Calico.
員工政策速查 · Staff Policy Quick Guide
內部機密文件 · Internal & Confidential · 新寰球投資有限公司 · New Nation Investment Limited
Policy Quick Guide · v3.2 · March 2026

員工政策速查

Staff Policy Quick Guide

本頁以日常工作場景為出發點,以簡明語言概述各項員工政策。如有任何不清晰之處,請以書面形式向直屬上司確認,方可執行。公司保留隨時修訂政策之權利。
This page summarises key company policies in plain language, organised by everyday work scenarios. Request written confirmation from your manager if anything is unclear. The company reserves the right to amend policies at any time.

1

辦公室一般守則

General Office Rules
Office Rules Illustration
上下班及午飯時間 · Working Hours & Lunch Break
時段 Time規定 Rule
上班打卡
Clock-In
每日 9:00 – 10:00 am(請按時抵達辦公室)
9:00–10:00 am daily. Arrive punctually.
下班打卡
Clock-Out
6:00 pm 後方可下班
No earlier than 6:00 pm
午飯外出打卡
Lunch Break
12:00 – 14:30 之間任取 1 小時,須在 Workstem 記錄外出及返回時間
1 hour anytime between 12:00–14:30. Record departure and return in Workstem.
所有上下班及午飯打卡均須透過 Workstem 記錄。缺漏記錄將影響薪酬及出勤記錄。
All clock-in, clock-out, and lunch break records must be logged in Workstem. Missing records affect payroll and attendance.
進入辦公室守則 · Upon Arriving
  • ·進入辦公室後,請更換室內拖鞋,保持辦公室清潔。個人外出鞋請整齊放置於指定鞋架。
    Change into indoor slippers upon entering the office. Place outdoor shoes neatly on the designated shoe rack.
  • ·每週至少一次整理及清潔個人辦公桌,包括抹去灰塵、整理文件及清理多餘雜物。保持個人工作區域整齊是每位員工的責任。
    Tidy and clean your own desk at least once a week — wipe surfaces, organise documents, clear clutter. Keeping your workspace tidy is each employee's responsibility.
  • ·下班前將工作物料歸位,保持桌面整齊。
    Return materials to their proper place and leave your desk tidy before leaving.
食物及飲品守則 · Food & Beverage
  • ·不可將開封食物留在辦公桌或公共空間。所有食物在不食用時必須密封或放入雪櫃。
    No open food should be left on desks or in common areas. All food must be sealed or refrigerated when not being consumed.
  • ·進食後請即時清理個人區域,不得留下殘渣或包裝。
    Clean up your area immediately after eating. Do not leave food residue or packaging behind.
  • ·雪櫃內的食物請標記姓名及日期,超過 3 天 未取走的食物將被清理。
    Label all fridge items with your name and date. Items left for more than 3 days will be discarded.
公共空間守則 · Shared Space Etiquette
  • ·公共設備(打印機、剪刀、文具等)使用後請放回原位。
    Return shared equipment (printer, scissors, stationery, etc.) to its designated spot after use.
  • ·在辦公室內請保持適當音量,通話時請使用耳機或移至會議區。
    Maintain a reasonable noise level. Use headphones or move to the meeting area for calls.
  • ·訪客進入辦公室前須通知相關同事,並由同事接待引導。
    Notify the relevant colleague before receiving visitors. Guests must be escorted by staff at all times.
Peidan(皮蛋)守則 · Resident Cat Rules

辦公室設有一位「毛孩成員」— Peidan(皮蛋)。請所有人遵守以下守則:

The office has a resident cat — Peidan. All staff must observe the following:

  • ·任何情況下均須確保皮蛋有充足及清潔的食水供應,水碗需定期檢查補充。
    At all times, ensure Peidan has access to sufficient, clean water. Check and refill the water bowl regularly.
  • ·嚴禁開窗,以確保皮蛋安全,防止意外走失或受傷。
    Do not open windows at any time. This prevents Peidan from escaping or being injured.
  • ·觸碰皮蛋前,請先觀察其狀態,確認皮蛋願意接受接觸(例如主動靠近或放鬆姿態)方可觸碰,切勿強行抱起或打擾睡眠中的皮蛋。
    Before touching Peidan, ensure she is comfortable with contact (she approaches you or appears relaxed). Do not force handling or disturb her while sleeping.
  • ·請勿私自餵食任何零食或人類食物。
    Do not feed Peidan any snacks or human food without authorisation.
如對寵物過敏,請提前告知管理層。
If you have pet allergies, please inform management in advance.
2

假期申請

Leave Application
Leave Policy Illustration
申請流程 · Application Steps
  1. 在「Google 日曆」Holiday 的分頁標記希望申請的假期日期(例如:Chrissie AL)
    Mark your requested leave dates on the Holiday calendar in Google Calendar (e.g. "Chrissie AL")
  2. 與團隊成員協調,確認工作交接安排
    Coordinate with your team to confirm handover arrangements
  3. 向直屬上司提出口頭/書面預先申請(請勿在日曆標記後才告知上司)
    Seek pre-approval from your direct manager — do not treat a calendar entry as an approved request
  4. 在 Workstem 系統正式提交假期申請,等候批准
    Submit the formal leave application in Workstem and await approval
請注意:一旦假期獲批,除非特殊情況,否則不應更改。若需調整,須重新取得上司書面確認。
Once approved, leave should not be rescheduled without exceptional reason. Any change requires renewed written approval from your manager.
假期種類 · Leave Types
有薪年假
Annual Leave
依年資累計,詳見合約。遵循上述四步申請流程,至少提前 7 個工作天 申請。
Accrued by seniority per contract. Follow the 4-step process; apply at least 7 working days in advance.
病假
Sick Leave
當日盡早通知直屬上司。連續病假超過 2 天 須提供醫生證明。
Notify your manager as early as possible on the day. Medical certificate required for consecutive sick leave exceeding 2 days.
生日假
Birthday Leave
每年 1 天,須於生日當月使用,不可累積或轉移。遵循標準申請流程。
1 day per year; must be taken within your birthday month. Non-cumulative, non-transferable. Standard application process applies.
補假
Compensatory Leave
因公司業務需要於休息日工作,且實際工時超過 5 小時,方可申請。須由上司事先確認並記錄。
Only applicable when you work on a rest day at the company's request and the actual hours worked exceed 5 hours. Must be pre-confirmed and recorded by your manager in advance.
半日假
Half-Day Leave
可申請上午半日(9:00–13:00)或下午半日(14:00–18:00)。計算為 0.5 天年假。
Available as AM (9:00–13:00) or PM (14:00–18:00) half. Counts as 0.5 day of annual leave.
恩恤假
Compassionate Leave
適用於直系親屬(包括寵物,酌情批准)離世。天數由管理層酌情決定,可能需要提供相關證明。
Applicable for bereavement of immediate family (including pets at management's discretion). Days granted at management's discretion; supporting documentation may be required.
無薪假
No-Pay Leave
年假已用盡方可申請,須提前取得書面批准。無薪假期間不計薪酬及年資。
Only applicable after all annual leave is exhausted. Written pre-approval required. No salary or seniority accrual during no-pay leave.
3

薪酬與財務

Salary, Finance & Spending
Finance Policy Illustration
薪酬安排 · Salary & Pay Day
項目 Item詳情 Details
出糧日
Pay Day
每月 7 日(如遇公眾假期或週末,將順延至下一個工作天)
The 7th of each calendar month. If it falls on a public holiday or weekend, payment will be made on the next working day.
薪酬計算期
Salary Period
上一個完整曆月(例如:2 月 7 日出糧,涵蓋 1 月 1 日至 1 月 31 日)
The preceding full calendar month (e.g. pay on 7 Feb covers 1–31 Jan)
如對薪酬計算有任何疑問,請以書面形式聯絡財務及人力資源部門(finance@newnationhk.com)。
For any queries regarding salary calculation, contact Finance & HR in writing at finance@newnationhk.com.
獎金及激勵計劃 · Bonus & Incentives

公司所有獎金及激勵計劃均屬酌情發放,並無保證性質。發放依據包括:公司整體商業業績、個別員工的工作表現及貢獻,以及業務可持續性等因素。

All bonuses and incentives are entirely discretionary and not guaranteed. Decisions are based on overall commercial results, individual performance and contribution, and business sustainability.

重要:凡於獎金實際發放日期前已辭職、被解僱或正處於通知期內的員工,將不獲發放任何獎金,不論其在任期間的表現如何。
Important: Employees who have resigned, been terminated, or are serving their notice period prior to the actual bonus payout date are not eligible to receive any bonus, regardless of their performance during the period.
審批門檻 · Approval Thresholds
金額 Amount 批准人 Approver 備注 Note
HKD 500 以下
Below HKD 500
直屬上司
Direct Manager
口頭確認,事後提交收據
Verbal OK, receipt required after
HKD 500 – 2,000 部門主管
Department Head
書面申請,附供應商報價
Written request + supplier quote
HKD 2,001 – 10,000 董事
Director
正式申請,附三份報價
Formal request + 3 quotes
HKD 10,000 以上
Above HKD 10,000
董事會批准
Board Approval
正式提案,提前審批
Formal proposal, advance approval required
報銷規則 · Expense Reimbursement

所有開支必須取得預先書面審批,方可支出。未獲批准的自行墊支,公司有權拒絕報銷。

All expenses require written pre-approval before spending. The company reserves the right to decline reimbursement for unauthorised expenditures.

報銷須附上原始收據,並於開支發生後 14 個工作天 內提交。逾期恕不受理。

Original receipts required; submit within 14 working days of the expense. Late claims will not be processed.

重要:切勿以個人名義代公司訂購商品或服務後要求報銷,除非已取得書面授權。
Do not place orders on the company's behalf using personal accounts without written authorisation.
4

數碼、IT 與資料保密

Digital, IT & Data Confidentiality
Digital IT Policy Illustration
保密責任 · Confidentiality Obligation — 必讀

所有員工均有嚴格的保密責任。以下資料屬公司機密,未獲授權不得以任何形式披露、複製、轉移或分享予任何外部人士:

All employees are bound by strict confidentiality obligations. The following constitutes confidential information that must not be disclosed, copied, transferred, or shared with any external party without authorisation:

  • ·客戶資料、供應商資料及合作品牌資料 / Customer, supplier, and brand partner data
  • ·公司財務數據、定價、利潤率及合約條款 / Financial data, pricing, margins, and contract terms
  • ·內部策略、業務計劃及未公開產品資訊 / Internal strategy, business plans, and unreleased product information
  • ·同事的個人資料及薪酬資訊 / Colleagues' personal data and compensation information
  • ·任何標示「Internal / Confidential」的文件或通訊 / Any document or communication marked "Internal / Confidential"

保密責任在員工離職後仍然有效。違反保密條款可導致即時解僱及民事或刑事法律責任。

The confidentiality obligation survives termination of employment. Breach may result in immediate dismissal and civil or criminal liability.

嚴禁:在辦公室以外的地方討論公司機密事宜(包括在公共場所、餐廳、交通工具上),亦不可透過個人電郵或非官方通訊渠道傳送公司文件。
Prohibited: Discussing confidential matters outside the office (including public spaces, restaurants, or transport), and sending company documents via personal email or unofficial channels.
系統使用規則 · System Usage Rules

公司系統及帳戶(包括電郵、Shopify 等)只可用於工作用途。嚴禁使用公司帳戶進行個人業務或第三方商業活動。

Company systems and accounts (including email, Shopify, etc.) are for work use only. Using company accounts for personal business or third-party commercial activities is strictly prohibited.

離職時,所有公司帳戶存取權限將即時撤銷。請勿在離職前備份或轉移任何公司數據。

All system access is revoked immediately upon termination. Do not back up or transfer company data prior to departure.

人工智能工具 · AI Tools

禁止將任何機密公司資料、客戶資料、合約或財務資訊輸入任何外部 AI 工具(包括 ChatGPT、Gemini、Claude 等公開版本)。

Inputting confidential company information, customer data, contracts, or financial information into any external AI tool (including public versions of ChatGPT, Gemini, Claude, etc.) is prohibited.

違規後果:違反數據保護政策可導致即時解僱及法律責任。
Violation of the data protection policy may result in immediate termination and legal liability.
Shared Drive Filing Convention Illustration
共用雲端硬碟文件管理 · Shared Drive Filing Convention

所有文件必須存放於正確的項目或部門資料夾內,切勿直接上載至 Google Shared Drive 根目錄(Drive 首層)。請依照以下原則存放:

All files must be stored in the correct project or team folder. Do not upload directly to the Shared Drive root. Follow these placement principles:

  • ·一般工作文件 → 存放於對應部門資料夾(Team Folder)內的相關子目錄
    General working documents → relevant subfolder within your Team Folder
  • ·向品牌方 / 代理商(Principal)提交的文件 → 存放於指定品牌項目資料夾(Brand Project Folder)
    Documents for submission to brand principals → designated Brand Project Folder
  • ·來自品牌方的資源文件(assets、產品資料、品牌手冊等)→ 存放於指定品牌資源資料夾(Brand Resources Folder)
    Resources received from brands (assets, product info, brand guidelines) → designated Brand Resources Folder

文件命名規格如下:

File naming format:

YYMMDD_Title_Details

例如:260301_Calico_KOLBrief_SpringLaunch

Example: 260301_Calico_KOLBrief_SpringLaunch

Add Shortcut vs. Move — 捷徑與移動的分別

操作 Action 用途 When to Use 效果 Effect
Add Shortcut to Drive
新增捷徑
你需要從自己的 Drive 快速存取某個文件,但不需要改變文件原本的所屬位置
You want quick access to a file from your own Drive, without changing where the file actually lives
文件原位不變,只是在你的 Drive 中建立一個連結(如桌面捷徑)。刪除捷徑不會刪除原文件。
The file stays in its original location. A shortcut (link) appears in your Drive. Deleting the shortcut does not delete the original file.
Move
移動文件
文件目前放錯了位置,需要實際移動至正確的資料夾
The file is in the wrong folder and needs to be physically relocated to the correct team folder
文件從原位移走,只保留在新位置。移動前請確認原來的共享對象不會因此失去存取權。
The file is removed from its original location and exists only in the new location. Confirm that existing collaborators will not lose access before moving.
原則:如非需要更改文件位置,優先使用「Add Shortcut」;如文件確實放錯資料夾,才使用「Move」。如不確定,請詢問管理層再操作。
Rule of thumb: Use "Add Shortcut" if you simply want easier access. Use "Move" only when a file is genuinely in the wrong folder. When in doubt, check with management before moving.
命名格式不正確或存放位置錯誤的文件可能被退回要求更正。請勿在未經確認的情況下移動他人文件。
Incorrectly named or misplaced files may be returned for correction. Do not move other people's files without their knowledge.

版本管理最佳實務 · Version Control Best Practices

  • ·儲存具名版本(Save a Version):在 Google Docs / Sheets / Slides 中,使用「檔案 → 版本記錄 → 為目前版本命名」,記錄重要節點(如送審前、定稿後)。版本命名應清楚反映狀態,例如:v1.0_Draft、v2.0_ForReview、v3.0_Final
    Use "File → Version history → Name current version" in Google Docs/Sheets/Slides to mark key milestones (e.g. before submission, after finalisation). Name versions clearly, e.g. v1.0_Draft, v2.0_ForReview, v3.0_Final.
  • ·編輯前先複製(Make a Copy Before Editing):如需修改他人文件或範本,請先「製作副本」再進行編輯,切勿直接覆蓋原檔。副本命名須包含版本號,例如:260301_BriefTemplate_v1.1_COPY
    If editing another person's document or a shared template, always make a copy first — never overwrite the original. Name the copy with a version number, e.g. 260301_BriefTemplate_v1.1_COPY.
  • ·版本號命名規範:所有對外提交或多輪修訂的文件,檔名須包含版本號。格式:YYMMDD_Title_vX.X,其中 X.X 為主版本(重大修改)及次版本(細微調整)。
    All externally submitted or multi-revision documents must include a version number in the filename. Format: YYMMDD_Title_vX.X, where X.X reflects major (significant changes) and minor (minor tweaks) revision numbers.
良好的版本管理可避免使用錯誤版本,以及因覆蓋原檔而造成的不可逆損失。
Good version control prevents errors from using outdated files and irreversible loss caused by overwriting originals.
5

品牌與市場推廣

Brand & Marketing
Brand Marketing Policy Illustration
推廣物料審批 · Marketing Material Approval

所有對外發佈的市場推廣物料(包括社交媒體帖文、廣告、KOL 內容、電郵推廣、印刷品等),須於發佈前獲得董事書面批准

All marketing materials for external distribution — including social media posts, advertisements, KOL content, email campaigns, print collateral, etc. — require written approval from the Director before publication.

社交媒體守則 · Social Media Policy

在任何公開平台提及公司、品牌或產品,均屬於對外代表公司的行為,須事先獲批。不得在個人社交媒體賬號發表任何可能影響公司聲譽的評論。

Mentioning the company, brands, or products on any public platform constitutes external representation and requires prior approval. Do not post any comments on personal social media that could affect the company's reputation.

個人社交媒體賬號上的言論若對公司品牌造成損害,可能引發紀律處分。
Comments on personal social media accounts that damage the company's brand may result in disciplinary action.
KOL / UGC / 員工肖像 · KOL, UGC & Image Rights

所有 KOL 合作、用戶生成內容(UGC)的使用授權,以及員工肖像(照片、影片)的對外使用,均須事先取得書面同意,並由董事批准。

All KOL collaborations, usage rights for user-generated content (UGC), and external use of employee images (photos, videos) require written consent and Director approval in advance.

6

操守與合規

Conduct & Compliance
Conduct Policy Illustration
禮品及款待申報 · Gift & Hospitality Declaration

收受任何禮品或款待,若合理市值超過 HKD 500,須於收受後 3 個工作天 內書面申報予直屬上司。未申報的禮品須予退回。

Any gift or hospitality received with a reasonable market value exceeding HKD 500 must be declared in writing to your direct manager within 3 working days of receipt. Undeclared gifts must be returned.

利益衝突 · Conflicts of Interest

員工不得在任何可能與公司利益產生衝突的情況下作出決定,包括向自身有利益關係的供應商採購,或向有利益關係的客戶提供特殊優惠。

Employees must not make decisions in situations where a conflict of interest exists, including procuring from suppliers in which they have a personal interest, or providing special advantages to clients with whom they have a personal relationship.

如發現潛在利益衝突,須立即主動向董事申報。

Any potential conflict of interest must be proactively disclosed to the Director immediately upon discovery.

騷擾及歧視政策 · Harassment & Discrimination

公司對任何形式的騷擾或歧視(包括性騷擾、欺凌或因性別、種族、宗教等原因的歧視性對待)採取零容忍政策。

The company has a zero-tolerance policy towards any form of harassment or discrimination, including sexual harassment, bullying, or discriminatory treatment based on gender, race, religion, or other protected characteristics.

如遭受或目睹任何相關行為,請向任何高管成員舉報(詳見第 9 節:舉報渠道)。

If you experience or witness any such conduct, please report it to any senior management member (see Section 9: Whistleblowing).

7

員工購物折扣

Staff Discount
Staff Discount Policy Illustration
折扣政策 · Discount Policy
條款 Condition 詳情 Details
折扣率
Discount Rate
25%
付款方式
Payment Method
只限現金
Cash only
適用對象
Eligibility
在職全職及兼職員工(正式受僱後生效)
Active full-time and part-time employees (effective from confirmed employment)
禁止轉售
No Resale
以員工折扣購買的商品嚴禁轉售,違規可能導致即時解僱
Items purchased using staff discount must not be resold. Violation may result in immediate termination.
折扣僅供員工本人使用,不可代他人購買。如需購買作為禮品,須事先取得管理層書面批准。
Discount is for the employee's personal use only. Purchasing on behalf of others is not permitted without prior written management approval.
8

績效評核與改善計劃

Performance Review & Improvement Plan
Performance Improvement Policy Illustration
定期績效評核 · Regular Performance Reviews

公司每年進行兩次正式績效評核,分別於 3 月9 月進行。評核結果將作為薪酬調整、晉升及發展計劃的參考依據。

The company conducts two formal performance reviews per year — in March and September. Review outcomes serve as the basis for salary adjustments, promotions, and development planning.

評核時機 Review Occasion 評核內容 Scope
上半年評核(3 月)
H1 Review — March
前半年工作回顧、目標達成情況、工作態度及協作表現
H2 prior period review, target achievement, work attitude, collaboration
下半年評核(9 月)
H2 Review — September
前半年工作回顧、薪酬評估、下半年目標設定
H1 prior period review, salary assessment, H2 target-setting
員工須主動發起評核。在每次評核前,員工必須提交以下兩份文件,方可排期進行評核:
(1)過去半年工作回顧(自我評估,包括主要成就、挑戰及待改善事項)
(2)下半年可量度工作目標(KPI)(具體、可追蹤、有時間限制)

未有提交上述文件者,評核將不予安排。
Employees must initiate the review. Before each review, employees must submit the following two documents to schedule a session:
(1) Past-period self-review (covering key achievements, challenges, and areas for improvement)
(2) Measurable KPIs for the next period (specific, trackable, time-bound)

Reviews will not be scheduled without these documents.
評核以書面形式進行,管理層將提供書面回饋。評核記錄將存入員工人事檔案。
Reviews are conducted in writing. Management provides written feedback. Records are filed in the employee's personnel file.
試用期評核 · Probation Review

所有新入職員工均設有試用期(詳見個人合約)。試用期滿前,管理層將進行正式評核,以決定是否確認受僱。

All new employees serve a probation period as specified in their individual contract. Prior to the end of probation, management will conduct a formal review to determine confirmation of employment.

  • ·試用期評核約於試用期屆滿前 2 週 安排,員工將事先獲通知。
    Probation review will be scheduled approximately 2 weeks before the end of probation. Employees will be notified in advance.
  • ·評核範圍涵蓋工作能力、學習態度、團隊融合及出勤記錄。
    The review covers job competency, learning attitude, team integration, and attendance record.
  • ·若試用期表現不理想,公司有權延長試用期或終止合約。
    If probation performance is unsatisfactory, the company reserves the right to extend the probation period or terminate employment.
晉升評核 · Promotion Review

晉升申請或管理層主動提名,均需經過正式評核程序,不會在沒有書面評估的情況下直接生效。

Both employee-initiated promotion requests and management-initiated nominations require a formal review process. Promotions do not take effect without a written evaluation on record.

  • ·評核考慮因素包括:現職表現記錄、新職責的能力匹配度、對團隊的影響,以及業務需求。
    Criteria include: current performance record, competency fit, team impact, and business needs.
  • ·晉升後設有 3 個月適應期,期間將以新職責要求作持續觀察。
    Following a promotion, a 3-month adjustment period applies with ongoing assessment against new role requirements.
績效改善計劃(PIP) · Performance Improvement Plan

績效改善計劃(PIP)將在員工持續未能達到工作職能要求、工作態度出現問題,或有重大行為失當記錄的情況下啟動。啟動前,管理層會先作口頭或書面警告,並提供改善機會。

A PIP may be initiated when an employee consistently fails to meet role requirements, demonstrates a problematic work attitude, or has recorded serious conduct issues. Management will issue verbal or written warnings before initiating a PIP.

階段 Stage內容 Description
啟動
Initiation
管理層書面通知員工,說明績效問題及改善目標
Written notice issued detailing performance issues and improvement targets
改善期
Review Period
60 至 90 天改善期,期間定期評估進度
60–90 day improvement period with regular progress reviews
結果
Outcome
達標 → 恢復正常;未達標 → 可能終止合約
Met targets → normal employment resumes; not met → may result in termination
PIP 期間的所有溝通及評估均以書面記錄為準。口頭承諾不具效力。
All communications and assessments during a PIP must be documented in writing. Verbal commitments carry no weight.
停職安排 · Suspension

以下情況可能觸發正式調查,並可能要求員工以無薪假(NPL)方式暫時停職:

The following circumstances may trigger a formal investigation, which may require the employee to be placed on no-pay leave (NPL) as a precautionary suspension:

  • ·涉嫌嚴重行為失當或違反公司政策(如欺詐、盜竊、資料外洩)
    Alleged serious misconduct or breach of company policy (e.g. fraud, theft, data breach)
  • ·同事、客戶或品牌方提出正式投訴,需要調查核實
    A formal complaint from a colleague, client, or brand partner requiring investigation
  • ·涉及財務違規或授權外支出的疑慮
    Concerns involving financial irregularities or unauthorised expenditure
  • ·違反保密協議或侵犯公司知識產權的行為
    Breach of confidentiality obligations or infringement of company intellectual property
停職為預防性措施,不代表員工已被認定有過失。若調查結果顯示指控不成立,公司將酌情考慮補償。
Suspension is a precautionary measure and does not imply guilt. If the investigation concludes the allegation is unsubstantiated, the company will consider compensation at its discretion.
9

舉報渠道

Whistleblowing
Whistleblowing Policy Illustration
舉報政策 · Reporting Policy

任何員工如對以下事宜有疑慮,均可向任何高管成員(即董事或部門主管)舉報,毋須擔心報復:

Any employee with concerns about the following matters may report them to any senior management member (Director or Department Head) without fear of retaliation:

  • ·不誠實、欺詐或違規行為 / Dishonesty, fraud, or misconduct
  • ·騷擾、欺凌或歧視 / Harassment, bullying, or discrimination
  • ·違反公司政策或法律法規 / Breach of company policy or legal requirements
  • ·資料外洩、保密違規或數據保護問題 / Data breach, confidentiality breach, or data protection violations
保護舉報人 · Whistleblower Protection

公司不允許對任何以善意方式舉報疑慮的員工進行報復或打擊報復。舉報身份將盡量保密處理。

The company does not permit retaliation against any employee who raises concerns in good faith. The identity of the reporting employee will be kept confidential to the extent possible.

如你的直屬上司正是你疑慮的對象,請直接聯絡董事。
If your direct manager is the subject of your concern, contact the Director directly.
書面舉報渠道 · Written Reporting Channel

如需以書面方式舉報,請發送電郵至以下地址,並在主旨列明 [WB]

To submit a written report, send an email to the address below with [WB] in the subject line:

hr@newnationhk.com

Subject: [WB] Your concern description

所有舉報電郵將被視為機密文件,僅由相關負責人查閱處理。
All whistleblowing emails are treated as confidential and accessed only by the responsible party.