Carebridge Holdings and All Related Entities

Carebridge Holdings and All Related Entities

Employee Handbook for Corporate Services & Office Based Staff

January 2016

Document Modifications

Version / Date / Description of Change / By
1.0 / 2014 / Initial Version, not released / Francis Hsiang
2.0 / 2015.10.03 / Revised Version, for release / Paula Li
3.0 / 2015.10.05 / Revisions, Policies, Programs / David Mitchell
3.1 / 2015.12.20 / Revisions for Office and Clinic-Based Staff / David Mitchell

Contents

1Introduction

1.1Scope and Purpose of the Employee Handbook

2行为和道德规范Code of Conduct and Ethics

2.1行为规范Standards of conduct

2.1.1遵守法律法规和规章制度Compliance with laws, rules and regulations

2.1.2报告和合规程序Reporting and compliance procedures

2.1.3利益冲突Conflicts of interest

2.1.4保密Confidentiality

2.1.5诚实道德行为和公平交易Honest and ethical conduct and fair dealing

2.1.6保护和正确使用公司资产Protection and proper use of corporate assets

2.1.7礼品及酬金Gifts and gratuities

2.1.8账簿、记录和公开报告准确性Accuracy of books, records and public reports

2.1.9商业行为和道德规范的豁免Waivers of this Code of Business Conduct and Ethics

2.1.10传播与修订Dissemination and amendment

3运营条例Operational Policies

3.1修正改过措施Corrective action

3.2财务及公务支出政策Travel & Business Expense Policy

3.3弹性工作时间政策Flexible Work Hours Policy.

3.4酒精与药物滥用政策Drug and Alcohol Abuse Policy

3.5礼品，非薪金现金和其他福利发放和补贴发放政策Gifts, Non-Payroll Cash & Other Benefits Payments, and Tipping Policy

3.6人事档案政策Personnel Records Policy

3.7信息披露与诚信政策Disclosure and Honesty Policy

3.7.1信息披露Disclosure

3.7.2诚实守信Honesty

3.8事故记录政策Accident Reporting Policy

3.9工作场所安全守则Workplace Safety Policy

3.10工作场所反骚扰和歧视政策Workplace Anti-Harassment and Discrimination Policy

3.11External Communications Policy

3.12邮件、语音邮件和互联网政策E-mail, Voicemail, and Internet Policy

3.12.1市场营销和管理事务咨询小组Marketing & Government Affairs Advisory Group.

3.13社交媒体政策（微信、领英、新浪微博等）Social Media Policy (WeChat, LinkedIn, Sina Weibo, etc).

3.13.1微信使用准则Guidelines for the effective use of WeChat

3.13.2使用其他社交媒体外部沟通Using other social media platforms for external communications

3.13.3社交媒体使用的其他注意事项Other social media notes

4就职Employment

4.1薪酬Payroll

4.2出勤、工作时间和加班时间Attendance, Working Hours & Overtime

4.2.1工作时间Working hours

4.2.2加班时间Overtime (for office employees only)

4.2.3出勤Attendance (for office employees only)

4.2.4工作牌和计时Identification badges and timekeeping

4.3试用期Probation Period

5BENEFITS

5.1Introduction

5.2Financial Protection

5.2.1Retirement Savings

5.2.2Accidental Death & Disability (AD&D) Insurance

5.2.3Travel insurance

5.3Health and Wellness Benefits

5.4Training & Development (including CEU & CME)

5.5Leave

5.5.1年假Annual Leave

5.5.2法定假日Statutory Holidays

5.5.3病假Sick leave

5.5.4婚假Marriage leave

5.5.5产假Maternity leave

5.5.6丧假Bereavement leave

5.5.7Additional Guidelines

5.5.8Vacation Carry Over

5.5.9Vacation Payout at Termination

5.6Performance-Based Incentives

5.7Employee Referral Incentive

6RECEIPT FOR EMPLOYEE HANDBOOK

1Introduction

1.1Scope and Purpose of the Employee Handbook

The contents of this handbook include guidelines and information to help you have a successful and rewarding experience as ateam member of Carebridge Holdings.(CBH) or one of its related entities. It is important to carefully review the following information to fully understand the behaviors we value and the culture which we must sustain.

Team members are expected, as a condition of employment, to comply with these policies and procedures, as well as respect the laws in the locations in which we operate.

CBH management will implement measures to detect, and take prompt action to correct, any deviations from these policies and procedures.

CBH may at its own discretion, change or modify any of its guidelines, policies, practices, working conditions or benefits with or without notice. No team member, including managers, is authorized to amend these policies without the written permission of the Project Management Office (PMO) or the Chief Executive Officer (CEO).

（商业）行为和道德规范

（商业）行为和道德规范

（商业）行为和道德规范

2行为和道德规范Code of Conduct and Ethics

2.1行为规范Standards of conduct

本商业行为和道德规范（以下简称“规范” ）为CBH团队成员确立了法律和道德行为标准。本规范旨在规避不规范行为并促使所有CBH成员的行为遵守高标准的职业道德操守，同时符合相关法律法规。如果您对本规范或公司对本规范的执行有任何疑问，请联系您的主管、部门负责人或首席人力资源官。

This Code of Business Conduct and Ethics (the “Code”) sets forth legal and ethical standards of conduct for team members of CBH. This Code is intended to deter wrongdoing and to promote the conduct of all CBHoperations in accordance with high standards of integrity and in compliance with all applicable laws and regulations. If you have any questions regarding this Code or its application to you in any situation, you should contact your supervisor, department head, or the Chief Human Capital Officer.

2.1.1遵守法律法规和规章制度Compliance with laws, rules and regulations

CBH要求所有团队成员在任何工作地点及情况下遵守相关法律法规和规章制度。我们希望您通过常识和良好的判断力遵守相关法律法规和规章制度，如有任何疑义请寻求建议。团队成员的行为必须同时遵守商业道德规范。团队成员有预防、发现并报告欺诈、挪用公司资产和其他不正当财务行为的义务。

CBH requires that all team members comply with all laws, rules and regulations applicable to CBH wherever it operates. You are expected to use good judgment and common sense in seeking to comply with all applicable laws, rules and regulations and to ask for advice when you are uncertain about them. Team members must also act within the boundaries of acceptable business ethics. Team members also have an obligation to prevent, detect and report fraud, misappropriation of corporate assets and other financial misconduct.

2.1.2报告和合规程序Reporting and compliance procedures

CBH团队成员有责任提出疑问、寻求指导、关注并报告任何违反本规范的可疑行为。任何团队成员知道或认为CBH的其他团队成员或公司代表有从事违反相关法律法规或本规范的行为应及时向上级或首席人力资源官报告。举报可以采取公开或匿名方式。CBH不会对参与调查、检举、揭发和指控不当行为的团队成员进行纪律处分或打击报复，除非确定该报告为刻意伪造的诬告。实施报复行为的团队成员将受到纪律处分，公司保留与其立即终止雇佣关系的权利。任何接收到举报信息的主管须立即向首席人力资源官报告。如违规涉及首席人力资源官本人，接收举报者应立即通知首席执行官。

首席人力资源官接收有关涉嫌违反本规范的信息后会（a）评估信息（b）决定是否开展调查。如开展立案调查则（c）向首席执行官报告调查结果及任何建议采取的行动。

根据实际情况在适当范围内，涉及举报及参与涉嫌违规调查的个人身份将被保密。所有团队成员都须积极合作，准确、完整、及时的提供调查所需信息，并保留可能涉及合规审查的相关记录。

违反本规范的个人将受到纪律处分，包括但不限于谴责、警告、降薪、终止雇佣关系和赔偿。某些违反本规范的行为，CBH须报告有关政府或监管机构进行调查或起诉。此外，参与指使、核准违反本规范行为或知情不报的主管也将受到纪律处分，甚至终止雇佣关系。

Every team member has the responsibility to ask questions, seek guidance, and report suspected violations and express concerns regarding compliance with this Code. Any team member who knows or believes that any other team member or representative of CBH has engaged in conduct that violates applicable law or this Code should report such information to his or her supervisor or to the Chief Human Capital Officer. You may report such conduct openly or anonymously without fear of retaliation. CBH will not discipline or retaliate against any team member who cooperates in any investigation or inquiry regarding alleged misconduct or who reports such misconduct, unless it is determined that the report was made with knowledge that it was false. Team members who engage in retaliatory conduct are subject to disciplinary action, up to and including immediate termination of employment for cause. Any supervisor who receives a report of a violation of this Code must immediately inform the Chief Human Capital Officer. If the violation is in regards to conduct by the Chief Human Capital Officer, the supervisor who receives the report must immediately inform the Chief Executive Officer.

If the Chief Human Capital Officer receives information regarding an alleged violation of this Code, he will (a) evaluate the information, (b) determine whether it is necessary to conduct an investigation and, if so, initiate the investigation and (c) report the results the investigation, together with any recommended actions, to the Chief Executive Officer. To the extent practical and appropriate under the circumstances, the identities of individuals who report suspected violations and who participate in investigations will be kept confidential. All Team members are required to cooperate, to respond accurately, completely, and promptly to requests for information, and to preserve records that may be related to a compliance investigation.

Failure to comply with the standards outlined in this Code will result in disciplinary action including, but not limited to, reprimands, warnings, and demotions with reductions in salary, termination and restitution. Certain violations of this Code may require CBH to refer the matter to the appropriate governmental or regulatory authorities for investigation or prosecution. Moreover, any supervisor who directs or approves of any conduct in violation of this Code, or who has knowledge of such conduct and does not immediately report it, also will be subject to disciplinary action, up to and including termination.

2.1.3利益冲突Conflicts of interest

团队成员应以CBH的总体利益为重。当员工的私人利益以任何方式干涉到或可能干涉到公司的总体利益，即发生利益冲突。您应当积极避免可能会影响到您为公司利益行事的行为或可能会使您难以客观、有效地履行职责的任何私人利益。

团队成员不得：

•在CBH的直接供应商或竞争对手处担任顾问、员工、管理人员、董事或任何其它雇佣身份;近亲属也不允许在CBH的直接供应商或竞争对手处担任员工或管理人员；

•与（自己、近亲属或为您工作的人）显著供应商或CBH的显著客户存在经济利益，投资流通股占比不到百分之一的公开上市公司或投资流通股占比不到百分之五的私营公司除外。

•与（自己、近亲属，或为您工作的人）CBH的竞争对手存在经济利益，投资流通股占比不到百分之一的公开上市公司除外；

•监督、评审或影响在CBH的直系亲属员工的工作考核或薪酬；

•从事任何其他活动或享有其他利益CBH董事会认定将构成利益冲突。

如果您打算从事工作以外的任何兼职工作，应通知并获得您的直接上级的批准。在任何情况下，兼职工作不能在CBH的工作时间内进行。不得使用CBH的设备、材料、资源或“内部”信息从事兼职工作。不得使用CBH场地招揽业务或客户或从事与CBH工作无关的事情。

CBH支持团队成员在公民责任上或专业协会花费合理的时间。然而，当须在工作日参与这样的活动或活动会使用CBH设施或资源时，应首先获得您的直接上级的许可。

在可能涉及利益冲突或不当影响的情况下，您必须向您的领导、合规委员会或CEC成员充分披露相关事实和情况。

Team members must act in the best interests of CBH. You must refrain from engaging in any activity or having a personal interest that presents a “conflict of interest.” A conflict of interest occurs when your personal interest interferes, or appears to interfere, with the interests of CBH.

Team members must not:

• Perform services as a consultant, employee, officer, director, advisor or in any other capacity for a significant supplier or competitor of CBH, other than at the request of CBH; any close relative is also not allowed to perform services as an officer or director of a significant supplier or competitor of CBH
• Have (for yourself or any close relative or person operating on your behalf) a financial interest in a significant supplier or significant customer of CBH, other than an investment representing less than one percent (1%) of the outstanding shares of a publicly-held company or less than five percent (5%) of the outstanding shares of a privately-held company
• Have (for yourself, any close relative, or any personal operating on your behalf) a financial interest in a competitor of CBH, other than an investment representing less than one percent (1%) of the outstanding shares of a publicly-held company;
• Supervise, review or influence the job evaluation or compensation of a member of his or her immediate family; or
• Engage in any other activity or have any other interest that the Board of Directors of CBH determines to constitute a conflict of interest.

If you intend to perform work for any outside work, you should notify and obtain approval from your immediate manager. In any event, outside work cannot be performed on CBH time. You cannot use CBH’s equipment, materials, resources or “inside” information for outside work. You should not solicit business or clients or perform outside work on CBH’s premises.

CBH does not object to team members spending reasonable time on civic responsibilities or professional associations. However, when participation in such activities involves time during the business day or the use of CBH facilities or resources, you should first obtain permission from your immediate supervisor.

In situations that may involve a conflict of interest or improper influence, you must excuseyourself from making any decisions about the matter at hand and fully disclose the relevant facts and circumstances to your leader, or the Compliance Office, or a member of CEC.

2.1.4保密Confidentiality

2.1.4.1商业信息保密Confidential business information

团队成员必须维护被委托的CBH或其他公司（包括CBH供应商和客户）的商业机密，除非由主管授权或根据法律规定进行披露。不得未经授权泄露任何机密信息。此外，团队成员应采取适当的预防措施，以确保无论是CBH或其他公司的机密或敏感商业信息仅在有必要使用该信息以履行CBH职责的相应内部范围传递。

Team members must maintain the confidentiality of business information entrusted to them by CBH or other companies, including our suppliers and customers, except when disclosure is authorized by a supervisor or legally mandated. Unauthorized disclosure of any confidential information is prohibited. Additionally, team members should take appropriate precautions to ensure that confidential or sensitive business information, whether it is proprietary to CBH or another company, is not communicated within CBH except to team members who have a need to know such information to perform their responsibilities for CBH.

2.1.4.2病人信息保密Confidential patient information

保密还严格适用于我们的患者和客户的所有受保护健康信息。其中包括适用实体或业务伙伴掌握或传送的任何媒介形式的（电子、纸质或口头）所有个人可识别健康信息。个人可识别健康信息资料（包括人口学资料）内容涉及：

•个人过去、现在或将来的身体或精神健康状况

•对个人提供的医疗情况

•过去、现在和将来个人医疗的支付情况

•个人信息或可被合理推断出个人身份的相关信息

•个人可识别健康信息，包括许多常见的标识（如姓名、地址、出生日期、身份证号码或护照号码）

非可识别健康信息。对于非可识别健康信息的使用或披露没有任何限制。非可识别健康信息不包含个人信息或可被合理推断出个人身份的相关信息。有两种方法可以去除识别信息：（1）统计学家做出专业判定（2）除去其个人、亲属、家庭成员及雇主的信息，并且剩余信息不足以对个人身份进行识别。

Confidentiality also strictly applies to all protected health information about our patients and customers. This includes all individually identifiable health information held or transmitted by a covered entity or its business associate, in any form or media, whether electronic, paper, or oral. Individually identifiable health information is information, including demographic data, which relates to:

• the individual’s past, present or future physical or mental health or condition,
• the provision of health care to the individual, or
• the past, present, or future payment for the provision of health care to the individual,
• that identifies the individual or for which there is a reasonable basis to believe it can be used to identify the individual.

Individually identifiable health information includes many common identifiers (e.g., name, address, birth date, national ID number, or passport number).

De-identified health information. There are no restrictions on the use or disclosure of de-identified health information. De-identified health information neither identifies nor provides a reasonable basis to identify an individual. There are two ways to de-identify information; either: (1) a formal determination by a qualified statistician; or (2) the removal of specified identifiers of the individual and of the individual’s relatives, household members, and employers is required, and is adequate only if the covered entity has no actual knowledge that the remaining information could be used to identify the individual.

2.1.4.3向第三方披露 Disclosure to third parties.

第三方可能会要求您提供CBH相关信息。团队成员（CBH授权发言人除外）不得与CBH团队以外的任何人讨论公司内部事务或传播公司内部信息，除非对方需履行其公司职责并且须在恰当的保密协议签署执行后。这项禁令特别适用于媒体对于CBH的问询。CBH授权发言人是唯一CBH对外答复口径。如果您与CBH的竞争对手相遇，切忌不得讨论CBH尚未向公众披露的任何信息。任何关于这些禁令的异议，应直接向首席人力资源官或首席执行官提出。

如果第三方是医疗保险提供商或其他服务提供商，提供病人护理和服务（如实验室外包），患者保密数据信息须在严格的保密协议签署后并需同时满足用于治疗或理赔处理等医疗目的的前提下才可披露。所有第三方和服务提供者有严格的政策以保护患者信息，CBH与这些公司之间签署保密性协定，包括用于控制和补救供应商披露未经授权的病人保密信息的条款。

Third parties may ask you for information concerning CBH. Team members (other than CBH’s authorized spokespersons) must not discuss internal Company matters with, or disseminate internal Company information to, anyone outside CBH, except as required in the performance of their Company duties and after an appropriate confidentiality agreement is in place. This prohibition applies particularly to inquiries concerning CBH from the media. All responses to inquiries on behalf of CBH must be made only by CBH’s authorized spokespersons. If you meet with competitors of CBH, you must not discuss any information related to CBH that have not been disclosed to the public. Any questions regarding these prohibitions should be directed to the Chief Human Capital Officer or the Chief Executive Officer.

If the third party is a health insurance provider or other service provider that provides patient care & services (e.g. laboratory outsourcing), confidential patient data will only be disclosed under the auspices of a strict confidentiality agreement and based on the medical necessity of providing this information for the purposes of treatment or claims processing. All third party benefits and services providers will have strict policies in place to protect the confidentiality of patient information and the agreements between CBH and these companies will include provisions for controls and remedies should the provider disclose confidential patient information without authorization.

2.1.5诚实道德行为和公平交易Honest and ethical conduct and fair dealing

团队成员必须在与同事、供应商、客户和竞争对手工作中遵守诚实、道德和公平原则。涉及CBH公司的产品和服务声明不得造假、误导、欺骗或欺诈。CBH全体员工不得通过操纵、隐瞒、滥用特权信息、虚假陈述或其他不公平交易行为获取不公平的商业优势。

Team members must work honestly, ethically and fairly with CBH’s suppliers, customers, competitors and colleagues. Statements regarding CBH’s products and services must not be untrue, misleading, deceptive or fraudulent. You must not take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts or any other unfair-dealing practices.

2.1.5.1与供应商的关系Relations with suppliers

供应商是指任何向CBH提供产品或服务的企业或个人。CBH的政策是基于价格、质量和服务完全公平公正的选择供应商。每位团队成员应避免任何可能非基于公司最佳利益或可能造成不公平的竞争优势而选择供应商的情况。与供应商接触的团队成员有义务避免任何（甚至表面视为）的互利关系。您的行为必须符合道德规范的最高标准。

A supplier is any business or individual which furnishes goods or services of CBH. It is the policy of CBH to select suppliers in a totally impartial manner based upon price, quality and services offered. Each team member is expected to avoid any action which would imply selection of a supplier on any basis other than in the best interest of CBH or that would give one supplier an unfair advantage over another. Team members who deal with suppliers have an obligation to avoid even the appearance of beneficial relationship with suppliers. Your actions must conform to the highest standards of ethical conduct.

2.1.5.2与客户和患者的关系Relations with customers & patients

CBH的政策是向我们的客户和患者提供最好的产品和服务。我们必须保证对自己的产品和服务充满信心而非通过诋毁竞争对手及其产品和服务获利。我们的竞争理念必须基于质量、安全、服务以及我们的医疗提供者所提供的专业和用心的服务。不得以任何形式向国内外的个人、政府官员或政党通过金钱或其他诱因影响该人或该组织为CBH获得业务提供便利。

It isCBH’s policy to provide the best possible products and services to our patients and customers. We must provide care on the merits or our own products and services, not by disparaging competitors or their products and services. Our competitive appeal must be based on this concept of quality, safety and service and the competence and honesty of our care providers and other professionals. No payments or other inducements should be made to any person, public official or political party, either domestic or foreign for the purpose if influencing that person or party to assist CBH in obtaining or retaining business..

2.1.5.3与公众和所在社区的关系Relations with the public and host communities

我们对所服务的当地社区负有责任。这些责任包括了解相关的法律法规，积极了解当地文化规范。团队成员不得与竞争者就价格，市场状况，营销策略，病人或我们的医疗服务进行任何安排或协议。

We have a responsibility to the local communities which we serve. Those responsibilities involve knowing the relevant laws and regulations and being sensitive to local culture norms. Team members shall not enter into any arrangements or agreements with competitors affecting pricing, market conditions, marketing policies, patients, or our healthcare services.

2.1.5.4尊重他人Respect for others

在日常工作日，我们都在与同事，应聘者，供应商，客户，患者和他人接触。我们接触的男人或女人可能在教育背景、种族特征、宗教信仰、政治背景或其他观点上与我们自身不同。员工在与同事、病人、客户和供应商进行交流时应保持文化差异的敏感性。我们非常努力的营造无差异化的管理，这也是我们企业文化的一部分。CBH将不会容忍在公司内部或代表公司在外时出现的团队成员基于种族，宗教信仰，性别，性取向，年龄，外貌或其他任何受适用法律保护的情况而对他人的歧视或敌对。此类歧视或其他形式的骚扰，必须尽快发现并报告给主管或首席人力资源官。这些行动极不道德且可能是非法的。此类问题将通过人力资源部进行积极调查并由高级管理人员予以相应处理。CBH将根据技能、能力及业务需求向员工提供平等机会，不考虑种族，省籍，性别，年龄，性取向，和个人的婚姻状况，除非该情况为法律或相关规定所禁止（如对超过中国退休年龄的签证规定）。

During the typical workday, we come in contact with fellow colleagues, job applicants, suppliers, customers, patients, and others. The men and women we meet may have educational backgrounds, racial characteristics, religious beliefs, political affiliations and other points of view that are different from our own. Staff should be sensitive to cultural differences when interacting with their colleagues, patients, clients and suppliers. We have worked very hard at creating an environment where such differences are welcomed and are part of our organization’s culture. CBH will not tolerate any situation within a company setting or while representing CBH outside of CBH, where ateam member treats others in a discriminatory or hostile manner based upon race, religious belief, gender, sexual preference, age, physical appearance or any other basis protected by applicable law. Incidents of such discrimination, sexual or other forms of harassment must be reported to your manager or the Chief Human Capital Officer as soon as discovered. These actions may be illegal and are certainly unethical. Such matters will be aggressively investigated by the Human Capital Department and senior management and will be dealt with accordingly. CBH will provide equal opportunity to staff based on their skills, abilities and our operational needs, without regard to the race, provincial origin, gender, age, sexual orientation, and marital status of the individual, unless prohibited by law or relevant regulations (e.g. visa regulations for those over China retirement age).

2.1.5.5骚扰Harassment

骚扰包括多种形式，此处“骚扰”行为是指或是被视为：攻击性、淫秽、侮辱、恐吓或者不受人欢迎的行为。团队成员不得骚扰他人，屈从他人的骚扰，或在知晓其他人在开展CBH业务时受到（包括上司，客户或供应商）骚扰而保持沉默。屈从骚扰（包括如对性方面好处的要求）从来不是任何CBH成员就业或职业发展的条件。

Harassment takes many forms, but is considered to be any behavior that is, or be perceived as, offensive, obscene, insulting, threatening or unwelcome to a person.

Team members must not harass others, submit to harassment by others, or remain silent while others are harassed by anyone (including supervisors, customers, or suppliers) while conducting CBH business. Submitting to harassment (including, for example, a request for sexual favors) is never a term or condition of employment, nor career advancement for any team member.

2.1.5.6工作场所暴力Workplace violence

工作人员在开展CBH业务时或在使用CBH设施时如实施或威胁实施暴力将受到纪律处分，包括终止雇佣关系。除了CBH的执法官员和保安在拥有相应的许可证的情况下可携带武器，其他任何人，包括工作人员、病人、客户、供应商都不允许携带或在CBH设施或场所藏匿武器。

Staff that commit or threaten to commit acts of violence at CBH facilities or while conducting CBH business are subject to disciplinary action, including termination of employment. Except for law enforcement officials and CBH security personnel who have appropriate permit, no one, staff, patient, customer, supplier or guest, is allowed to carry a weapon, concealed or otherwise, into any CBH facility or premises.

2.1.6保护和正确使用公司资产Protection and proper use of corporate assets

团队成员应​​设法保护CBH资产。盗窃、疏忽和浪费公司资产会对CBH的财务业绩产生直接影响。团队成员使用CBH资产和服务应仅限于为CBH达成合法的商业目的，而不得用于任何个人利益或其他任何人的利益。在任何情况下，团队成员必须以CBH的合法权益为重。不得以CBH的财产或信息或在CBH的职位为个人谋取机会。

Team members should seek to protect CBH’s assets. Theft, carelessness and waste have a direct impact on CBH’s financial performance. Team members must use CBH’s assets and services solely for legitimate business purposes of CBH and not for any personal benefit or the personal benefit of anyone else.

Team members must advance CBH’s legitimate interests when the opportunity to do so arises. You must not take for yourself personal opportunities that are discovered through your position with CBH or the use of property or information of CBH.

2.1.7礼品及酬金Gifts and gratuities

禁止使用公司资金或资产向团队成员或政府官员提供礼物、酬金或其他好处，除非该礼物符合相关法律规定及金额限制，并不存在期待收礼人之后考虑或采取任何行动的情况。团队成员不得接受或允许任何直系亲属通过患者、客户、供应商或其他与CBH寻求商业往来的企业或个人收受礼物、酬金、非工资的现金酬劳或其他好处。任何礼物或现金须立即返还并将情况报告主管。团队成员代表CBH从事商务娱乐时应保持节制和清醒。团队成员仅可以参加非经常性的、温和的并存在合理合法商业诉求的商业娱乐社交。

The use of Company funds or assets for gifts, gratuities or other favors to team members or government officials is prohibited, except to the extent such gifts are in compliance with applicable law, nominal in amount and not given in consideration or expectation of any action by the recipient.

Team members must not accept, or permit any member of his or her immediate family to accept, any gifts, gratuities, non-payroll cash payments, or other favors from any patient, customer, supplier or other person doing or seeking to do business with CBH. Any gifts or paymentsmust be returned immediately and reported to your supervisor.

Common sense and moderation should prevail in business entertainment engaged in on behalf of CBH. Team members should provide, or accept, business entertainment to or from anyone doing business with CBH only if the entertainment is infrequent, modest and intended to serve legitimate business goals.