Yanfeng Hourly Nonexempt Handbook

• Gambling.

• No use of cameras or camera-enabled devices to capture images or video without

a valid business need and authorization of management.

Should an employee’s performance, work habits, conduct become unsatisfactory based on violations whether of the above or any other company policies, rules, or regulations, the employee will be subject to disciplinary action, up to and including termination of employment. It is emphasized, however, that any act or omission, which in the sole judgment of management is not consistent with Company policy, shall be grounds for disciplinary action up to and including termination of employment.

NO HARASSMENT

YANFENG is committed to providing a workplace free of harassment. As a result the Company maintains a strict policy prohibiting sexual harassment and harassment against applicants or employees based on any legally recognized basis, including, but not limited to, race, color, religion, sex, pregnancy, age, national origin or ancestry, genetic information, disability, veteran status, uniformed servicemember status, or any other consideration protected by federal, state, or local law. All such harassment is prohibited. Our No Harassment policy applies to all persons involved in our operations and prohibits harassing conduct by any employee of YANFENG, including nonsupervisory employees, supervisors and managers. This policy also protects employees from prohibited harassment by third parties, such as vendors, clients, or temporary workers. If such harassment occurs on the job by someone not employed by YANFENG, the procedures in this policy should be followed.

Sexual Harassment Defined:

• Sexual harassment is strictly prohibited. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, unwelcome or offensive touching, verbal conduct such as sexual jokes or suggestive or obscene comments, written or graphic materials, such as sexually suggestive or obscene documents, pictures, cartoons or photos, as well as any other conduct of a sexual nature, whether written, verbal, visual or physical when:

• Submission to such conduct is made a term or condition of employment; or

• Submission to, or rejection of, such conduct is used as a basis for employment decisions affecting the individual; or

• Such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.

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