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The purpose of this Guide is to set forth in detail the scheme to reward the reporter of unethical conduct arising in the context of business dealings with the interested parties to Huneed Technologies (the “Company” hereinafter), and to protect the reporter concerned from any unfair treatment or its kind.

1. Receipt of payment or entertainment from the interested parties in relation to the work
2. Receipt of improper profits using one’s position, or cause damage to the Company with unfair method or intent
3. Obstruction of the fair performance of other colleagues for furtherance of the interests of oneself or others (favor, mediation, etc)
4. Other unethical conduct in connection with the interested parties

1. The witness of unethical conduct should report it to the Ethics Management Team by means of cyber report, mail, telephone, fax, visit, and the like, whichever method is most convenient to him or her.
2. The reporter should complete in detail the Report of Violation of Code of Ethics and Code of Ethical Conduct, and attach any related evidence as proof, if necessary. Unethical conduct that is on-going and is of urgent nature at the time of reporting may be reported with facts only without having to include evidential proof.

The reward criteria are as shown in Appendix 1.

1. If the report is proved to be untrue or is insufficient to verify the facts due to lack of evidence.
2. If the report is about unethical conduct that is not related to the interested parties. However, the report on embezzlement of the Company funds, theft of the Company assets, and the like that causes damage to the Company assets directly can merit the reward.
3. If the same report has already been received, or the Ethics Management Team or other related teams or outside organizations are already conducting investigations into the content of the report and/or any disciplinary action is underway or is already concluded.
4. If the information is already open to the public through media or PR activities.
5. If the identity of the reporter is unknown due to the use of a false name or anonymous name.
6. If the report is about the simple work process improvement.
7. If the report is made by the members of the Ethics Management Team.
8. If the review on the merits of the report concludes that the reward is inappropriate.

A reward already paid may still be subject to forfeiture if discovered to be outside the boundary of the reward scheme.

1. Following the Ethics Management Team’s investigation into the content of the report, the leader of the Ethics Management Team may request, if necessary, a review on the merits of reward in the following cases:
- On the report of non clear-cut receipt of a payment;
- On the self-volunteered report;
- On the report of payment, entertainment, convenience, money for congratulations and condolences, event support, whose size and nature is difficult to define, or violations of the Code of Ethics and Code of Ethical Conduct that are questionable, or cases where the award of a reward to the reporter is unclear; and
- Other issues put forward by the leader of the Ethics Management Team for review on the merits of reward.
2. The review on the merits of reward is to be commenced within one week from the date of such request, and the Chairman of the Committee shall chair the review meeting with the Committee members and Secretary of the Committee in attendance.
3. In principle, the review on the merits of reward is to draw a conclusion by agreement. If impractical to reach an agreed conclusion, then, a resolution may pass by a majority vote. The minutes of the review meeting should be made on every occasion and may be notified to the reporter, if necessary.

1. The reward for the reporter should be first received by the leader of the Ethics Management Team and be handed over to the reporter in a way that accommodates the reporter’s wishes and guarantees the secrecy.
2. Prohibition on disclosure or probing of the identity of the reporter:
- Every officer and employee who comes across the identity of the reporter while performing their respective work should keep such information strictly confidential;
- The person who is identified the report to have allegedly committed an unethical conduct, or the team in which such person works, or related officers or employees should not attempt to unearth the identify of the reporter in any manner whatsoever;
- The Ethics Management Team should respond to the above attempt in a resolute manner and explain that such attempt is against the Guide and is subject to disciplinary action;
- Under no account shall the Ethics Management Team put the identity of the reporter and those who assisted the investigation into the public domain without first acquiring the consent of the person(s) concerned. Nonetheless, a disclosure of the identity of the self-volunteered reporter may be tolerated if such disclosure is necessary for investigations and under consent of the person in question;
- No officers or employees are allowed to give unfair treatment to the reporter in regard of HR or other matters;
- If a disclosure on the identity of the reporter is made in violation of confidentiality, then the officers and employees who have made such disclosure can be subject to disciplinary action initiated by the Ethics Management Team;
- In case the identity of the reporter is disclosed, the reporter concerned may request the Ethics Management Team for the protection of his or her person; and
- Upon receipt of the request for personal protection by the reporter, the Ethics Management Team may choose to provide a job transfer or offer other protection for the reporter.

1. The reporter should notify the Ethics Management Team immediately if he or she has experienced any act of retaliation from the party identified in the report or from related third parties.
2. Upon receipt of the occurrence of retaliation, the Ethics Management Team should immediately embark on an investigation into such retaliation and bring to the attention of the Board of Talents Development Committee any officers or employees involved in such retaliation for disciplinary action under the relevant rules.

Any issues not covered in the Guide should be resolved through the Committee’s review on the merits of reward.