Notice on Establishing a Special Working Group for Company Appeals and Complaints

To All Departments and All Employees:

To further standardize corporate management, safeguard employees’ legitimate rights and interests, unblock channels for appeals and complaints, and build a fair, just, harmonious and orderly working environment, in accordance with relevant provisions of the Employee Handbook, the Company has made a decision upon deliberation to set up a Special Working Group for Appeals and Complaints (hereinafter referred to as the "Working Group"). Relevant matters are hereby notified as follows:

I. Establishment Purpose and Protection of Employees’ Interests

1. Core Purpose

To establish a standardized and transparent mechanism for handling appeals and complaints, respond efficiently to employees’ reasonable demands, resolve conflicts and disputes in a timely manner, and protect the legitimate rights and interests of both the Company and employees.

2. Protection of Employees’ Interests

(1) Provide employees with fair and impartial channels to voice their demands, ensuring that reasonable requests concerning salary and benefits, performance appraisal, labor discipline, workplace relations and other matters are valued and properly addressed.(2) Guarantee employees’ rights to know, participate and supervise during the appeal and complaint process, and put an end to favoritism and retaliatory acts.(3) Improve employee satisfaction and sense of belonging, and promote the sustained and sound development of the Company.

II. Organizational Structure

III. Job Responsibilities

(I) Responsibilities of the Group Leader

1. Formulate and approve rules and procedures for handling appeals and complaints, and guide the daily work of the Working Group.

2. Render final rulings on major and complicated appeal and complaint cases to ensure all handling results are lawful, compliant, fair and impartial.

3. Supervise the performance of duties by the Working Group, and coordinate to address major difficulties and obstacles arising during case handling.

(II) Responsibilities of Deputy Group Leaders

1. Assist the Group Leader in formulating work plans and implementation schemes, and implement all work arrangements.

2. Review appeal and complaint handling reports, and conduct compliance checks on handling procedures and results.

3. Coordinate cross-departmental collaboration to ensure efficient progress of investigation, verification, communication and other links.

4. Render rulings on general appeal and complaint matters within the scope of authorization by the Group Leader.

(III) Responsibilities of the Executive Team

1. Receive appeal and complaint materials submitted by employees, and conduct registration, numbering and classified management.

2. Record the investigation process objectively, truthfully feed back investigation findings and provide professional reference opinions.

3. Conduct preliminary review of appeal and complaint matters, determine whether they meet acceptance criteria, and inform the submitter of the acceptance decision.

4. Collate investigation results, draft preliminary handling opinions and submit them to Deputy Group Leaders and the Group Leader for review.

5. Notify the appellant/complainant of the handling result in writing, answer relevant questions and follow up on subsequent feedback.

6. Communicate and coordinate with appellants/complainants, relevant departments and personnel to transmit information and resolve disagreements.

7. Strictly abide by confidentiality provisions and refrain from disclosing the complainant’s personal information and sensitive content generated during case handling.

8. Document all handling opinions and file relevant records for archiving.

IV. Appeal & Complaint Requirements

(I) Acceptance Scope of Appeals and Complaints

Employees may file appeals or complaints with the Working Group if they believe their legitimate rights and interests have been infringed, or if they disagree with the following matters:

1. Salary and Benefits: Where payment of wages, bonuses, social insurance, housing fund, subsidies and other benefits fails to comply with corporate policies or labor contracts.

2. Performance Appraisal: Where employees disagree with appraisal results, evaluation standards or scoring procedures and fail to reach a resolution through communication with their direct supervisors.

3. Labor Discipline: Where employees refuse to accept disciplinary sanctions imposed by the Company.

4. Workplace Relations: Where employees suffer workplace bullying, discrimination, harassment, or unresolvable work conflicts with colleagues or supervisors.

5. Corporate Management Systems: Where employees deem rules, regulations or procedures unreasonable and detrimental to their legitimate rights and interests.

6. Other Matters: Other legitimate appeal and complaint items in compliance with national laws, regulations and corporate policies.

(II) Basic Submission Requirements for Appeals and Complaints

1. The appellant/complainant must be an on-the-job employee of the Company, and the matter under appeal or complaint shall be directly related to themselves.

2. Appeals and complaints shall be submitted in written form (via DingTalk or offline submission), clearly stating the submitter’s name, department, contact information, subject of appeal/complaint, factual basis, claims and supporting evidence.

3. All submitted matters must be true and objective; fabricating facts or framing others is prohibited.

4. Appeals and complaints shall be filed within 15 working days from the date the employee knew or ought to have known of the incident. The Working Group may reject submissions filed after the deadline without justifiable reasons.

Supplementary Notes

1. When handling appeals and complaints, the Working Group shall strictly adhere to the principles of fairness, impartiality, openness and timeliness, and protect the legitimate rights and interests of both the appellant/complainant and relevant parties.

2. The handling result of an appeal or complaint shall be fed back to the submitter within 15 working days upon acceptance. The time limit for complicated cases may be appropriately extended, with the maximum extension not exceeding 15 working days.

3. This Notice shall take effect upon issuance and shall be interpreted by the Special Working Group for Appeals and Complaints.

Hereby notified.

Administrative & Human Resources DepartmentJiangxi Guangxin New Materials Co., Ltd.April 30, 2026