In order to strengthen the management of the company's confidential work, prevent and put an end to all kinds of leaks, maintain the normal operation and management order of the company, and protect the legitimate rights and interests of the company from infringement, this system is formulated.

Second, the scope of application

This system is applicable to all employees of the head office and directly affiliated companies, and each employee has the obligation to keep company secrets and the right to stop others from leaking secrets.

Third, the scope and classification of confidentiality.

Company secrets refer to matters that involve the interests of the company, are determined according to certain procedures, and are only known to a certain range of people within a certain period of time.

1, classification

Company secrets are classified into three levels: top secret, secret and secret.

1) top secret: it is the most important company secret, the disclosure of which will cause particularly serious economic losses or adverse effects to the company;

2) Confidentiality level: it is an important company secret, and the disclosure will cause serious economic losses or adverse effects to the company;

3) Secret level: it belongs to general company secrets, and the disclosure will cause economic losses or adverse effects to the company.

2. Scope of confidentiality

Company secrets include the following items:

1) Secret matters in major decisions of the company;

2) The business strategy, business direction, business planning, business projects and business decisions that the company has not yet implemented;

3) The company's contracts, agreements, opinions, feasibility reports and minutes of important meetings;

4) the company's financial budget and final accounts report, audit report and various financial statements and statistical statements;

5) All kinds of information held by the company that has not yet entered the market or been made public;

6) The company's business strategy, customer information, supply information and production and marketing strategy;

7) the company's technical level, technical strength, technical potential and product trends;

8) Manufacturer's technical data, CDs, books and documents held and mastered by the company;

9) Company business license, organization code certificate, tax registration certificate and other relevant documents;

10) Personnel files, salaries, bonuses and related materials of employees of the company;

1 1) Other confidential matters confirmed by the company.

Internal documents such as general decisions, resolutions, notices, notices and administrative materials are not confidential.

3. Determination of company classification

1) Important decision-making documents and materials that directly affect the company's rights and interests in the company's business development are top secret;

2) The company's annual plan, financial statements, statistical data, minutes of important meetings, company operations, technical data of manufacturers and other confidential information;

3) Company contracts, agreements, personnel files, salaries, bonuses, various information that has not yet entered the market or been made public, business licenses and related documents are classified as secrets.

4. For documents and materials belonging to company secrets, the drafting unit or department shall determine the confidentiality period according to the classification in Article 1 and Article 3 of the "Division of Confidentiality Scope and Classification" of this system. At the expiration of the confidentiality period, except for matters that need to be kept confidential, it will be decrypted by itself.

Fourth, confidentiality management.

1, knowledge range

1) company secrets (top secret, secret, secret) The deputy general manager of the head office has the right to know all; 2) The top secret level is only known by the personnel designated by the deputy/general manager of the head office;

3) The confidential level is only known by the person in charge of the work and those who the person in charge thinks must know;

4) The secret level is only known by relevant personnel.

2. Keep the backup.

1) Top secret information is not allowed to be extracted or copied in principle. If necessary, it must be approved by the deputy/general manager of the head office;

2) Confidential and confidential information can only be extracted or copied after being approved by the general manager of the subsidiary; 3) Confidential information shall not be copied without permission, and copies shall be managed according to the original;

4) The company certificates kept by each company can only be copied or lent after the approval of the general manager of the subsidiary (the business license and organization code certificate can be copied after the approval of the department manager);

5) Each company shall designate a special person to be responsible for the custody of confidential documents and materials, and take corresponding security measures; 6) If any leakage is found or occurred, it shall be reported to the Head Office immediately so as to take remedial measures in time.

Verb (abbreviation for verb) responsibility and reward and punishment

1. Under any of the following circumstances, the relevant departments or personnel will be rewarded: 1) Report the leak in time to avoid the possible losses of the company;

2) The person without responsibility shall take remedial measures in time to avoid or reduce the loss caused by leakage.

2 in any of the following circumstances, the relevant departments or personnel shall be punished. If the circumstances are serious, the relevant legal responsibilities shall be investigated according to law:

1) disclosing company secrets, which has not caused serious consequences or economic losses;

2) Deliberately or negligently revealing company secrets, resulting in serious consequences or major economic losses; (three) in violation of this system, stealing, spying, buying or providing company secrets for others; 4) Use authority to force others to violate confidentiality provisions.

3. The specific reward and punishment standards shall be implemented with reference to the Employee Reward and Punishment Management System.