Employee Complaint Management System

I. General Principles

1,To protect the legitimate rights and interests of employees of Livzon Pharmaceutical Group Co., Ltd. (hereinafter referred to as "the Company" or "Headquarters") and its subsidiaries (hereinafter referred to as "Livzon Group" or "the Group"), and to provide formal and confidential reporting channels for employee complaints, and to standardize the handling of complaints and related work, this system is specially formulated.II. Scope of ApplicationThis system applies to complaints related to human resources and the "Livzon Group Labor Employment and Code of Conduct" (hereinafter referred to as "the Code").III. Coverage

This system covers all formal employees, labor dispatch personnel, outsourced personnel, part-time personnel, interns, and other personnel who have established labor relations with Livzon Group.IV. Responsibilities of SubsidiariesEach subsidiary of the Company shall formulate its own employee complaint system in accordance with this system and implement it.II. Complaint Reception Center

The HR Headquarters of the Company serves as the complaint reception center for Headquarters employees, while the HR departments of each subsidiary serve as the complaint reception center for that subsidiary (hereinafter collectively referred to as "Complaint Reception Center").The Complaint Reception Center is responsible for receiving employee complaints and recording, investigating, handling, reporting, and following up on reported disciplinary violations.The HR Headquarters of the Company is responsible for supervising the handling of employee complaints by each subsidiary.The HR departments of each subsidiary shall report the annual employee complaints to the HR Headquarters of the Company before December 30 each year.

III. Complaint Methods1. Complainants may submit complaints to their immediate supervisors or the responsible personnel of the Complaint Reception Center (hereinafter referred to as "Complaint Handler"). If the complainant submits a complaint to their immediate supervisor, the supervisor may directly investigate and handle the complaint. If the complainant is satisfied with the handling result, the complaint can be concluded.II. Complaint Reception Center

The supervisor shall report the investigation conclusions and handling results of the complaint in writing and keep records, and be responsible for follow-up work.

1,If the complainant is not satisfied with the handling result of the immediate supervisor or directly submits a complaint to the Complaint Reception Center, the Complaint Reception Center shall be responsible for the recording, investigation, handling, and follow-up of the complaint.Complaints can be made through phone, WeChat, email, on-site visits, suggestion boxes, and other means.Complainants can submit complaints under their real names or anonymously.The content of the complaints shall be kept strictly confidential.The contact person for complaints at the HR Headquarters of the Company: Han Yali. Complaint Tel: 756-8135172. Complaint mobile phone (same number as WeChat): 5916211373. Internal complaint email: hanyali@livzon.cn. External complaint email: hanyali@livzon.com.cn.Complaint Address: No. 38, Chuangye North Road, Zhuhai City, Guangdong Province, Livzon Pharmaceutical Group Co., Ltd. HR Headquarters.II. Complaint Reception Center

This system covers all formal employees, labor dispatch personnel, outsourced personnel, part-time personnel, interns, and other personnel who have established labor relations with Livzon Group.The suggestion box of Livzon Industrial Park is located at: Group first floor lobby check-in point, behind the Group Headquarters building at the Fengchao cabinet, at the entrance of the P10 workshop of the pharmaceutical factory, in the lobby of Livzon Bio on the first floor, in the lobby of the microsphere company on the first floor, and at the stairway on the second floor of the research institute.The complaints submitted by the complainants must be objective and truthful, and they are responsible for the authenticity of the materials provided. They must not fabricate or distort facts, falsely accuse or frame others, and must not harm the interests of the Group and the legitimate rights of other employees.IV. Complaint Acceptance and InvestigationThe complaints submitted by the complainants must be objective and truthful, and they are responsible for the authenticity of the materials provided. They must not fabricate or distort facts, falsely accuse or frame others, and must not harm the interests of the Group and the legitimate rights of other employees.1. The Complaint Handler shall complete the investigation, reach a final conclusion, and issue a written "Complaint Investigation Result Report" within one working day from the date of receiving the complaint. If an extension is needed, the complainant should be informed, but it should not exceed the maximum limit.II. Complaint Reception Center

The HR Headquarters of the Company serves as the complaint reception center for Headquarters employees, while the HR departments of each subsidiary serve as the complaint reception center for that subsidiary (hereinafter collectively referred to as "Complaint Reception Center").本公司各下属企业的人力资源部门应于每年12月30日之前向本公司人力资源总部汇报当年度的员工申诉The complaints submitted by the complainants must be objective and truthful, and they are responsible for the authenticity of the materials provided. They must not fabricate or distort facts, falsely accuse or frame others, and must not harm the interests of the Group and the legitimate rights of other employees.1. The Complaint Handler shall complete the investigation, reach a final conclusion, and issue a written "Complaint Investigation Result Report" within one working day from the date of receiving the complaint. If an extension is needed, the complainant should be informed, but it should not exceed the maximum limit.II. Complaint Reception Center

三、申诉方式

1、申诉人可向上级主管或申诉受理中心负责人员（以下简称“申诉处理人”）提出申诉。若申诉人向上级主管提出申诉，上级主管可直接对申诉事项进行调查、处理，申诉人对处理结果满意的即可终结申诉，上级主管应将申诉的调查结论和处理结果以书面形式向The content of the complaints shall be kept strictly confidential.汇报并备案，并负责后续跟踪工作；如果申诉人对上级主管的处理结果不满意或直接向申诉受理中心提出申诉的，由申诉受理中心负责申诉事项的记录、调查、处理及后续跟踪等工作II. Complaint Reception Center

This system covers all formal employees, labor dispatch personnel, outsourced personnel, part-time personnel, interns, and other personnel who have established labor relations with Livzon Group.申诉可采取电话、微信、电子邮箱、现场走访、意见箱等途径进行。

The HR Headquarters of the Company serves as the complaint reception center for Headquarters employees, while the HR departments of each subsidiary serve as the complaint reception center for that subsidiary (hereinafter collectively referred to as "Complaint Reception Center").申诉人可以实名申诉或匿名申诉。申诉内容严格保密。

III. Complaint Methods本公司人力资源总部的申诉联系人：韩亚丽。申诉固定电话：0756-8135172。申诉移动电话（微信同号）：15916211373。申诉邮箱（内部）：hanyali@livzon.cn。申诉邮箱（外部）：hanyali@livzon.com.cn。申诉地址：广东省珠海市创业北路38号雷竞技登入人力资源总部II. Complaint Reception Center

珠海丽珠工业园的意见箱（即总裁意见箱）设立地点：集团一楼大堂打卡点、集团总部大楼后丰巢柜、药厂P10 车间门口、 丽珠生物一楼大堂、微球公司一楼大堂、研究院二楼楼梯口。

5,申诉人提出的申诉事项应当客观真实，并对所提供材料内容的真实性负责，不得捏造、歪曲事实，不得诬告、陷害他人，不得损害本集团利益和其他员工的合法权利。

四、申诉受理与调查

1、申诉处理人应在接到申诉之日起15个工作日内完成调查、得出最终结论并出具书面《申诉调查结果报告》。如需延迟时间，应向申诉人说明情况，但最长不得超过30Working days. The person handling the appeal should notify the appellant in writing within3 working days to ensure the appellant's right to know.

2. If the appellant is not satisfied with the investigation conclusion, they can appeal again within 10day from the date of learning the investigation conclusion, requesting a review by the superior of the original appeal handler. Exceeding10 days will be considered as the appellant accepting the investigation conclusion.

5. Appeal Handling

1. If the investigation conclusion is true,The content of the complaints shall be kept strictly confidential.it should be corrected withinthe appeal handlerwithin working days after issuing the "Appeal Investigation Result Report" for the violation, or corresponding penalties should be imposed as per regulations. In severe cases, relevant departments should impose penalties on the responsible person according to the group's relevant regulations, after following the necessary procedures for approval, including warnings, demerits, serious demerits, termination of labor contracts, etc.; if suspected of illegal crimes, transfer to the competent authority for handling.302. If the investigation conclusion is not true, the appeal handler should make a factual explanation and clarify the facts.

3. After the appeal handling is completed,

the appeal handling result should be notified to the appellant in writing within working days to ensure the appellant's right to know.The content of the complaints shall be kept strictly confidential.it should be corrected within36. Appeal Confidentiality

1. Appeals are confidential in nature. The appeal handler must strictly keep the appellant's personal information and appeal content confidential. The appeal handler should ensure confidentiality while handling the appeal, without exposing the identity of the appellant. Appeal materials and records should be managed as confidential documents.

2. The identity of the appellant will not be disclosed unless consent is obtained from the appellant or in the following circumstances:

(a) In cases deemed significant by the company's audit committee for the group's investigation or interests; (

b) at the request of regulatory authorities or other competent administrative judicial bodies for disclosure; and(c) The facts and identity of the appellant have become known to the public.7. Protection of Appellants and Related ResponsibilitiesWhether the appeal is made in real name or anonymously, the appeal acceptance center will take necessary measures to fully protect the legal rights and interests of the appellant,including personal rights, property rights, work rights, democratic rights, reputation rights, and other legitimate rights and interests.2. Those who violate the relevant provisions and disclose the information of whistleblowers and complainants will be dealt with seriously according to relevant regulations. For minor violations, they may be reassigned or demoted; if it constitutes a crime,it will be transferred to the public security authorities for criminal responsibility.Retaliation,II. Complaint Reception Center

harassment, or persecution of genuine appellants will be dealt with seriously according to the group's relevant regulations once verified,

1,and penalties such as warnings, demerits, serious demerits, or termination of labor contracts will be imposed based on the severity of the situation.If it constitutes a crime, it will be transferred to the authorities for criminal responsibility.II. Complaint Reception Center

If the appellant suffers personal injury and reputation or economic losses due to retaliation,it will be handled according to legal provisions,and they may also file a lawsuit in court for damages.4. Appellants making legitimate appeals under this system will be guaranteed not to suffer any unfair dismissal, persecution, or unauthorized disciplinary action due to the appeal. However, those who falsely use the appeal as a pretext to deliberately fabricate facts and falsely accuse others will be dealt with seriously according to relevant regulations, and if it constitutes a crime,II. Complaint Reception Center

3,it will be transferred to judicial authorities for criminal responsibility.If it is confirmed that someone deliberately fabricated lies and created scenarios that interfered with the appeal acceptance center or caused waste of human, financial, or material resources, legal responsibility or economic compensation responsibility may be pursued.If any department of the group conceals, fails to report, reflects in a timely manner, does not cooperate with investigations, obstructs investigations, or retaliates against the appellant,they have the right to pursue the responsibility of relevant personnel, as well as the responsibility of the main leaders of that department.8.Others1. Matters not covered in this system shall be implemented in accordance with relevant national and local laws and regulations.and they may also file a lawsuit in court for damages.This method is explained byHRHeadquarters.HRLIZHU Pharmaceutical Group Co., Ltd.

4、申诉人根据本制度作出正当申诉，将获得不因申诉遭受任何不公平解雇、迫害或未经授权的纪律处分的保障。但对假借申诉为名，故意捏造事实，诬告陷害的，本集团将依照有关规定严肃处理，构成犯罪的，移送司法机关依法追究刑事责任II. Complaint Reception Center确属申诉人故意编造谎言，虚构情节而致使申诉受理中心受到干扰或造成人、财、物的浪费，可以追究申诉人法律责任或经济赔偿责任。

5、本集团各部门对申诉的情况隐瞒不报、反映不及时、不配合调查、设置障碍阻挠调查或对申诉人打击报复的，The content of the complaints shall be kept strictly confidential.有权追究相关人员的责任，同时追究该部门主要领导责任。

八、其他

1、本制度未尽事宜，遵照国家和地方相关法律法规执行。

This system covers all formal employees, labor dispatch personnel, outsourced personnel, part-time personnel, interns, and other personnel who have established labor relations with Livzon Group.本办法由人力资源总部负责解释。

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