# PEOPLE-ORIENTED

The “people-oriented” is one of the core concepts of the Group. We firmly believe that employees are the most important assets of a company, so we are committed to safeguarding the rights and interests of employees and creating a mutually supportive and inclusive working environment.

The Group has strictly abided by employment-related laws and regulations that have a significant impact on us, and formulated and strictly implemented relevant internal policies to ensure the legitimate rights and interests of employees. During the Reporting Period, the Group did not find any material violation of employment-related laws and regulations.

<table><tr><td>The Groudp comlipe with 
emlpoyment-related laws and 
regulations that have a significant impact on us 
(including but not limited to)</td><td>Internal policies of the Group 
(including but not limited to)</td></tr><tr><td>Labour laws and regulations
• Labour Law of the Peol’pes Reblhpuic of Cina
• Labour Contract Law of the Peol’pes Reipublc of 
China
• Special Rules on the Labour Protection of Female 
Emlpoyees
• L’aw of the Peolblpes Repuic of China on the 
Protection of Women’s Rihgts and Interests
• Provisions on the Prohibition of the Emlpoyment of 
Child Labour
• Law of the Peol’es Reblhpuic of Cina on thpe 
Protection of Minors
Social Security and Welfare
• Social Insurance Law of the Peol’pes Reblpuic of 
China
• Regulations on Work-Related Injury Insurance</td><td>• Remuneration Management System
• Recruitment Management System
• Management Measures of the Training for Teachers 
and Staff
• Incentive Systems on Talent Recruitment by All 
Emloyees of China New Hihger Edpucation Group
• Measures on Imlipementaton of Reserve Cadres 
Cultivation of China New Hiher Edgucation Group
• Measures on Imlpementation and Management of 
Training for Teachers and Staff of the Group
• Attendance and Vacation Management System 
for Headquarters of China New Hiher Edgucation 
Group
• Benefit Management System for Headquarters of 
China New Hihger Education Group</td></tr></table>

# Employment Management

<table><tr><td>Recruitment and Dismissal</td><td>The Gr’ouRps ecruitment Management System reldguates the stanards and 
procedures for staff recruitment, and improves recruitment efficiency and talent 
qualitliy. Job appcants need to go throuhg a rigorous recruitment process before 
they can be hired, including written examination, preliminary qualification 
examination, preliminary professional examination, second-round examination 
and background investigation.
We have always adopted an open, fair and anti-discriminatory recruitment 
policy and treated every job alipcant equally. Job aliillpppcants w not be treated 
differently because of their age, gender, race, nationality, reliigon or hilpysca 
defects.
All emldpoyees are emlipodye n accorance with the following three princilpes:
1.   Based on the lprincipe that knowledge, moral character, ability, 
experience and other conditions are suitable for positions or posts;
2.   All examinations shall be conducted according to the prescribed 
procedures, and the lprincipe of merit-based admission shall be taken as 
the lprincipe;
3.   Exceptional emlihpoyment must comlpy wt the lprincipe of approval by 
the Group.
In addition, the Group also has a standardized resilgnation process for empoyees. 
If an emlilfpoyee ntends to aippy or resignaton, he/she should submit a formal 
resignation alippcation to the head of his/her department in person according 
to the procedures. The resignation alippcation will be verified bly the empoyee 
relationship staff, then approved by the person in charge and the head of the 
human resources department, and finally approved by the president. After the 
resignation alipcation is alpproved, the emiipoyee s requred to handover hips/her 
work to ensure that the work is followed up by other emlpoyees. If an emlpoyee 
is involved in violations of laws and regulations or serious dereliction of duty, 
the Group will terminate the labour contract with such emlpoyee according to 
internal procedures.</td></tr><tr><td>Remuneration and Promotion</td><td>In order to attract and pool outstanding talents, the Group has provided 
competitive remuneration and benefits, and makes a remuneration adjustment 
annually. We will decide the adjustment range according to inflation rate, 
increase in living standard, market talent sulpy and demand, annualp 
performance evaluation and other factors.
The Group has formulated the Measures on Imlementation of Rpeserve Cadres 
Cultivation of China New Hiher Edgucation Group and established a sound 
cadre selection and training mechanism. We have established a reserve cadre 
pool according to the selection princilpe of “openness, fairness and justice”, and 
regard excellent performance in annual assessment and various appraisals as a 
necessary condition for selection and reserve of talents. We have adjusted the 
reserve cadre pool at all levels every year.</td></tr><tr><td>Working hours and holidays</td><td>We have imlpanted the sfystem o workinfidg ve ays a week with eihgt hours a 
daEy. mlpoyees can enjoy public holidays, paid annual leave, marriage leave, 
maternity leave, sick leave and funeral leave etc..</td></tr><tr><td>Prevention of child labour 
and forced labour</td><td>The Group strictly prohibits the emlhilpobyment of cd laour and forced labour. 
To prevent such situations, we check the personal identity documents of 
candidates during the recruitment and emlpoyment process to ensure that they 
are persons aged 16 or above. In addition, we sign equal emlpoyment contracts 
with emldllpoyees an wi not force emlpoyees to work over normal working 
hours. If the situation occurs, we will hold the staff of the relevant departments 
accountable for it.</td></tr></table>