1. This system is specially formulated to ensure the normal operation of the company's management system, encourage all employees to actively reflect the bad problems in the company's management process, open up channels for reporting complaints, and ensure that complaints and reports are handled in a timely manner.
2. The term "reporting" in this system refers to any employee of the group, in an open or private form, reporting to the group audit department and exposing violations of the group's code of ethics, compliance system and any other behavior that harms the interests of the group.
Respect the reporter, reward the reporter, and protect the reporter. The group encourages employees and external units and personnel to report the illegal, disciplinary, irregular and fraudulent behavior of group employees in various forms, including anonymous reporting.
1. The group audit department is responsible for accepting reports within the entire group, and the reports received by various departments can be submitted to the group audit department for investigation or follow-up.
2. The group human resources department is responsible for rewarding and punishing reports based on the results of the investigation.
The reporter can report by email, face-to-face reporting, etc. The reporter can report anonymously.
1. Email: jubao@tal.com;
2. On-site reporting acceptance department: Group Audit Department;
3. Report information forwarded by other departments within the group.
The group publicizes reporting channels through internal documents, websites, etc. to facilitate reporting by reporters.
Employees can report any violation of the company's financial system, any violation of the company's applicable laws and regulations, any violation of the "Employee Code" and "Code of Business Conduct and Ethics", any fraudulent behavior of management and employees, any violation of the anti-corruption compliance policy of the Good Future Group, and all behaviors that affect the interests of the company. Relevant requirements include but are not limited to the following:
The company's senior leaders, middle-level cadres and employees should strictly abide by the laws, regulations and policies of the country and region when performing all the company's business activities;
The company's senior leaders, middle-level cadres and employees shall not sign agreements or contracts with others that are detrimental to the legitimate rights and interests of our company.
When there is an actual conflict of interest between personal and professional relationships between the company's senior leaders, middle-level cadres and employees, they should be handled in a manner consistent with ethical standards. Possible conflicts of interest include but are not limited to:
The company's senior leaders shall not invest or hold shares in companies and economic entities that have business dealings or competition with the company;
The company's senior leaders shall not serve as consultants in companies and economic entities that have business dealings or competition with the company to avoid conflicts of duty when exercising their duties.
The company's senior leaders, middle-level cadres and employees shall not accept or pay gifts and entertainment that may affect their business decisions and subjective judgments;
It is strictly forbidden for parents, spouses, children, etc. of employees at all levels to accept or pay the above gifts and entertainment;
It is strictly forbidden for employees at all levels to use their positions to accept gifts and entertainment in cash or cash equivalents;
It is strictly forbidden for cadres at all levels to use their positions to solicit and accept bribes from subordinates in disguise, including: accepting red envelopes from colleagues in the name of entertaining guests and hosting banquets, etc.
The company's senior leaders, middle-level cadres and employees shall not use the company's resources, information or positions to obtain personal interests or corresponding opportunities;
All employees at all levels of the company must comply with the family avoidance system, and for established love and marriage relationships, they must report to their human resources department truthfully and promptly;
If the company's senior leaders, middle-level cadres and employees foresee that there will be opportunities to obtain personal interests or corresponding opportunities due to company resources, information or positions, they must take the initiative to explain to their superiors.
When purchasing any goods in the name of the company, the company's senior leaders, middle-level cadres and employees must strictly follow the company's "Purchase Management System";
The company's senior leaders, middle-level cadres and employees are prohibited from bribery, kickbacks or other inducements in any form to relevant personnel (such as government officials, public school teachers, customer employees, etc.) or the company in order to obtain or maintain business to influence the official behavior of such personnel, or seek improper benefits;
It is prohibited to give gifts, provide entertainment or reimburse expenses to government officials, public school teachers, and customer employees without approval;
It is prohibited to provide benefits to government officials, public school teachers, and customer employees through charitable donations, sponsorships, hiring professional consultants or marketing promotions to seek improper benefits;
Contractors, consultants, suppliers, agents of the Group, and enterprises or other organizations with cooperative relations with the Group that implement the above-mentioned bribery in relevant businesses can also be reported to the Group. Once verified, the Group will review the cooperation relationship with the relevant third party.
All confidential information obtained by employees at all levels of the company that has not been made public shall not be disclosed to the outside world. Such information may include: information on major transactions that may occur, such as mergers, acquisitions or sales; operating performance; teacher information; important customer information.
1) The Group Audit Department has a full-time staff to accept reports.
2) The reporting staff registers the report after receiving the report information through various channels.
3) The Director of the Audit Department and the reporting staff analyze the report to identify whether the conditions for investigation are met.
1) For reports that meet the conditions for investigation, an investigation team will be established to investigate.
2) The reporter has the right to know the acceptance of the issues he reported.
1) The investigation team may adopt direct or indirect investigation methods based on the actual situation of the report.
2) The person in charge of the reporting project decides whether to inform the reporter of the preliminary investigation date, whether to seek the reporter's help, and whether the reporter needs to provide additional information, etc.
3) If necessary, the person in charge of the reporting project may work with the Supervision Department, Human Resources Department, Legal Department and other departments to conduct investigations, collect evidence or follow up.
1) After the investigation team completing the necessary investigation procedures, it shall issue a corresponding investigation report based on the facts verified by the investigation, and provide it to the Human Resources Department for processing if necessary.
2) The Audit Department shall report to the Audit Committee at regular meetings with the Audit Members on major reports that occurred during the period and all reports of improper matters related to financial reports.
3) For reports that are found to be true and violate national laws, they shall be transferred to judicial authorities for processing.
4) For third-party organizations such as contractors, consultants, suppliers, agents and partners that cooperate with the Group to bribe in related businesses to seek improper benefits, if the investigation is true, the Group will review the cooperation relationship between the two parties and may terminate the cooperation relationship in accordance with the anti-corruption clauses in the cooperation agreement.
1. Reporting files refer to all materials that record the registration, acceptance, investigation and reporting of reporting matters, including text materials, audio materials and all other forms of materials.
2. After issuing the investigation report, the person in charge of the whistleblower investigation project needs to include the relevant whistleblower files in the confidential file management.
1. The whistleblower should report the problem through the company's normal channels, and shall not report the problem through other channels outside the company, and shall not use extreme methods to report the problem.
2. The whistleblower staff should strictly keep confidential the relevant information of the whistleblower, the specific content of the reported matter, and the relevant investigation work should be carried out without revealing the identity of the whistleblower. For whistleblower staff who violate confidentiality regulations or improperly perform their duties, they need to be dealt with seriously according to the circumstances and consequences.
3. The whistleblower investigation implements the avoidance system. If the whistleblower staff has a relative or friend relationship with the whistleblower or the person being reported, or if he, his relatives or friends have a vested interest in the reported matter, as well as other situations that may affect the fair handling of the reported matter, the whistleblower staff should take the initiative to ask for avoidance, and the whistleblower also has the right to ask the person in charge who is related to or implicated in the reported matter to avoid.
4. The reporter should inform the person being reported of his/her name, unit, specific circumstances and evidence of illegal and disciplinary violations as much as possible, and be responsible for the content of the report. He/she shall not report on behalf of others, and shall not use the reporting system to retaliate against the person being reported. Those who are found to have intentionally falsely accused or slandered the person being reported shall be dealt with in accordance with relevant laws and regulations.
5. When the reporter is required to cooperate with the investigation and evidence collection, the reporter shall actively cooperate, not provide false information, and not interfere with the reporting investigation.
6. Relevant departments and personnel shall actively cooperate with the reporting investigation staff to carry out investigation and evidence collection.
7. No unit or individual shall block or suppress the reporter's report under any pretext, and shall not take any means to retaliate against the reporter and the reporter. Those who retaliate against the reporter and the reporter shall be severely dealt with in accordance with the relevant regulations of the company once verified, and if a crime is constituted, they shall be transferred to the judicial authorities for handling in accordance with the law.
1. If the reported matter is verified to be true, the group will reward the reporter, and the group will give a heavy reward to the reporter who has made a significant contribution.
2. If the report and complaint is verified to be true and has protected the interests of the company, the whistleblower will be awarded a cash reward of 1,000 yuan to 20,000 yuan after evaluation by the Human Resources Department.
3. The meritorious personnel who provide clues for the investigation and handling of major report and complaint cases will be awarded a cash reward of 500 yuan to 5,000 yuan depending on the importance of the clues after evaluation by the Human Resources Department.4. The reward given by the Group to the whistleblower will be paid by electronic transfer.
1. The Group Audit Department is responsible for interpreting this method.
2. This system will be implemented from the date of promulgation.
Tips and instructions on reporting
1. The Group encourages real-name reporting, and real-name reporting will be given priority.
2. The Group attaches great importance to your report. In order to deal with it as quickly and effectively as possible, it is recommended that you provide as complete information as possible, including but not limited to: time, place, event, amount involved, name and department of the person involved, etc., as well as substantive evidence. We will conduct investigations and collect evidence based on the information and evidence you provide within the scope permitted by the law and the Group's system.
3. The Group will adopt a strict confidentiality system to protect whistleblowers. The Group prohibits any retaliation against whistleblowers, witnesses and investigators. If any, the Group will severely investigate and punish.
4. We do not want anyone to fabricate, make up facts, or maliciously attack or slander Good Future employees. If the above behavior is found, the Group will reserve the right to pursue their responsibilities.
Warm Tips:
If you have any business inquiries and complaints, it is recommended to reflect through the customer service channel (you can obtain the customer contact information of each business system through the official website "Contact Us"), and your questions or inquiries will get faster help.
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