News and Information-Ningbo Yongjia Auto Parts Co., Ltd.

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Notice on Standardizing Security Personnel’s Conduct and Protecting the Human Rights of Employees and Relevant Parties

2025

2024 Ningbo Yongjia Social Responsibility and Sustainability Report

2025

Breaking the Mold of Traditional Security Protection! Yongjia Smart Triangle Warning Sign Draws Attention from Ningbo Media.

On April 23, 2025, the smart triangular warning sign developed by Ningbo Yongjia Auto Parts Co., Ltd. continued to gain popularity after being featured in the Ningbo Daily, the Yuyao Daily, and Yao Jie, sparking widespread attention and enthusiastic discussions in the automotive safety sector. This innovative product uses disruptive technology to reshape the road safety protection system, setting a benchmark for the industry’s intelligent upgrade. This smart triangular warning sign groundbreakingly integrates IoT technology deeply into traditional safety equipment, completely revolutionizing the emergency response process for accidents. When a vehicle breaks down or is involved in a traffic accident, there’s no longer any need for manual placement of the warning sign. Instead, the sign can automatically move to a safe distance of 200 meters behind the vehicle via an intelligent control system, effectively eliminating the risk of secondary accidents that drivers face when manually placing warning signs amidst moving traffic. Even more remarkable is that the product achieves data interoperability and scenario linkage with Amap (Gaode Map). In highway emergency scenarios, it can automatically provide early warnings from up to 200 meters away, pushing real-time accident location information onto the map interface and simultaneously alerting following vehicles to slow down and give way in advance, significantly enhancing the timeliness and safety of roadside rescue operations.

2025

Vice Mayor Hu Jianshan of Yuyao and his delegation visited Ningbo Yongjia Automobile for a research visit.

2024

Ningbo Yongjia Auto Parts Co., Ltd. Notice to Relevant Parties Regarding Social Responsibility

Dear esteemed suppliers and other relevant stakeholders: Our company has established a social responsibility system in compliance with social responsibility guidelines, numerous internationally recognized standards, and relevant national laws and regulations. We now require all of Yongjia’s suppliers to carry out the following social responsibility-related tasks: I. Commitment to Respecting Employees’ Human Rights and Ensuring Their Dignity This commitment applies to suppliers as well as all employees—whether temporary workers, migrant workers, student workers, contract workers, direct employees, or any other type of worker. 1) Prohibition of Forced Labor We strictly prohibit all forms of forced labor, including but not limited to debt bondage (including debt servitude), contractual labor, involuntary or exploitative prison labor, slavery, or human trafficking. This includes the use of threats, force, coercion, abduction, or fraud to transport, harbor, recruit, transfer, or receive individuals for the purpose of obtaining labor or services. There should be no unreasonable restrictions on employees’ freedom of movement within the factory premises or access to company-provided employee dormitories or living quarters (where applicable). As part of the hiring process, all employees must receive a written employment agreement in their native language or another language they can understand, clearly outlining the terms and conditions of employment. Overseas migrant workers must receive their employment agreements before leaving their home country/region, and once they arrive in the host country/region, their employment agreements may not be altered or modified except for changes necessary to comply with local laws or to provide equivalent or better conditions. All work must be voluntary, and employees should be free to leave or terminate their employment relationship at any time with reasonable notice (clearly specified in the employment contract), without being required to pay any penalties. Participants shall retain all relevant documentation pertaining to departing employees. Employers, agents, and sub-agents must not hold, destroy, conceal, or confiscate identification documents or immigration papers, such as government-issued identity cards, passports, or work permits. Notwithstanding the above, employers may retain such documents if required by local law to comply with it. In such cases, employees must always be allowed to review their documents at any time. Employees are not required to pay recruitment fees or any other related costs to the employer’s agents or sub-agents for their employment. If any such fees have been paid by an employee, they must be refunded immediately. 2) Underage Workers Child labor is prohibited at any stage of production. Employees under the age of 18 (underage workers) must not be assigned to jobs that could endanger their health or safety, including night shifts and overtime. Participants must maintain proper records of student workers, conduct rigorous due diligence on educational partners providing student workers, and protect student workers’ rights in accordance with applicable laws and regulations to ensure their proper management. Participants must implement appropriate mechanisms to verify employees’ ages. Programs that comply with all applicable laws and regulations and involve legal workplace learning should be supported. Participants must provide adequate support and training to all student workers. Where local laws do not specify otherwise, the wages of student workers, interns, and apprentices must be at least equal to the minimum wage for entry-level employees performing similar or equivalent work. If child labor is discovered, appropriate assistance/remedial measures must be provided. 3) Working Hours Working hours must not exceed the maximum limits set by local laws. Furthermore, weekly working hours (including overtime) must not exceed 60 hours, except in emergencies or exceptional circumstances. All overtime must be voluntary. Employees must be entitled to at least one day off every seven days. 4) Wages and Benefits The remuneration paid to employees must comply with all applicable wage laws, including those concerning minimum wages, overtime hours, and statutory benefits. All employees must receive equal pay for equal work and equal pay for equal value. Overtime pay must be higher than regular hourly rates. Deductions from wages as a disciplinary measure are prohibited. At the end of each pay period, employees must be provided with a clear and understandable payslip containing sufficient information to verify that the compensation paid accurately reflects the work performed. The use of temporary workers, dispatched workers, and outsourced workers must comply with local legal restrictions. 5) Non-Discrimination/Non-Harassment/Humane Treatment We commit to providing a workplace free from harassment and unlawful discrimination. Employees must not be subjected to harsh, inhumane treatment, including violence, gender-based violence, sexual harassment, sexual abuse, corporal punishment, psychological or physical coercion, bullying, public humiliation, or verbal insults; nor must they be threatened with such actions. The company must not discriminate against or harass employees based on race, skin color, age, gender, sexual orientation, gender identity or expression, ethnicity or nationality, physical or mental disability, pregnancy, religion, political affiliation, union membership, protected veteran status, protected genetic information, or marital status in any aspect of the hiring and employment process—including wages, promotions, rewards, and training opportunities. Clear disciplinary policies and procedures supporting these requirements must be developed and communicated to employees. Reasonable accommodations must be provided for employees’ religious practices and physical or mental disabilities. Moreover, employees or prospective employees must not be compelled to undergo medical examinations (including pregnancy or virginity tests) or physical examinations that may have discriminatory intent. This provision is drafted in accordance with the International Labour Organization’s (ILO) Discrimination (Employment and Occupation) Convention No. 111. 6) Freedom of Association and Collective Bargaining Open communication and direct contact between employees and management are the most effective ways to address workplace and compensation issues. We respect all employees’ rights to voluntarily form and join unions, engage in collective bargaining and peaceful assembly, and refuse to participate in such activities. If the right to freedom of association and collective bargaining is restricted by applicable laws and regulations, employees must be allowed to elect and join other lawful forms of employee representation organizations. Complaint and Grievance Mechanisms A complaint and grievance mechanism must be established, allowing whistleblowers and complainants to lodge complaints and reports via face-to-face meetings, email, online complaints, letters, phone calls, visits, or other means. Whistleblowers and complainants may also authorize others to file complaints or reports on their behalf. The privacy and safety of whistleblowers and complainants must be protected. A mechanism must be established to protect complaining employees from retaliation. II. Health and Safety: Reducing work-related injuries and illnesses, a safe and healthy work environment can also improve product and service quality, promote productivity, increase employee retention, and boost employee morale. Continuous employee engagement and education are crucial for identifying and addressing health and safety issues in the workplace. 1) Occupational Health and Safety Potential health and safety hazards employees may encounter (chemical, electrical and other energy sources, fire, vehicle risks, fall hazards, etc.) must be identified, assessed, and reduced using a hierarchy of control measures. If hazards cannot be effectively controlled through the above methods, employees must be provided with appropriate, well-maintained personal protective equipment and educational materials about the risks associated with these hazards. Measures promoting gender equality must be implemented, such as avoiding assigning pregnant women and nursing mothers to work environments that could harm them or their children, and providing reasonable accommodations for nursing mothers. 2) Emergency Preparedness Potential emergencies and incidents must be identified and assessed, and their impact minimized through the implementation of emergency plans and response procedures (including emergency reporting, employee notification and evacuation procedures, employee training, and drills). Emergency drills must be conducted at least annually, or according to local legal requirements (whichever is stricter). Emergency plans must also include appropriate fire detection and suppression equipment, unobstructed exits, sufficient exit facilities, contact information for emergency personnel, and recovery plans. Such plans and procedures must focus on minimizing damage to life, the environment, and property. 3) Work Injuries and Illnesses Procedures and systems must be established to prevent, manage, track, and report work injuries and illnesses, including provisions for encouraging employees to report incidents, classifying and recording injury and illness cases, providing necessary medical care, investigating incidents and taking corrective measures to eliminate their root causes, and helping employees return to work. Participants must allow employees to evacuate themselves when facing imminent danger and refrain from returning until the situation has eased, without fear of retaliation. 4) Industrial Hygiene Chemical, biological, and physical factors posing hazards to employees must be identified, assessed, and controlled according to a hierarchy of control measures. When hazards cannot be adequately controlled, employees must be provided with and allowed to use appropriate, well-maintained personal protective equipment free of charge. Participants must provide employees with a safe and healthy work environment and maintain this environment through continuous systematic monitoring of employees’ health and the workplace environment. Participants must provide occupational health monitoring and regularly assess whether employees’ health has been adversely affected by occupational exposure. Occupational health protection programs must be ongoing and include risk education materials related to hazards employees face in the workplace. 5) Heavy Physical Work The impacts of heavy physical work on employees must be identified, assessed, and controlled, including manual handling/loading and unloading of materials, repetitive lifting of heavy objects, prolonged standing, and highly repetitive or strenuous assembly work. 6) Mechanical Safety Protection The safety of production machinery and other mechanical equipment must be assessed for potential hazards. For machinery that could cause harm to employees, physical guards, interlocks, and barriers must be installed and properly maintained. 7) Public Health, Food, and Accommodation Employees must be provided with clean restroom facilities, drinking water, and hygienic food preparation, storage, and dining facilities. Employee dormitories provided by participants or labor agencies must be kept clean and safe, with appropriate emergency exits, hot water for bathing, adequate lighting and ventilation, separate secure lockers for personal and valuable items, and reasonably private spaces with convenient access. 8) Health and Safety Communication Employees must be provided with appropriate workplace health and safety information and training in their native language or another language they can understand, explaining all identified workplace hazards they face, including but not limited to mechanical, electrical, chemical, fire, and physical hazards. Health and safety-related information must be clearly posted in factory areas or in places easily identifiable and accessible to employees. Health information and training must include content specific to the risks faced by different groups, such as gender and age (where applicable). All employees must receive training before starting work and periodic training thereafter. Employees must be encouraged to raise any health and safety concerns without fear of retaliation. III. Environmental Responsibility: It must be recognized that environmental responsibility is an integral part of producing world-class products across all business functions. Participants must identify their environmental impacts and strive to minimize adverse effects on communities, the environment, and natural resources while safeguarding public health and safety. 1) Environmental Permits and ReportingAll required environmental permits (such as emission monitoring), approvals, and registration certificates shall be obtained, maintained, and updated, and their operational and reporting requirements shall be strictly adhered to. 2) Pollution Prevention and Resource Conservation Pollutant emissions, releases, and waste generation shall be minimized or eliminated to the greatest extent possible through practices such as source reduction or by enhancing pollution control equipment, improving production, maintenance, and facility processes, or through other means. Natural resources—including water, fossil fuels, minerals, and virgin forest timber—shall be utilized more efficiently through improved production, maintenance, and facility processes, the use of alternative materials, reuse, resource conservation, recycling, and other methods. 3) Hazardous Substances Chemicals, wastes, and other materials that pose hazards to humans or the environment shall be identified, labeled, and managed to ensure their safe handling, movement, storage, use, recovery, reuse, and disposal. Data on hazardous wastes shall be tracked and recorded. 4) Solid Waste Participants shall adopt a systematic approach to identify, manage, reduce, responsibly dispose of, or recycle solid waste (non-hazardous waste). Waste data shall be tracked and recorded. 5) Air Emissions Volatile organic chemicals, aerosols, corrosive substances, suspended particulates, ozone-depleting substances, and combustion by-products generated during operations shall be classified, routinely monitored, controlled, and treated as required before discharge. Ozone-depleting substances shall be effectively managed in accordance with the Montreal Protocol and applicable regulations. Participants shall routinely monitor the operational status of their atmospheric emission control systems. 6) Noise Emissions To protect the health of residents and employees living near the plant from pollution and disturbance caused by production activities, the plant must carry out environmental protection measures at the production site in compliance with national and local regulations. Environmental management plans and implementation measures shall be developed to prevent noise, water, and air pollution. Environmental pollution, especially noise pollution, shall be closely monitored. Noise levels shall be measured and assessed to determine the extent of noise pollution, and measures such as enclosure, time-limited use, and installation of noise-reducing equipment shall be adopted for high-noise equipment to minimize noise pollution to the greatest extent possible. Strict compliance with environmental protection authorities’ regulations is required, and no work exceeding national noise limits shall be carried out. 7) Restricted Substances Participants shall comply with all applicable laws, regulations, and customer requirements concerning the prohibition or restriction of certain substances in products and manufacturing processes (including recycling and disposal markings). 8) Water Resource Management A water resource management plan shall be implemented to record, classify, and monitor water sources, as well as their usage and discharge. Opportunities for water conservation shall be sought, water-saving systems shall be established, and pollution sources shall be controlled. All wastewater shall be classified, monitored, controlled, and treated as required before discharge or disposal. The operational status of wastewater treatment and control systems shall be routinely monitored to ensure optimal performance and regulatory compliance. All equipment and facilities using water shall be regularly inspected to eliminate leaks, spills, drips, and seepages. 8) Energy Consumption and Greenhouse Gas Emissions Participants shall establish and report clear greenhouse gas reduction targets for the entire enterprise. Energy consumption and emissions of key categories within Scope 1, Scope 2, and Scope 3 shall be tracked, recorded, and publicly reported. Participants shall seek ways to improve energy efficiency and minimize energy consumption and greenhouse gas emissions to the greatest extent possible. Preventing Soil Pollution Effective measures shall be taken when producing, using, storing, transporting, recycling, disposing of, or discharging toxic and hazardous substances to prevent leakage, loss, or dispersion of these substances and avoid soil contamination. Through management and control of production and daily life activities, it shall be ensured that production and activities do not pollute the soil and meet the requirements of laws, regulations, and international conventions. Renewable Energy A renewable energy management system shall be established to promote the rational use and management of renewable energy. A renewable energy substitution plan shall be developed to replace fossil fuels with renewable energy sources in production. 11) Forest Conservation Enterprises in industries such as coal, metallurgy, and papermaking, which require large amounts of wood, shall allocate or arrange funds for reforestation and afforestation and develop management methods for their use, ensuring dedicated use of these funds. Units occupying forest land must strictly comply with national logging regulations when felling trees on the occupied land. 12) Animal Protection We commit to not using animal fur or animal-derived products in our products. IV. To fulfill social responsibility and establish a successful market position, we shall uphold the highest ethical standards, including: 1) Business Integrity The highest standards of integrity shall be upheld in all business dealings. Participants shall adopt a zero-tolerance policy toward any and all forms of bribery, corruption, extortion, and embezzlement. 2) No Unfair Advantage No bribes shall be promised, provided, authorized, given, or accepted, nor shall any other form of benefit be offered in exchange for obtaining illegal or unfair advantages.

2024

Gao Haijun, Executive Deputy Mayor of the Yuyao Municipal People's Government, and his delegation visited and inspected Ningbo Yongjia.

2024

Warmly celebrate the successful grid connection of the 1578.5 kWp rooftop distributed photovoltaic power generation project of Ningbo Yongjia Auto Parts Co., Ltd.

2023

Fu Guirong, Secretary of the Yuyao Municipal Party Committee, and his delegation visited Yongjia to inspect and guide the work.

On the afternoon of March 31, 2022, Fu Guirong, Secretary of the Yuyao Municipal Party Committee, led a delegation to our company for an enterprise survey, accompanied by the company’s Chairman and Executive Vice President.

2022

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Ningbo Yongjia Auto Parts Co., Ltd.

Address: No. 5, Malang Highway, Mazhu Town, Yuyao City, Zhejiang Province
Phone:86-574-62462628,62451058,62461913,62481518
Fax: 86-574-62481398
Email:tinayu@cn-yj.com,ding@cn-yj.com
Website:http://www.cn-yj.com