I. General Provisions

In order to standardize the employee management and behavioral ethics of Joincare Pharmaceutical Group Industry Co., Ltd. and its subsidiaries (hereinafter referred to as “Health Yuan” or “the Company”), in accordance with the United Nations Global Compact, the core conventions of the International Labour Organization, and relevant laws, regulations, and policies of the People's Republic of China, this Code of Conduct is hereby established. This Code of Conduct applies to all employees of Health Yuan, including full-time employees, part-time employees, and temporary employees, as well as all customers, suppliers, service providers, contractors, and other partners who have business dealings with Health Yuan (hereinafter collectively referred to as “relevant personnel”). All units should fully comply with this Code of Conduct when formulating their unit's human resources and related policies.

II. Employee Recruitment and Hiring

1、 Company employee recruitment and hiring follow the principles of fairness, justice, and openness, based on job qualifications and candidate capabilities, etc. for recruitment, not affected by age, ethnicity, race, family status, ethnic background, 景、 skin color, gender, sexual orientation, religious belief, social background, nationality, disability, pregnancy, etc. All units should ensure equal opportunities in the recruitment and hiring process, and reject all discriminatory and prejudiced behavior.

2、 The Company believes that diversity is one of the important elements in maintaining the company's competitive advantage and promoting its sustainable development. For specific details, please refer to the Company's "Diversity, Equality, and Inclusion Policy".

3、 The Company Child labor is prohibited. All units are prohibited from employing minors under the age of sixteen.

III. Employment Management

1、 The Company Opposes forced labor; no unit may use violence, threats, or illegal means to restrict personal freedom to force laborers to work.

2、 The Company Respect for employees' freedom of association 。 Employees have the right to freely choose to establish or join a trade union. Trade unions have the right to represent employees in equal negotiations with Health Yuan, and legally sign collective contracts.

3 We strive to create a physically and mentally healthy work environment for our employees. We ensure employee work safety and health protection in accordance with national regulations, and support the continuous improvement of the work environment All employees have a responsibility to report potential safety hazards in the workplace. For situations such as sick leave and non-occupational injuries, all units should strictly abide by the national "Regulations on Medical Leave for Employees of Enterprises Who Are Sick or Injured Non-Occupationally," and after the employee

4 recovers from illness (injury) and returns to work, they should be assigned a position based on their physical condition and actual requirements, without discrimination. We value the development and progress of employee talent When deciding on remuneration, benefits, training opportunities, promotion,

5 demotion, 。 allocation, transfer, development, tuition assistance, or retirement, we will make decisions based on the employee's work ability, work performance, and work needs, without being influenced by age, ethnicity, race, family status, ethnic background, skin color, gender, sexual orientation, religious belief, social background, nationality, disability, 工作表现和工作需要作出决定，而不会受到年龄、民族、种族、 pregnancy, etc., and strive to eliminate all forms of prejudice and discrimination. We strictly prohibit any form of harassment in the workplace, including acts that violate the wishes of others, using verbal, written,

6 visual, or physical means to harass others sexually or otherwise. We encourage employees who have been harassed to promptly notify their superiors or the human resources department to report the situation, so that the company can conduct an investigation We will conduct a confidential investigation of such reports as quickly as possible. Once the investigation is sufficient to confirm the relevant allegations, we will take appropriate corrective measures. We oppose corruption and bribery. All Health Yuan employees and units must comply with the company's "Anti-Corruption and Anti-Commercial Bribery System," all

7 customers, suppliers, service providers, and contractors who have business dealings with the company are within the scope of this regulation. We have incorporated the principles of diversity, anti-discrimination, impartiality, and anti-harassment into employee training contractors who have business dealings with the company requiring all employees to participate in training to gain a thorough understanding of the above principles and relevant system regulations. 在本规定管制范围内。

8、我们已将多元化、反歧视、无偏见、反骚扰等原则理念纳入员工培训中，要求 contractors who have business dealings with the company 全体员工参加培训，深入理解上述原则及相关制度规定。

9 Information Confidentiality. Employees and related personnel should strictly maintain the confidentiality of confidential information and take appropriate protective measures to protect the security of confidential information. Confidential information shall not be used, utilized, or disclosed in any way without our prior written consent or in the proper performance of their duties. Even within the company, the flow of confidential information should be limited to a "need-to-know" basis. The aforementioned confidentiality obligations shall not terminate upon the employee's resignation or the termination of the relevant personnel's cooperation.

10 Anti-Money Laundering. We strictly prohibit money laundering and comply with all applicable anti-money laundering laws and regulations.

11 Insider Trading. Insider information refers to information concerning The Company the company's operations, finances, or information that has a significant impact on the market price of the company's securities and has not yet been officially disclosed through channels designated by the regulatory authorities. We strictly prohibit insiders (those who can directly or indirectly obtain insider information before its disclosure) from using insider information to trade the company's stocks and derivatives, or disclosing the known insider information, or suggesting others to use insider information for trading. Insiders should take necessary measures to keep the number of people who know the insider information to a minimum.

IV. Compensation Management

1 Fairness should be observed when determining and calculating employee compensation and related benefits. It should also not be less than the minimum wage standard stipulated in the country and region, and legally pay social insurance and housing provident fund for all employees who have signed employment contracts. 缴纳社会保险及住房公积金。

2、 The company has established a compensation system based on job value and individual ability, performance contribution-oriented, taking into account external competitiveness and internal fairness, and fitting the characteristics of different job types.

3、 The company has established a fair, transparent, and incentive-based performance management mechanism. Employees are regularly evaluated through the performance appraisal system, and based on the results of the performance appraisal, diversified incentives and promotion opportunities are provided.

4. Implementation of Equal Pay for Equal Work:

1. Job Evaluation

The company uses methods such as job analysis, job descriptions, and job evaluations to clarify the salary level of positions and set corresponding salary standards based on the salary level of positions.

2. Compensation Structure

The compensation of company employees consists of basic salary, performance bonus, year-end bonus, and benefits. The basic salary is the main component of employee compensation, and other parts are adjusted according to employee performance, position, and other factors.

3. Performance Appraisal

The company evaluates employee performance by setting goals, establishing appraisal standards, and appraisal cycles. Employee compensation will match their performance level.

4. Compensation Adjustment

The company will adjust employee compensation based on economic conditions, market salary levels, employee performance, and other factors to ensure that employee compensation is reasonable and appropriate.

5. Compensation Confidentiality

The company requires employees to maintain the confidentiality of company compensation to avoid disputes and conflicts among employees due to compensation issues.

6. Penalty for Violations

Refer to "VII. Violation Handling" for implementation.

V. Prohibition of Conflicts of Interest

1 The company's principle is to prohibit conflicts of interest. A conflict of interest occurs when an employee's personal interests or actions negatively impact the company's interests.

2 If an employee encounters a conflict of interest between the company's interests and personal interests during work, they should promptly report to their supervisor or relevant department and proactively request to be recused.

3、 Employees should promptly report any behavior that may lead to a conflict of interest with The Company interests, ， including but not limited to:

1 ) Having significant ownership interests or financial arrangements with any of the company's suppliers, customers, business partners, or competitors;

2 ) Having a consulting or employment relationship with any of the company's suppliers, customers, business partners, or competitors;

3 ) Having direct business dealings with an economic entity with significant interests in the employee or their immediate family;

4 ) Using company assets, intellectual property, or other resources for personal gain;

5 ) Accepting any valuable gifts, discounts, or remuneration from individuals or economic entities seeking business cooperation with the company ；

6 ) Other behaviors that affect the integrity of the position, damage the company's interests and image.

VI. Fair Competition

1 We strictly follow all applicable fair competition and anti-monopoly laws, regulations, and company policies, uphold the principle of fair competition, conduct business with integrity and ethics, and strive to compete fairly and actively in a free market so that customers can maximize their choices of products and services at competitive prices.

2 Each employee should strive to maintain fairness in their interactions with the company's customers, suppliers, competitors, and employees. Employees shall not unfairly utilize any person through manipulation, concealment, misuse of confidential information, misrepresentation of material facts, or any other unfair means.

VII. Violation Handling

1 We will strive to identify any behavior that does not comply with the provisions of this Code and are committed to preventing such behavior from occurring. To this end, we encourage relevant personnel to promptly report any violations of this Code to their superiors or the Human Resources Department, so that the company can investigate and handle them to reduce the occurrence of such violations in the future. For details on reporting procedures and channels, please refer to the company's "Complaint and Reporting and Whistleblower Protection Policy".

2 We will conduct investigations into violations of this Code as quickly as possible ， and take necessary measures to protect the legitimate rights and interests of personnel who make good-faith reports; For those who fabricate facts under the pretext of reporting or complaining Real, Those who falsely accuse and frame others will be dealt with seriously according to relevant regulations; if a crime is constituted, the case will be transferred to judicial organs for handling.

3 Once the investigation confirms that there is a violation of this principle, we will take appropriate penalties and corrective measures, including but not limited to termination of labor contracts and commercial contracts. If a crime is suspected, the case will be transferred to the judicial organs for handling.

4 Corrective or disciplinary actions taken in the face of discriminatory behavior or harassment (Disciplinary actions are reprimands or corrective measures taken against employees for misconduct, rule violations, or poor performance. Depending on the severity of the case, disciplinary actions can take various forms, including: verbal warnings, written warnings, negative performance reviews or assessments, demotion or salary reduction, and dismissal).

VIII, Other

1 Matters not covered in this principle, shall be implemented in accordance with relevant national and local laws and regulations.

2 This principle has been reviewed and approved by the Board of Directors' Sustainable Development Committee.

3 We reserve the right to revise, amend, or abolish this principle at any time for any reason. We will regularly review this principle and revise it as necessary. The latest version of this principle is disclosed on the company website ( https://www.joincare.com ). If this principle is changed, we will promptly notify employees of the latest version.

Joincare Pharmaceutical Group Industry Co., Ltd.

August 27, 2024