Sticking to the principle of “fairness and timely adjustment”, and in accordance with the regulations such as the Statement of Haitian International on Human Rights Policy and the Social Responsibility Management Manual, we are committed to the reasonable arrangement of the work-rest cycle for employees, and the provision of competitive salaries and benefits. Therefore, we offer competitive salaries to attract and retain employees internally, while collecting industry compensation data in the labor market externally, to establish a fair, reasonable, and competitive compensation system.

We have established an employee stock ownership plan, covering the mid-level and senior management and core technicians, in order to motivate and retain high-quality talents and core employees, and achieve a win-win situation in terms of employee accomplishments and corporate development.

To fully motivate working enthusiasm, and create a performance-driven reward system based on ability, performance, and dedication, We established a strong performance-based incentive pay framework, which covers all employees (including office staff, non-office staff, management, senior management), and Board of Directors. The payment of variable compensation will be linked to the results of performance evaluation and the achievement of corporate goals, as follows: All front-line employees will have their monthly performance bonus based on the monthly performance level and the number of working shifts; the year-end bonus is subject to a 20%-150% variances based on the Group’s year-end bonus. Performance-based incentive compensation increases with higher position levels and reflects the impact of position levels on both short-term and long-term company performance. The performance bonuses for non-front-line and managerial staff are calculated based on the salary of each position level and monthly performance level index; the year-end bonus is subject to a 20%-150% variance based on the Group’s year-end bonus. The compensation for the Board of Directors and senior management is linked to individual performance, the Group’s performance and profitability, as well as value-added contribution to the Group, with due regard to factors including workload, responsibilities, the complexity of work, and the Group’s purposes and objectives. Furthermore, the company has implemented a Value Sharing Bonus Scheme, in which the net profit increment resulting from the company’s performance improvement is distributed as bonuses. The distribution of bonuses is allocated to organizations and positions that have made higher contributions.

In terms of employee benefits, we offer a wide range of non-compensation benefits to all employees in accordance with the laws and regulations. All employees are entitled to statutory holidays, comprehensive pension and others benefits, such as five major social insurance programs and housing provident fund. In addition, we provide additional benefits to our employees, such as paid annual leave, working meals, working uniforms, shuttle buses, dormitories for single employees, affordable housing, public rental housing, monthly sanitation fee, financial aids from the labour union, regular health check-ups, etc. We also present gifts and benefits to our employees during traditional holidays, especially to those who stay on their posts during the holidays.