The company's subsidiaries have formulated the "Management Measures for the Employment and Employment of Chinese Employees" to standardize the employment and management of Chinese employees and form a selection and employment mechanism that employs talents according to their ability, makes full use of their talents, and appoints people on their merits. The system states the recruitment principles of "openness, equality, competition, and merit-based selection", the recruitment and hiring process, the rights of employees, and the management of promotions. All employees have room for promotion, and we will evaluate them based on their annual performance appraisal results. , conduct an intra-level floating assessment and adjustment for employees at the end of each year.

The subsidiary company has formulated the "Measures for the Employment and Management of Chinese Employees" to standardize the employment and management of Chinese employees and form a selection and employment mechanism that employs talents according to their ability, makes full use of their talents, and appoints people on their merits. The system stipulates the recruitment principles of "openness, equality, competition and merit-based selection", the recruitment and employment process, the rights of employees and the management of promotions, etc. All employees have room for promotion, and we will base their annual performance appraisal results on, and adjustment at the end of each year based on their annual performance evaluation results.

According to relevant regulations, if an employee voluntarily applies for resignation, he or she must submit a written resignation application signed by the employee to the person in charge of the unit, and the Human Resources Department will handle subsequent resignation procedures. If an employee is dismissed due to reasonable reasons, the Human Resources Department will notify the employee one month in advance or proceed with the resignation procedures after paying one month's salary (job salary compensation).

The company ensures that employees' working hours do not exceed the legal working hours in accordance with the laws and regulations of the country (region) where it is located. In addition to statutory holidays, we also provide employees with paid leave including annual leave, sick leave, maternity leave, marriage leave, bereavement leave, etc. We also provide employees with overtime, night shift, and high temperature subsidies. We also further improve employee welfare levels and protect employees' legitimate rights and interests. Promote work-life balance.

The company believes that maintaining employee diversity and adhering to the principles of equal treatment and anti-discrimination are fundamental to employee management. We believe that only by establishing a fair and reasonable talent management system can the company's sustainable development be consolidated. The company continues to promote the implementation of the "talent internationalization and localization" strategy, treating employees of different nationalities, races, and genders equally and with integrity. Treat each other with respect to the culture and customs of foreign employees. We will also give priority to providing employment opportunities to local communities in Zambia and the Democratic Republic of the Congo and increase the proportion of localized employees in the company. In order to protect the rights of employees, CNMC Africa Mining has signed recognition agreements with multiple industry unions where it operates to ensure that every employee can receive reasonable treatment and effectively safeguard the legitimate rights and interests of all employees.