Building Consensus to Drive Development

　　— The company’s Employee Handbook development is progressing smoothly.

　　

　　To further standardize corporate management, safeguard employees’ legitimate rights and interests, and foster harmonious and stable labor relations, Zhongqing Motor Co., Ltd. recently officially launched the development of its Employee Handbook. Guided by the core principles of “respecting employees’ wishes, aligning with the company’s realities, and supporting long-term growth,” the process adopts a multi‑stage, broadly inclusive approach to ensure that the handbook not only complies with relevant regulations but also genuinely reflects the collective voice of all employees, thereby embodying the company’s people‑oriented management philosophy.

　　Broaden channels for public input, with online consultations taking the lead.

　　At the outset of the initiative, the Company’s Human Resources Department took the lead in drafting an electronic version of the Employee Handbook. To ensure that every employee could actively participate in the handbook’s development, the draft was circulated to all staff via the employees’ representatives’ WeChat group on September 4, 2025, and accompanied by a Notice on Soliciting Feedback. The notice clearly outlined the scope, methods, and deadline for submitting comments, encouraging employees to offer constructive suggestions—based on their specific roles—on provisions closely related to their rights and interests, such as compensation and benefits, attendance management, and career development.

　　

 

　　Image 1: On September 4, the Employee Representatives Group released the “Employee Handbook (Draft)” and solicited feedback.

　　“After the electronic draft was shared in the group, everyone engaged in a lively discussion, and many colleagues posted their thoughts,” said Master Li, an employee in the Production Department. “This online approach to soliciting feedback is very convenient—no need to make a special trip; you can share your ideas anytime.” As of the deadline for collecting comments, the Human Resources Department had received three valid suggestions from employees across various departments, laying a solid grassroots foundation for the subsequent development of the plan.

　　

 

　　Figure 2: Employees reviewing the draft electronic version of the Employee Handbook and the notice soliciting feedback on their mobile phones in the company cafeteria.

　　Face-to-face communication and consultative meetings pool collective wisdom.

　　To gain a deeper understanding of employees’ genuine perspectives and address any questions that arose during the online feedback‑gathering process, the company convened a consultation meeting on the Employee Handbook in the cafeteria hall on the afternoon of September 5, 2025. A total of 62 participants attended, including employee representatives from each department, department heads, and relevant personnel from the Human Resources Department.

　　At the outset of the meeting, the head of the Human Resources Department provided an overview of the overall feedback collected online. Subsequently, attendees engaged in a lively discussion on key provisions of the handbook, including the attendance policy, overtime allowances, employee training, and the promotion system. For each question raised by employees, the relevant officials meticulously documented and addressed them one by one. Following several rounds of deliberation and refinement, a revised draft of the Employee Handbook was finalized, with two provisions optimized and adjusted to ensure that employees’ legitimate concerns were effectively incorporated into the document, thereby enhancing its scientific rigor and practical applicability.

　 　With the union’s support, the final terms were agreed upon through consultation.

　　To fully leverage the trade union’s vital role in safeguarding employees’ legitimate rights and interests and in mediating labor relations, on September 11, 2025, the enterprise‑wide trade union convened a consultative meeting to deliberate the provisions of the Employee Handbook. Representatives from the trade union, employee representatives, and corporate management attended jointly to conduct the final review and negotiation of the revised handbook provisions.

　　At the meeting, the head of the Human Resources Department provided a detailed overview of the Employee Handbook, outlining its development rationale, the basis for its revisions, and its specific contents. Drawing on employee feedback collected in the preliminary phase, union representatives conducted a clause-by-clause review and put forward suggestions for further refinement, particularly regarding the wording and implementation details of certain provisions. Representatives of the company’s management carefully listened to the views of both the union and employee representatives. Guided by the principles of “equal consultation and mutual benefit,” and following thorough communication and amicable negotiations, the parties ultimately reached consensus on all provisions of the Employee Handbook and finalized its definitive version.

　　

 

　　Figure 3: Minutes of the Trade Union Consultation Meeting on the Employee Handbook

　　 Fully disclose information and accept joint oversight by employees.

　　To safeguard employees’ rights to information and oversight, following the finalization of the Employee Handbook, the company officially posted the full text on the cafeteria bulletin board and the corporate notice board on September 22, 2025, with a public notice period of five days. During the notice period, many employees took advantage of their meal breaks or work‑rest intervals to visit and study the document, carefully reviewing its provisions and engaging in mutual discussion.

　　“Thanks to the public notice, we now have a clear understanding of the handbook’s final content, and several reasonable suggestions we previously put forward have been incorporated. It feels like our input has been taken seriously,” said employee Xiao Wang. This round of public disclosure not only gave all staff a comprehensive and clear grasp of the Employee Handbook but also laid a solid foundation for its official implementation.

　　

 

　　Figure 4: Company employees visiting the posted Employee Handbook at the bulletin board.

　　Throughout the development of this Employee Handbook, we adhered to the principles of “employee participation, democratic consultation, and openness and transparency,” effectively mobilizing employees’ enthusiasm and initiative, thereby ensuring that the handbook truly serves as a bridge between the company and its workforce. Moving forward, the company will organize company-wide training sessions on the Employee Handbook to ensure that every employee is thoroughly familiar with its contents, conscientiously complies with all policies and procedures, and collectively contributes to the company’s pursuit of higher‑quality growth.