvals. Employees that study in the Company during non-working hours will not be regarded as working overtime. If employees are required to work overtime during non-national vacation periods, heads of departments shall try to arrange time off in lieu (equal to length of overtime) for employees. If time off in lieu fails to be arranged, employees will be given overtime pay according to legal standard. Overtime is calculated hourly and not less than half an hour. 4.2 Heads of departments are responsible for collecting the actual overtime circumstances of their subordinates, filling in overtime collection form within 5 working days since the overtime (in the event of overtime during holidays, it shall be within 5 working days since the end of holidays), submitting for the signature of the representative of operation department and then sending to the HR department and financial department in writing as the main basis for the calculation and distribution of overtime pay of employees and their time off in lieu. 4.3 During national holidays or weekends, employees that travel in foreign country or regions and have a rest because of public holidays of local country or region will not be regarded as work overtime. If they do not have a rest and have to work, they will be regarded as work overtime.



4.4 If employees are approved to work overtime during normal working days (from Monday to Friday) and end their work after 9:30 p.m., they can apply for reimbursement of their dinner fees and transport fees with valid receipts and refer to relevant regulations of financial department for the rules of the application of reimbursement. Employees on business travel shall be paid according to the travel treatment. 4.5 If employees are approved to work overtime during weekends or national holidays and there is no shuttle bus of the Company, the employees can apply for the reimbursement of transport fees of working. Detailed rules of meal allowance of overtime can be referred to relevant regulations of financial department. Employees on business travel are paid according to business travel treatment. 5. Business Travel Treatment 5.1 Business travel must be approved by direct projects managers and the representative of operation department, and projects managers shall inform heads of departments to put on records. Heads of departments are responsible for checking and collecting employees’ actual business travel circumstance monthly, and submit for the signature of the representative of operation department and then send to the HR department and financial department in writing as the reference for the calculation and distribution of business travel allowance of employees. 5.2 Employees enjoy different business travel allowance according to the regions and countries of traveling, and the allowance covers various daily expenses of employees during their business travels, e.g. expenses of meals, family call, transport, laundry and etc. Business travel allowance standards, usage and application rules of various countries and regions can be referred to relevant regulations issued by the Finance Department. 6. Enquiry and Confidentiality of Compensation Information 6.1 The HR department keeps all records concerning employees’ compensation and relevant information of confirming compensation, including Job Offer that confirms



the starting level of compensation and valid compensation adjustment notification confirmed by the Company, and accepts the enquiry of compensationinformation according to the following rules:

All the employees can enquire their own compensation information; Heads of departments and managers can enquire their subordinates’

compensation information; The representative of operation department can enquire compensation

information of all the subordinates of operation department; The representative of the Company can enquire compensation information of all

employees of the Company; The departments or employees that especially authorized by the Company (e.g.

relevant employees of the HR department and Finance Department) can enquire the compensation information within the range of authorization.

6.2 Employees compensation information belongs to confidential information of the Company, and employees of all levels are forbidden to disclose their compensation information; Staff, except the representative of the Company, representative of operation department, heads of departments, and employees of the HR department and Finance Department authorized by the Company, has no right to determine, enquire or discuss other employees’ compensation. 6.3 Employees that disclose or release their compensation information will be given a written warning once discovered, and to those having serious circumstance shall be dismissed because of violation of rules. The Company encourages employees of all levels to take valid actions actively and consciously to stop others from violating the aforementioned regulations, and to those perform well, the Company will give awards.



Chapter III: Benefits 1. Vacation National Holidays 1.1.1 Employees are entitled to enjoy various national holidays (including those for all citizens and part of citizens) regulated by the country since the commencing of employment contracts. The schedule and arrangement of national holidays shall be disclosed to all employees by the Company before holidays, and employees of all levels shall try to arrange their work seriously and appropriately to cooperate with the Company’s schedule and arrangement. 1.1.2 If national holidays that all citizens enjoy (e.g. New Year’s Day, Spring Festival, National Day etc.) are also weekends (Saturday and Sunday), they will be compensated with working days of the same number. If national holidays that part of citizens enjoy (e.g. Women’s Day) are also weekends, they will not be compensated or the Company may nominate these days as days of group activities. Annual Leave 1.2.1 Annual Leave Acquisition:

The annual leave given to employees are all paid annual leave, which includes mandatory annual leave given by the government and additional annual leave given by the Company;

During the first year in the Company (from the effective date of employment contract), once employees pass probationary periods, they may have 10 days of paid annual leave;

Employees that having worked in the Company continuously for a year (from the effective date of employment contract), can be given one more day of paid

General principles The Company makes various benefits policies with the combination of national laws and regulations, employees’ needs and the Company’s targets to ensure a long-term and stable cooperation between employees and the Company. At the same time, employees are inspired to love working and lives through various benefits policies, and brought up active values of life and career.



annual leave and then goes on like that with no more than 25 days of paid annual leave.

The acquisition of mandatory annual leave should be subject to the relevant regulation of the country.

1.2.2 Use and Compensation Treatment of Annual Leave:

The Company encourages employees of all levels to reasonably arrange and use their annual leave. The annual leave that having not been used due to personal reasons shall not be used any more in another year, neither will it be converted into cash and paid. If there is any special reason, the HR department will arrange the annual leave with written confirmation of the representative of operation department.

The compensation of unused paid annual leave with reasons should be subject to the relevant regulations of the country.

Before employees use their annual leave, they shall fill in Leave Request Form (please download the paper from internal website) in advance and send the form to direct heads of departments or the representative of operation department for approval. After employees get the aforementioned written approval and they themselves send the approval to the HR department for checking and recording, then they will use their annual leave.

Annual leave applied by employees is calculated by the unit of day, and half a day is 4 hours. No more than half a day (4 hours) is regarded as half a day.

Employees that having worked in the Company continuously for a year (from the effective date of employment contract) still have unused additional annual leave given by the Company when they resign, these actual days of annual leave shall be converted to payment based on the employees average monthly basic compensation of last year. Regarding to conversion of annual leave, if there is an insufficient day but exceeding 4 hours, it will be calculated as half a day; while if it does not exceed 4 hours, it will not be put into calculation. Calculation standard of daily compensation shall follow the regulations of the country. The personal income taxes arising from the conversion of annual leave shall be afforded by employees themselves.

The Company can arrange employees to use their annual leave during the period nominated by the Company according to government regulations, self-management or development needs.

The Company provides all compensation during the period of annual leave. The use of annual leave that having got the Company’s approval according to

the regulations of the Company will not be regarded as absence. 1.2.3 The Annual Leave Usage Policy

The paid annual leave days that acquired till Mar 31st, 2008 can be used up before the Y2010 anniversary day of the employment contract. The paid annual



leave days acquired after Mar 31st, 2008 must be used up before the anniversary day of employee’s current employment contract. The unused annual leave days after the period of validity will be regarded as invalid.

If the employee uses the paid annual leave days after Mar 31st, 2008, the annual leave acquired after Mar 31st, 2008 and in the current employment contract year will be deducted in order of precedence. This aims at helping our employees properly arranging and using the accumulated paid annual leave days within sufficient time range.

Sick Leave 1.3.1 The application and use of sick leave: since the starting date of contracts, employees can apply for and use sick leave according to the following regulations.

Employees having sick leave certificates issued by medical institution designated by governmental medical insurance authority (please refer to the list on internal website) can apply for sick leave to their directly governing heads of departments or the representative of operation department with the aforementioned sick leave certificates;

During business travel period approved by the Company, employees hospitalize in foreign regions or foreign medical institutions because of business can apply for sick leave to their direct heads of departments or the representative of operation department with the sick leave certificates or hospitalizing records issued by these institutions;

The Company allows employees themselves or their authorized relatives to inform directly governing heads of departments and the HR department via telephones, emails and faxes of their cure or hospitalization because of unexpected illness or accidents when they get the sick leave with doctor’s orders. At the same time, employees are required to send the sick leave certificates issued by relevant medical institutions through their relatives, express or mailing to the HR department within 3 days since the aforementioned notifications are sent (if it happens to be the vacation of the Company, the aforementioned period can be extended to the second working day after the vacation). If employees do not send notifications to relevant management staff or departments according to the aforementioned regulations and valid sick leave certificates are not sent on time, the absence of employees will be regarded as absenteeism.

Sick leave applied by employees is calculated by unit of days, and half a day is 4 hours. No more than half a day (4 hours) is regarded as half a day. If sick leave days are also national holidays or weekends, they are not compensated.

1.3.2 Compensation Treatment of Sick Leave:

Employees that having worked in the Company continuously for a year (from the effective date of employment contract) have 6 days of paid sick leave a year



(i.e. like normal attendance) with sick leave certificates issued by the medical institutions approved by the Company. The aforementioned treatment of sick leave cannot be converted to the vacation of other form to use, or accumulatively used in another year, or converted to cash payment.

Calculation of compensation of sick leave is on the basis of monthly compensation. Detailed treatment and standard shall follow relevant regulations of the country.

Approved use of sick leave in accordance with regulations of the Company is regarded as absence for reasons.

1.4 Personal Leave 1.4.1 The application and use of personal leave: since the starting date of contracts, employees can apply for and use personal leave according to the following regulations.

The employee could enjoy 3 days of personal leave within probation period and 30 days for one year (calculated from the starting date of contract) after the probation period. There will be no supplementary leave if the personal leave falls in public holidays or weekends.

The employee shall submit “Leave Request Form” (the application form can be downloaded from the internal website) to the direct supervisor or representative of the operation department for approval before taking personal leave. Only after the employee gets written approval from the said persons and transfer the approval to HR department for checking and recording, the personal leave can be taken.

Personal leave will be counted and calculated in step of one-hour base. There will be 8 hours for leaving one day and 0.5 hour for leaving less than 30-minute.

The employee is only allowed to take personal leave after using out the replacement leave and annual leave obtained.

1.4.2 Compensation for personal leave：

Company will not supply any compensation during personal leave, so all of the compensation such as wage、allowances、bonus during personal leave will be deducted. In that, the hourly wages and the daily wages shall be calculated according to the standard of the related national regulation and each kind of allowance or other forms of compensation shall be executed referring to the above-mentioned wages calculation standard. If there is a special reason, representative of the operation department shall confirm in written and inform the HR department to execute.

If the wage of the employee is lower than the minimum wage standard of Shanghai at that year caused by taking personal leave, Company will offer



necessary living assistance to this employee according to the minimum salary standard of Shanghai at that year

The personal leave acquired according to the Company’s regulations will be treated as absence for personal reason.

1.5 Marriage Leave 1.5.1 Application and compensation for marriage leave: Each employee, who registers marriage legally after the start day of the employment contract, may apply for the marriage leave and enjoy compensation during marriage leave according to national regulations. 1.5.2 Marriage leave taking：

The employee shall submit “Leave Request Form” (the application table can be downloaded from the internal website) to the direct supervisor or representative of the operation department before taking marriage leave. Only after the employee get written approval advice from the said persons and transfer the approval advice & original of marriage certificate to HR department for checking and recording, the marriage leave can be taken.

Marriage leave will be counted and calculated in step of one-day base. There will be 4 hours for leaving half day or less than 4 hours.

Marriage leave shall be taken continuously. No substitute leave is granted if it falls on the public holidays or weekends.

The marriage leave acquired according to the Company’s regulations will not be treated as absence.

1.6 Maternity Leave 1.6.1 Application and compensation for maternity leave: Each female employee, who procreates legally after the start day of the employment contract, may apply for the maternity leave and enjoy compensation during maternity leave according to national regulations. 1.6.2 Maternity leave taking：

The female employee, who applies for the maternity leave, shall hand in the original of marriage certificate、the certificate of pregnancy period and the expected date of confinement that issued by the medical institution appointed by the medical insurance government and authorized by the company to the HR department for recording, 6 months before the expected date of confinement.



By the doctor's instruction, employee shall request the medical institution to arrange the pre-natal examination within weekends. Employee shall apply paid sick leave for the pre-natal examination, if the medical organization can’t arrange it at weekends.

The employee shall submit "Leave Request Form" (the application table can be downloaded from the internal website) to the direct supervisor or representative of the operation department before taking maternity leave. Only after the employee get written approval advice from the said persons and transfer the approval advice to HR department for checking and recording, the maternity leave can be taken.

Maternity leave will be counted and calculated in step of one-day base. There will be 4 hours for leaving half day or less than 4 hours.

Maternity leave shall be taken continuously. Postponed is granted if it falls on the public holidays.

The maternity leave acquired according to the Company’s regulations will not be treated as absence.

1.7 Paternity Leave 1.7.1 Application and compensation for paternity leave： Each male employee, whose spouse late-procreates legally after the start day of the employment contract, may apply 3-days paternity leave with full pay within one week after procreation. 1.7.2 Paternity leave taking：

The male employee, who applies for the paternity leave, shall hand the original of marriage certificate、the certificate of pregnancy period and the expected date of confinement that issued by the medical institution appointed by the medical insurance government and authorized by the company to the HR department for recording, 3 months before the expected date of confinement.

The employee shall submit "Leave Request Form" (the application table can be downloaded from the internal website) to the direct supervisor or representative of the operation department before taking paternity leave. Only after the employee get written approval advice from the said persons and transfer the approval advice to HR department for checking and recording, the paternity leave can be taken.

Paternity leave will be counted and calculated in step of one-day base. There will be 4 hours for leaving half day or less than 4 hours.

Paternity leave shall be taken continuously. No substitute leave is granted if it falls on the public holidays or weekends.

The paternity leave acquired according to the Company’s regulations will not be treated as absence.



1.8 Funeral Leave 1.8.1 Application and compensation for funeral leave: Employee may apply for the funeral leave and enjoy compensation during funeral leave according to national regulations from the start day of contract. 1.8.2 Funeral leave taking：

The employee shall submit "Leave Application Form" (the application form can be downloaded from the internal website) to the direct supervisor or representative of the operation department before taking funeral leave. Only after the employee get written approval advice from the said persons and transfer the approval advice to HR department for checking and recording, the funeral leave can be taken.

Funeral leave will be counted and calculated in step of one-day base. There will be 4 hours for leaving half day or less than 4 hours.

Funeral leave shall be taken continuously. No substitute leave is granted if it falls on the public holidays or weekends.

The funeral leave acquired according to the Company’s regulations will not be treated as absence.

1.9 Replacement leave 1.9.1 Application and taking for replacement leave: Employee using standard working time can apply for a replacement leave of equal time according to national regulations, if works overtime except public holiday. As to replacement leave obtaining, please find the details in the company overtime treatment. The regulation for application and taking of replacement leave is as blow:

The company encourages employee at all levels to arrange reasonably and taking replacement at the same year. All unused replacement leave will be invalidated in the next year (the one year starts from the effective date of the employment contract) and shall not be converted to cash. If there is a special reason, representative of the operation department shall confirm in written and inform the HR department to execute.

The employee shall submit “Leave Request Form” (the application table can be downloaded from the internal website) to the direct supervisor or representative of the operation department before taking replacement leave. Only after the employee get written approval advice from the said persons and transfer the approval advice to HR department for checking and recording, the replacement leave can be taken.



Replacement leave will be counted and calculated in step of one-hour base. There will be 8 hours for leaving one day and 0.5 hour for leaving less than 30-minute.

1.9.2 Compensation for replacement leave：

Company pays all of the compensation during the replacement leave. If there is still unused replacement leave left for the employee who has

successfully serviced company for more than one year (since the effective date of the employment contract) at the dimission, company shall compensate the actual days of unused replacement leave. The compensation is calculated on the average of an employee’s monthly basic wage of previous 12 months before dimission. If the unused leave is less than one day, there will be half a day for more than 4 hours and nothing for less than 4 hours. The calculation of the daily wages follows the standard of national regulations. The personal income tax caused by converting leave shall be borne by the employee.

The company can arrange the employee to take the replacement leave at the appointed days according to the government policy, demand of Company’s management or development.

The replacement leave acquired according to the Company’s regulations will not be treated as absence.

2. Social Welfare According to national regulations, the Company shall provide varies social insurance and the housing fund for employee from the effective date of the employment contract. Employee could enjoy relevant social welfare and shall bear own parts of insurance according to relevant national regulations. If the employee joins the company after or on 25th, the social welfare will start from next month. If the employee quit the company before or on 5th, the social welfare of that month will not be paid. 3. Self-Service Supplementary Benefits Company provides self-service supplementary benefits that employee can enjoy with written self-confirmation from the effective date of the employment contract. The HR department will announce the benefits item list every year, including the items paid all by company, items paid by company and employee and items paid all by employee but enjoy group discount. Employee can select and combine the suitable benefits for individual demand according to the detailed introduction of the benefits item. The main self-service supplementary benefits items include: supplementary medical benefits (such as reimbursement for emergency clinic and hospitalization fees, etc), commercial insurance (such as accident insurance and serious disease insurance, etc), benefits for children (such as children accident insurance,



reimbursement for children emergency clinic and hospitalization fees, etc), health assurance (such as periodic physical examination, etc). The detailed introduction could be found on the internal website. 4. Company Greetings When birthday of employee or Mid-Autumn Festival comes, Company sends gifts for greetings. 5. Social Activities Company encourages employees to participate in varies social activities arranged by Company in off hours, such as sports, volunteer activities, charity donations or any other kinds of social commonweal activities.



Chapter IV: Responsibility, Performance and Reward &

Punishment 1. Responsibility and Performance 1.1 Goal Setting Company sets up and updates various functions or positions according to the objective and demand of business development. Company introduce and stipulate the position demand, responsibility required to be undertaken, working objective or tasks required to be achieved for all kinds of functions or positions by position introduction, tasks announcement, working plan, performance index and so on. The direct supervisor or the project manager takes charge of setting up and adjusting the responsibilities, objectives, results and other performance requirements for individual employee, and provides on-the-job guidance and various kinds of supports for work at the same time. 1.2 Evaluation Feedback Company encourages employees and management staff of all levels to take the initiative in keeping on communication, requires management staffs of all levels to seriously supervise, evaluate and timely give feedback as to employee’s working performance. 1.2.1 The probation period is evaluated by the relevant agreement in the employment contract concluded between Company and employee. The detailed requirement could be found in the “New Employee Development Program".

General principles

Each employee is required to fully realize, understand and agree with his own responsibility, actively pursue for continuous competitiveness made by “Innovation, Quality, and People”. Company encourages employee to pay attention on the working performance and individual career development, actively exert advantages of self and team to improve the performance of the organization. The company strives to establish and maintain a fair & just system of reward & punishment to ensure the good operation of the enterprise.



1.2.2 Company arranges the performance evaluation every six months. The HR department takes charge of drafting and revision of the semi-annual performance evaluation methods, processes and schedules based on the management requirement of Company, and announces to all on the internal website. 1.2.3 Semi-annual Performance Evaluation (SAPE) results are deposited into the individual personnel files by HR department and are the reference for promotion, excellence nomination or bonus providing and so on. 1.2.4 If there is employee not reaching the goal of performance evaluation, the section chief shall make up and carry out the “improvement plan with deadline” or adjust positions. Providing the employee still does not meet the requirements of performance after adjusting the position or completing the “improvement plan with deadline”, Company will terminate the employment contract with that employee. 1.3 An access rule of performance evaluation records is the same with access to salary information. The details could be found in the salary system within this Handbook. 2. Reward and Punishment The reward and punishment system bases on the relevant national laws and regulations as well as the values advocated by the company are set according to the business development objectives and organizational management requirement. Company encourages employees to work hard in practice and help company create inspiriting and recognizing corporate culture. 2.1 The HR department is responsible for arranging the incentive activities for employees within the Company. The activities help employees receive effective acts guidance and the employees, who perform outstanding or have a significant contribution to Company, are recognized and rewarded by the organization at the same time. Please find the latest information on the company internal website for relevant activities details. 2.2 Each employee should consciously abide by various rules and regulations which are formulated, revised and announced on the company internal website by the



Company or by functional departments, and seriously execute all the working standards which are set by the departments or the projects. Providing employees have any doubt or disagreement on the management requirements, such as the company rules, regulations and working standards of departments or projects, he can submit it within 5 business days after receiving above requirement according to the “problem-solving seeking procedures” 2.3 Each employee should give top priority to the interests of the company and actively maintain the company’s social reputation, be faithful in the discharge of self’s duties, regardless of personal gains and losses, strive to improve own good professional quality, consciously resist unhealthy atmosphere, and take the initiative to refrain and rectify bad performance and behavior. Acts prohibited by the Company include but not limited to the following acts:

No reason for the absence or absenteeism for consecutively 3 days, total absence or absenteeism reaches 5 days or more in one year (January 1 to December 31 every year); late arrival or early leave for consecutively 5 times, total late arrival or early leave reaches 10 times or more in one year (January 1 to December 31 every year)

lend self or other employees’ company badge (work permit) or the office access card, require or substitute others to record attendance or stamp access card

alter, misrepresent, falsify documents, reports, records or certificate, or provide false personal information

utilize company resources to do non-work related matters (such as: taking private telephone in working hours, playing games in the company computer, using office equipments to print or photocopy private documents, storage personal information in the company storage recourse, spreading, viewing or downloading non-work related information, etc.), and the company resources is consumed, or normal operation of the company have been adversely impacted, interfered or lost.

drinking, gambling, drug abuse or illegal use of narcotic drugs intentionally destructor steal company property take a negative attitude or sabotage, refuse assigned work or related

arrangements, so that the normal operation of the company have been adversely impacted, interfered or lost.

verbally threat or insult others, harass others, spread rumors or take part in fights

any commercial, political or collection activities in the company without permission

self or inducing others to accept bribes or engaged in any form of bribery divulging company secrets or any breach of corporate secret keeping system working for other institutions, companies or private without permission



any violations of the security system or any acts that may endanger the safety of person or property

refuse to cooperate with the company’s security protection on the office security check or the implementation of related safety measures

serious dereliction of duty, engage in malpractices for selfish ends, that causes direct or indirect lost of property or reputation of the company

2.3.1 Employees shall enter or leave office with identification badges and corporate with the security protection for related inspections. Employees shall carry and use access card when enter or leave office, in particular, to take the initiative to go through access control devices for a true record of working hour. Providing not carrying badges or access control card, employee shall fill designated registration note and get the temporary badge at the general reception; employee shall also register the actual working hour of that day at the general reception. Office administration appoints general reception to send the summary of access card records to the section chiefs termly, and employees shall check the access card records with section chiefs. Providing the records are inconsistent with facts, employees shall submit the doubt to the section chiefs and general reception by e-mail or other written form before 20th of that month. Access card records subject to the information provided by general reception. Any change shall be agreed by employee, section chiefs and administration supervisor, and the written opinions of all above parties are required. Access cards records are the main basis for attendance, late and early leave of employees. 2.3.2 “Absenteeism” prohibited by the company means the one whose attendance, leave application or leave obtaining doesn’t meet the regulation so that the absence of undue is caused. Attendance for the employees adopted standard working hour means completing work within the standard time schedule specified by the Company. As for the employees of flexible working hour, attendance means completing working task assigned by the section chief or project manager. To ensure that the employees of flexible working hour adequately obtain the office resources (such as: company bus, etc.) and other working resources (such as: internal business training, etc.), providing there is no task assigned by the section chief or project manager, the employees can refer to the standard time schedule as attendance. Attendance is accounted according to the section chief or project manager for special assignment and all of the above requirements shall be issued in written by the section chief or project manager. 2.3.3 The acts of “harassing others” prohibited by the company means a kind of unwelcome behavior, such as offensive, derogatory, hostile or threatening language, gestures, physical contact or offensive e-mail, text or picture materials on race,



complexion, sex, religion, nationality, marital status, pregnancy, disability, military service, and meet the following conditions: • the above-mentioned open or non-public acts to the victims • interfere with the performance of individual victims • arouse the work atmosphere of hostility, threat or attack Standards of constituting harassment are as follows: • (physical or verbal) harassment nature, severity and frequency • whether the harassment has been advised to stop the offensive and unwelcome conduct • whether the harassment is from the supervisor or the one whose job is higher than the victims • victim is an individual or more than one person Once the employee find himself being harassed or find incidents of harassment should report to the section chief or representative of the operation department immediately. All of the management staff has responsibility to take appropriate action to stop the harassment. Section chief or representative of the operation department shall contact the HR department to take the correct and timely measures. The HR department is assigned by the company to take responsibility to investigate incidents of harassment and prepare report. Other departments should not take separate investigation on the harassment. All of the harassment report that resolved through the internal investigation should be kept confidential. At the same time, reprisal to the employee who reports incidents of harassment or participates in the investigation of the incident is strictly prohibited. Any employee finding himself to be in this retaliation should immediately report. 2.3.4 If employees in the workplace find any violence, intimidation or threat, he/she should immediately report to the HR department or section chief as soon as possible to avoid greater conflict and hurt. Responding to the report, the section chief shall immediately notify the HR department and representative of operation department, together to determine the appropriate response measures, including the immediate reporting to judicial authority or other relevant departments. 2.3.5 In order to safeguard the working environment free from the interference of non-essential elements, maximize employees’ productivity and enhance employees’ performance level, Company does not allow employees or the non-company personnel to introduce, promote or sell any goods or services in the company's workplace. At the same time, company requests that employees once find above situations, should take the initiative to stop and refuse to accept the said persons’ relevant goods or information, and notify the section chief and the company's



general reception. 2.3.6 Company encourages employees to participate in social commonweal activities in off hours. If employees plan to organize various social commonweal or charity activities within the work time or at the workplace, it is necessary to obtain written consent from the section chief and HR department in advance. 2.3.7 Company do not allow employees to ask for gifts or money, or accept any form of concession or gift as personal representatives from customers, individuals or institutions which have potential or actual working relationship with us. As to money, securities, gifts, the concessions offered or other forms of gifts gave by the said parties at their own initiative to employee individual, the employee should take the initiative to refuse and report to the section chief or representative of operation department. 2.3.8 All individuals or institutions which have established formal or informal employment, services or cooperation relationship with the Company shall conclude confidentiality agreement with the Company. Confidentiality agreement is appendix of formal employee’s employment contract. According to the working tasks, or the specific needs of project management, section chief or project manager can apply written proposal to the HR Department to require the Company to conclude various supplementary agreements about confidentiality responsibilities and obligations with the designated employees. The employee who breaches the confidentiality agreement shall be deemed as violating the confidentiality system of the Company. The company will claim legal and economic liabilities against the employee and relevant institutions or individuals according to the agreements concluded by both parties and relevant national laws and regulations. If the company breaches the agreement, employees may also raise legal action based on agreement. 2.3.9 Company does not advocate employees to stored private belongings in the desks, filing cabinets, computers, file system, communications system and other working facilities. The company reserves the rights to inspect the following items which is used or kept by employees, such as the computer equipment, communications equipment, office furniture, briefcases, or other items having ever entered the companies (including the car park provided by Companies and the building which the Company locates in). At the same time, companies reserve the rights to record or check employees’ office phone records, e-mails, computer documents, office documents, items on the desks and other Company’s communication systems and



facilities. 2.4 Company’s rewards mainly include: praise, becoming formal employee in advance, promotion and special reward. 2.4.1 Praise means praise the employee with excellent performance publicly in the section orally or by e-mail. Section chief or representative of operation department could execute directly and cc to HR department for putting on record and record in the employee’s personnel files. For the employees who shall be praised in the scope of whole company, approval of operation department representative and Company representative shall be obtained in advance and cc to HR department. 2.4.2 Becoming formal employee in advance is passing the probation evaluation before the expiration of probation period agreed in the contract. Before becoming formal employee in advance, section chief shall inform HR department by e-mail. After approval, HR department shall assist section chief in completing probation evaluation in advance. 2.4.3 Promotion is upgrade rewarded employee’s position level and adjusts employee’s position title and salary correspondingly. Section chief shall forward promotion application of the said employees to operation department representative and HR department. If promoted position applied is not senior management or senior technical position, it will be examined and approved by operation department representative and HR department and related salary adjustment shall be executed according to corresponding stipulations of salary management; for senior management and senior technical position, besides approval by above persons it shall be discussed in Company’s management meeting and become effective after obtaining approval of Company representative. All promotion shall be informed to employee by HR department and CC to section chief and operation department representative. 2.4.4 Special reward is one-off bonus or premium for employee who has excellent performance or special contribution. By self recommendation, colleague recommendation, supervisor recommendation, functional departments recommendation, employee’s outstanding performance shall be reported to section chief, operation department representative or HR department, and turned in Company management meeting for discussion by HR department, and then become effective after approved by Company representative.



2.5 Company’s punishments mainly include economic punishment and administrative punishment. Administrative punishments include verbal warning, criticism, written warning, degrade, dismissal because of violation of disciplines. 2.5.1 Economic punishment: according to the result and loss for employee’s mistake, Company makes the punishment in the form of fine. Economic punishment’s detailed content refers to corresponding stipulations made and modified by various departments on Company’s internal website. For punishable situations not included in the said stipulations, the Company reserves the right to raise legal actions. The said fine could be deducted from the employee’s pre-tax income only after confirmation and consent of that employee. If employee’s pre-tax income is not enough for the said fine, employee shall otherwise pay the over amount to financial department of the Company. 2.5.2 Verbal warning: section chief, after obtaining consent of operation department representative, will have a personal talk with employee and make punishment decision and instruct that employee to improve. Depending on the employee’s improvement result, this punishment could be cancelled after approved by operation department representative. Section chief shall reserve the written record of the said talk for future accordance of employee performance evaluation and cancellation of punishment. 2.5.3 Criticism: section chief could decide whether make criticism to employee in the scope of the section, operation department or Company, depending on influence and nature of the employee’s punished event. Criticism within section or operation department shall be approved by operation department representative in advance. Criticism within Company shall be approved by operation department representative, HR department and Company representative in advance. The above punishment could be cancelled depending on that employee’s improvement result. The canceling procedure refers to the above punishment’s procedure. The decision of criticism punishment and cancellation should be recorded by HR department. 2.5.4 Written warning is that employee will receive written warning if he fails to make some improvement or makes new mistake after receiving verbal warning or criticism. Written report of written warning shall be sent to operation department representative and HR department by section chief. After approved by operation department representative and HR department, HR department will inform employee, and section chief shall make the scheduled improvement plan for that employee.



Employee shall make written self-inspection to section chief, operation department representative and HR department, and cooperate with section chief to execute the scheduled improvement plan. The above punishment could be cancelled depending on employee’s improvement result. The cancellation approving procedure refers to above punishment approving procedure. Decisions of written warning punishment and cancellation shall be recorded by HR department and addressed in employee’s personnel files. 2.5.5 Degrade: section chief has the right to officially forward degrading punishment request to operation department representative and HR department depending on employee’s mistake. After examined and approved by department representative and HR, the result shall be informed to the employee by HR department. This punishment could be cancelled depending on employee’s improvement result, and original position level and salary shall be recovered if the punishment has been cancelled. The cancellation approving procedure refers to the above punishment approving procedure. Decisions of the degrade punishment and cancellation shall be recorded by human resource department and addressed in employee’s personnel files. 2.5.6 Dismissal because of violation of disciplines: if employee make forbidden acts stipulated in provision 2.3 or any other acts which materially breach rules and regulations of the Company or national laws and regulations, the Company could terminate the employment contract with that employee because of his violation of disciplines. After consents of operation department representative and HR department have been obtained, it shall be discussed by company’s management meeting turned in by HR department and informed to labor union, then at last approved by the representative of Company. Following this procedure, the dismissal could be executed.



Chapter V: Study and Communication 1. Study The section chief, according to business development objectives of the Company and the section and ability and career development expectation of the employee, will assist the employee in making career plan, and choose the study resources which is suitable for employee’s individual development plan in order to help the employee to continually improve professional knowledge and skills and enhance career competitiveness. To develop and retain good employees and effectively arrange and use study or training resources, the Company, according to real needs, will conclude study/training agreement with the employee before he participate study or training. 1.1 Internal training 1.1.1 Internal training arranged by the Company: improve common working skills by training courses planned and executed by the Company. The up-to-date course list will be designed and provided by HR department. 1.1.2 Certification Programs – BT (Business Training: As the key part of the Company’s trainings, business training courses will be planned, arranged and examined by the BT department. The operation departments and managements could provide relevant internal training resources of Company according to the course list and arrangement information provided by the BT department. 1.1.3 Internal training arranged by sections: improve special working skills by training courses planned and executed by sections. The course list will be provided by sections;

General principles

The Company thinks highly of advancing the employee’s abilities of self study and self development and requires the management to provide the employees with continuous on-the-job guidance. The Company sparkplugs the harmonious working environment, and encourages the employees to establish and maintain working relationship of reciprocal respect, reciprocal confidence, reciprocal supporting through straight-out communication and thereby promotes the growth of both the Company and the employees.



1.2 External training：The Company arranges aperiodical external training according to the needs of operation and administration for staffs designated by section chief or representative of operation department. 1.3 Certification for professional qualifications（Education Assistance Plan）：encourage employees to take training courses or certification programs for professional qualifications provided by external professional institutions in off hours in order to help employees to enrich professional knowledge and enhance working skills. The details of this plan could be found on Company’s internal website. 1.4 Self study：Study and research by reading designated professional books or documents and writing articles. The employees could borrow books owned by the Company for free and the books list and regulations for borrowing could be found on Company’s internal website. 1.5 Extend working responsibility or task: By appointing new tasks or granting rights to undertake new working responsibility, make the employees gain more experiences and obtain new working skills during the practice; 1.6 Complete simulant programs or tasks: utilizing Company’s working resources, designedly plan and execute simulant programs or tasks, and help employees to study new knowledge and skills by operating and practising; 1.7 Short-term position rotation: rotate employees to different positions and undertake different working responsibilities within designated period for studying knowledge and skills required by new position, accumulating practice experiences and widening individual career development; 1.8 On-the-job guidance provided by direct supervisor: the direct supervisor will termly provide one-on-one working guidance that commonly executed by the way of talking,



and through listening, analyzing, responding and encouraging, assist the employee to strive for his career objective; 1.9 Career guidance provided by experienced persons: choose experienced persons who have no direct supervision relationship with the guidance receivers for one-on-one doubts answering and periodical sharing of experiences, ideas and professional skills in order to provide supporting care and assistance for the career development of the guidance receivers. 1.10 The Company will arrange different kinds of foreign language and cross-cultures study activities in off hours or rest times which the employees may choose to participate. The details could be found on Company’s internal website. 1.11 The Company will aperiodically arrange different kinds of knowledge-sharing activities and the HR department will arrange and invite relevant persons to participate, and the activities contents will be shared with all the employees by the way of internal announcement. The details could be found on Company’s internal website. 2. Communication 2.1 The Company requires managements to maintain straight-out communication with employees. When facing problems, both the managements and employees shall speak frankly and sincerely, actively and effectively resolve the problems. 2.2 For any doubt or disagreement in working of employee, solution described as below could be adopted:

Employees could reflect orally or in writing to the management staff at all levels about relevant problems, as well as constructive suggestions. For problems concerning personal position, wages, benefits and reward & punishment, etc, the employee himself shall first raise to his direct department supervisor;

Provided that the employee does not want to directly communicate with the said management staff or does not receive response of the said staff within 5 business days after raising the problem, then the employee could directly raise the problem to the representative of operation department;



Provided that the problem cannot be resolved after the said communications, the Company will uphold the employee to raise claim to the HR department. The HR department will assist the employee in making communications with the representative of Company and seeking for final solution of the problem.



Declaration

I, _______________have thoroughly read the Employee Handbook

of eBaoTech (shanghai) Corporation and its appendices. As the employee

of eBaoTech Corporation, I have realized, understood and agreed with the

contents of this Handbook and its appendices, and promise to abide by all

the rules and regulations stipulated in this Handbook and its appendices.

Meanwhile, I undertake confidentiality obligation for the contents of this

Handbook and its appendices（whether during the period of working in

the Company or after dimission）.

Declarer（signature）: _________________________________

Date of signature: _________________________________

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