Employee Handbook

Welcome Message

Welcome

Welcome! You have just joined a dedicated organization. We hope that your employment with Kingfa Science & Technology USA Inc will be rewarding and challenging. We take pride in our employees as well as in the products and services we provide.

The Company complies with all federal and state employment laws, and this handbook generally reflects those laws. The Company also complies with any applicable local laws, although there may not be an express written policy regarding those laws contained in the handbook.

The employment policies and/or benefits summaries in this handbook are written for all employees. When questions arise concerning the interpretation of these policies as they relate to employees who are covered by a collective-bargaining agreement, the answers will be determined by reference to the actual union contract, rather than the summaries contained in this handbook.

Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. The Company reserves the right to interpret, modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. Please understand that no employee handbook can address every situation in the workplace.

If you have questions about your employment or any provisions in this handbook, contact the Human Resources department. We wish you success in your employment here at Kingfa Science & Technology USA Inc!

All the best,

Ken He, President

Kingfa Science & Technology USA Inc

At-Will Employment

Your employment with Kingfa Science & Technology USA Inc is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Company at any time, with or without notice and with or without cause. We would appreciate at least two (2) weeks' notice in the event of your resignation.

Nothing in this handbook or any other Company document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of continued benefits or employment. Only the President has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the President.

Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce employees in the exercise of their rights under Section 7 of the National Labor Relations Act.

About the Company

Founded in 1993, KINGFA 's vision is to become the most respected and outstanding new material enterprise in the world. KINGFA is the global leader in the advanced material industry. Depending on its scientific research, manufacturing capability, sales, and service of high- performance advanced materials, KINGFA is aiming to provide brand-new solutions for materials to create a safer, more comfortable and convenient life, and to further boost the continuing improvement of living conditions for all humanity. KINGFA Sci. & Tech. (USA), Inc. (the" Company") was established on February 3, 2015, put into operation in March 2016, and is a wholly owned subsidiary of KINGFA SCI. & TECH. CO. LTD

Ethics Code

Kingfa Science & Technology USA Inc will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices, at all times consistent with their duty of loyalty to the Company.

We expect that officers, directors, and employees will not knowingly misrepresent the Company and will not speak on behalf of the Company unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the Company or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to-know basis.

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

Mission Statement

Become the most respected and the most outstanding new material enterprise in the world.

Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment, including Kingfa Science & Technology USA Inc policies and procedures. The handbook is not a contract. The Company reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on company bulletin boards.

Hiring and Orientation Policies

Kingfa Science & Technology USA Inc recognizes the importance of supporting employees experiencing limitations related to pregnancy, childbirth, or related medical conditions by providing reasonable accommodations. We are committed to complying with the federal Pregnant Workers Fairness Act (PWFA) and any applicable state or local laws offering additional protections.

Examples of reasonable accommodations include:

• Additional break time for restroom use, meals, hydration, and rest.
• Seating options allowing for sitting or standing as needed.
• Schedule changes, part-time work, and paid and unpaid leave.
• Flexible work hours to accommodate medical appointments and physical needs.
• Telework (remote work).
• Closer parking spots to the workplace entrance.
• Light duty.
• Making existing facilities accessible or modifying the work environment.
• Job restructuring.
• Temporarily suspending one or more essential functions of your job.
• Acquiring or modifying equipment, uniforms, or devices.
• Adjusting or modifying examinations or policies.

If you require an accommodation, notify your Manager/Supervisor. In instances where the need for a particular accommodation is not obvious, you may be asked to provide:

• The reason an accommodation is needed.
• A description of the proposed accommodation.
• Information on how the accommodation will effectively address your limitations.

Medical documentation will not be required in the following situations:

• When the limitation and need for accommodation is obvious.
• If the Company is already aware of the limitation due to previous disclosures.
• When requesting accommodation such as additional restroom breaks, fluid intake, food breaks, or seating arrangements, which are considered presumptively reasonable.
• For any lactation accommodations.
• When similar accommodation has been provided to other employees without requiring documentation.

The Company will engage in an interactive process with you to identify suitable accommodation. While we strive to accommodate all requests, certain accommodations may not be provided if they would result in undue hardship to the Company. Factors considered include the nature and cost of the accommodation, the overall financial resources of the facility, and the impact on operations, including safety and efficiency.

If leave is provided as a reasonable accommodation, it may run concurrently with leave under the federal Family and Medical Leave Act (FMLA) and/or any other applicable leave as permitted by law.

The Company strictly prohibits retaliation against employees who request or utilize accommodation under this policy.

Conflicts of Interest

Kingfa Science & Technology USA Inc is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the Company, you must disclose it to your Manager/Supervisor. If an actual or potential conflict of interest is determined to exist, the Company will take such steps as it deems necessary to reduce or eliminate this conflict.

Disability Accommodation

Kingfa Science & Technology USA Inc complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Company will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship in the business.

If you require accommodation because of your disability, it is your responsibility to notify your Manager/Supervisor. You may be asked to include relevant information such as:

• The reason you need accommodation.
• A description of the proposed accommodation.
• How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Company will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodation that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by the Company in connection with a request for accommodation will be treated as confidential.

The Company encourages you to suggest specific reasonable accommodation that you believe would allow you to perform your job. However, the Company is not required to make the specific accommodation requested by you and may provide alternative accommodation, to the extent any reasonable accommodation can be provided without imposing an undue hardship on the Company.

Where state or local law provides greater protection to employees than federal law, the Company will apply the law that provides the greatest benefit to employees.

If leave is provided as reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Company will not discriminate or retaliate against employees for requesting accommodation.

Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with Kingfa Science & Technology USA Inc. If you are currently employed and have not complied with this requirement or if your status has changed, inform your Manager/Supervisor.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Company.

Job Descriptions

Kingfa Science & Technology USA Inc attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your Manager/Supervisor.

Job descriptions prepared by the Company serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Company may have to revise, add to, or delete from your job duties per business needs. On occasion, the Company may need to revise job descriptions with or without advance notice to employees.

If you have any questions regarding your job description or the scope of your duties, please speak with your Manager/Supervisor.

New Hires and Introductory Periods

The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with Kingfa Science & Technology USA Inc and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the at-will employment relationship.

Posting of Openings

Kingfa Science & Technology USA Inc desires to promote qualified employees from within where it believes that is possible, consistent with the need to assure that all positions are staffed by highly competent individuals. New job openings generally will be posted on the bulletin board, as well as on our Internet site.

If you know someone who would be a good addition to Kingfa and they meet the qualifications for an open position, you may be awarded $500 (less applicable taxes) if you refer them for employment, they are hired and they remain on-board in good standing for 90 days.

Referral Process:

• The referring employee must submit a Candidate Referral Form within 30 days of the candidate's hire date.
• The referred candidate must indicate the referrer as the source by indicating that they were referred by a current employee (along with the person's name) on their employment application.
• The referred employee must be hired within six months of the initial referral date. The referred candidate must meet the required qualifications for the position.
• The referral must be the candidate's first contact with our company. Temporary, contract, former employees, and currently listed candidates are not eligible for referral bonuses.
• Once a referred candidate is hired and completes 90 calendar days of service without any attendance issues, the referrer will receive the referral bonus. The referral bonus will be paid on the next pay cycle following 90 days.
• Only one referral bonus will be eligible for payment, per candidate, on a first submitted basis.
• All candidates will be evaluated for employment consistent with our company policies and procedures, and all information regarding the hiring decision will remain strictly confidential.
• The referring employee must still be employed by Kingfa at the referral payment date (90 days) in order to receive payment.
• Any disputes or interpretations of the program will be handled through Human Resources.

Religious Accommodation

Kingfa Science & Technology USA Inc recognizes the diversity of religious beliefs and is committed to providing equal employment opportunities to all employees, regardless of their religious beliefs and practices or lack thereof. Consistent with this commitment, the Company complies with Title VII of the Civil Rights Act of 1964 and all applicable state and local laws that prohibit employment discrimination on the basis of religion. The Company will reasonably accommodate the sincerely held religious beliefs of employees if the accommodations would resolve a conflict between the individual's religious belief or practice and a work requirement, unless doing so would create an undue hardship.

Requesting a Religious Accommodation

If you need an accommodation because of your religious beliefs or practices, make the request with your

Manager/Supervisor department. You may be asked to include relevant information such as:

• A description of the proposed accommodation.
• The reason you need the accommodation.
• How the accommodation will help resolve the conflict between your religious beliefs or practices (or lack thereof) and your work requirements.

After receiving your request, the Company will engage in an interactive dialogue with you to explore potential accommodations that could resolve the conflict between your religious beliefs or practices and work requirements. The Company encourages you to suggest specific reasonable accommodations. However, the Company is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Company.

The Company will not discriminate or retaliate against employees who, in good faith, request a religious accommodation under this policy.

Training Program

In most cases, and for most departments, training employees is done on an individual basis by the department manager. Even if you have had previous experience in the specified functions of your job duties, it is necessary for you to learn our specific procedures, as well as the responsibilities of the specific position. If you ever feel you require additional training, consult your Manager/Supervisor.

Wage and Hour Policies

Attendance

Kingfa Science & Technology USA Inc requires regular and punctual attendance by employees. You are expected to arrive at the workplace on time and ready to perform your job. Failure to comply with this policy may result in disciplinary action, up to and including termination.

If you are not going to arrive at work or return from a break on time, you must notify your Manager/Supervisor as soon as possible but at least 1 hour before your scheduled start time. If your Manager/Supervisor is not available, contact another member of management.

If you miss work due to an emergency or other unexpected circumstances, notify your Manager/Supervisor and/or appropriate name or department as soon as possible. Notice should include the expected duration of your absence and your expected time or date of return. You may be required to provide documentation of the need for the absence, as permitted by applicable law.

If you become ill during your scheduled workday and need to leave before the end of your shift, notify your Manager/Supervisor immediately. If you are unable to perform your job at an acceptable level due to illness, you may be sent home until you are well enough to work.

Absences will be considered excused if you requested the time off in accordance with Company policies and received the required approval for the absence. Absences will be considered unexcused if you are absent from work during scheduled work hours without permission and do not receive retroactive approval. This policy applies to all absences, including full- or partial-day absences, late arrivals, and early departures. If it is necessary for an employee to be absent or late for work because of an illness or an emergency, the employee must notify his or her supervisor no later than one hour prior to the employee's scheduled starting time on that same day. If the employee is unable to call, he or she must have someone make the call.

Absence because of bereavement, jury duty, or military duty, Paid Medical Leave are exempt from disciplinary action, as are FMLA and ADA related absences. Bereavement, jury duty and military exemptions require proper documentation to be given to a manager within 48 hours of the absence.

Planned absences, such as vacations or medical appointments, should be arranged as far in advance as possible. If you need to be absent during the workday, attempt to schedule outside appointments or obligations so that your absence has the smallest impact possible on business operations.

Employees with three or more consecutive days of excused absences because of illness or injury must give Kingfa proof of physician's care prior to returning to work.

The Company reserves the right to apply for unused PTO or sick time to unauthorized absences when permitted by applicable law. Absences resulting from approved leave, PTO, or legal requirements are exceptions to this policy. Employees must take earned PTO or/ Paid Medical Leave time for every absence unless otherwise allowed by company policy (e.g., bereavement, jury duty, holiday).

If you fail to report to work for three (3) or more consecutive days and have not provided proper notification, the Company will assume that you have voluntarily resigned your position and will proceed with the termination process.

Disciplinary Action (Hourly Employees)

Eight (8) Points of unexcused absence in a 12-month period are considered grounds for termination.

• An unexcused absence counts as one (1) point.
• Tardiness and early departures are each one-half (1/2) a point.
• Failure to clock in/out - one-half (1/2) a point.
• Failure to call off work/No call No Show counts as two (2) points.

Attendance issues will result in progressive disciplinary action up to and including termination based on the following point system:

• 5 points: Verbal warning.
• 6 points: Written warning.
• 7 points: Final Warning and possible suspension.
• 8 points: Employee is subject to termination.

Employees could also have points subtracted from their total points accrued for outstanding performance. Department Managers will determine and request a reduction of points for outstanding performance on case-by-case basis. Probationary Period Employees: Employees within their first 90 days of employment are not eligible to take any time off unless authorized by their manager. Unexcused absences in the first 90 days could result in immediate termination.

Attendance Bonus Policy (Hourly employees only)

To encourage all employees to be dependable, Kingfa has established an Attendance Bonus Policy to encourage employees to show up for work and be on time. The Attendance Bonus Policy is comprised of the following four (4) components:

• To reward hourly employees who demonstrate good attendance habits, one attendance occurrence will be taken off your attendance record when you have no attendance occurrences in a calendar Month.
• Each employee who uses no unscheduled time off hours and has not been late in a calendar month will also receive a $100.00 in appreciation of their attendance and commitment. The Attendance Bonus award is $100. This award is considered taxable income. It will be included in the employee's paycheck the first regularly scheduled payday following each month.
• Employees, who are late, leave early, call in absent, or have performance writeups will NOT be eligible for an attendance award unless such absence has been pre-approved.
• To qualify for the Attendance bonus, remember to:
• Report consistently to work
• Ready to work at the scheduled shift start time.
• Leave work at the scheduled shift end time (except when paid overtime is required and approved)
• Remaining at work during working hours (excluding lunch)
• Take breaks and lunches that don't exceed pre-determined times.
• Must not have any unexcused absences.

Excused absence occurs when all the following conditions are met:

• The employee provides to his or her supervisor sufficient notice at least Two weeks in advance of the absence.
• The absence request is approved in advance by the employee's supervisor.

Business Expenses

Requests for reimbursement of business expenses must be submitted on the appropriate Kingfa Business Expense Report. Each expense shall be separately identified. Forms shall be dated and signed by the employee.

The Company complies with IRS regulations, which require that all business expenses be substantiated with adequate records.

All receipts and Kingfa Business Expense Report forms must include information relating to:

• the amount of the expenditure;
• the time and place of the expenditure;
• the business purpose of the expenditure; and
• the names and the business relationships of individuals other than the employee for whom the expenditures were made.

Employees who receive a vehicle allowance are not eligible for reimbursement of mileage but may be eligible for reimbursement of reasonable fuel expenses.

Rental Car requirement:

Car rental will be required for any business trip that is 150 or more miles (round trip). Employees are to rent compact or intermediate size vehicles on business trips Inspect the car at the time of rental. Any damage found should be noted on the contract before the vehicle is accepted.

Report any accidents resulting in damage to the rental, to the rental agency and Kingfa, within 48 hours of the accident.

Pay parking violations, speeding tickets, and any other violations incurred when renting a vehicle. These will not be reimbursed by the Kingfa.

Refueling: When renting cars, individuals are required to refuel cars prior to returning them to the rental company.

Reimbursable Expenses

The following are reimbursable expenses, if they are following the applicable provisions of this Policy, and are for business purposes:

• Hotel or motel charges and related tips
• Airfare, train fare, bus fare, taxicabs, and related tips
• Meals, including tips between 15 and 20%
• Charges for internet connectivity at the hotel or motel
• Car rental expenses
• Personal mileage, if using own vehicle without car allowance
• Toll and parking charges
• Conference and convention fees
• Business center costs (i.e., copying, faxing, etc.)
• Reasonable business entertainment expenses
• Laundry and/or dry-cleaning expense during trips more than five days
• Other reasonable and necessary business expenses not specifically excluded by this section

Non-reimbursable expenses:

• Airline club dues
• First class airfare
• In-flight movies/refreshments
• Hotel room movies and other forms of personal entertainment
• Childcare costs
• Barbers/hairstylists
• Traffic fines
• Tips more than 20% and/or tips in addition to pre-applied gratuity
• Luggage or briefcases
• Alcohol, unless consumed during legitimate business-related entertainment activities
• Meals including only company employees, unless traveling on company business or approved in advance by the CEO
• Parties and gifts for employees
• Reimbursement for personal miles more than the cost of airfare to the same destination
• Personal mileage for employees receives a set monthly car allowance

Direct Deposit

Kingfa Science & Technology USA Inc encourages all employees to enroll in direct deposit. If you would like to take advantage of direct deposit, ask Human Resources for an application form. Typically, the bank will begin the direct deposit of your payroll within 7 calendar days after you submit your completed application.

Employment Classifications

At the time, you are hired, you are classified as either full-time, part-time or temporary. In addition, you are classified as either non-exempt or exempt. The Company designates all employees as either exempt or nonexempt in compliance with applicable federal, state, and local law:

• Exempt Employees. Exempt employees are generally paid a fixed salary and are not entitled to overtime pay.
• Nonexempt Employees. Nonexempt employees are entitled to minimum wage and overtime pay.

The Company also assigns each employee to one of the following categories:

• Regular Full-Time Employees. Regular full-time employees are normally scheduled to work at least 40 hours per workweek, except for approved time off. Full-time employees are eligible for most Company benefits.
• Regular Part-Time Employees. Regular part-time employees are normally scheduled to work less than 40 hours per workweek. Part-time employees are not eligible for most Company benefits.
• Temporary/Seasonal Employees. Temporary employees are generally hired on a temporary or project-specific basis, with either full- or part-time hours. Seasonal employees are hired on a temporary basis during a time of year when extra work is available.
• Temporary/seasonal employees are not eligible for most Company benefits.

You will be informed of your classification, status, and responsibilities at the time of hire and at any time your classification, status, or responsibilities change. If you have a question regarding this information, contact your supervisor or Human Resources. These classifications do not alter your employment at-will status.

Introduction to Wage and Hour Policies

At Kingfa Science & Technology USA Inc, pay depends on a wide range of factors, including pay scale surveys, individual effort, profits, and market forces. If you have any questions about your compensation, including matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, speak with your Manager/Supervisor.

Paycheck Deductions

Kingfa Science & Technology USA Inc is required by law to make certain deductions from your pay each pay period, including deductions for federal income tax, Social Security and Medicare (FICA) taxes, and

any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W- 4 and applicable state withholding form. Permissible deductions for exempt employees may also include, but are not limited to, deductions for full-day absences for reasons other than sickness or disability and certain disciplinary suspensions. You may also authorize certain voluntary deductions from your paycheck where permissible under state law. Your deductions will be reflected in your wage statement. If you have any questions about deductions from your pay, contact your Manager/Supervisor.

The Company will not make deductions to your pay that are prohibited by federal, state, or local law. Review your paycheck for errors each pay period and immediately report any discrepancies to your Manager/Supervisor.

You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday.

The Company will not retaliate against employees who report erroneous deductions in accordance with this policy.

Recording Time

Kingfa Science & Technology USA Inc is required by applicable federal, state, and local laws to keep accurate records of hours worked by certain employees. To ensure that the Company has complete and accurate time records and that employees are paid for all hours worked, nonexempt employees are required to record all working time using the Time Clocks. Speak with your Manager/Supervisor for specific instructions.

You must accurately record all of your time to ensure you are paid for all hours worked, and must follow established Company procedures for recording your hours worked. Time must be recorded as follows:

• Immediately before starting your shift.
• Immediately after finishing work, before your meal period (If leaving the premise).
• Immediately before resuming work, after your meal period.
• Immediately after finishing work.

Falsifying time entries is strictly prohibited. Falsifying time entries includes working "off the clock." If you falsify your own time records, or the time records of co-workers, or if you work off the clock, you will be subject to discipline up to and including termination. Immediately report to your Supervisor of any employee, supervisor, or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.

No one may clock in or out for anyone other than themselves. Tampering with another's clock in or out is cause for disciplinary action, up to and including possible termination, of both employees. The following are the rules in relation to swiping in and out. Clock cards are issued to all hourly employees who are required to clock in and out. The care of these cards is the responsibility of each employee. Lost, damaged, or misplaced cards will be replaced at the employees’ expense of $10. Cards that do not function properly should be returned to Human Resources immediately and a replacement card will be issued.

Nonexempt employees must record all hours worked each day as appropriate to ensure proper payment, including overtime hours. The method of recording hours will be communicated to you by your

supervisor. Any absences from work, late arrivals, early departures and meal or rest breaks (if applicable) should be reflected. When reviewing a pay stub, an employee should verify that the number of hours worked, and the amount of pay is accurate. Notify your Manager/Supervisor or the HR Department of any pay discrepancies, unrecorded, or mis-recorded work hours, or any involuntarily missed meal or break periods.

Purpose

The purpose of this policy is to establish a fair, consistent, and constructive process for correcting

employee behavior or performance issues. Kingfa Science & Technology (USA) Inc. believes in open communication and providing employees with an opportunity to improve while maintaining high

standards of professionalism, safety, and productivity.

Scope

This policy applies to all full-time, part-time, temporary, and probationary employees. It covers issues related to job performance, conduct, attendance, safety violations, and policy noncompliance.

Policy Statement

Kingfa is committed to coaching and developing employees. However, when performance or conduct issues arise, we follow a structured disciplinary process designed to encourage improvement and accountability.

Steps of Progressive Discipline

Progressive discipline typically follows these steps, although the company reserves the right to skip steps depending on the severity of the issue.

• Verbal Warning
• Purpose: To inform the employee of the issue and expectations moving forward.
• Documentation: Supervisor documents the conversation, including date, issue, and required improvement.
• Employee Signature: Required to acknowledge receipt, not necessarily agreement.
• Written Warning
• Purpose: To formally document continued or serious infractions.
• Contents: Includes a description of the issue, reference to prior discussion(s), and an improvement plan.
• Employee Signature: Required to acknowledge receipt, not necessarily agreement.
• Final Written Warning or Suspension
• Purpose: Signals the seriousness of the issue and that further violations may result in termination.
• Action: May include unpaid suspension (with HR approval).
• Meeting: Conducted with HR present.
• Termination of Employment
• Purpose: Used when the issue is unresolved or a serious violation occurs.
• Process: HR and management will meet with the employee to communicate the termination and provide applicable final pay information.

Exceptions

Certain types of misconduct (e.g., theft, workplace violence, gross insubordination, harassment, or serious safety violations) may result in immediate termination without prior warning.

Employee Rights and Support

Employees are encouraged to ask questions, seek clarification, or present their side during any

disciplinary action. Affected employees may also consult with HR or submit a written rebuttal to be placed in their personnel file.

Recordkeeping

All disciplinary actions will be maintained in the employee's confidential personnel file in accordance with company policy and applicable laws.

Policy Review and Updates

This policy will be reviewed annually and may be updated at the discretion of Human Resources and senior management.

Employment Verification

Kingfa Science & Technology USA Inc policy is to confirm dates of employment, job title, and compensation (where permissible under applicable law). The Company will only provide such information with your written authorization. Requests for employment verification should be forwarded to HR.

Exit Interview

You may be asked to participate in an exit interview when you leave Kingfa Science & Technology USA Inc. The purpose of the exit interview is to provide management with greater insight into your decision to leave employment; identify any trends requiring attention or opportunities for improvement; and to assist the Company in developing effective recruitment and retention strategies. Your cooperation in the exit interview process is appreciated.

Open Door/Conflict Resolution Process

Kingfa Science & Technology USA Inc strives to provide a comfortable, productive, legal, and ethical work environment. To this end, we want you to bring any problems, concerns, or grievances you have about the workplace to the attention of your Manager/Supervisor and, if necessary, to Human Resources or upperlevel management. To help manage conflict resolution we have instituted the following problem-solving procedure:

If you believe there is inappropriate conduct or activity on the part of the Company, management, its employees, vendors, customers, or any other persons or entities related to the Company, bring your concerns to the attention of your Manager/Supervisor at a time and place that will allow the person to properly listen to your concern. Most problems can be resolved informally through dialogue between you and your immediate Manager/Supervisor. If you have already brought this matter to the attention of your Manager/Supervisor before and do not believe you have received a sufficient response, or if you believe that person is the source of the problem, present your concerns to Human Resources or upper level management. Describe the problem, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have.

Outside Employment

Outside employment that creates a conflict of interest or affects the quality or value of your work performance or availability at Kingfa Science & Technology USA Inc is prohibited. The Company

recognizes that you may seek additional employment during off hours, but in all cases expects that any outside employment will not affect your attendance, job performance, productivity, work hours, or scheduling, or would otherwise adversely affect your ability to effectively perform your duties or in any way create a conflict of interest. Any outside employment that will conflict with your duties and obligations to the Company should be reported to your Manager/Supervisor. Failure to adhere to this policy may result in discipline up to and including termination. While on a leave of absence, you may not work or be gainfully employed for yourself or by another employer. If you are on a leave of absence and are found to be in violation of this policy, you will be subject to disciplinary action up to and including termination.

Pay Raises

Depending on financial health and other Company factors, efforts will be made to give pay raises consistent with Kingfa Science & Technology USA Inc profitability, job performance, and the consumer price index. The Company may also make individual pay raises based on merit or due to a change of job position.

Performance Reviews

Kingfa Science & Technology USA Inc will make efforts to periodically review your work performance. The performance review is a tool used to evaluate employee performance over the review period by assessing:

• Your performance of assigned job duties and responsibilities.
• Your achievement or lack of achievement of specific targets and goals.
• Other aspects of your performance (e.g., communication skills, professionalism, ability to collaborate, reliability, willingness to take initiative, etc.).

The performance review process will take place annually, biannually, monthly, etc. or as business needs dictate.

The performance review process is intended to increase the quality and value of your work performance. The review process may be used:

• As a basis for employment decisions, such as promotions and demotions.
• To improve the performance of under performing employees.
• To document employee growth at the Company.

A positive performance review does not guarantee a pay raise or continued employment.

Promotions

To match you with the job for which you are best suited and to meet the business needs of Kingfa Science & Technology USA Inc, you may be transferred from your current job. It is our policy to promote from within only when the most qualified candidate is available.

Promotions are made on an equal opportunity basis according to employees possessing the needed skills, education, experience, and other qualifications that are required for the job.

Optional: All employees promoted into new job positions will undergo a 90-day introductory period as described in the New Hires and Introductory Periods policy. Unlike new hires, however, such employees will continue to receive Company benefits for which they are eligible.

Resignation Policy

Kingfa Science & Technology USA Inc hopes that your employment with the Company will be a mutually rewarding experience; however, the Company acknowledges that varying circumstances can

cause you to resign employment. The Company intends to handle any resignation in a professional manner with minimal disruption to the workplace.

Notice

The Company requests that you provide a minimum of two (2) weeks' notice of your resignation. Provide a written resignation letter to your Manager/Supervisor. If you provide less notice than requested, the Company may deem you to be ineligible for rehire, depending on the circumstances of the notice given.

Final Pay

The Company will pay separated employees in accordance with applicable laws and other sections of this handbook.

Notify the Company if your address changes during the calendar year in which resignation occurs to ensure tax information is sent to the correct address.

Return of Property

Return all Company property at the time of separation, including uniforms, cellphones, keys, tools, laptops, credit cards, and identification cards. Failure to return some items may result in deductions from your final paycheck where state law allows. In some circumstances, the Company may pursue criminal charges for failure to return Company property.

Standards of Conduct

Kingfa Science & Technology USA Inc wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our employees, clients, customers, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our rules.

While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common- sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge employees for any reason permitted by law.

Examples of inappropriate conduct include:

• Violation of the policies and procedures set forth in this handbook.
• Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances.
• Being under the influence of alcohol during working hours on Company property (including in Company vehicles), or on Company business.
• Inaccurate reporting of the hours worked by you or any other employees.
• Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the Company or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra-company communications, or expense records.
• Taking or destroying Company property.
• Sleeping while on duty.
• Possession of potentially hazardous or dangerous property (where not permitted) such as firearms, weapons, chemicals, etc., without prior authorization.
• Fighting with, or harassment of (as defined in our EEO policy), any fellow employee, vendor, or customer.
• Disclosure of Company trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development information, customer lists, patents, trademarks, etc.) of the Company or its customers, contractors, suppliers, or vendors.
• Refusal or failure to follow directions or to perform a requested or required job task. Refusal or failure to follow safety rules and procedures.
• Excessive tardiness or absences. Smoking in nondesignated areas. Working unauthorized overtime.
• Solicitation of fellow employees on Company premises during working hours. Failure to dress according to Company policy.
• Use of obscene or harassing (as defined by our EEO policy) language in the workplace.
• Engaging in outside employment that interferes with your ability to perform your job at this Company. Gambling on Company premises.
• Lending keys or keycards to Company property to unauthorized persons.

Transfers

Kingfa Science & Technology USA Inc may transfer your employment from one position to another with or without notice, as required by production or service needs, or upon request by you and with management approval. Transfers in excess of 90 days may be considered final and your paycheck may be increased or decreased consistent with the pay scale for your new position.

Workforce Reductions (Layoffs)

If necessary based upon business needs, Kingfa Science & Technology USA Inc management may decide to implement a reduction in force (RIF). We acknowledge that RIFs can be a trying experience for all involved, and the Company will make its best effort to make sound business decisions while acknowledging the needs of its workforce.

General Policies

Bulletin Boards

Kingfa Science & Technology USA Inc maintains an official bulletin board located in the breakroom for providing employees with official Company notices, including wage and hour laws, changes in policies, and other employment-related notices. At times the Company may also post information of general interest to employees on the bulletin board. You are responsible for being informed about this material by periodically reviewing the bulletin board. Only authorized personnel may add and remove notices from the bulletin board.

Computer Security and Copying of Software

Software programs purchased and provided by Kingfa Science & Technology USA Inc are to be used only for creating, researching, and processing materials for Company use. By using Company hardware, software, and networking systems you assume personal responsibility for their use and agree to comply with this policy and other applicable Company policies, as well as city, state, and federal laws and regulations.

All software acquired for or on behalf of the Company, or developed by Company employees or contract personnel on behalf of the Company, is and will be deemed Company property. It is the policy of the

Company to respect all computer software rights and to adhere to the terms of all software licenses to which the Company is a party. The Director of Information Systems is responsible for enforcing these guidelines.

You may not illegally duplicate any licensed software or related documentation. Unauthorized duplication of software may subject you and/or the Company to both civil and criminal penalties under the United States Copyright Act. To purchase software, obtain your manager's approval. All software acquired by the Company must be purchased through Information Systems or appropriate department. You may not duplicate, copy, or give software to any outsiders including clients, contractors, customers, and others. You may use software on local area networks or on multiple machines only in accordance with applicable license agreements entered into by the Company.

Employer Sponsored Social Events

Kingfa Science & Technology USA Inc holds periodic social events for employees. Be advised that your attendance at these events is voluntary and does not constitute part of your work-related duties. Any exceptions to this policy must be in writing and signed by a Manager/Supervisor prior to the event.

Alcoholic beverages may be available at these events. If you choose to drink alcoholic beverages, you must do so in a responsible manner. Do not drink and drive. Instead, please call an Uber/Lyft or appoint a designated driver.

Employer-Provided Cell Phones/Mobile Devices

Kingfa Science & Technology USA Inc may issue certain employees a Company cell phone/mobile device for work-related communications and/or operations. If you drive a vehicle during your employment, you may not use any cell phone/mobile device or other communication device while driving unless the device is equipped or configured with a "hands-free" listening/speaking option, and you in fact utilize the hands-free device.

We understand that you may use the cell phone/mobile device for personal use; however, such personal use should not exceed the plan allowance. When the cell phone/mobile device is used for personal reasons and the activity results in additional cost to the Company, you are responsible for the cost of that usage, including all applicable taxes unless prohibited by law.

The Company owns and remains entitled to all cell phone/mobile devices issued to employees, including all passwords controlling access to them.

You may not change those passwords except with permission. At the time of employment termination, all such equipment and passwords must be returned to the Company in operable condition.

Violation of this policy may result in discipline, up to and including termination of employment.

Non solicitation/No distribution Policy

Kingfa Science & Technology USA Inc prioritizes a harmonious work environment that minimizes disruption to business operations and respects the focus of employees, visitors, and others. Our no solicitation/no distribution policy aims to ensure a balanced approach to interactions within the workplace.

Solicitation

For the purposes of this policy, solicitation includes various activities such as selling items or services, seeking contributions, or seeking support for an organization. Solicitation, whether conducted verbally, in writing, or electronically, falls under this policy's scope.

During your assigned working hours, soliciting other employees is prohibited. Working hours refers to periods when either you or the employees you intend to solicit are expected to be actively engaged in work-related activities. You are permitted to engage in solicitation during authorized nonworking times, such as breaks, provided that the recipients of the solicitation are also on nonworking time.

Distribution

To ensure cleanliness, organization, and safety, the distribution of nonwork-related literature or items within working areas is prohibited at all times. Working areas do not include break/rest areas, lunchrooms, and parking lots. Electronic distribution of materials during work hours is also not allowed. Any literature that violates the Company's equal employment opportunity (EEO) and nonharassment policies, or knowingly spreads false information, is strictly prohibited. Nonemployees are not permitted to distribute materials on company premises under any circumstances.

Statutory Rights and Communication

This policy is not meant to curtail the statutory rights of employees, including their right to discuss terms and conditions of employment. Open communication remains a vital part of our workplace culture.

Reporting Violations

If you become aware of violations of this policy, report them to your Manager/Supervisor. We appreciate your cooperation in maintaining a respectful and focused work environment.

Off-Duty Use of Employer Property or Premises

You may not use Kingfa Science & Technology USA Inc property for personal use during working time. You are responsible for returning Company property in good condition and repairing or replacing any property damaged as the result of personal use or as the result of negligence. This includes use of copy machines, computers, Company products, or office supplies for personal use without prior authorization. It is Company policy to control off duty and nonworking hour use of Company facilities either for business or personal reasons. You are prohibited from using Company facilities during off duty or nonworking hours without the written consent of your Manager/Supervisor. If you use Company facilities during your off-duty hours or Company off-hours, you may be required to sign a log-in and log-out sheet maintained by the Company or building manager.

Personal Appearance

Your personal appearance reflects on the reputation, integrity, and public image of Kingfa Science & Technology USA Inc. All employees are required to report to work neatly groomed and dressed. You are expected to maintain personal hygiene habits that are generally accepted in the community, including clean clothing, good grooming and personal hygiene, and appropriate attire for the workplace and the work being performed. This may include wearing uniforms or protective safety clothing and equipment, depending upon the job. Use common sense and good judgment in determining what to wear to work.

Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair products, should be used in moderation out of concern for others with sensitivities or allergies.

The Company, in accordance with applicable law, will reasonably accommodate employees with disabilities or religious beliefs that make it difficult for them to comply fully with the personal appearance policy unless doing so would impose an undue hardship on the Company. Contact your Manager/Supervisor to request reasonable accommodation.

Failure to comply with the personal appearance standards may result in being sent home to groom or change clothes. Frequent violations may result in disciplinary action, up to and including termination of employment.

Office Dress Code Purpose

The purpose of this dress code policy is to establish guidelines for appropriate workplace attire that ensures a professional and comfortable environment for all employees.

Scope

This policy applies to all employees of Kingfa during regular business hours and when representing the company at external events.

General Guidelines

• Professionalism: Employees are expected to dress in a manner that reflects a professional image consistent with their responsibilities.
• Neatness: All clothing should be clean, and free and stains.
• Personal Hygiene: Maintain good personal hygiene and grooming standards.

Acceptable Attire

• Business Casual: Business casual attire is acceptable for day-to-day activities.
• Men: Dress shirts, polo shirts, sweaters, khakis, and dress pants.
• Women: Blouses, sweaters, dress pants, skirts appropriate length, dresses, and flats or heels.
• Formal Business Attire: Required for meetings with clients, interviews, or formal events.
• Men: Suits or sport coats, dress shirts, ties, dress shoes.
• Women: Business suits, blouses, dress pants or skirts, professional dresses, and closed-toe shoes.
• Casual Fridays: On Fridays, employees may wear more casual attire such as jeans and casual shirts, provided they are still neat and appropriate.

Unacceptable Attire

• Casual Wear: T-shirts, tank tops, shorts, leggings, sweatpants, and athletic wear.
• Revealing Clothing: Clothing that exposes excessive skin, including low-cut tops, crop tops, and short skirts.
• Beach Wear: Any attire appropriate for the beach or gym.
• Logos and Graphics: Clothing with inappropriate or offensive graphics, language, or logos.

Specific Guidelines

• Footwear: Closed-toe shoes are preferred. Sandals and open-toe shoes may be acceptable in certain departments during warmer months, as long as they maintain a professional appearance. Open toed shoes may not be worn on the production floor.
• Accessories: Jewelry, makeup, and accessories should be professional and not excessive.

Exceptions

• Cultural and Religious Attire: The company respects cultural and religious dress practices. Employees should speak to HR for any accommodations needed.
• Special Events: Dress code may be relaxed for special events, team-building activities, or other occasions as communicated by management.

Enforcement

Employees who do not adhere to the dress code policy will be addressed by their immediate supervisor. Continued violations may result in disciplinary action.

Policy Review

This policy will be reviewed annually and updated as necessary.

Production Dress Code

Our goal is to provide a work environment that is free of safety hazards, offensive behavior and harassment of any kind. Therefore, the following clothing is NOT ACCEPTABLE:

• Bare feet, no open-toed-open heel shoes on the production floor (i.e. Crocs, slides, sling back shoes). Shorts
• Pants or skirts worn below the waistline Sexually provocative clothing
• Clothing with profanity, nude or semi-nude pictures Sexually suggestive slogans, cartoons, or drawings
• The observable lack of undergarments and exposed undergarments.

Uniforms

Kingfa will provide uniforms to certain positions within the company. If you are in a classification where uniforms are issued, you must wear your uniforms.

Supervisors can send an employee home to change clothes when violations occur. The time spent away from work for this reason will follow the attendance occurrence guidelines. The list below is provided for illustrative purposes only and not for limitation.

Personal Cell Phone/Mobile Device Use

Use of personal cell phones and mobile devices at work can be distracting and disruptive and cause a loss of productivity. Thus, you should primarily use such personal devices during nonworking time, such as breaks and meal periods. During this time, use devices in a manner that is courteous to those around you. If you have a device that has a camera and/or audio/video recording capability, you are restricted from using those functions on Company property unless authorized in advance by management.

The use of personal cell phones is strictly prohibited in the following areas:

Production Floor Safety: Personal cell phones should not be used on the production floor because they create a safety risk. Cell phone use can distract employees from moving machinery, forklifts, material-handling equipment, process hazards, alarms, warning signals, and other employees working nearby. Looking at, typing on, or talking on a phone may reduce situational awareness and reaction time, increasing the risk of slips, trips, collisions, caught-in or struck-by incidents, and other workplace injuries. Employees must remain alert and focused on their surroundings at all times while on the production floor. Personal cell phones should be stored away and used only in designated areas during approved breaks or meal periods, unless use is specifically authorized by management for a work-related purpose or an emergency.

• On the plant floor.
• While assisting in any operation of plant, machinery, or equipment While working above the ground
• While carrying out any work duty within the company’s premises
• While driving vehicles
• While attending meetings

Earbuds or headphones are not to be used on the production floor, at any time.

You are expected to comply with Company policies regarding the protection of confidential and proprietary information when using personal devices.

While operating a vehicle on work time, the Company requires that the driver's personal cell phone/mobile device be turned off. If you need to make or receive a phone call while driving, pull off the road to a safe location unless you have the correct hands- free equipment for the device that is in compliance with applicable state laws.

You will be subject to disciplinary action up to and including termination of employment for violation of this policy.

Personal Data Changes

It is your obligation to provide Kingfa Science & Technology USA Inc with your current contact information, including current mailing address and telephone number. You should also inform the Company of any changes to your tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings. To make changes to this information, contact the Human Resources Department.

Security

All employees are responsible for helping to make Kingfa Science & Technology USA Inc a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your Manager/Supervisor immediately. Refrain from discussing specifics regarding Company security systems, alarms, passwords, etc. with those outside of the Company.

Immediately advise your Manager/Supervisor of any known or potential security risks and/or suspicious conduct of employees, customers, or guests of the Company. Safety and security is the responsibility of all employees and we rely on you to help us keep our premises secure.

Social Media

Kingfa Science & Technology USA Inc acknowledges that social media has become an integral part of modern life that provides us with unique opportunities to communicate and share information with others. However, we also want to educate employees that their social media use can:

• Pose risks to the Company's confidential and proprietary information, reputation, and brand;
• Expose the Company to discrimination, harassment, and other claims; and
• Jeopardize the Company's compliance with business rules and laws.

To minimize legal risks, avoid loss of productivity and distraction, and ensure that the Company's IT resources and communications systems are used appropriately, all employees must abide by the following policy regarding social media use.

Social Media

For purposes of this policy, social media refers to any means of posting content on the internet, including personal websites, social networking sites, blogs, chat rooms, and other online platforms, whether affiliated with the Company or not.

Use Good Judgment

While the Company respects your right to personal expression, you should assume that anything you do on social media—whether on a business or personal account—could be viewed by a colleague, supervisor, partner, supplier, competitor, investor, customer, or potential customer. As such, any social media activity, even from your personal account, reflects on the Company as well as on yourself. It is important to remember that anyone can see what you post (or what you posted five years ago).

Guidelines for Posting on Social Media

When posting:

• Protect trade secrets, intellectual property, and confidential information related to the Company.
• Do not make statements that are maliciously false or defamatory or would constitute unlawful harassment or discrimination.
• Do not make express or implied threats of violence.
• Avoid linking personal accounts to the Company as an official source.
• Respect copyright, trademark, and third-party rights.
• Do not use the Company's email addresses to register on social medial platforms for personal use. If you identify yourself as an employee of Kingfa Science & Technology USA Inc on your personal account and are posting about the Company, make it clear that your views are your own and that you are not speaking on behalf of the Company.

Using Social Media at Work

Do not use social media while on your work time, unless it is work related as authorized by your Manager/Supervisor or consistent with policies that cover equipment owned by the Company.

Media Contacts

If you are not authorized to speak on behalf of the Company, do not speak to the media on behalf of the Company. Direct all media inquiries for official Company responses to management or the Human Resources Department.

Retaliation

Retaliation against those reporting policy violations or cooperating in investigations is prohibited. Retaliatory actions may lead to disciplinary measures.

Violations

Violations of this policy may result in discipline, up to and including termination.

This policy does not limit employees rights to discuss wages, hours, or other terms and conditions of employment. All employees have the right to engage in or refrain from such activities.

Telephone Use

Kingfa Science & Technology USA Inc phones are principally for work-related communications. Unless there is an emergency, limit long distance telephone calls to business purposes only. Limit personal use of Company telephones to brief communications during rest periods where possible. Casual conversation with friends and relatives during working hours is strongly discouraged. Telephone use is subject to the Use of Company Technology Policy.

Third Party Disclosures

From time to time, Kingfa Science & Technology USA Inc may become involved in news stories or potential or actual legal proceedings of various kinds. When that happens, lawyers, former employees, newspapers, law enforcement agencies, and other outside persons may contact our employees to obtain information about the incident or the actual or potential lawsuit.

If you receive such a contact, you should not speak on behalf of the Company and should refer any call requesting the position of the Company to management or the Human Resources Department. If you have any questions about this policy or are not certain what to do when such a contact is made, contact management or the Human Resources Department.

Use of Company Technology

This policy is intended to provide Kingfa Science & Technology USA Inc employees with the guidelines associated with the use of the Company information technology (IT) resources and communications systems.

This policy governs the use of all IT resources and communications systems owned by or available at the Company, and all use of such resources and systems when accessed using your own devices, including but not limited to:

• Email systems and accounts.
• Internet and intranet access.
• Telephones and voicemail systems, including wired and mobile phones, smartphones, and pagers.
• Printers, photocopiers, and scanners.
• Fax machines, e-fax systems, and modems.
• All other associated computer, network, and communications systems, hardware, peripherals, and software, including network key fobs and other devices.
• Closed-circuit television (CCTV) and all other physical security systems and devices, including access key cards and fobs.

General Provisions

Company IT resources and communications systems are to be used for business purposes only unless otherwise permitted under applicable law.

All content maintained in Company IT resources and communications systems are the property of the Company. Therefore, employees should have no expectation of privacy in any message, file, data, document, facsimile, telephone conversation, social media post, conversation, or any other kind or form of information or communication transmitted to, received, or printed from, or stored or recorded on Company electronic information and communications systems.

The Company reserves the right to monitor, intercept, and/or review all data transmitted, received, or downloaded over Company IT resources and communications systems in accordance with applicable law. Any individual who is given access to the system is hereby given notice that the Company will exercise this right periodically, without prior notice and without prior consent.

The interests of the Company in monitoring and intercepting data include, but are not limited to: protection of Company trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.); managing the use of the computer system; and/or assisting employees in the management of electronic data during periods of absence.

You should not interpret the use of password protection as creating a right or expectation of privacy, nor should you have a right or expectation of privacy regarding the receipt, transmission, or storage of data on Company IT resources and communications systems.

Do not use Company IT resources and communications systems for any matter that you would like to be kept private or confidential.

Violations

If you violate this policy, you will be subject to corrective action, up to and including termination of employment. If necessary, the Company will also advise law enforcement officials of any illegal conduct.

Workplace Privacy and Right to Inspect

Kingfa Science & Technology USA Inc property, including but not limited to lockers, phones, computers, tablets, desks, workplace areas, vehicles, or machinery, remains under the control of the Company and is subject to inspection at any time, without notice to any employees, and without their presence.

You should have no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or damage to, your property maintained on Company premises including that kept in lockers and desks.

Benefits

401(k) Plan

Eligible employees may participate in the Kingfa Science & Technology USA Inc 401(k) plan after completing four (4) months of employment. Refer to your Summary Plan Description (SPD) for specific information.

The Company will notify you if you are eligible to participate in the 401(k) plan. Contact the Human Resources Department to understand your eligibility requirements. This benefit may be canceled or changed at the discretion of the Company, unless otherwise required by law.

Bereavement Leave

Kingfa Science & Technology USA Inc recognizes the importance of taking leave when there is a death in the family. Where bereavement leave is not required by law, the Company will provide bereavement leave as follows:

Full-time employees are eligible for a maximum of three (3) paid consecutive working days of bereavement leave for the death of an immediate family member.

You may use accrued but unused vacation/sick leave/paid time off if additional time is needed. Additional unpaid time off may be granted at the discretion of the Company on a case-by-case basis.

For purposes of this policy, immediate family members include the following and applies both to the family of the employee and the employee's spouse: child (including foster child and stepchild), spouse, sister, brother, parents (including foster parents and stepparents), grandparents.

You must provide notice of your need for bereavement leave as far in advance as possible. The Company may require documentation supporting your need for bereavement leave.

COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible Kingfa Science & Technology USA Inc employees and their beneficiaries to continue health insurance coverage under the Company health plan when a "qualifying event" could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements.

Contact the Human Resources department to learn more about your COBRA rights.

Continuing Education and Tuition Assistance

Kingfa supports the continued education and professional development of eligible employees through its Tuition Assistance Program.

Eligibility: Full-time employees may participate after completing 12 months of continuous employment. Courses must be part of an approved degree program at an accredited college or university.

Approval: Employees must submit a Tuition Reimbursement Request Form at least 14 days before the course begins. The employee’s Department Head and Human Resources must approve the request before enrollment. Coursework must be completed on the employee’s own time.

Reimbursement: Kingfa will reimburse 100% of approved educational expenses, up to $5,000 per employee per calendar year, after successful completion of the course. A passing grade is A, B, C, or Pass for a Pass/Fail course.

Documentation: Within 30 days after completing the course, employees must provide proof of payment and an official grade report.

Repayment: Employees must sign the required repayment agreement before enrollment. Employees who leave Kingfa within two years after completing an approved course may be required to repay the tuition assistance in accordance with the signed agreement and applicable law.

Eligibility for Benefits

All full-time regular employees are entitled to benefits under the Company's health and other company-sponsored insurance plans, as may be in effect from time to time. The Company reserves the right to change or terminate health plans or other benefits at any time.

New full-time employees joining the Company will be eligible for coverage the first day of following month of the date of employment. New employees, with the permission of the Company, may elect not to be covered, provided the percentage of employees not covered is within the benefit plan specifications. An employee may elect to discontinue coverage at any open enrollment period or if the employee has obtained coverage through a change in circumstance, such as marriage, as long as he or she provides proof of coverage under another plan. Employees opting out of insurance coverage will be paid a $2,000 “opt-out bonus” per year. Opt-out bonuses will be paid in January of each year. The Opt-out bonus will be pro-rated in the year of hire, based upon the employee’s date of hire. Employees must be actively employed on the date of the bonus payout to be eligible.

Temporary employees are not eligible for benefits.

Dental Insurance

All regular full-time employees are eligible for the Company dental plan on the first day of the month following the date of employment. Dental plan benefits are described in detail in the Summary Plan Description (SPD).

Health Insurance

Kingfa Science & Technology USA Inc offers group health insurance benefits to all eligible employees and their eligible dependents on the first day of the month following the date of employment. Health insurance benefits are described in detail in the Summary Plan Description (SPD), which may be obtained from the Human Resources Department.

Your group health benefits are paid in part by the Company. The remainder of the costs are paid by you through deductions from your paycheck.

Benefits may be canceled or changed at the discretion of the Company, unless otherwise prohibited by law.

If you or a dependent become ineligible for benefits due to a change in work hours or through a life event, or you leave employment with the Company, you may have the right to continue your health benefits under federal or state law. In such event, the Company will provide you with information about your rights to continue your benefits coverage.

Employee Assistance Program (EAP)

Kingfa Science & Technology USA Inc provides an employee assistance program (EAP) to all eligible employees. The EAP provides confidential access to professional counseling services for help with personal concerns that may impact job performance.

Voluntary participation in the EAP will not jeopardize your opportunities for promotion or employment. You can contact the EAP directly. Any information about your contact, participation, or any recommended treatment is confidential and will not be disclosed to the Company.

In certain circumstances, you may be referred to the EAP by your Manager/Supervisor due to job performance issues. EAP services can be initiated by contacting the EAP service provider at 855-775-4357 .

EAP services are available to eligible participants without charge. However, the cost of any treatment or rehabilitation services you are referred to outside of the EAP is your responsibility if not completely covered by insurance.

Employer-Sponsored Disability Benefits

Kingfa Science & Technology USA Inc offers the following employer-sponsored disability insurance benefits to eligible employees, after the plan's defined waiting period, when they miss work due to non-work-related disabilities.

Short-Term Disability Insurance

Short-term disability insurance generally pays a weekly benefit if you cannot work because of a covered illness or injury. The benefit replaces a portion of your weekly income, providing funds directly to you to help pay your bills and living expenses. Check your plan documents for details about benefit payments and duration.

Long-Term Disability Insurance

Long-term disability insurance generally pays a monthly benefit to you if you cannot work because of a covered illness or injury. The benefit replaces a portion of your income, thus helping to meet your financial commitment in a time of need. Check your plan documents for details about benefit payments and duration.

Additional Information

The terms and conditions for the disability insurance program are outlined in the Summary Plan Description (SPD). Contact the HR Department for a copy of the plan provisions, required forms, and additional information about these benefits.

Family and Medical Leave (FMLA)

In accordance with the Family and Medical Leave Act of 1993 (FMLA), Kingfa Science & Technology USA Inc provides up to 12 or 26 weeks of unpaid, job-protected leave in a 12-month period to covered employees in certain circumstances.

Eligibility

To qualify for FMLA leave, you must:

• Have worked for the Company for at least 12 months, although that time need not be consecutive;
• Have worked at least 1,250 hours in the last 12 months; and
• Be employed at a worksite that has 50 or more employees within 75 miles.

Reasons for Leave

You may take up to 12 weeks of unpaid FMLA leave in a 12-month period, for any of the following reasons:

• The birth of a child and to care for that child (leave must be completed within one year of the child’s birth);
• The adoption or foster care placement of a child with you and in order to care for the newly placed child (leave must be completed within one year of the child’s placement);
• To care for a spouse, child, or parent with a serious health condition;
• To care for your own serious health condition that makes you unable to perform the essential functions of your position; or
• A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave, to care for a spouse, child, parent, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service.

As used in this policy:

• Spouse means a husband or wife as recognized under state law for the purposes of marriage in the state or other territory or country where the marriage took place.
• Child means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18 or age 18 or older and incapable of self-care because of a mental or physical disability at the time FMLA leave is to commence. A child for the purposes of military exigency or military care leave can be of any age.
• Parent means a biological, adoptive, step, or foster parent, or any other individual who stood in loco parentis to you when you were a child.
• Next of kin for the purposes of military care leave is a blood relative other than a spouse, parent, or child in the following order: brothers and sisters, grandparents, aunts and uncles, and first cousins. If a military service member designates in writing another blood relative as their caregiver, that individual will be the only next of kin. In appropriate circumstances, you may be required to provide documentation of next of kin status.

Notice

If the need for leave is foreseeable because of an expected birth, adoption, or a planned medical treatment, you must give at least 30 days’ notice. If 30 days’ notice is not possible, give notice as soon as practical (within one or two business days of learning of your need for leave). Failure to provide appropriate notice may result in the delay or denial of leave.

In addition, if you are seeking intermittent or reduced schedule leave that is foreseeable due to a planned medical treatment or a series of treatments for yourself, a family member, or covered service member, you must first consult with the Company regarding the dates of this treatment to work out a schedule that best suits your needs or the needs of the covered military member, if applicable, and the Company.

If the need for leave is unforeseeable, provide notice as soon as possible. Normal call-in procedures apply to all absences from work, including requests for absences under this policy. Failure to provide appropriate notice may result in the delay or denial of leave.

Certification

If you are requesting leave because of your own or a covered relative’s serious health condition, you and the relevant healthcare provider must supply appropriate medical certification. You may obtain medical certification forms from HR. When you request leave, the Company will notify you of the requirement

for medical certification and when it is due (at least 15 days after you request leave). If you provide at least 30 days’ notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided.

At our expense, the Company may require an examination by a second healthcare provider designated by us. If the second healthcare provider’s opinion conflicts with the original medical certification, we, at our expense, may require a third, mutually agreeable, healthcare provider to conduct an examination and provide a final and binding opinion. Subsequent medical recertification may also be required. Failure to provide requested certification within 15 days, when practical, may delay further leave until it is provided. The Company also reserves the right to require certification from a covered military member’s healthcare provider if you are requesting military caregiver leave and certification in connection with military exigency leave.

Paid Leave Utilization During FMLA Leave

FMLA leave is unpaid; however, you will be required to use available paid leave PTO during FMLA leave as permitted by law.

FMLA leave runs concurrently with other leaves, such as accrued paid leave that is substituted for unpaid FMLA leave and any state family leave laws, to the extent allowed by applicable law. The substitution of paid leave for unpaid FMLA leave does not extend the 12 or 26 weeks (whichever is applicable) of FMLA leave. In addition, the substitution of paid leave for unpaid leave may not result in you receiving more than 100% of your salary.

If you are receiving short- or long-term disability or workers’ compensation benefits during a personal medical leave, you will not be required to use accrued paid leave. However, where state law permits, you may elect to use accrued paid leave to supplement these benefits.

Leave Increments

Intermittent Leave

If medically necessary, FMLA leave for a serious health condition may be taken intermittently (in separate blocks of time) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

As FMLA leave is unpaid, the Company will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave that is foreseeable due to planned medical treatments, the Company may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits.

Parental Leave

Leave for the birth or placement of a child must be taken in a single block and cannot be taken on an intermittent or reduced schedule basis. Parental leave must be completed within 12 months of the birth or placement of the child; however, you may use parental leave before the placement of an adopted or foster child to consult with attorneys, appear in court, attend counseling sessions, etc.

Family Care, Personal Medical, Military Exigency, and Military Care Leave

Leave taken for these reasons may be taken in a block or blocks of time. In addition, if a healthcare provider deems it necessary or if the nature of a qualifying exigency requires, leave for these reasons can be taken on an intermittent or reduced schedule basis.

Fitness for Duty Requirements

If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work. You will not be permitted to resume work until certification is provided.

Health Insurance

Maintaining Coverage During Leave

Your health insurance coverage will be maintained by the Company during leave on the same basis as if you were still working. You must continue to make timely payments of your share of the premiums for such coverage. Failure to pay premiums within 30 days of when they are due may result in a lapse of coverage. If this occurs, you will be notified 15 days before the date coverage lapses that coverage will terminate unless payments are promptly made.

Payment of Premiums

Alternatively, at our option, the Company may pay your share of the premiums during the leave and recover the costs of this insurance upon your return to work. Coverage that lapses due to nonpayment of premiums will be reinstated immediately upon return to work without a waiting period. Under most circumstances, if you do not return to work at the end of leave, the Company may require reimbursement for the health insurance premiums paid during the leave.

Reinstatement

Upon returning to work at the end of leave, you will generally be placed in your original job or an equivalent job with equivalent pay and benefits. You will not lose any benefits that accrued before leave was taken.

Spouse Aggregation

If both you and your spouse work at the Company, you are collectively eligible for 12 weeks of leave for the birth or placement of a child or to care for a parent with a serious health condition. Similarly, spouses employed by the Company will be limited to a combined total of 26 weeks of leave to care for a military service member. This 26-week leave period will be reduced, however, by the amount of leave taken for other qualifying FMLA events. This type of leave aggregation does not apply to leave needed for your own serious health condition, to care for a spouse or child with a serious health condition, or because of a qualifying exigency.

Failure to Return

If you fail to return to work or fail to make a request for an extension of leave prior to the expiration of the leave, you will be deemed to have voluntarily terminated your employment. The Company is not required to grant requests for open-ended leaves with no reasonable return date under these policies or as disability accommodations.

Alternative Employment

You may not work or be gainfully employed for yourself or another employer while on a leave of absence. If you are on a leave of absence and are found to be in violation of this policy, you will be subject to disciplinary action up to and including termination.

Interaction with State and Local Laws

Where state or local laws intersect with the FMLA, the Company will comply with the law that is the most favorable to you.

Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action, up to and including termination.

Designation of Leave

If the Company becomes aware of any qualifying reason for FMLA leave, the Company will designate it as such. You may not refuse FMLA designation under this policy.

Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Required Notice

The Company is required to provide you with a copy of the Your Employee Rights Under the Family and Medical Leave Act notice, which is attached as an addendum at the end of this handbook.

Holidays

Kingfa Science & Technology USA Inc offers the following paid holidays each year:

• New Year's Day
• Martin Luther King Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day After Thanksgiving
• Christmas Eve
• Christmas Day
• Floating Holiday (determined each year by management)

When a holiday falls on a Saturday, it will be observed the preceding Friday. Holidays falling on a Sunday will be observed the following Monday.

If a holiday falls on your regular day off, ask your Manager/Supervisor how it affects you. You will be compensated for holidays in accordance with federal and state law.

Life Insurance

Kingfa Science & Technology USA Inc provides life insurance to all eligible employees after successfully completing the Introductory Period. You will be required to notify the benefits administrator of your intended beneficiary. Refer to the Summary Plan Description (SPD) for details about the benefit.

Military Leave (USERRA)

Kingfa Science & Technology USA Inc complies with applicable federal and state law regarding military leave and re-employment rights. A military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA, with amendments) and all applicable state law. You must submit documentation of the need for leave to the Human Resources department. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your Manager/Supervisor of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact the Human Resources department.

Paid Time Off (PTO)

Vision Care Insurance

Full-time employees at Kingfa Science & Technology USA Inc are eligible for the Company vision care plan on the first day of the month following the date of employment. Vision care plan benefits are described in detail in the Summary Plan Description (SPD).

Workers' Compensation Insurance

Workers' compensation is a no-fault system designed to provide benefits to all employees for work-related injuries. Workers' compensation insurance coverage is paid for by employers and governed by state law. The workers' compensation system provides for coverage of medical treatment and expenses, occupational disability leave, and rehabilitation services, as well as payment for lost wages due to work-related injuries. If you are injured on the job while working at Kingfa Science & Technology USA Inc, no matter how slightly, you are to report the incident immediately to your Manager/Supervisor. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

To receive workers' compensation benefits, notify your Manager/Supervisor immediately of your claim. If your injury is the result of an on- the-job accident, you must fill out an accident report. You will be required to submit a medical release before you can return to work.

Rules

Drug and Alcohol Policy

Kingfa Science & Technology USA Inc is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of the Company to maintain a drug and alcohol-free workplace. Being under the influence of alcohol, illegal drugs (as classified under federal, state, or local laws), or other impairing substances while on the job may pose a serious health and safety risk to others, and will not be tolerated.

Prohibited Conduct

The Company expressly prohibits employees from engaging in the following activities when they are on duty or conducting Company business or on Company premises (whether or not they are working):

• The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.
• The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the individual, or drug-related paraphernalia.
• The illegal use or abuse of prescription drugs.
• While the use of marijuana has been legalized under some state laws for medicinal and/or recreational uses, it remains an illegal drug under federal law.

Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, if it does not impair your job performance or safety or the safety of others. If you take over- the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability, inform your Manager/Supervisor if you believe the medication may impair your job performance, safety, or the safety of others or if you believe you need a reasonable accommodation before reporting to work while under the influence of that medication.

Pre-Employment Drug Screening

All applicants considered for employment will be required to submit to a drug screening after a conditional offer of employment has been made and before they begin any work activity. Any applicant with a confirmed positive test will be denied employment.

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Drug-Free Workplace (Federal Contractors) Drug-Free Workplace Act

As a federal contractor, Kingfa Science & Technology USA Inc must comply with the requirements of the Drug-Free Workplace Act of 1988, which is a part of Public Law 100-690, Anti-Drug Abuse Act of 1988. The federal Drug-Free Workplace Act of 1988 (§ 5152) covers grants and contracts for the procurement of any service with a value of $25,000 or more.

To comply with the act, federal agency contractors and federal grant recipients must provide a drug-free workplace. These federal contractors and grant recipients will:

• Publish a statement prohibiting the unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs in the workplace and specify the actions that will be taken against employees for violations.
• Distribute a copy of the policy statement to employees engaged in the performance of a federal grant or contract.
• Notify employees that compliance with the policy is a condition of employment on such grant or contract and that employees must abide by the terms of the policy statement. The policy statement includes the requirement that employees notify the Company of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction.
• Notify the granting or contracting agency within 10 days after learning of a criminal drug statute conviction.
• Impose a sanction as required under this act on employees who are so convicted.
• Establish a program of drug-free awareness, informing employees about the organization's policy of maintaining a drug-free workplace, the penalties that may be imposed upon employees for drug-abuse violations, the dangers of drug abuse in the workplace, and any available drug counseling, rehabilitation, and assistance programs.
• Make a good faith effort to continue to maintain a drug-free workplace through implementation of these requirements.

Americans with Disabilities Act

In addition to complying with the federal Drug-Free Workplace Act of 1988, the Company must comply with the requirements of the Americans with Disabilities Act of 1990 (ADA). Individuals who currently use drugs illegally are not individuals with disabilities protected under the ADA when an employer takes action because of their continued use of drugs. This includes people who use prescription drugs illegally as well as those who use illegal drugs. However, people who have been rehabilitated and do not currently use drugs illegally, or who are in the process of completing a rehabilitation program, may be protected by the ADA.

Drug-Free Workplace Policy

The Company, in compliance with the federal Drug-Free Workplace Act of 1988, has adopted the following policy that must be adhered to as a condition of employment:

• The unlawful use, possession, manufacture, dispensation, or distribution of controlled substances in all work locations is prohibited.
• Any employees convicted of a criminal drug statute violation occurring in the workplace must notify their Manager/Supervisor of the conviction within five days after the conviction. As required by the federal Drug-Free Workplace Act of 1988, the Company must inform contracting or granting agencies of such convictions within 10 days after receiving notification or otherwise receiving notice of a conviction.
• Upon receiving such notification, the Company, in conjunction with the location concerned, will take all steps necessary to assure the proper conduct of sponsored projects and programs. If a decision is reached to allow the affected individual to continue employment with the Company, the individual must participate in and satisfactorily complete an approved drug abuse assistance or rehabilitation program.

The Company will evaluate its obligations in accordance with state and other applicable laws where required, on a case by case basis.

General Safety

It is the responsibility of all Kingfa Science & Technology USA Inc employees to maintain a healthy and safe work environment, report any health or safety hazards, and follow the Company health and safety rules. Failure to do so may result in disciplinary action, up to and including termination of employment. The Company also requires that all occupational illnesses or injuries be reported to your

Manager/Supervisor as soon as reasonably possible and that an occupational illness or injury form be completed on each reported incident.

Workplace Tobacco Usage

Smoking (including the use of electronic vaping products such as e-cigarettes) is prohibited in the following:

• Company offices.
• Company vehicles.
• Client areas.
• Restrooms.
• Areas where signs are posted prohibiting smoking.
• Other areas defined by the employer.

The Company also prohibits the use of smokeless tobacco (e.g., chewing tobacco, dip, and snuff) in such areas.

The Company will not discriminate against employees based on their off-premises, off-duty tobacco usage.

Workplace Violence

As the safety and security of our employees, vendors, contractors, and the general public is in the best interests of Kingfa Science & Technology USA Inc, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy

The Company has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs in the workplace or other areas. This applies to management, co-workers, employees, and non-employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

• Physically injuring another person.
• Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means. Taking any action to place a person in reasonable fear of imminent harm or offensive contact.
• Possessing, brandishing, or using a firearm on Company property or while performing Company business except as permitted by state law.
• Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence

Report to your Manager/Supervisor HR, in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.

Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to HR.

Customer Relations

Customer, Client, and Visitor Relations

Kingfa Science & Technology USA Inc strives to provide the best products and services possible to our customers and clients. Our customers and clients support this business and generate your wages. You are expected to treat every customer, client, or visitor with the utmost respect and courtesy during your working time. You should never argue or act in a disrespectful manner towards a visitor or customer during your working time. If you are having problems with a customer, client, or visitor, notify your Manager/Supervisor immediately. If a customer, client, or visitor voices a suggestion, complaint, or concern regarding our products or services, inform your Manager/Supervisor or a member of management. Lastly, make every effort to be prompt in following up on customer, client, or visitor orders or questions. Positive customer, client, and visitor relations will go a long way to establishing our Company as a leader in its field.

Equal Opportunity Statement

Kingfa Science & Technology USA Inc is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment that is free of harassment, discrimination, or retaliation based on the following protected classes: age, height, weight, familial status, marital status, race (including traits historically associated with race, which include, but are not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, national origin, ancestry, religion, sex (including pregnancy, childbirth, termination of a pregnancy, or a related medical condition), sexual orientation (including transgender status, gender identity or expression), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including, but not limited to, recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, termination, and all other terms, conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Equal Employment Opportunity Policy in a confidential manner. The Company will take appropriate corrective action, if and where warranted. The Company prohibits retaliation against employees who provide information about, complain about, or assist in the investigation of any complaint of discrimination or violation of the Equal Employment Opportunity Policy.

We are all responsible for upholding this policy. You may discuss questions regarding equal employment opportunity with your Manager/Supervisor or any other designated member of management.

Policy Against Workplace Harassment

Kingfa Science & Technology USA Inc has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment. As part of this policy, KINGFA strictly prohibits harassment on the basis of age, sex, sexual orientation, color, race, creed, national origin, ancestry, citizenship, religious persuasion, marital status, political belief, disability, military or veteran status, or any other protected status under federal, state or local laws. All employees have a responsibility for keeping our work environment free of harassment and other unprofessional or inappropriate action. All forms of harassment (verbal, physical, visual, etc.) of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated. KINGFA intends to provide a work environment that is professional and free from intimidation, threats, hostility or other abusive, derogatory, inappropriate or unprofessional behavior that might interfere with work performance.

Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment; (2) submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

While it is not possible to identify every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment:

• Unwelcome requests for sexual favors;
• Lewd or derogatory comments or jokes;
• Comments regarding sexual behavior or another person's body;
• Sexual innuendo and other vocal activity such as catcalls or whistles;
• Obscene letters, notes, emails, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature;
• Repeated requests for dates after being informed that interest is unwelcome;
• Retaliating against another for refusing a sexual advance or reporting an incident of possible sexual harassment to the Company or any government agency;
• Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and
• Any unwanted physical touching or assaults, or blocking or impeding movements.

Other Harassment

Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual's membership in a protected class.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:

• The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;
• Written or graphic material that insults, stereotypes, or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, or elsewhere on our premises, in emails or voicemails, or otherwise circulated in the workplace; and
• A display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.

Reporting Discrimination and Harassment

While we encourage you to communicate directly with the alleged harasser and make it clear that the harasser's behavior is unacceptable, offensive or inappropriate, it is not required that you do so.

If you feel that you have witnessed or have been subjected to any form of discrimination or harassment, immediately notify Human Resources or any member of management. It is essential to notify the Human Resource Department immediately even if you are not sure if the offending behavior is considered harassment. Appropriate investigation and disciplinary action will be taken. All reports will be promptly investigated with due regard for the privacy of everyone involved however, confidentiality cannot be guaranteed.

The Company prohibits retaliation against employees who, based on a reasonable belief, provide information about, complain, or assist in the investigation of any complaint of harassment or discrimination. No adverse employment action will be taken against any employee making a good faith report of alleged harassment or other unprofessional or inappropriate action.

Employees should report any perceived retaliation regardless of the offender's position or identity, to his or her direct supervisor, a member of management or Human Resources. All reports of retaliation will be investigated by the Company.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. To the extent possible, we will retain the confidentiality of those who report suspected or alleged violations of the harassment policy.

Discipline for violation of this policy may include, but is not limited to, reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure that no individual is retaliated against for making a complaint or cooperating with an investigation.

Accommodations for Nursing Mothers

Kingfa Science & Technology USA Inc will provide nursing mothers reasonable break time to express milk for their infant child for up to one year following the child's birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and free from intrusion from coworkers and the public.

Expressed milk can be stored in company refrigerators. . Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator. You may also bring a personal cooler for storage.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are nonexempt,[clock in and out/ record the start and end time for any time taken that does not run concurrently with normally scheduled rest periods. Break time may be unpaid where permissible by applicable law.

You must make reasonable efforts to not disrupt Company operations.

You are encouraged to discuss the length and frequency of these breaks with your Manager/Supervisor. The Company will not discriminate or retaliate against employees who express breast milk in the workplace in accordance with this policy.

Meal and Rest Periods

Kingfa Science & Technology USA Inc strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. Check with your Manager/Supervisor regarding procedures and schedules for rest and meal breaks. The Company requests that employees accurately observe and record meal and rest periods. If you know in advance that you may not be able to take your scheduled break or meal period, let your Manager/Supervisor know; in addition, notify your Manager/Supervisor as soon as possible if you were unable to or prohibited from taking a meal or rest period.

All employees will receive a 30-minute meal or rest period after five hours of continuous employment.

Overtime

Kingfa Science & Technology USA may require employees to work overtime during busy times in order to ensure that specific projects, products or assignments are completed on time. Kingfa is committed to providing employees with appropriate compensation for overtime hours worked, in accordance with the law.

This Policy Shall:

• Clarify eligibility to receive overtime pay;
• Outline the number hours in a regular workweek and the types and amount of overtime compensation; and
• Articulate the procedures employees must follow in order to be compensated for extra hours worked.

Kingfa will do its best to ensure that employees are not required to work overtime on a regular basis.

Definition

Overtime - work completed outside of regular working hours.

Overtime pay - monetary or paid time off compensation for the hours non-exempt (eligible) employees work in excess of 40 hours in one workweek.

Eligibility

At Kingfa all non-exempt employees are eligible for overtime compensation.

Policy and Procedures

At Kingfa a regular work week consists of [40] hours worked. Overtime pay at a rate of time and one half will be paid for hours worked over and above [40] hours of work time in a workweek.

Paid leave (Holiday, PTO) will not be used towards overtime.

Extra time worked at the employee's discretion, (working through lunch or breaks, arriving early or staying late) must have supervisory approval.

The workweek runs from Sunday Night at 10:00 pm and ends at 9:59 pm on Sunday night.

The Approval Process

Employees are not contractually entitled to work overtime. As such, all overtime hours must be authorized by a supervisor or management in advance of overtime hours worked.

Employees must notify their manager/supervisor, where possible, when they anticipate that they will need to work overtime to complete the week's assigned task.

Approval is required for hours that exceed [40] hours in a workweek even though overtime payments do not begin until the employee exceeds [40] hours.

Managers/supervisors must also provide advanced authorization, where possible, for all overtime worked by employees who report directly to them.

Employers will attempt to provide prior notification of at least (4) hours to the employee when they require an employee to work overtime hours.

Abuse of Overtime

Employees who do not gain approval before working overtime hours will be written up. Subsequent offences may result in disciplinary action up to or including termination.

Supervisors who authorize overtime on a regular basis, where it should not be necessary, will receive a warning from management and may be placed on a performance improvement plan.

Pay Period

At Kingfa Science & Technology USA Inc, the standard pay period for all hourly employees is weekly. Payroll for the week ending on Saturday will be processed for payment the following Friday. Paychecks will be distributed on Friday. If a pay date falls on a holiday, you will be paid on the preceding workday. The designated pay period for all salaried employees is bi-weekly. Paychecks are distributed every other Friday. Except as otherwise provided, if the date of a normal paycheck distribution falls on a holiday, employees will be paid on the preceding scheduled workday.

Special provisions may be required from time to time if holidays fall on pay dates. Check with your Manager/Supervisor if this type of date arises.

If you are paid by commission, refer to your commission agreement.

Review your paycheck for accuracy. If you find an issue, report it to your Manager/Supervisor or Human Resources immediately.

Access to Personnel and Medical Records Files

Kingfa Science & Technology USA Inc maintains separate medical records files and personnel files for all employees. Files containing medical records are stored separate and apart from any business-related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in compliance with applicable laws and access is on a "need-to-know" basis only.

Supervisors and others in management may have access to your personnel file for possible employment-related decisions. If you wish to review your personnel or medical records file, you must give the Company reasonable notice. Inspection must occur in the presence of a Company representative.

All requests by an outside party for information contained in your personnel file will be directed to the HR, which is the only department authorized to give out such information.

Social Security Number Privacy

All employees must provide Kingfa Science & Technology USA Inc with their Social Security numbers (SSNs) for the Company to satisfy payroll, state, and federal tax and insurance coverage requirements. Consistent with Michigan law, the Company takes reasonable steps to maintain the confidentiality of SSNs.

All documents and records containing SSNs and personal identification information are kept in a secure environment. Only authorized personnel with a legitimate business need may access records and documents (both internal and external) that contain employee SSNs and identification information.

In addition to the Company's policy protecting against the disclosure of confidential information, employees are prohibited from accessing, viewing, or using other employees' Social Security information maintained by the Company unless authorized and for lawful purposes.

When necessary, documents containing the SSNs of employees will be properly destroyed through shredding or other means before disposal.

Any employees who unlawfully or without authorization access Social Security data will be disciplined up to and including termination of employment and may be referred to authorities for possible prosecution.

Jury Duty Leave

If an employee is summoned to report for jury duty, they will be granted a leave of absence when the employee notifies and submits a copy of the original summons for jury duty to their supervisor or manager. The Company reserves the right to request that they seek to be excused from or request postponement of jury service if the absence from work would create a hardship to the Company.

Any fees received for jury duty, including travel fees, are to be retained by the employee. Employees are to report to work on any day, or portion thereof that is not actually spent in the performance of jury service. For each week of jury duty, a certificate of jury service shall be certified by the Court and filed with the Company no later than Wednesday of the following week. Employees will be compensated their normal salary or hourly wage for up to 8 hours per day for each day of jury duty service, up to a maximum of 5 days.

Accident Investigation and Reporting Program

The goal of the Accident Investigation and Reporting Program is to make words like accident, incident, and near miss a thing of the past. Effective root cause analysis and corrective action implementation will ensure that the hazards identified in any of our operations are controlled or eliminated. You play a role in our program;

Seek Medical Assistance - In the event you are hurt at a KINGFA, seek immediate medical assistance. The KINGFA has trained First Aid providers on staff available to assist you. They have been trained by qualified vendors and will provide immediate assessment of the situation. In the event your injury is of a more serious nature, the KINGFA will arrange transportation to an approved medical facility. Never drive yourself for medical treatment from our facility.

Report, Report, Report – No matter how minor the injury or incident, report it to your supervisor as soon as possible. The KINGFA program collects cause data from all accident/incident/near miss occurrences. If you do not Report it, we cannot Prevent it. Cooperate in the Entire Process - Accident/Incident/Near Miss Investigations are a critical tool for prevention. Information gathered from the investigations our supervisors complete is used to ensure that the same incident is prevented from occurring again. Cooperate in the entire process. The information you provide may prevent reoccurrence. Return to Work Where Possible –KINGFA has a Return to Work Program (ROW) that will help you get back to work in a safe and healthy manner. You have an obligation to participate in the process. We will work in conjunction with the Workers' Compensation Agency (WCA) to ensure that your return meets the needs of your recovery.

If you have restrictions; work within those restrictions. Never try to do more than your medical professional dictates. If for any reason, you have been given medical direction not to work, ensure you maintain constant contact with the KINGFA Human Resources Department. When all employees do their part, the program works. Don't be another statistic.

Computer Locking Procedure

Purpose: The purpose of this procedure is to ensure the security of company computers and data by implementing a standardized process for locking computers when unattended.

Scope: This procedure applies to all employees and contractors who have access to company computers and workstations.

Procedure:

• Manual Locking:

When leaving your workstation unattended, manually lock your computer by pressing the appropriate key combination or using the lock icon on the screen.

For Windows computers, the key combination is usually "Windows key + L".

• Automatic Locking:

The IT department has Enabled the automatic locking settings on your computer to lock the screen after 15 minutes of inactivity.

• Password Protection:

Set strong, unique passwords for your user account on the computer to prevent unauthorized access. Avoid sharing passwords with others and change them periodically for added security.

• Responsibility:

It is the responsibility of each employee to ensure that their computer is locked when leaving their workstation unattended.

Managers and supervisors should reinforce the importance of computer security and monitor compliance with this procedure within their teams.

Exceptions:

• In certain situations where continuous access to the computer is required, such as during presentations or remote monitoring, the automatic locking feature may be temporarily disabled. However, it should be reactivated immediately after the task is completed.

Training and Awareness:

• Employees are provided with training and awareness sessions to employees on the importance of computer security and the proper locking procedure.
• Employees will be regularly reminded of their responsibility to lock their computers when not in use through email reminders, posters, or team meetings.

Violation Consequences:

• Failure to comply with this procedure may result in disciplinary action, as it poses a risk to the security of company data and assets.

Review and Revision:

• This computer locking procedure will be reviewed periodically to ensure its effectiveness and relevance. Any necessary revisions will be made accordingly to address emerging threats or changes in technology.

Dress Code Policy Production Attire

Our goal is to provide a work environment that is free of safety hazards, offensive behavior and harassment of any kind. Therefore, the following clothing is NOT ACCEPTABLE:

• Bare feet.
• Shorts
• Pants or skirts worn below the waistline
• Sexually provocative clothing
• Clothing with profanity, nude or semi-nude pictures
• Sexually suggestive slogans, cartoons, or drawings
• The observable lack of undergarments and exposed undergarments.

Supervisors can send an employee home to change clothes when violations occur. The time spent away from work for this reason will follow the attendance occurrence guidelines. The list below is provided for illustrative purposes only and not for limitation. The list is based upon the Company’s safety concerns and strong desire to increase productivity as well as maintain an atmosphere which is free of harassment of any kind.

Office Dress Code:

Acceptable Attire

• Business Casual: Business casual attire is acceptable for day-to-day activities.
• Men: Dress shirts, polo shirts, sweaters, khakis, and dress pants.
• Women: Blouses, sweaters, dress pants, skirts of appropriate length, dresses, and flats or heels.
• Formal Business Attire: Required for meetings with clients, interviews, or formal events.
• Men: Suits or sport coats, dress shirts, ties, dress shoes.
• Women: Business suits, blouses, dress pants or skirts, professional dresses, and closed-toe shoes.
• Casual Fridays: On Fridays, employees may wear more casual attire such as jeans and casual shirts, provided they are still neat and appropriate.

Unacceptable Attire

• Casual Wear: T-shirts, tank tops, shorts, leggings, sweatpants, and athletic wear.
• Revealing Clothing: Clothing that exposes excessive skin, including low-cut tops, crop tops, and short skirts.
• Beach Wear: Any attire appropriate for the beach or gym.
• Logos and Graphics: Clothing with inappropriate or offensive graphics, language, or logos.

Health and Safety Policy

It is the policy of the company to ensure a safe, healthy workplace for all its employees, visitors and contracted labor. Injury and illness losses from incidents are costly and preventable. This company will employ an effective accident and illness prevention program that involves all its employees in the effort to eliminate workplace hazards.

Management: Management is accountable for preventing workplace incidents, injuries and illnesses. Management will provide top-level support of safety program initiatives. Management will consider all employee suggestions for achieving a safer, healthier workplace.

Management also will keep informed about workplace safety and health hazards, and it will regularly review the company safety and health program.

Supervision: Supervisors are responsible for supervising and training workers in safe work practices. Supervisors must enforce company safety rules and work to eliminate hazardous conditions. Supervisors shall lead safety efforts by example. Safety Committee: The safety committee shall include employee representation from all levels of the company, who will be responsible for recommending safety and health improvements in the workplace. The committee is also responsible for identifying hazards and unsafe work practices, removing obstacles to incident prevention and helping the company evaluate the accident and illness prevention program.

Employees: All employees are expected and encouraged to participate in safety and health program activities including the following: reporting hazards, unsafe work practices and accidents immediately to

their supervisors or a safety committee representative; wearing required personal protective equipment; and participating in and supporting safety committee activities.

Immigration Law Compliance

KINGFA is committed to employing only those individuals who are authorized to work in the United States and does not unlawfully discriminate based on citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with the Company within the past three years, or if their previous I-9 is no longer retained or valid.

If there are changes to your immigration status that affect your employment eligibility or if you require an extension or change in your status, you must give adequate notice to Human Resources to allow sufficient time to prepare the applications and complete the filing and approval process with the relevant government agencies. You should also be prepared to present valid documentation showing that any immigration statuses with an expiration have been or are in the process of being extended.

Employees with questions or seeking more information on immigration law issues are encouraged to contact Human Resources. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

Personal Protective Equipment

Personal protective equipment, commonly referred to as "PPE", is equipment worn to minimize exposure to serious workplace injuries and illnesses. These injuries and illnesses may result from contact with chemical, physical, electrical, mechanical, or other workplace hazards. Personal protective equipment may include items such as gloves, safety glasses and shoes, earplugs or muffs, respirators, coveralls, vests and full body suits.

All personal protective equipment required at KINGFA is supplied to you for use at the facility. Never bring your own PPE to this facility. We provide only approved equipment as per ANSI standards and do not accept alternatives. All PPE should be of safe design and construction and should be maintained in a clean and reliable fashion. It should fit well and be comfortable to wear. If the personal protective equipment does not fit properly, it can make the difference between being safely covered or dangerously exposed. Talk to your Supervisor if you have concerns about your PPE or if it has become worn or damaged. dangerously exposed. Talk to your Supervisor if you have concerns about your PPE or if it has become worn or damaged.

The following PPE is required to be used or worn:

• Safety Glasses: Anyone that enters the Production Floor or is required to use a hand tool that may discharge flying particles or objects.
• Hard Hats or Bump Caps: Anyone that enters the Production Floor.
• Hearing Protection: Any employee that is working on/near the Extrusion Lines more than 4 hours or more.
• Respirator: All staff that works in the Mixroom must wear a Respirator while mixing the products.

The circumstances listed above do not represent every possible circumstance in which Hard hats or protective glasses may be required but merely the most common. In addition, the PPE listed above does not represent the only required or available PPE for KINGFA employees. If at any time, you are not sure whether you should be wearing or using protective equipment, or the type

of equipment required, ask your supervisor or manager immediately to receive clarification before proceeding. Do not take any unnecessary risks.

Quality Policy

We always regard customer satisfaction as our unrelenting goal and insist on continuous improvement to provide the world with perfect modified plastics.

Note 1: The customer is the focus of all employees of the company. The only way we can ensure the continued satisfaction of our customers is by continuous improvement.

Note 2: Modified plastics are the leading products in the company's new materials. Providing perfect products for the world is the company's efforts.

Time Records

By law, we are obligated to keep accurate records of the time worked by employees. This is down through the timeclock clock-in system. You are responsible for swiping in at the beginning of your shift and swiping out at the end of your shift. You will also be required to clock out/in if you are leaving the company premises during your lunch period.

Lunch and Breaks Policy

Lunch and Break Policy for Hourly Employees

The following lunch and break policy applies to all hourly employees:

Meal Break Hourly

Employees are entitled to one unpaid 30-minute lunch break during their scheduled shift. The 30-minute lunch period will be automatically deducted from your daily hours.

Employees are encouraged to take their lunch break around the midpoint of their shift, when possible.

Rest Breaks

Employees are permitted two paid 15-minute breaks per full shift—one during the first half of the shift and one during the second half. These breaks are not to be combined with lunch or each other.

Leaving the Premises

If you leave company premises during your lunch or break, you are required to punch out and punch ba ck in upon return, regardless of the break duration.

Failure to punch out when leaving the premises may result in disciplinary action.

General Guidelines

Breaks should not interfere with workflow or productivity and must be scheduled in coordination with your supervisor.

Abuse of break privileges may result in corrective action.

Please speak with your supervisor or Human Resources if you have any questions regarding this policy.

Lunch and Break Policy for Salaried Employees

Salaried employees get One hour lunch break.

Hazard Communication Program

General

The following hazard communication program has been established for Kingfa Science & Technology. This program will be available for review by all employees.

Hazard Classification

Chemical manufacturers or importers shall evaluate chemicals they produced or import to classify the chemicals in accordance with the revised Hazard Communication Standard.

Effective June 1, 2015 - For each chemical, the chemical manufacturer or importer shall determine the hazard classes, and where appropriate, the category of each class that apply to the chemical being classified. This information will be placed in the Safety Data Sheet (SDS) and on the product label.

Kingfa Science & Technology will rely on SDSs obtained from product suppliers to determine which chemicals are classified as hazardous for employees.

Labeling

The Safety Committee will be responsible for seeing that all containers entering the workplace from a manufacturer, importer or distributer are properly labeled.

• All labels shall be checked for:
• Product identifier;
• Signal word;
• Hazard statement(s);
• Pictogram(s);
• Precautionary statement(s); and,
• Name, address, and telephone number of the chemical manufacturer, importer, or other responsible party.
• Each employee shall be responsible for ensuring that all secondary workplace containers used in their work area are labeled with the appropriate product identifier and provide employees with information regarding the physical and health hazards of the hazardous chemical.

Note: Workplace labeling. The employer shall ensure that each container of hazardous chemicals in the workplace is labeled, tagged or marked with either:

The information specified for labels on shipped containers; OR, product identifier and words, pictures, symbols, or combination thereof, which provide at least general information regarding the hazards of the chemicals, and which, in conjunction with the other information immediately available to employees under the hazard communication program, will provide employees with the specific information regarding the physical and health hazards of the hazardous chemical.

Safety Data Sheets

Kingfa Safety Data Sheets (SDS) are available online at https://585.sds.center. Employees should use this site to access current SDS information for chemicals used in the workplace.

• The master SDS file will be kept in the Kingfa SDS Portal and the Public (P) Drive under SDS folder.
• Posters identifying the persons responsible for maintaining SDSs and where the SDSs are located will be posted in the lunchroom and on Safety Board.
• If a SDS is not received, the Purchasing Department shall contact the supplier, in writing, to request the SDS and enter Kingfa SDS Portal and P drive.
• The Safety Committee will review monthly at the Safety Committee meeting on any new material that has arrived in the facility and the SDS has been inputted into the SDS Portal/P Drive.

Employee Information and Training

• The Human Resource Department shall coordinate and maintain records of employee hazard communication training, including attendance rosters.
• Before their initial work assignment, each new employee will receive hazard communication training. This will include the following information and training:

Information and Training:

• The requirements of the MIOSHA Hazard Communication Standard
• All operations in their work area where hazardous chemicals are present
• Location and availability of the written hazard communication program, the list of hazardous chemicals, and the SDS Portal.

The employee shall be informed that the employer is prohibited from discharging, or discriminating against, an employee who exercises his/her rights to obtain information regarding hazardous chemicals used in the workplace.

• Before any new physical or health hazard is introduced into the workplace, each employee who may be exposed to the substance will be given information in the same manner as during the hazard communication training.

Closing Statement

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful Company and a safe, productive, and pleasant workplace.

Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have received a copy of the Kingfa Science & Technology USA Inc Employee Handbook (handbook) and that I have read it, understand it, and agree to comply with it. I understand that the Company has the maximum discretion permitted by law to interpret, administer, change, modify, or delete the rules, regulations, procedures, and benefits contained in the handbook at any time with or without notice. No statement or representation by a supervisor, manager, or any other employee, whether oral or written, can supplement or modify this handbook. Changes can only be made if approved in writing by the President of the Company. I also understand that any delay or failure by the Company to enforce any rule, regulation, or procedure contained in the handbook does not constitute a waiver on behalf of the Company or affect the right of the Company to enforce such rule, regulation, or procedure in the future.

I understand that neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. I further understand that, unless I have a written employment agreement signed by an authorized Company representative, I am employed "at-will" (to the extent permitted by law) and this handbook does not modify my "at-will" employment status.

If I am covered by a written employment agreement (signed by an authorized Company representative) or a collective bargaining agreement that conflicts with the terms of this handbook, I understand that the terms of the employment agreement or collective bargaining agreement will control.

This handbook is not intended to preclude or dissuade employees from engaging in legally protected activities under the National Labor Relations Act (NLRA). This handbook is not intended to violate any local, state, or federal law. No provision or policy applies or will be enforced if it conflicts with or is superseded by any requirement or prohibition contained in federal, state, or local law, or regulation.

Furthermore, nothing in this handbook prohibits an employee from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to, or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (EEOC), National Labor Relations Board (NLRB), Securities and Exchange Commission (SEC), or any other federal, state, or local agency charged with the enforcement of any laws.

This handbook supersedes any previous handbook or policy statements, whether written or oral, issued by Kingfa Science & Technology USA Inc.

If I have any questions about the content or interpretation of this handbook, I will contact Human Resources department.