公司政策

Sealy International (“the Company”) is committed to limiting the risk of modern slavery occurring within its own business, infiltrating its supply chains or through any other business relationship.
Sealy International （以下簡稱「本公司」）承諾限制現代奴隸制的風險於本公司業務中發生、無論是借由滲透供應鏈或經由其他關係人。

The policy applies to all persons working for or on behalf of the Company, in any capacity, including employees, directors, officers, agency workers, contractors, consultants and any other third-party representative.
本政策適用於任何在本公司任職或代表本公司的所有人員，包括員工、董監事、管理階層、代理人、承包商、顧問及其他第三方代表等。

Sealy International expects all who have, or seek to have, a business relationship with the Company to familiarise themselves with this policy and to act in a way that is consistent with its values.
本公司期望與本公司有業務關係或欲與本公司建立業務關係的所有相關方能熟悉本政策，並以符合本政策價值觀的方式行事。

This policy will be used to underpin and inform any statement on slavery and human trafficking that the Company is required to produce by law.
本公司應法律要求提供有關奴隸制與人口販賣事宜之聲明，並將以本政策為基礎。

Modern Slavery 現代奴隸制

Modern slavery can take many forms; it is a complex and multi-faceted problem including, but not limited to:
現代奴隸制有多種形式，是一個複雜且牽涉面甚廣的問題，其包括但不限於：

(1) Slavery: where ownership is exercised over an individual.
奴隸制：對個人行使所有權

(2) Servitude: involving the obligation to provide service imposed by coercion.
奴隸制：涉及強迫提供服務的義務。

(3) Forced and compulsory labour: all work or service, not voluntarily performed, which is obtained from an individual under the threat of force or penalty.
強迫性勞動：在強迫或懲罰的威脅下，從個人獲得的非自願執行之所有工作或服務。

(4) Human trafficking: involving, arranging or facilitating the travel of another with a view to exploiting them.
人口販賣：涉及、安排或促使以剝削他人為目的之人口運送。

(5) Child labour: whilst not always illegal in the jurisdiction in which it takes places, child labour involves the employment of children that is exploitative or is likely to be hazardous to or interfere with a child’s education, health (including mental health), physical wellbeing or social development.
童工：儘管童工在發生所在地並非都違法，但雇用童工涉及對兒童的剝削，或可能危害或干擾兒童之教育、健康（包括心理健康）、人身安全與福祉或社會發展。

All forms of modern slavery have in common, the deprivation of a person’s liberty by another in order to exploit them for commercial or personal gain and amount to a violation of an individual’s fundamental human rights.
現代奴隸制的所有形式都有一個共同點，亦即剝奪他人的自由來謀取商業或個人利益，並侵犯個人基本人權。

Tackling modern slavery requires colleagues to play a part and remain vigilant to the risk in all aspects of Sealy International’s business.
解決現代奴隸制問題需要各位同仁的參與，有賴各位對本公司業務在各方面造成的風險保持警惕。

How Sealy International seeks to Embed the Anti-Slavery Policy in Practice:
Sealy International 如何設法將反奴隸制政策付出實施：

To underpin the commitments laid out in this policy, Sealy International aims to implement the following measures:
Sealy International 意圖實施下列措施，以支持本政策中列出的承諾：

• The Company will conduct risk assessments to determine which parts of the business and which supply chains are most at risk from modern slavery so efforts can be focused on the areas that are most ‘at risk’.
本公司將進行風險評估，確認哪些業務與供應鏈環節的現代奴隸制風險最大，以便將精力聚集在最具風險的區域。

• Where appropriate, as informed by the risk assessment, the Company will engage directly with new suppliers in respect of the Anti-Slavery Policy in order to gain a proper understanding of the measures they have in place to ensure that modern slavery is not occurring within their own businesses.
在適當的情況下，根據風險評估的資訊，本公司將與新供應商就反奴隸制政策直接溝通，以適當了解供應商為確保杜絕業務中的現代奴隸制所採取的措施。

• Contractual documentation will incorporate specific prohibition against slavery or servitude, the use of forced, compulsory or trafficked labour, and the use of child labour in line with this policy.
合約文件將明文禁止奴隸或奴役、使用強迫、強制或販賣勞工及使用童工。

• The Company’s contracted suppliers will be encouraged to hold their own suppliers to the same standards. The Company will reserve the right to terminate any contractual arrangement if there is breach of this policy.
鼓勵已與本公司簽約的供應商要求自己的供應商達到相同的標準。若違反本政策，本公司將保留終止合約之權利。

Breaches of This Policy 違反本政策的情況

The breach of this policy by an employee, contractor, supplier or director of the Company may lead to disciplinary action being taken. Serious breaches by employees may be regarded as gross misconduct and can lead to immediate dismissal.
本公司的員工、承包商、供應商或董事若違反本政策，將可能面臨懲處。嚴重違反本政策之員工可能被視為犯下嚴重不當行為，並可能立即遭到解雇。

All colleagues will be expected to co-operate to the fullest extent possible in any investigation into suspected breaches of this policy or any related processes or procedures.
在針對涉嫌違反本政策或任何相關流程或程序的調查中，所有同仁需給予最大程度的配合。

If any part of this policy is unclear, clarification should be sought from Sealy International’s General Counsel.
若對本政策有任何不清楚的部分，請向本公司的總法律顧問諮詢、釐清。

Status of This Policy 審核與更新

This Anti-Slavery Policy will be reviewed on a regular basis and updated to reflect legal and operational requirements.
本反奴隸制政策將定期審查、更新，以符合法律面及營運面的要求。

席伊麗官方網站基於純粹統計資訊和協助進一步網站開發之目的，會記錄網站使用者造訪網站之日期、時間、瀏覽之頁面和下載之資訊內容等，然除非您願意主動告知席伊麗官方網站您的個人資料，否則席伊麗官方網站不會，也無法將此項紀錄和您的個人資料進行對應。 若您填寫並送出任何由本網站提供之線上表單 (例如問卷)，基於表單內容需求您所主動提供之姓名、電話、電子信箱及住址等個人資訊，席伊麗將蒐集此類個人資訊。然而，針對已填寫但未送出之表單，席伊麗不會保存或記錄您在未送出表單內所輸入之任何資訊。席伊麗希望能不定期透過電子郵件或訊息通知，告知您可能會感興趣的活動或新的服務項目。若您不想收到此類資訊，僅須回覆該電子郵件並於其主旨欄中註明「請將本人從收件人名單中移除」即可。

為防止您的個人資訊遭到不當之蒐集、處理及利用，席伊麗已制定出若干程序與政策，以您個人資訊之安全。席伊麗將竭力保護您的個人資訊，但無法保證您透過網際網路傳輸任何資訊給我們時絕對安全，故請審慎評估您於進行網路資訊傳輸過程之風險。但在席伊麗官方網站於收到您的個人資訊後，席伊麗會採取一切合理措施確保其安全。

席伊麗建議您得查閱您的個人資訊，若發現錯誤或需更新時，請與席伊麗聯繫，我們會採取合理步驟更正您的個人資訊，以確保其正確性。若您不願意席伊麗繼續利用或希望席伊麗刪除您個人資料， 也請請與席伊麗聯繫，我們會盡快為您進行相應之處置。您可以透過電話客服專線： 0800-710-899或電子郵件：sales@sealy.com.tw。同樣的，若您對本聲明有任何疑問，亦請不吝與我們聯絡。

一、隱私權保護政策的適用範圍 隱私權保護政策內容，包括本網站如何處理在您使用網站服務時收集到的個人識別資料。隱私權保護政策不適用於本網站以外的相關連結網站，也不適用於非本網站所委託或參與管理的人員。

二、個人資料的蒐集、處理及利用方式 當您造訪本網站或使用本網站所提供之功能服務時，我們將視該服務功能性質，請您提供必要的個人資料，並在該特定目的範圍內處理及利用您的個人資料；非經您同意，本網站不會將個人資料用於其他用途。 本網站在您使用服務信箱、問卷調查等互動性功能時，會保留您所提供的姓名、電子郵件地址、聯絡方式及使用時間等。 於一般瀏覽時，伺服器會自行記錄相關行徑，包括您使用連線設備的IP位址、使用時間、使用的瀏覽器、瀏覽及點選資料記錄等，做為我們增進網站服務的參考依據，此記錄為內部應用，決不對外公佈。 為提供精確的服務，我們會將收集的問卷調查內容進行統計與分析，分析結果之統計數據或說明文字呈現，除供內部研究外，我們會視需要公佈統計數據及說明文字，但不涉及特定個人之資料。

三、資料之保護 本網站主機均設有防火牆、防毒系統等相關的各項資訊安全設備及必要的安全防護措施，加以保護網站及您的個人資料採用嚴格的保護措施，只由經過授權的人員才能接觸您的個人資料，相關處理人員皆簽有保密合約，如有違反保密義務者，將會受到相關的法律處分。 如因業務需要有必要委託其他單位提供服務時，本網站亦會嚴格要求其遵守保密義務，並且採取必要檢查程序以確定其將確實遵守。

四、網站對外的相關連結 本網站的網頁提供其他網站的網路連結，您也可經由本網站所提供的連結，點選進入其他網站。但該連結網站不適用本網站的隱私權保護政策，您必須參考該連結網站中的隱私權保護政策。

五、與第三人共用個人資料之政策 本網站絕不會提供、交換、出租或出售任何您的個人資料給其他個人、團體、私人企業或公務機關，但有法律明文規定者，不在此限。 前項但書之情形包括不限於： 經由您書面同意。 法律明文規定。 為免除您生命、身體、自由或財產上之危險。 與公務機關或學術研究機構合作，基於公共利益為統計或學術研究而有必要，且資料經過提供者處理或蒐集者依其揭露方式無從識別特定之當事人。 當您在網站的行為，違反服務條款或可能損害或妨礙網站與其他使用者權益或導致任何人遭受損害時，經網站管理單位研析揭露您的個人資料是為了辨識、聯絡或採取法律行動所必要者。 有利於您的權益。 本網站委託廠商協助蒐集、處理或利用您的個人資料時，將對委外廠商或個人善盡監督管理之責。

六、Cookie之使用 為了提供您最佳的服務，本網站會在您的電腦中放置並取用我們的Cookie，若您不願接受Cookie的寫入，您可在您使用的瀏覽器功能項中設定隱私權等級為高，即可拒絕Cookie的寫入，但可能會導致網站某些功能無法正常執行 。 七、隱私權保護政策之修正 本網站隱私權保護政策將因應需求隨時進行修正，修正後的條款將刊登於網站上。

SEALY WHISTLEBLOWER POLICY

1. Purpose

International laws create schemes protecting certain types of persons making qualifying disclosures (“Whistleblower Protection Scheme”).

This Whistleblower Policy sets out when disclosures may qualify for protection under the Whistleblower Protection Scheme.

2. Key Principles

Sealy International (“Sealy”) is committed to the protection of people who disclose information about illegal or improper conduct, where all Disclosing Persons feel comfortable raising matters that are of legitimate concern.

Sealy recognises that a whistleblower program is an important element in deterring corrupt, illegal or other undesirable conduct.

3. Applicability

This Whistleblower Policy is applicable to Sealy in all locations where it operates and must be considered in conjunction with any legislation specific to the state or country of operation relative to a specific disclosure.

4. Definitions

In this policy:

‘Detriment’ includes without limitation:

(a)     dismissal of an employee;

(b)     injury of an employee in his or her employment;

(c)      alteration of an employee’s position or duties to his or her disadvantage;

(d)      discrimination between an employee and other employees;

(e)      harassment or intimidation of a person;

(f)       harm or injury to a person, including psychological harm;

(g)     damage to a person’s property, reputation, business or financial position; or

(h)     any other damage to a person.

‘Qualifying Disclosure’ means a disclosure qualifying under applicable laws, as summarised in paragraph 5.1 of this Whistleblower Policy.

5. Requirements for a Qualifying Disclosure

Qualifying Disclosures:

5.1     A Qualifying Disclosure under the Whistleblower Protection Scheme is when a Disclosing Person makes a disclosure to an Eligible Recipient (or an external disclosure) and the Disclosing Person has reasonable grounds to suspect that the information concerns a Disclosable Matter.

Disclosing Person:

5.2    A Disclosing Person is any current or former:

• officer (including a Director) or employee of Sealy;

• individual who supplied goods or services to Sealy;

• employee of a person that supplies goods or services to Sealy;

• individual who is an associate of Sealy; and

• any individual who is a relative, spouse or dependant (or the dependant of a spouse) of any of the above persons.

Who is an Eligible Recipient?

5.3    An Eligible Recipient is:

• any person authorised by Sealy to receive disclosures that may qualify for protection under the Whistleblower Protection Scheme; or

• any auditor (internal or external), or actuary of Sealy; or

• a Director or senior manager of any Sealy entity.

What is a Disclosable Matter?

5.4    A “Disclosable Matter” under the Whistleblower Protection Scheme is information          that:

(a)       concerns misconduct or an improper state of affairs or circumstances in relation to Sealy; or

(b)       indicates that Sealy or any of its Directors, officers or employees have engaged in conduct that:

(i)      constitutes an offence against any laws of any country; or

(ii)     represents a danger to the public or the financial system.

Examples of what may be a Disclosable Matter include a breach of any legal or regulatory requirement or any Sealy Policy, including, for example:

• fraud;

• negligence;

• criminal offences;

• failure to comply with any legal obligation;

• unfair or unethical dealing with a customer, supplier or agent of Sealy;

• corrupt or unethical conduct;

• human rights abuses;

• risk to the health or safety of any person; or

• any deliberate concealment relating to any of the above.

5.5    Disclosures that concern personal work-related grievances do not qualify for protection under the Whistleblower Protection Scheme.

5.6    A disclosure will concern a personal work-related grievance of the discloser if the information:

• concerns a grievance about any matter in relation to the discloser’s employment, or former employment, having or tending to have implications for the discloser personally; and

• does not have significant implications for Sealy; and

• does not concern conduct that:

• is an offence against another laws of any country; or

• represents a danger to the public or financial system.

5.7    Examples of disclosures regarding personal work-related grievances that may not           qualify for protection include:

• an interpersonal conflict between the discloser and another employee;

• a decision relating to the engagement, transfer or promotion of the discloser;

• a decision relating to the terms and conditions of engagement of the discloser; or

(d)       a decision to suspend or terminate the engagement of the discloser, or      otherwise discipline the discloser.

5.8    A disclosure could qualify for protection if it concerns a personal work-related grievance but also concerns alleged Detriment caused to the discloser (or a threat of Detriment).

5.9    Disclosures about personal-work related grievances that do not qualify for protection under the Whistleblower Protection Scheme will generally be dealt with under Sealy’s Fairness Policy and not as Disclosable Matters.

Making a Disclosure

5.10 Whilst disclosures can be made to any Eligible Recipient, to enable the efficient investigation of the Disclosable Matter, Sealy encourages Disclosing Persons who have reasonable grounds to suspect a Disclosable Matter to make a disclosure by submitting a written report marked “Confidential” to Sealy’s Managing Director and/or General Counsel (who are authorised to receive such disclosures) as follows:

5.11 It is preferred that Disclosing Persons identify themselves when making a disclosure, as this greatly assists the investigation process. However, Disclosing Persons may choose to make their disclosure anonymously. In these circumstances the protections under the Whistleblower Protection Scheme still apply. Ideally, the Disclosing Person should provide sufficient information to allow the matter to be properly investigated and Sealy encourages the Disclosing Person to provide an anonymous email address (if possible) through which additional questions can be asked and information provided.

External Disclosures

5.12 Nothing in this Whistleblower Policy restricts the ability of a Disclosing Person to make a disclosure directly to a government agency, authority, or a legal practitioner for the purpose of obtaining legal advice or legal representation (in relation to the Whistleblower Protection Scheme). In certain specific circumstances, disclosures may also be made to journalists and elected representatives and Sealy recommends Disclosing Persons obtain independent legal advice in this regard. These disclosures also qualify for protection under the Whistleblower Protection Scheme.

Investigation of a Disclosable Matter

5.13 Upon receipt of a Qualifying Disclosure, an Eligible Recipient is responsible for ensuring that the matter is investigated as appropriate. This includes:

• deciding on the need for an investigation;

• appointing an investigation officer; and

(c)       receiving timely updates as to the progress and completion of investigations.

5.14   An investigation will generally involve making inquiries and collecting evidence for the purpose of assessing whether the Qualifying Disclosure can be substantiated.

5.15 Sealy employees about whom disclosures are made will generally be given an opportunity to respond to the relevant allegations made in the Qualifying Disclosure.

6. Protections

Immunities

6.1    A Disclosing Person will not be subject to criminal, civil or administrative liability (including disciplinary action) by Sealy for making a Qualifying Disclosure.

6.2    No contractual or other remedy or right may be enforced or exercised against the Disclosing Person on the basis of the Qualifying Disclosure.

6.3    Disclosing Persons who make some types of Qualifying Disclosures are also provided immunities to ensure that information they disclose is not admissible in evidence against them in criminal proceedings or in proceedings for the imposition of a penalty, other than proceedings in respect of the falsity of the information.

6.4    Except as provided for by 6.3, the fact that someone has made a Qualifying Disclosure does not prevent them from being subject to any civil, criminal or administrative liability for conduct of the person revealed by the disclosure.

Confidentiality

6.5    Under the Whistleblower Protection Scheme, Disclosing Persons making a Qualifying Disclosure are protected by the requirement that their identity and information that may lead to their identification, must be kept confidential, subject to relevant exceptions outlined below.

6.6    Exceptions to this are disclosures to a government agency, authority, or a legal practitioner for the purpose of obtaining advice about the application of the Whistleblower Protection Scheme or made with the consent of the eligible whistleblower.

6.7    The Disclosing Person’s identity and information which is likely to lead to the identification of the discloser can also be provided to any a government agency or authority for the purpose of assisting the authority in the performance of its functions or duties. This includes, but is not limited to, the police or authorities in a relevant location.

6.8    It is also permissible to disclose information which could lead to the identification of the discloser if the disclosure is reasonably necessary for the purpose of investigating the matter, if all reasonable steps are taken to reduce the risk that the discloser will be identified as a result of the information being disclosed.

6.9    Breach of these confidentiality protections regarding the discloser’s identity and information likely to lead to the identification of the discloser is a criminal offence and may be the subject of criminal, civil and disciplinary proceedings.

6.10 All Eligible Recipients must ensure that all information disclosed under this Policy is kept secure.

Prevention of Detriment

6.11 Disclosing Persons are protected under the Whistleblower Protection Scheme from victimisation and suffering any Detriment by reason of the Qualifying Disclosure. It is unlawful for a person to engage in conduct against another person that causes, or will cause Detriment in circumstances where the person believes or suspects that the other person or any other person made, may have made, proposes to make or could make a Qualifying Disclosure, including making threats of Detriment.

6.12 Employees of Sealy found to have engaged in detrimental conduct on this basis will be subject to disciplinary action. Any person that engages in detrimental conduct may also be subject to civil and criminal liability (including imprisonment) under the Whistleblower Protection Scheme.

6.13 Where appropriate, Sealy will take all action deemed appropriate to safeguard the interests of the Disclosing Person and to ensure they are protected from Detriment for making a Qualifying Disclosure.

6.14 If any person becomes aware of detrimental conduct occurring, they should report this to Sealy’s Managing Director and/or Sealy’s General Counsel.

7. Roles and Responsibilities

Disclosure

7.1    If a Disclosing Person becomes concerned about possible illegal, unethical or otherwise improper conduct that they think is not being properly handled within Sealy, it is critical that they take steps to advise Sealy through this Whistleblower Policy.

7.2    Sealy will take all reasonable steps to investigate disclosures and communicate its findings to a discloser.

Reporting and Training Obligations

7.3    In addition to the obligations outlined elsewhere in this Whistleblower Policy, the General Counsel must report to the Sealy Board of Directors on at least an annual basis, and otherwise as necessary in relation to all material Whistleblowing matters.

7.4    Sealy will provide training and updates on a regular basis to ensure that all relevant personnel’s knowledge in relation to Whistleblower related laws and regulations remains current.

Interpretation of this Policy

7.5    Any questions in relation to the interpretation of this Whistleblower Policy should be forwarded to Sealy’s General Counsel.

8. Compliance

Breaches

8.1    A breach of the protections provided under the Whistleblower Protection Scheme will be treated as a serious disciplinary matter.

8.2    Any deliberately false disclosures under this Whistleblower Policy will be treated as a serious disciplinary matter.

9. Administration

Summary

9.1  A summary guide to the operation of this Whistleblower Policy is contained in Attachment “A” and will be adopted as part of the implementation of this Policy.

Review and Updates

9.2    This Whistleblower Policy will be routinely reviewed and updated as required by law.

Publication

9.3    This Whistleblower Policy is published on Sealy’s websites and a copy provided to all Sealy employees.

ATTACHMENT “A”

    WHISTLEBLOWER POLICY – SUMMARY GUIDE

___________________________________________________________________

• Whistleblowing

Sealy is committed to the protection of people who disclose information about illegal or improper conduct, where people feel comfortable raising matters that are of legitimate concern.

This is a summary guide to Sealy’s Whistleblower Policy and how to report issues of concern.

• Investigations:

Under Sealy’s Whistleblower Policy:

• Sealy will review and investigate all reports of serious misconduct and report its findings to people who have reported their concerns;

• Sealy will also keep reports and the identity of people making reports confidential and secure; and

• Sealy will ensure that no detrimental action is taken against people making reports under this policy.

• Reporting Your Concerns:

You can report your concerns in the following ways:

1. Speak to Your Manager / Informally Report Issues:

       This will be the quickest and best way of resolving many concerns you might have, including personal grievances and matters not involving illegal conduct at Sealy.

2. Formally Reporting Serious Issues:

Sealy’s Whistleblower Policy allows you to confidentially report issues involving serious misconduct (e.g., fraud, dishonesty, unethical or illegal behaviour) without fear of being victimised.

Reporting serious issues can be done by submitting a written report marked “Confidential” to:

• Sealy’s Managing Director and/or General Counsel (who are authorised to receive such disclosures) as follows:

OR:

• any of Sealy’s Senior Managers, Directors or Auditors, or to a government authority.

It is preferred that people identify themselves when making a disclosure, as this greatly assists the investigation process. However, people may choose to make their disclosure anonymously and should provide sufficient information to allow the matter to be properly investigated.

席伊麗檢舉人政策

1. 目的

根據國際法規則，我們制定了此保護特定類型人員進行合規舉報的保護政策（“檢舉人保護計劃”）。

本檢舉人政策列示了舉報信息適用“檢舉人保護計劃”保護的情況。

2. 主要原則

席伊麗國際（“席伊麗”）致力於保護舉報有關非法或不當行為信息的人員，在這種情況下，所有舉報人都可以放心地檢舉其合理關注的問題。

席伊麗認為實施檢舉人計劃是防止腐敗、非法或其它不當行為發生的重要環節。

3. 適用性

本檢舉人政策適用於各營業地點的席伊麗公司，且必須結合經營地所在州或國家有關舉報的法律法規具體考量。

4. 定義

在本政策中：

“損害”包含但不僅限於：

（a）解僱員工；

（b）員工在工作期間受傷；

（c）變更對員工不利的工作職位或職責；

（d）員工與其它員工之間的歧視；

（e）對個人進行騷擾或恐嚇；

（f）給個人帶來危害或傷害，包括心理傷害；

（g）或者損害個人財產、聲譽、業務或財務狀況；或者

（h）對個人造成任何其它傷害。

 “合規舉報”是指符合適用法律規定的舉報，如本檢舉人政策第5.1款所述。

5. 合規舉報的要求

合規舉報：

5.1 “檢舉人保護計劃”下的合規舉報是指舉報人向合格接收人舉報（或進行外部舉報），並且舉報人有合理的理由來懷疑該信息涉及可舉報事項的情況。

舉報人：

5.2舉報人指任何在職或離職人員：

（a）席伊麗的高級管理人員（包括董事）或員工；

（b）向席伊麗提供商品或服務的個人；

（c）向席伊麗提供商品或服務的人員的僱員；

（d）席伊麗的合夥人；以及

（e）上述人員的親屬、配偶或受扶養人（或配偶的受扶養人）。

誰是合格接收人？

5.3合格接收人是指：

（a）經席伊麗授權接收適用“檢舉人保護計劃”下保護的舉報信息的任何人；或者

（b）席伊麗的任何審計師（內部或外部）或精算師；或者

（c）席伊麗任一實體的任何董事或高管。

什麼是可舉報的事項？

5.4“檢舉人保護計劃”下“可舉報的事項”指滿足以下條件的信息：

（a）涉及與席伊麗有關的不當行為或不當事態或情況；或

（b）表明席伊麗或其任何董事、高級管理人員或員工實施了滿足以下條件的行為：

（i）構成對任何國家法律的違反；或者

（ii）對公眾或金融系統帶來危害。

可舉報的事項的示例包括違反任何法律或監管要求或席伊麗政策，包括，例如：

（a）詐騙；

（b）過失；

（c）刑事犯罪；

（d）未能履行法律規定的義務；

（e）與席伊麗的客戶、供應商或者代理商進行不公平或不合道德的交易；

（f）腐敗或不合道德的行為；

（g）侵犯人權；

（h）對任何人員的健康或安全構成威脅；或者

（i）與上述任何一項有關的任何故意隱瞞行為。

5.5與個人工作相關的申訴舉報不適用於“檢舉人保護計劃”的保護。

5.6如果信息滿足以下條件，則為舉報涉及舉報人個人工作相關的申訴：

（a）對舉報者個人有影響或可能有影響的的申訴，且信息涉及與舉報者受僱或之前受僱相關的事項；以及

（b）對席伊麗無明顯影響；以及

（c）不涉及以下行為：

（i）構成對任何國家其它法律的違反；或者

（ii）對公眾或金融系統帶來危害。

5.7關於與個人工作相關，可能不適用保護的申訴舉報示例，包括：

（a）舉報者與另一名員工之間的人際衝突；

（b）與舉報者聘用、轉崗或晉升有關的決定；

（c）與舉報者聘用條款和條件有關的決定；或者

（d）暫停或終止舉報者聘用或以其它方式懲戒舉報者的決定。

5.8 如果舉報涉及個人工作相關的申訴，但也涉及對舉報者造成的所謂損害（或損害威脅），此類舉報視為適用“檢舉人保護計劃”下的保護。

5.9 不適用“檢舉人保護計劃”保護的、與個人工作相關的申訴舉報通常根據“席伊麗公平政策”進行處理，不視為可舉報的事項。

舉報的實施

5.10雖然可以向任何合格接收人進行舉報，但為了能夠有效地調查可舉報的事項，席伊麗鼓勵有合理理由懷疑可舉報事項的舉報人通過向席伊麗的常務董事和/或總法律顧問（已獲授權接收此類舉報）提交標記為“機密”的書面報告的方式實施舉報，具體如下：

5.11在進行舉報時，舉報人最好表明自己的身份，這在很大程度上可促進實施調查。但是，舉報人也可選擇匿名舉報。在這種情況下，“檢舉人保護計劃”下的保護依然適用。舉報人最好能提供足夠的信息，以便充分調查該事項，同時，席伊麗鼓勵舉報人提供匿名電子郵件地址（如有可能），以便席伊麗通過該電子郵件詢問其它問題並得到舉報人的相應答复。

外部舉報

5.12本檢舉人政策中的任何內容不會限制舉報人為了獲得相應的法律意見或者法律聲明（與“檢舉人保護計劃”有關）而直接向政府機構、當局或職業律師進行舉報的能力。在某些特定情況下，也可以向新聞記者以及民意代表進行舉報，同時，席伊麗建議舉報人就這方面徵求獨立的法律意見。這些舉報也適用“檢舉人保護計劃”的保護。

可舉報事項的調查

5.13收到合規舉報後，合格接收人負責確保對該舉報事項進行合適的調查，具體包括：

（a）決定是否需要進行調查；

（b）任命調查專員；以及

（c）在進行調查的過程中及完成調查後及時接收更新信息。

5.14調查通常涉及詢問和證據收集，以評估合規舉報是否得以證實。

5.15舉報涉及的席伊麗員工通常會有一次機會來對合規舉報中提出的相關指控作出回應。

6. 保護

豁免

6.1席伊麗不會因進行合規舉報而追究舉報人的刑事、民事或行政責任（包括紀律處分）。

6.2不會因合規舉報而針對舉報人行使對其不利的合同或其它補救或權利。

6.3進行合規舉報的舉報人同時享有相關豁免，他們所舉報的信息不會作為針對其進行的刑事訴訟的證據或者處罰的證據，除非涉及到虛假信息。

6.4除第6.3條的規定外，進行合規舉報的舉報人不會因為舉報檢舉行為承擔民事、刑事或行政責任。

機密性

6.5依據檢舉人保護計劃，進行合規舉報的舉報人會得到保護，其身份和可能導致其身份暴露的信息必須保密，但以下列出的相關例外情況除外。

6.6為諮詢檢舉人保護計劃的適用性而向政府機構、主管部門或律師進行的舉報或者經合規檢舉人同意身份信息披露而進行的舉報不適用上述身份信息保護。

6.7為協助主管部門履行其職能或職責，可能會向政府機構或主管部門提供舉報人的身份以及可能導致其身份暴露的信息。其中包括但不限於相關地區的警方或主管部門。

6.8允許因調查的合理需要而披露有關可能導致舉報人身份暴露的信息，但必須採取所有合理措施降低因信息舉報導致舉報人身份暴露的風險。

6.9若違反相關對於舉報人的身份信息保護規定，導致舉報人身份信息的暴露風險，則構成刑事犯罪，可能面臨刑事、民事和紀律處罰。

6.10所有合格接收人必須對依據本政策舉報的信息進行保密。

損害預防

6.11檢舉人保護計劃保護舉報人不會因合規舉報而遭受報復和損害。若某人認為或懷疑其他人進行了或者計劃進行合規舉報，並因此針對該舉報人進行或可能進行損害（包括威脅進行損害），則應視為違法行為。

6.12若發現席伊麗員工參與損害行為，則應據此對該人員處以紀律處分。依據檢舉人保護計劃，參與損害行為的人士還可能面臨民事和刑事責任（包括監禁）。

6.13若需要，席伊麗將採取所有必要措施保護舉報人的權益，確保他們不會因合規舉報而受到損害。

6.14若任何人得知發生損害行為，應向席伊麗常務董事和/或總法律顧問報告。

7. 職位和職責

舉報

7.1若舉報人認為席伊麗針對可能的違法行為、不道德行為或其它不當行為處理不當，則應立即依據本檢舉人政策通知席伊麗。

7.2 席伊麗將盡力調查相關舉報事項並將結果通知舉報人。

報告和培訓義務

7.3除本檢舉人政策其它部分規定的義務外，總法律顧問還應向席伊麗董事會匯報所有重大檢舉事項，每年至少匯報一次或者根據需要進行匯報。

7.4席伊麗將定期提供培訓和最新信息，確保所有相關人士了解同檢舉人法規相關的最新信息。

本政策的解釋

7.5與本檢舉人政策解釋相關的任何問題請提交至席伊麗總法律顧問。

8. 合規性

違規

8.1違反本檢舉人保護計劃的保護規定將被視為嚴重違紀事項。

8.2依據本檢舉人政策故意進行虛假舉報將被視為嚴重違紀事項。

9. 實施

概述

9.1檢舉人政策具體操作的概述指南參見附件A，用於指導本政策的實施。

審查和更新

9.2本檢舉人政策將依據法律要求進行定期審查和更新。

發布

9.3本檢舉人政策在席伊麗網站發布，並向席伊麗全體員工提供副本。

附件A

 檢舉人政策 – 概述指南

• 檢舉：

席伊麗致力於保護舉報有關非法或不當行為信息的人員，在這種情況下，所有舉報人都可以放心地舉報其合理關注的問題。

本文件為席伊麗檢舉人政策的概述指南，介紹瞭如何報告相關問題。

• 調查：

根據席伊麗檢舉人政策：

–   席伊麗將審查和調查所有重大不當行為報告，並將調查結果發送給報告人。

–      席伊麗會對相關報告以及報告人的身份進行保密。以及

–      席伊麗會確保依據本政策進行報告的人士不會遭受損害。

• 報告問題：

您可以通過以下方式報告問題：

1. 向您的管理者報告/非正式報告問題：

這是一種最快速和最好的解決方案，包括席伊麗內部涉及違法問題的個人投訴和事項。

2. 正式報告嚴重問題：

席伊麗檢舉人政策可以幫助您通過機密方式報告嚴重不當行為（例如：欺詐、失信、不道德或違法行為），且不需要擔心遭受報復。

若需要報告嚴重問題，您可以向以下人員提交書面報告（標註為“機密”）：

（a）席伊麗常務董事和/或總法律顧問（經授權接收此類舉報的人士），具體如下所示：

或：

（b）席伊麗的高管、董事或審計師，或者政府主管部門。

在進行舉報時，舉報人最好表明自己身份，這在很大程度上可促進實施調查。舉報人還可以選擇匿名舉報，但需要提供足夠的信息亦進行充分調查。

注意: 如果此《席伊麗檢舉人政策》的英文和中文版本有任何不一致之處，當以英文版為准。