2. 参考资料 ...................................................................................................................................3

3. 非歧视和就业机会平等....................................................................................................................3

4. 强迫劳动........................................................................................................................................4

5. 童工...............................................................................................................................................4

6. 工资、福利和工作条件....................................................................................................................4

7. 申诉机制.........................................................................................................................................5

8. 工人住宿.........................................................................................................................................5

9 劳工关系..........................................................................................................................................6

10. 集体解雇.......................................................................................................................................6

11. 工人组织 ......................................................................................................................................7

一.人力资源政策和一般程序简介

本政策旨在为CEEC提供一个有用的指南，该指南是标准化和公平的，用于管理在本项目工作的员工， 并帮助员工发挥最大潜能，胜任其所分配的工作任务。

CEEC认为人力资源是其最重要的资产。良好的劳工关系是公司完成其使命的基础。为CEEC工作的人都受到尊重和重视，并享有应有的待遇。持续发展并成功有效的实施人道主义取决于每位员工的贡献。

人力资源政策和一般程序适用于所有CEEC工作人员及其分包商,包括：NCPE、ZTPC及项目部内所有分包单位，详见下文。

二参考资料

BASH&DZH-0000ZA_-ABE-00200-1-工人行为准则

BASH&DZH-0000ZA_-ABE-00202-1-社区申诉机制

BASH&DZH-0000ZA_-ABE-00203-1-工人申诉机制

BASH&DZH-0000ZA_-ABE-00204-1-本地招聘计划

BASH&DZH-0000ZA_-ABE-00205-1-基于性别的暴力和骚扰政策

BASH&DZH-0000ZA_-ABE-00207-1-性剥削、性虐待和性骚扰预防行动计划

BASH&DZH-0000ZA_-ABE-00208-1-动态管理计划

BASH&DZH-0000ZA_-ABE-00210-1-工作条件和就业计划条款

BASH&DZH-0000ZA_-ABE-00211-1-劳务管理计划

BASH&DZH-0000ZA_-ACC-00209-1-劳动合同模板

DS-0000sa_-Agha-00213-1-劳工审计

BASH&DZH-0000ZA_-AQB-00212-1-GVBH事件报告程序和响应

BASH&DZH-0000ZA_-AQB-00214-1-基于性别的暴力和骚扰风险评估



三.不歧视和机会均等

CEEC致力于公平客观地做出就业决定，而不是基于个人特征，如性别、种族、国籍、政治观点、工会隶属关系、民族、社会或土著血统、宗教或信仰、婚姻或家庭状况、残疾、年龄、性取向或性别认同，与固有的工作要求无关

CEEC致力于确保我们所有的雇佣关系都基于非歧视和机会均等的原则。

CEEC规定男女同工同酬。

CEEC为从事相同工作的本地工人和移民工人提供同等的报酬和福利。

CEEC已采取措施，防止和处理任何形式的暴力和骚扰、欺凌、恐吓和/或剥削，包括任何形式的基于性别的暴力。

四.强迫劳动

CEEC和代表我们行事的第三方不会持有工人的身份证件、护照、工作签证或其他个人证件原件。HR 仅出于签证续签目的向员工索取护照，并在流程完成后退还给员工。

CEEC禁止向工人收取任何招聘、加工或安置费，以便在我们公司工作。

CEEC将在选择和管理用于选拔、招聘和运输工人的招聘代理和劳务提供者方面进行适当的尽职调查。

我们确保向移民工人提供其就业条款和条件（录取通知书）的书面副本，供他们在离开本国之前审查和签署。

CEEC不要求工人提交货币存款或债券作为就业条件。

CEEC承诺确保我们所有的工人自由和自愿地就业，不受胁迫或惩罚，包括通过虐待和欺诈性招聘行为，并且我们不使用任何形式的强迫、抵债或非自愿的监狱劳动。

CEEC工人在合理通知后可以自由离职而不受处罚。

五.童工

CEEC HR 在招聘过程中验证所有工人的年龄（不允许 18 岁以下）。

CEEC不允许年轻工人在夜间或危险条件下工作，并对健康，工作条件和工作时间进行风险评估和定期监测。

六.工资、福利和工作条件

 CEEC在员工入职前向员工提供有关其工资的清晰易懂的口头和书面信息，并提供有关其工资的详细信息，包括每个支付期的福利和扣除额。

CEEC承诺，加班工作是自愿的，并将根据乌兹别克斯坦国家法律进行加班和补偿。

CEEC不会从工人的工资中扣除，除非符合国家法律并征得雇员的同意。

CEEC确保任何移民工人都能获得其就业条款和条件。

CEEC提供的工资、福利和工作条件（包括工作时间）符合最低法定要求，并与同等的地方和区域雇主提供的工资、福利和工作条件相当。

如果CEEC签订集体协议，我们将遵守这些协议的条款。

七.申诉机制

CEEC有一个保密的申诉机制，所有工人都可以对招聘和工作场所的做法提出担忧，而不必担心恐吓、歧视或报复。

CEEC确保所有员工都了解流程和可用的各种报告渠道（申诉箱，CLO和HR），包括用母语提出申诉的能力。

申诉机制包括对需要采取特别保护措施的投诉的规定，例如对基于性别的暴力的举报。

CEEC旨在通过透明和易于理解的流程及时解决工人的担忧，并向所有相关人员提供反馈

如有任何疑虑/投诉的不满，请随时与我们联系

有关申诉机制的更多信息，请访问就餐区、培训中心、现场信息板、宿舍和医疗中心。

公司代表 联系信息

CEEC-CLO (DZH)（Mirfaiz Asadov）

CEEC-CLO(Bash)（Nora） +99899 570 4152

+998 995676949

CEEC- E&S 经理 （Nothando Dlamini） +99899 227 17 92

nothando@ceec.net.cn

CEEC-Admin&HR Manager（刘威）

CEEC- HR （董媛媛） +998992104421

+99899 414 0828

CEEC- 人力资源助理 （Ilona） +99890 739 7014

八.员工住宿

CEEC以符合非歧视和平等机会原则的方式为其工人提供住宿，包括防止性骚扰和其他形式的基于性别的暴力的保障措施。

CEEC为工人提供适合其所在地的住宿，符合国家和国际住宿标准，清洁和安全，并满足工人的需求 - 符合良好的行业惯例。

CEEC不限制工人进出住宿，除非在必要时采取合理的安全措施或后勤限制。

CEEC制定了员工住宿计划（BASH&DZH-0000ZA_-AQ80058），以管理住宿和服务提供的质量和管理。

九.工作关系

CEEC确保向所有工人提供书面合同 - 以员工使用的主要语言（英语，中文，乌兹别克语和俄语）签订合同，其中包括他们有权获得工资，工作时间和休息时间，加班安排和加班补偿，以及任何福利，如病假，产假/陪产假或假期。

CEEC确保人力资源管理系统尊重工人的隐私权和数据保护权。

CEEC确保员工护照由员工本人持有，除了办理签证等相关需要外，严禁以任何方式收取员工的护照进行集中管理。

十.集体解雇

在集体解雇的情况下，CEEC将制定集体解雇计划，以评估、减少和减轻裁员对工人的不利影响。

CEEC承诺遵守与集体解雇有关的所有法律和集体商定的要求，包括通知公共当局以及向工人及其组织提供信息和咨询。

CEEC将在终止之前或在与工人商定的时间点或通过集体协议支付所有未付的工资和社会保障福利。将向工人提供此类付款的证据。

十一.工人组织

CEEC不会阻止工人选举工人代表，组建或加入他们选择的工人组织或集体谈判。

CEEC 不会歧视或报复参加或寻求参加此类组织和集体谈判的工人。

CEEC 将与这些工人代表和工人组织接触，并及时向他们提供进行有意义的谈判所需的信息。

2. References …………………………………………………………………………………………3

3. Non-discrimination and equal opportunity……………………………………………………3

4. Forced labour……………………………………………………………………………………….4

5. Child labour…………………………………………………………………………………………4

6. Wages, benefits and conditions of work………………………………………………………4

7. Grievance mechanism…………………………………………………………………………….5

8. Worker Accommodation …………………………………………………………………………5

9 Working Relationships……………………………………………………………………………6

10. Collective dismissal……………………………………………………………………………….6

11. Workers Organisation …………………………………………………………………………….7

1.Introduction to the HR Policy and General Procedures

This Policy aims to provide CEEC with a useful guide which is standardized and equitable for management of the personnel working for the Organization.CEEC’s goal is to define working conditions that are recognized as unbiassed and that encourage staff to demonstrate a sincere sense of interest and pride in the Organization and its work program, and to use their best skill sets to fulfil the role assigned to them .

CEEC considers its members of staff to be its most important asset. the attitude taken by the personnel working for CEEC is fundamental to the company achieving its mission. The people who work for CEEC are respected and valued, and appropriately received. The effectiveness and success of development initiatives and humanitarian aid are dependent on the contribution of every staff member.

The Human Resources Policy and general procedures applies to all CEEC staff members and its subcontractors includes：NCPE、ZTPC and all subcontractors as detailed and set out below.

2References

BASH&DZH-0000ZA_-ABE-00200-1-Worker Code of Conduct

BASH&DZH-0000ZA_-ABE-00202-1-Community Grievance Mechanism

BASH&DZH-0000ZA_-ABE-00203-1-Worker Grievance Mechanism

BASH&DZH-0000ZA_-ABE-00204-1-Local Recruitment Plan

BASH&DZH-0000ZA_-ABE-00205-1-Gender-Based Violence and Harassment Policy

BASH&DZH-0000ZA_-ABE-00207-1-Sexual Exploitation Abuse and Sexual Harassment Prevention Action Plan

BASH&DZH-0000ZA_-ABE-00208-1-Influx Management Plan

BASH&DZH-0000ZA_-ABE-00210-1-Working Conditions & Terms of Employment Plan

BASH&DZH-0000ZA_-ABE-00211-1-Labor Management Plan

BASH&DZH-0000ZA_-ACC-00209-1-Employment Contract Template

BASH&DZH-0000ZA_-AQA-00213-1-Labour Audit

BASH&DZH-0000ZA_-AQB-00212-1-GVBH incident Reporting Procedure & Response

BASH&DZH-0000ZA_-AQB-00214-1-Gender Based Violence & Harassment Risk Assessment

3.Non-discrimination and equal opportunity

CEEC is committed to make employment decisions fairly and objectively and not on the basis of personal characteristics, such as gender, race, nationality, political opinion, affiliation to a union, ethnic, social or indigenous origin, religion or belief, marital or family status, disability, age, sexual orientation or gender identity, unrelated to inherent job requirements

CEEC is committed to ensuring that all of our employment relationships are based on the principle of non-discrimination and equal opportunity.

CEEC provides equal pay to men and women for work of equal value.

CEEC provides equal pay and benefits to local and migrant workers performing the same job.

CEEC has put in place measures to prevent and address any form of violence and harassment, bullying, intimidation and/or exploitation, including any form of gender-based violence (GBV).

4.Forced labour

CEEC and third parties acting on our behalf will not hold workers’ original identity papers, passports, work visas or other personal documents. The passports are requested by HR from the employees only for visa renewal purposes and are returned back to the employees after the process has been completed.

CEEC prohibits charging workers any recruitment, processing or placement fees in order to obtain employment with our company.

CEEC will exercise appropriate due diligence in the selection and management of recruitment agents and labour providers used to select, recruit and transport workers.

We ensure that migrant workers are provided with a written copy of the terms and conditions (offer letters) of their employment for their review and signature before they leave their home country.

CEEC does not require workers to lodge monetary deposits or bonds as a condition of employment.

CEEC committed to ensuring that all of our workers enter into employment freely and voluntarily, without coercion or penalty, including through abusive and fraudulent recruitment practices, and that we do not use any form of forced, bonded or involuntary prison labour.

CEEC Workers are free to leave their jobs without penalty after reasonable notice.

5.Child labour

CEEC HR verifies the age of all workers during the recruitment process (under 18’s are not allowed).

CEEC does not allow young workers to work at night or in hazardous conditions, and carry out a risk assessment and regular monitoring of health, working conditions and hours of work.

6.Wages, benefits and conditions of work

 CEEC provides clearly understandable verbal and written information to employees about their wages before they enter employment and provide detailed information on their wages, including benefits and deductions, for each pay period.

CEEC commits that overtime work will be voluntary and will be performed and compensated in accordance with Uzbek national law.

CEEC does not make deductions from workers’ wages other than in line with national law and where the employee has given his/her consent.

CEEC ensures that any migrant workers receive the terms and conditions of their employment.

CEEC provide wages, benefits and conditions of work ‒ including hours of work ‒ that meet minimum statutory requirements and are comparable to those offered by equivalent local and regional employers.

Where CEEC enters into collective agreements, we honour the terms of those agreements.

7.Grievance mechanism

CEEC has a confidential grievance mechanism that is available to all workers to raise concerns about recruitment and workplace practices, without fear of intimidation, discrimination or retaliation.

CEEC ensure all workers understand the process and the various reporting channels (grievance boxes, CLO and HR) available to them, including the ability to lodge grievances in their native language.

The grievance mechanism includes provisions for complaints requiring special protection measures, such as reports of gender-based violence.

CEEC aims to address workers’ concerns promptly, using a process that is transparent and understandable and provides feedback to everyone concerned.

Feel Free to Contact us for any concerns/ complaint’s grievances

Additional information about the grievance mechanism will be found at the eating areas, training Centre, information boards on site, dormitories and medical center.

COMPANY REPRESENTATIVE CONTACT DETAILS

CEEC-CLO (DZH)（Mirfaiz Asadov）

CEEC-CLO(Bash)（Nora） +99899 570 4152

+998 995676949

CEEC- Christopher +998 952190940

chrisb_gayanilo@ceec.net.cn

CEEC-Admin&HR Manager（Liu Wei）

CEEC- HR （Dong Yuanyuan） +998992104421

+99899 414 0828

CEEC- HR Assistant（Ilona） +99890 739 7014

8.Worker Accommodation

CEEC provides accommodation for its workers in a manner consistent with the principles of non-discrimination and equal opportunity, including safeguards against sexual harassment and other forms of GBV.

CEEC provides accommodation for workers that is appropriate for its location, meets national and international accommodation standards, is clean and safe, and meets the needs of workers ‒ in line with good industry practice.

CEEC does not restrict workers’ movements to and from the accommodation, except in case of reasonable security measures or logistical restrictions, where necessary.

CEEC has a workforce accommodation plan (BASH&DZH-0000ZA_-AQB -80058) in place governing the quality and management of accommodation and provision of services.

9.Working Relationships

CEEC ensures that all workers are provided with a written contract – in the main languages(English ,Chinese, Uzbek and Russian) spoken by the workforce ‒ and that this includes their entitlement to wages, hours of work and rest periods, overtime arrangements and overtime compensation, as well as any benefits such as leave for illness, maternity/paternity or holiday.

CEEC ensures that HR management systems respects the rights of workers to privacy and data protection.

CEEC ensures that employee passports are held by the employees themselves. Except for visa and other related needs, it is strictly prohibited to collect employees' passports in any way for centralized management.

10.Collective dismissal

In the event of collective dismissal, CEEC will develop a collective dismissal plan to assess, reduce and mitigate the adverse effects of the workforce reduction on workers.

CEEC commits to comply with all legal and collectively agreed requirements relating to collective dismissal, including the notification of public authorities and the provision of information to, and consultation with, workers and their organisations.

CEEC will pay all outstanding back pay and social-security benefits, either before the termination or at a point in time agreed with workers or through collective agreement. Workers will be provided with evidence of such payments.

11.Workers Organisation

CEEC will not discourage workers from electing worker representatives, forming or joining workers’ organisations of their choosing or from bargaining collectively.

CEEC will not discriminate or retaliate against workers who participate, or seek to participate, in such organisations and collective bargaining.

CEEC will engage with such workers’ representatives and workers’ organisations and provide them with information needed for meaningful negotiation in a timely manner.

2. Ma'lumotnomalar ..................................................................................................................... 3

3. Diskriminatsiyasiz va teng imkoniyat........................................................................................ 3

4. Majburiy mehnat.........................................................................................................................4

5. Bolalar mehnati......................................................................................................................... 4

6. Ish haqi, foyda va mehnat shartlari........................................................................................... 4

7. G'amginlik me'yori........................................................................................................................5

8. Ishchi turar joy ............................................................................................................................ 5

9 Ish munosabatlari........................................................................................................................ 6

10. Kollektiv ishdan bo'shatish......................................................................................................6

11. Ishchilar tashkiloti ....................................................................................................................7

1.HR siyosati va umumiy protseduralari bilan tanishtirish

Ushbu siyosat CEECga Tashkilotda ishlayotgan xodimlarni boshqarish uchun standartlashtirilgan va adolatli bo'lgan foydali yo'riqnomani taqdim etishni ko'zda tutadi.CEEC ning maqsadi shubhasiz deb tan olingan va xodimlarni Tashkilot va uning ish dasturiga samimiy qiziqish va g'urur hissini ko'rsatishga undaydigan ish sharoitlarini aniqlashdir, va o'ziga yuklatilgan vazifani bajarish uchun ularning eng yaxshi mahorat to'plamlaridan foydalanish .

CEEC oʻz xodimlarini uning eng muhim boyligi deb hisoblaydi. Bosh qo'mitada ishlaydigan xodimlarning munosabati kompaniyaning o'z vazifasiga erishishi uchun juda muhimdir. CEEC-da ishlaydigan odamlar hurmatga sazovor va qadrlanadi va munosib qabul qilinadi. Rivojlanish tashabbuslari va gumanitar yordamning samaradorligi va muvaffaqiyati har bir xodimning hissasiga bogʻliq.

Inson resurslari siyosati va umumiy tartiblari barcha CEEC Barcha subpudrat birliklari xodimlari va uning subpudratchilariga taalluqlidir: NCPE, ZTPC batafsil va quyida keltirilgan.

2Maʼlumot

DZH-0000ZA_-ABE-00200-1-Ishchi odob-axloq kodeksi

DZH-0000ZA_-ABE-00202-1-Jamiyat g'amlash mexanizmi

DZH-0000ZA_-ABE-00203-1-Ishchi g'amlash mexanizmi

DZH-0000ZA_-ABE-00204-1-Mahalliy ishga qabul qilish rejasi

DZH-0000ZA_-ABE-00205-1-Genderga asoslangan zo'ravonlik va ta'qib qilish siyosati

DZH-0000ZA_-ABE-00207-1-Jinsiy ekspluatatsiyani suiiste'mol qilish va jinsiy zo'ravonliklarning oldini olish bo'yicha harakatlar rejasi

DZH-0000ZA_-ABE-00208-1-Oqimni boshqarish rejasi

DZH-0000ZA_-ABE-00210-1-Ish sharoitlari & Mehnat shartlari reja

DZH-0000ZA_-ABE-00211-1-Mehnatni boshqarish rejasi

DZH-0000ZA_-ACC-00209-1-Mehnat shartnomasi namunasi

DS-0000sa_-Agʻa-00213-1-Mehnat byudjeti

DZH-0000ZA_-AQB-00212-1-GVBH hodisasi haqida xabar berish tartibi & Response

DZH-0000ZA_-AQB-00214-1-Jinsga asoslangan zo'ravonlik va xavfni baholash

3.Diskriminatsiyasiz va teng imkoniyat

CEEC ish bilan bog'liq qarorlarni jins, irq, millat, siyosiy fikr, birlashmaga aloqadorlik, etnik, ijtimoiy yoki xorijiy kelib chiqishi, din yoki e'tiqod, nikoh yoki oilaviy maqom, nogironlik, yosh, jinsiy orientatsiya yoki jinsiy o'ziga xoslik, ish bilan bog'liq bo'lmagan talablar asosida emas, balki adolatli va ob'ektiv ravishda qabul qilishga sodiqdir.

CEEC barcha mehnat munosabatlarimiz firibgarlik qilmaslik va teng imkoniyat printsipiga asoslanganligini taʼminlashga bagʻishlanadi.

CEEC teng qiymatga ega ish uchun erkaklar va ayollarga teng haq to'lashni ta'minlaydi.

CEEC bir xil ishni bajarayotgan mahalliy va mehnat migrantlariga teng haq va imtiyozlarni taqdim etadi.

CEEC zo'ravonlik va ta'qib qilish, zo'ravonlik, qo'rqitish va / yoki ekspluatatsiya, shu jumladan, jinsiy zo'ravonlikning har qanday shaklini (GBV) oldini olish va bartaraf etish choralarini ko'rishga harakat qildi.

4.Majburiy mehnat

Idoralar va biz tomondan ishlaydigan uchinchi shaxslar ishchilarning asl guvohnomalari, pasportlari, ish vizalari yoki boshqa shaxsiy hujjatlarini ushlab turmaydilar. Pasportlar xodimlardan HR tomonidan faqat vizani yangilash maqsadlarida so'raladi va jarayon tugagandan so'ng xodimlarga qaytariladi.

Bosh qo'mitamiz ishchilarga kompaniyamizda ish topish uchun ishga qabul qilish, qayta ishlash yoki joylashtirish uchun to'lovlarni to'lashni taqiqlaydi.

CEEC ishchilarni tanlash, tayinlash va transportda qoʻllaniladigan rekvizit agentlari va mehnat provayderlarini tanlash va boshqarishda munosib toʻgʻri gʻayrat bilan harakat qiladi.

Mehnat migrantlariga oʻz yurtidan chiqishdan oldin ularni koʻrib chiqish va imzolash uchun mehnat shartlari va shartlari (taklif xatlari) yozma nusxasi taqdim etilishini taʼminlaymiz.

CEEC ishchilardan ish sharti sifatida pul mablagʻlari yoki bondlarni joylashtirishni talab qilmaydi.

CEEC barcha ishchilarimizning majburiy va jarimasiz, shu jumladan haqoratli va soxta ishga qabul qilish amaliyotlari orqali erkin va oʻz xohishi bilan ishga kirishini, majburiy, bogʻlangan yoki bebosh qamoqxona mehnatining hech qanday turidan foydalanmasligimizni taʼminlashga ahd qildi.

CEEC ishchilari oqilona eʼlon qilinganidan soʻng ishdan jarimasiz chiqib ketishga erkindirlar.

5.Bolalar mehnati

CEEC HR ishga qabul qilish jarayonida barcha ishchilarning yoshini tekshiradi (18 yoshdan oshganlarga ruxsat berilmaydi).

CEEC yosh ishchilarga tunda yoki xavfli sharoitlarda ishlashga ruxsat bermaydi, xavfni baholash va sog'liqni saqlash, ish sharoitlari va ish soatlarini muntazam nazorat qilishni amalga oshiradi.

6.Ish haqi, foyda va mehnat sharoitlari

 CEEC xodimlarga ishga kirishdan oldin ish haqi to'g'risida aniq tushunarli og'zaki va yozma ma'lumotlarni taqdim etadi va har bir haq to'lash muddati uchun ish haqi, shu jumladan imtiyozlar va chegirmalar to'g'risida batafsil ma'lumot beradi.

CEEC ish vaqtidan tashqari ish ixtiyoriy boʻlishini va oʻzbek milliy qonunchiligiga muvofiq amalga oshirilishini va kompensatsiya toʻlanishini vaʼda qiladi.

CEEC ishchilarning ish haqidan milliy qonunchilikka muvofiq va xodim o'z roziligini bergan joydan tashqari ajratmalarni amalga oshirmaydi.

CEEC har qanday mehnat migrantlarining ish bilan ta'minlash shartlari va shartlarini olishlarini ta'minlaydi.

CEEC ish haqi, foyda va ish sharoitlarini ta'minlaydi \u2012 shu jumladan ish soatlari \u2012 eng kam qonuniy talablarga javob beradi va ekvivalent mahalliy va mintaqaviy ish beruvchilar tomonidan taqdim etilgan ish bilan taqqoslanadi.

Bosh qoʻmita kollektiv shartnomalar tuzadigan joyda biz ushbu shartnomalar shartlarini bajaramiz.

7.Gʻamginlik meʼyori

CEEC barcha ishchilar uchun qoʻrqitish, firibgarlik yoki qasos olishdan qoʻrqmasdan, ishga qabul qilish va ish joyidagi amaliyotlar haqida xavotir uygʻotish uchun mavjud boʻlgan maxfiy gʻam-gʻussa mexanizmiga ega.

CEEC barcha ishchilarning jarayonni va ular uchun mavjud bo'lgan turli hisobot kanallarini (g'-g'ussa qutilari, CLO va HR), shu jumladan o'z ona tilida g'-g'ussa qo'yish imkoniyatini ta'minlaydi.

Gʻaznachilik mexanizmiga maxsus himoya choralarini talab qiluvchi shikoyatlar, masalan, genderga asoslangan zoʻravonlik toʻgʻrisidagi xabarlarni oʻz ichiga oladi.

CEEC shaffof va tushunarli boʻlgan va bu bilan bogʻli har bir kishiga fikr-mulohazalar beradigan jarayondan foydalanib, ishchilarning xavotirlarini zudlik bilan bartaraf etishni maqsad qilgan

Har qanday tashvish / shikoyatning g'-g'ussalari uchun biz bilan bog'laning

Gʻam-gʻussa mexanizmi toʻgʻrisidagi qoʻshimcha maʼlumotlarni ovqatlanish joylari, oʻquv markazi, saytdagi axborot taxtalari, yotoqxonalar va tibbiyot markazidan topishingiz mumkin.

KOMPANIYA VAKILI ALOQA MA'LUMOTLARI

CEEC-CLO (DZH)（Mirfaiz Asadov）

CEEC-CLO(Bash)（Nora） +99899 570 4152

+998 995676949

CEEC- Christopher +998 952190940

chrisb_gayanilo@ceec.net.cn

CEEC-Admin&HR Manager（Liu Wei）

CEEC- HR （Dong Yuanyuan） +998992104421

+99899 414 0828

8.Ishchi turar joy

CEEC o'z ishchilari uchun firibgarlik qilmaslik va teng imkoniyat printsiplariga mos tarzda turar joy bilan ta'minlaydi, shu jumladan jinsiy tajovuzdan va GBVning boshqa turlaridan himoya qiladi.

CEEC o'z joylashuvi uchun mos bo'lgan, milliy va xalqaro turar joy standartlariga javob beradigan, toza va xavfsiz bo'lgan ishchilar uchun turar joy bilan ta'minlaydi, yaxshi sanoat amaliyotiga muvofiq ishchilarning ehtiyojlarini qondiradi \u2012.

CEEC ishchilarning turar joyga va undan chiqish harakatlarini cheklamaydi, zarur bo'lganda oqilona xavfsizlik choralari yoki logistik cheklovlar mavjud bo'lgan hollardan tashqari.

CEEC kompaniyasi turar joy sifati va uni boshqarish hamda xizmatlar ko'rsatishni boshqarish bo'yicha ishchi kuchi turar joy rejasi (DZH-0000ZA_-AQB -80058) joriy etilgan.

9.Ishchi munosabatlar

CEEC barcha ishchilarga yozma kontrakt (ingliz, xitoy, o'zbek va rus) ishchi kuchi so'zlagan asosiy tillarda taqdim etilishini ta'minlaydi va bu ularning ish haqi, ish soatlari va dam olish kunlari, ish vaqtidan tashqari tartib va ish vaqtidan tashqari kompensatsiya olish huquqini, shuningdek kasallik, homiladorlik / otalik yoki ta'til uchun ta'til kabi har qanday imtiyozlarni o'z ichiga oladi.

CEEC HR boshqaruv tizimlari ishchilarning maxfiylik va ma'lumotlarni himoya qilish huquqlarini hurmat qilishini ta'minlaydi.

CEEC xodimlarning pasportlarini xodimlarning o'zida bo'lishini ta'minlaydi, viza va boshqa tegishli ehtiyojlar bundan mustasno, markazlashtirilgan boshqaruv uchun har qanday usulda xodimlarning pasportlarini olish qat'iyan man etiladi.

10.Kollektiv ishdan bo'shatish

Kollektiv ishdan boʻshatilgan taqdirda CEEC ishchi kuchini kamaytirishning ishchilarga salbiy taʼsirini baholash, kamaytirish va yengillashtirish boʻyicha kollektiv ishdan boʻshatish rejasini ishlab chiqadi.

CEEC kollektiv ishdan boʻshatish bilan bogʻliq barcha qonuniy va umumiy kelishilgan talablarga, jumladan, davlat organlarini xabardor qilish va ishchilar va ularning tashkilotlariga maʼlumot berish va maslahatlashishga vaʼda beradi.

CEEC barcha hisoblangan haq toʻlash va ijtimoiy himoya nafaqalarini toʻlashdan oldin yoki oʻz vaqtida ishchilar bilan kelishilgan yoki kollektiv kelishuv orqali toʻlaydi. Ishchilarga bunday to'lovlar to'g'risida dalillar taqdim etiladi.

11.Ishchilar tashkiloti

CEEC ishchilarni ishchi vakillarini saylashdan, oʻzlari tanlagan ishchilar tashkilotlarini tuzishdan yoki ularga qoʻshilishdan yoki birgalikda kelishuvdan toʻsmaydi.

CEEC bunday tashkilotlar va kollektiv kelishuvda ishtirok etadigan yoki ishtirok etishga intilayotgan ishchilarni firibgarlik qilmaydi yoki qasos olmaydi.

CEEC bunday ishchilar vakillari va ishchilar tashkilotlari bilan aloqada boʻladi va ularga oʻz vaqtida mazmunli muzokara oʻrnatish uchun zarur boʻlgan maʼlumotlarni taqdim etadi.

和一切形式歧视的制度

第一章 目 的

乌兹别克斯坦布哈拉风电项目部致力于创建一个没有任何形式暴力、骚扰和歧视的工作场所，确保与此政策相关的程序具有以员工为中心的方法。我们认识到无论性别、宗教、种族或国籍，暴力、骚扰（GBVH）和歧视会影响所有人，但由于普遍存在的性别规范和系统性不平等，女性受到的影响尤为严重。

我们将GBVH和歧视视为严重的行为违纪，并认识到这些行为是可能破坏项目部及公司业绩的重要商业风险。因此，乌兹别克斯坦布哈拉风电项目部明确禁止在工作场所发生任何形式的GBVH和歧视，包括但不限于性剥削、虐待和骚扰。本承诺适用于针对乌兹别克斯坦布哈拉风电项目部的员工、承包商、客户或其他利益相关方。

为了支持这一政策，乌兹别克斯坦布哈拉风电项目部承诺采取零容忍政策，将违反行为视为严重的不当行为，可能导致纪律处分，包括终止雇佣。我们确保所有员工都能参与关于此政策的持续培训和宣传活动，促进对不可接受行为的认识，并培养尊重的文化。此外，乌兹别克斯坦布哈拉项目部提供可访问的、保密的报告渠道，包括匿名选项，这些渠道也符合法律标准，并保护个人免受报复。最后，我们致力于为受GBVH和歧视影响的人员创造一个支持性的环境，解决他们在工作和福祉方面的任何影响，并将他们与必要的资源连接起来。

第二章 范 围

本政策适用于布哈拉风电项目内的所有员工（包括联营体项目部CEEC、浙江火电项目部ZTPC及其所有分包单位、华北院项目部NCPE及其所有分包单位）。本政策的有效实施由联营体项目部综合管理部编制，遵守政策是项目部全体员工的共同责任。

第三章 政策原则

通过实施本政策，CEEC乌兹别克斯坦项目部：

1.承诺维护一个对性别暴力、骚扰（GBVH）和一切形式歧视零容忍的工作场所。

2.通过采取以受害者为中心的方法，创建有效、公正、可靠的投诉、调查和修复机制及流程。

3.保护所有遭受各种形式歧视、暴力、骚扰的受害者及被指控施暴者的机密性和隐私。

4.通过沟通活动对员工（包括管理人员）进行教育，确保政策广泛传达给所有相关方，积极挑战并拆解性别刻板印象，培养公平与包容的文化。

5.将此政策融入所有其他相关流程，以防止歧视、暴力和骚扰，包括风险管理、健康、安全、环境、合规以及与招聘、雇佣、晋升和解雇相关的人民于文化政策和流程。

6.将GBVH和一切形式的歧视风险纳入内部控制和审计计划。

7.确保员工有效行使他们在GBVH和所有形式歧视相关事务中的知情和咨询权利。

8.在供应链中推广GBVH和歧视的意识，并采取零容忍态度，包括工程、采购以及分包商公司，并监控第三方是否遵守乌兹风电项目部的要求。

9.与公共机构、非政府组织和其他相关利益相关方进行全面、包容性和建设性的合作，以提高政策和程序的有效性。

10.通过基于年度监控和报告流程定期更新程序来支持此政策。

第四章 举报人保护政策

CEEC制定了保护举报人的政策。根据该政策，在可能的范围内，举报人应享有身份保密保护，并在披露、告知、咨询或报告CEEC内部发生的暴力、骚扰或歧视案件时，受到任何形式报复的保护，前提是该披露时出于善意。

第五章 本地适用原则

本政策的详细程序作为补充，应与乌兹别克斯坦有关GBVH和所有形式歧视的相关当地法律法规一起阅读。

我们认识到当地法律可能会设定与工作场所行为、骚扰和歧视相关的不同强制性标准或要求，这些标准将适用。如果本政策与当地法律存在不一致之处，则当地法律优先适用，除非本政策提供了更大的保护。

乌兹布哈拉风电项目部承诺定期更新本政策，以反映相关法律、文化规范和不断变化的标准，确保我们的做法始终保持最新、有效，并支持我们的员工和利益相关方。

第六章 其他问题

如果员工对本政策有任何疑问或不确定之处，鼓励他们向人民与文化（P&C）部门或所在地区的合规官员寻求指导。此外，项目部已制定本地联络点作为内部资源，随时为员工提供与本政策相关的任何咨询，包括对适用程序和申诉机制的澄清。

第七章 相关文件

乌兹布哈拉风电项目部员工日常管理规范、反GBVH和歧视程序。

政策实施的临时指导：

在与本政策相关的程序制定并获批准之前，以下流程将支持政策的实施：

1.报告时间：鼓励经历或知悉GBVH或歧视事件的员工在准备好并安全的情况下进行报告。指定的报告渠道（合规部门或联络点）可确保所有员工获得及时的支持和适当的后续处理。

2.电话：刘威： +998 992104421

邮箱：wliu7017@ceec.net.cn

CEEC- Christopher +998 952190940

邮箱：chrisb_gayanilo@ceec.net.cn

Nora（Bash - CLO）：+998 995676949

邮箱：geareleo34@gmail.com

Mirfayz（DZH - CLO）：+998 995704152

邮箱：a.mirfayz99@mail.ru

第八章其他事项

1.旁观者处理不当行为：如果员工目睹GBVH或任何形式的歧视行为，鼓励他们通过指定渠道报告事件。通过采取行动，员工帮助在工作场所培养责任和尊重的文化。相关程序将进一步指导旁观者如何安全干预。

2.投诉处理：合规部门负责确保通过指定或其他渠道提交的投诉得到全面和负责任的处理，职责包括但不限于：

（1）及时调查所有投诉：对于每一个投诉，应组建一个经过调查流程培训的调查小组。该小组必须启动公正、客观的调查，并适用以受害者为中心的方法，确保在尊重和敏感对待个人需求的前提下开展调查过程。

（2）实施适当的制裁：如果调查证实投诉并确认施暴者的责任，管理层应根据合规官员的建议，依据项目部政策和当地法律采取适当的纪律处分或制裁。

3.向受影响的个人和受害者提供持续支持：人民与文化部门和联络点（被指定为投诉人的主要联系人，并接受过GBVH培训的人员）应确保为受事件影响的人员提供持续的支持和跟进。这包括提供或转介必要资源，随着时间推移解决个人需求。

4.组织系统性的总结会议：最后，在获得受害者同意后，人民与文化部门、合规部门和联络点应组织结构化的总结会议，并邀请所有相关方参与报告。这有助于增强透明度和问责制，并促进在处理此类问题时建立开放沟通和持续改进的文化。

5.受害者支持：作为我们承诺的一部分，项目部将提供全面的受害者支持服务，包括保密咨询、医疗帮助、转介到专业医疗服务提供者，乌兹布哈拉风电项目部还将评估并实施合理的工作场所适应措施，以保护受影响员工的安全、舒适和尊严。这些支持措施不向个人收费，并严格遵守所有适用的法律标准和公司政策。

Policy Against Gender-Based Violence, Harassment (GBVH), and All Forms of Discrimination

1.Purpose

CEEC Uzbekistan bukhara wind power projet is committed to creating a workplace free from all forms of violence, harassment, and discrimination, ensuring that the procedures related to this policy will have a survivor-centered approach. We recognize that Violence, Harassment (GBVH) and Discrimination would affect all individuals regardless of gender, religion, ethnicity, or nationality, women are disproportionately impacted due to prevalent gender norms and systemic inequities.

This policy, rooted in CEEC wind power projet Uzbekistan’s Code of Ethics and Conduct (“Conduct”), upholds a safe, respectful.We identify GBVH and Discrimination as serious breaches of conduct and recognize these as significant business risks that can undermine our company’s performance. Therefore, CEEC unequivocally prohibits any form of GBVH and Discrimination in the workplace, including but not limited to sexual exploitation, abuse and harassment. This commitment applies to targeting CEEC`s employees, sub-contractors, clients, or other stakeholders.

To support this policy, CEEC is committed to enforcing a zero-tolerance approach, treating violations as serious misconduct that may result in disciplinary actions, up to and including termination. We ensure that all employees have access to ongoing training and awareness programs on this policy, promoting recognition of unacceptable behaviors and fostering a culture of respect. Additionally,CEEC provides accessible, confidential reporting channels, including anonymous options, that also comply with legal standards and protect individuals from retaliation. Finally, we are committed to creating a supportive environment for those affected by GBVH and Discrimination, addressing any impact on their work and well-being, and connecting them with necessary resources.

2.Scope

This policy applies to all employees of Uzbekstan wind power project(CEEC,ZTPC,NCPE and all sbu-contractors) . CEEC contractually obliges all external partners to uphold these standards of respect and safety, ensuring their conduct align with our commitment to a workplace free from GBVH and Discrimination where possible, and provide guidance for their implementation.

Effective implementation of this policy is the responsibility of CEEC Uzbekistan wind power project management and adherence to the policy is a shared responsibility of project employees. The policy is owned and retained by People&Culture department in Uzbekistan.

3.Policy Principles

Through implementation of this policy, CEEC:

1.Commits to maintaining a workplace with zero tolerance for Gender-Based Violence, Harassment (GBVH), and All Forms of Discrimination.

2.Creates effective, impartial, and reliable complaint, investigation, and remediation mechanisms and processes by adopting a survivor-centered approach.

3.Protects the confidentiality and privacy of those subjected to all forms of discrimination, violence, harassment, and alleged perpetrators.

4.Educates employees, including managers, on the subject through communication activities and ensures the policy is widely communicated to all relevant parties by actively challenging and dismantling gender stereotypes and fostering a culture of equity and inclusivity

5.Integrates this policy into all other relevant processes to prevent discrimination, violence, and harassment including Risk Management; Health, Safety, Security and Environment; Compliance; and People and Culture policies and processes related to at all stages of job application, recruitment, employment, promotion, and termination.

6.Includes GBVH and all forms of Discrimination risks in internal control and audit plans.

7.Ensures employees effectively use their right to information and consultation on matters related to GBVH, and all forms of Discrimination.

8.Promotes awareness and a zero-tolerance stance against GBVH and Discrimination within the supply chain, including Engineering, Procurement,and contractor/subcontractor companies, and monitor implementation where third parties are contractually obliged to comply with ACWA Power and CEEC ’s requirements.

9.Engages in comprehensive, inclusive, and constructive collaborations with public institutions, non-governmental organizations, and other relevant stakeholders to improve the effectiveness of policies and procedures.

10.Supports the policy with regularly updated procedures based on annual monitoring and reporting processes.

4.Whistleblower Protection Policy

CEEC has a Policy to protect whistleblowers whereby, to the extent possible, a whistleblower shall be accorded the protection of confidentiality of identity and the protection against any kind of retaliation for disclosing, informing, consulting on, or reporting cases of violence, harassment, or discrimination committed within CEEC, provided the disclosure is made in good faith.

5.Local Adaptation

Detailed procedures supplement this Policy and should be read in accordance with relevant local laws and regulations of Uzbekistan related to GBVH, and all forms of discrimination.

We recognize that local laws may establish different mandatory standards or requirements related to workplace conduct, harassment, and discrimination, and such standards will apply. In cases where there is inconsistency between this Policy and local laws, local laws will prevail unless this Policy offers greater protection.

CEEC is committed to regularly updating this Policy to reflect changes in relevant laws, cultural norms, and evolving standards, ensuring that our approach remains current, effective, and supportive of our employees and stakeholders.

6.Questions

If employees have any questions or uncertainties regarding this Policy, they are encouraged to seek guidance from the People and Culture (P&C) department or their Regional Compliance Officer. Additionally, CEEC Uzbekstan wind power projet has designated local focal points as internal resources, readily available to assist employees with any inquiries related to this Policy, including clarifications on applicable procedures and grievance mechanisms.

7.Related Documents

The daily management regulations for employees of the Bukhara Wind Power Project and the procedures for combating GBVH and discrimination. This policy is organized and implemented by the Bukhara Wind Power Project in Uzbekistan.

Temporary guidance for policy implementation:

Before the procedures related to this policy are formulated and approved, the following processes will support the implementation of the policy.

Temporary guidance for policy implementation: Before the procedures related to this policy are formulated and approved, the following processes will support the implementation of the policy:

Reporting Incidents: Employees who experience or become aware of GBVH or discrimination incidents are encouraged to report when they feel ready and safe to do so. Designated reporting channels (Compliance department or focal points) will ensure that all employees receive timely support and appropriate follow-up.

2.Liu Wei： +998 992104421

E-mail：wliu7017@ceec.net.cn

CEEC- Christopher +998 952190940

E-mail:chrisb_gayanilo@ceec.net.cn

Nora（Bash - CLO）：+998 995676949

E-mail：geareleo34@gmail.com

Mirfayz（DZH - CLO）：+998 995704152

E-mail：a.mirfayz99@mail.ru

8.Other instructions

(1)Bystanders Acting on Observed Misconduct: If employees witness acts of GBVH, or any form of discrimination, they are encouraged to report the incident through designated channels. By acting, employees help foster a culture of accountability and respect within the workplace. The procedure will further guide the bystanders about how they can safely intervene.

(2)Complaint Handling: The Compliance department is responsible for ensuring comprehensive and responsible management of complaints coming through designated or other channels, with duties including but not limited to:

A.Promptly Investigate All Complaints: For every complaint received, an investigation team trained on investigation process shall be formed. The team must initiate a fair, impartial investigation using survivor-centered methods, ensuring that the process is conducted with respect and sensitivity to the individual's needs.

B.Implement Appropriate Sanctions: If an investigation substantiates the complaint and confirms the perpetrator's responsibility management is responsible for taking appropriate disciplinary actions or sanctions in alignment with the company’s policies and local laws based on the recommendations of the Compliance officers.

(3)Provide Ongoing Support to Affected Individuals & Survivors: People and Culture and Focal Points (individuals designated as primary contacts for complainants, trained on GVBH) shall ensure consistent support and follow-up for those affected by the incident. This includes providing or referring to necessary resources, addressing individual needs over time.

(4)Organize Systematic Debriefings: Finally, after getting consent of the survivor, People and Culture, Compliance, and Focal Points should conduct structured debriefings, with all parties involved in a report. This reinforces transparency and accountability and promotes a culture of open communication and continuous improvement in handling such matters.

(5)Survivor Support: As part of our commitment, the company will provide comprehensive survival support services, including confidential counseling, medical assistance, referrals to specialized healthcare providers, and access to legal resources to aid affected individuals in understanding their rights and exploring lawful avenues for further action. Where necessary, CEEC wind power projet will also assess and implement reasonable workplace accommodations to protect the safety, comfort, and dignity of affected employees. These support measures are provided at no cost to the individual and in strict compliance with all applicable legal standards and company policies.

Genderga asoslangan zo'ravonlik, ta'qib va kamsitishning barcha shakllariga qarshi siyosat (GBVH)

1.Maqsad

CEEC Uzbekistan Bukhara shamol energetikasi loyihasi zo'ravonlik, ta'qib va ​​kamsitishning barcha shakllaridan xoli ish joyini yaratish, bu siyosat bilan bog'liq tartib-qoidalar omon qolishga qaratilgan yondashuvga ega bo'lishini ta'minlashga intiladi. Biz zo'ravonlik, ta'qib (GBVH) va diskriminatsiya jinsi, dini, etnik kelib chiqishi yoki millatidan qat'i nazar, barcha shaxslarga ta'sir qilishini tan olamiz, keng tarqalgan gender me'yorlari va tizimli tengsizliklar tufayli ayollar nomutanosib ravishda ta'sirlanadi.

CEEC shamol energetikasi loyihasi Oʻzbekistonning axloq va xulq-atvor kodeksiga (“Xulq-atvor”) asos boʻlgan ushbu siyosat xavfsiz, hurmatli qoidalarni qoʻllab-quvvatlaydi. Biz GBVH va diskriminatsiyani xulq-atvorning jiddiy buzilishi deb tan olamiz va ularni kompaniyamiz faoliyatiga putur yetkazishi mumkin boʻlgan jiddiy biznes xatarlari sifatida tan olamiz. . Shu sababli, CEEC ish joyida GBVH va diskriminatsiyaning har qanday ko'rinishini, shu jumladan jinsiy ekspluatatsiya, suiiste'mollik va ta'qib qilishni aniq taqiqlaydi. Ushbu majburiyat CEEC xodimlariga, subpudratchilarga, mijozlarga yoki boshqa manfaatdor tomonlarga qaratilgan.

Ushbu siyosatni qo'llab-quvvatlash uchun CEEC nol bardoshlik yondashuvini qo'llash majburiyatini oladi, qoidabuzarliklarni jiddiy noto'g'ri xatti-harakatlar sifatida ko'rib, intizomiy jazo choralariga, jumladan, tugatishga olib keladi. Biz barcha xodimlarga ushbu siyosat bo'yicha doimiy treninglar va xabardorlik dasturlariga ega bo'lishini ta'minlaymiz, bu nomaqbul xatti-harakatlarni tan olishga yordam beradi va hurmat madaniyatini rivojlantiradi. Bundan tashqari, CEEC qonuniy standartlarga mos keladigan va shaxslarni qasos olishdan himoya qiluvchi anonim variantlarni o'z ichiga olgan ochiq, maxfiy hisobot kanallarini taqdim etadi. Va nihoyat, biz GBVH va diskriminatsiyadan jabrlanganlar uchun qo'llab-quvvatlovchi muhit yaratish, ularning ishi va farovonligiga har qanday ta'sirni bartaraf etish va ularni zarur resurslar bilan bog'lash majburiyatini olamiz.

2.Qo'llash doirasi

Ushbu siyosat O'zbekiston shamol energetikasi loyihasining barcha xodimlariga (CEEC, ZTPC, NCPE va barcha sbu-pudratchilar) taalluqlidir. CEEC shartnoma asosida barcha tashqi hamkorlarni hurmat va xavfsizlik bo'yicha ushbu standartlarni qo'llab-quvvatlash, ularning xatti-harakatlari GBVH va diskriminatsiyadan xoli ish joyimizga bo'lgan majburiyatimizga mos kelishini ta'minlash va ularni amalga oshirish bo'yicha ko'rsatmalar berish majburiyatini oladi. Ushbu siyosatni samarali amalga oshirish CEEC Uzbekistan shamol energetikasi loyihasi boshqaruvining mas'uliyati va siyosatga rioya qilish loyiha xodimlarining umumiy mas'uliyati hisoblanadi. Siyosat O‘zbekistondagi Xalq va madaniyat departamentiga tegishli va o‘zida saqlanadi.

3.Siyosat taamoyinlari

Ushbu siyosatni amalga oshirish orqali CEEC:

1.Genderga asoslangan zo'ravonlik, ta'qib (GBVH) va kamsitishning barcha shakllariga nol toqatli ish joyini saqlash majburiyatini oladi.

2. Omon qolganlarga yo'naltirilgan yondashuvni qo'llash orqali samarali, xolis va ishonchli shikoyat, tergov va tuzatish mexanizmlari va jarayonlarini yaratadi.

3.Har qanday kamsitish, zo'ravonlik, ta'qib qilish va aybdor deb taxmin qilingan shaxslarning maxfiyligi va shaxsiy hayotini himoya qiladi.

4.Aloqa faoliyati orqali xodimlarni, shu jumladan menejerlarni ushbu mavzu bo'yicha o'rgatadi va gender stereotiplariga faol qarshi kurashish va ularni yo'q qilish, tenglik va inklyuzivlik madaniyatini rivojlantirish orqali siyosatning barcha tegishli tomonlarga keng etkazilishini ta'minlaydi.

5.Ushbu siyosatni kamsitish, zo'ravonlik va ta'qibning oldini olish uchun boshqa barcha tegishli jarayonlarga integratsiya qiladi, shu jumladan Risklarni boshqarish; Salomatlik, xavfsizlik, xavfsizlik va atrof-muhit; Muvofiqlik; va Ishga ariza berish, ishga olish, ishga joylashtirish, ko'tarilish va tugatishning barcha bosqichlarida bog'liq bo'lgan odamlar va madaniyat siyosati va jarayonlari.

6. Ichki nazorat va audit rejalarida GBVH va diskriminatsiya risklarining barcha shakllarini o'z ichiga oladi. 7. Xodimlarning GBVH va kamsitishning barcha shakllari bilan bog'liq masalalar bo'yicha axborot va maslahat olish huquqidan samarali foydalanishini ta'minlaydi. 8. Ta'minot zanjirida, shu jumladan muhandislik, xaridlar va pudratchi/subpudratchi kompaniyalari doirasidagi GBVH va kamsitishlarga nisbatan xabardorlikni va nol bardoshlik pozitsiyasini targ'ib qiladi va uchinchi tomonlar shartnoma bo'yicha ACWA Power va CEEC talablariga rioya qilishga majbur bo'lgan hollarda amalga oshirilishini nazorat qiladi.

7.Siyosat va tartiblarning samaradorligini oshirish uchun davlat institutlari, nodavlat tashkilotlari va boshqa manfaatdor tomonlar bilan har tomonlama, inklyuziv va konstruktiv hamkorlikni amalga oshiradi. 10.Siyosatni yillik monitoring va hisobot berish jarayonlariga asoslangan muntazam yangilanadigan tartiblar bilan qo'llab-quvvatlaydi.

4.Ma'lumot beruvchini himoya qilish siyosati

CEEC ma'lumot tarqatuvchilarni himoya qilish siyosatiga ega bo'lib, unga ko'ra, imkon qadar ma'lumot beruvchi shaxsning maxfiyligini himoya qiladi va zo'ravonlik, ta'qib yoki zo'ravonlik holatlarini oshkor qilgani, xabardor qilgani, maslahat bergani yoki xabar bergani uchun har qanday qasos olishdan himoyalanadi. agar oshkor qilish vijdonan amalga oshirilsa, CEEC doirasida sodir etilgan kamsitish.

5.Mahalliy moslashish

Batafsil tartib-qoidalar ushbu Siyosatni to'ldiradi va GBVH va kamsitishning barcha shakllari bilan bog'liq O'zbekistonning tegishli mahalliy qonunlari va qoidalariga muvofiq o'qilishi kerak.

Biz mahalliy qonunlar ish joyidagi xatti-harakatlar, ta'qib va ​​kamsitish bilan bog'liq turli majburiy standartlar yoki talablarni belgilashi mumkinligini tan olamiz va bunday standartlar qo'llaniladi. Ushbu Siyosat va mahalliy qonunlar o'rtasida nomuvofiqlik mavjud bo'lgan hollarda, agar ushbu Siyosat ko'proq himoyani ta'minlamasa, mahalliy qonunlar ustunlik qiladi.

CEEC Uzbekistan tegishli qonunlar, madaniy me'yorlar va rivojlanayotgan standartlardagi o'zgarishlarni aks ettirish uchun ushbu Siyosatni muntazam ravishda yangilab borish, bizning yondashuvimiz dolzarb, samarali va xodimlar va manfaatdor tomonlarni qo'llab-quvvatlab turishini ta'minlash majburiyatini oladi.

6.Savollar

Agar xodimlarda ushbu Siyosat bo'yicha savollar yoki noaniqliklar bo'lsa, ular Xalq va Madaniyat (P&C) bo'limi yoki ularning Mintaqaviy muvofiqlik bo'yicha xodimidan ko'rsatmalar olishlari tavsiya etiladi. Bundan tashqari, CEEC Uzbekistan xodimlariga ushbu Siyosat bilan bog‘liq har qanday so‘rovlar, jumladan, amaldagi tartib-qoidalar va shikoyatlarni ko‘rib chiqish mexanizmlari bo‘yicha tushuntirishlar bilan yordam berishga tayyor bo‘lgan mahalliy markazlarni ichki resurslar sifatida belgilab qo‘ydi.

7.Tegishli hujjatlar

Buxoro shamol energetikasi loyihasi xodimlari uchun kundalik boshqaruv qoidalari va GBVH va diskriminatsiyaga qarshi kurashish tartiblari. Ushbu siyosat 2024-yil 28-noyabrdan kuchga kiradigan O‘zbekistonda Buxoro shamol energetikasi loyihasi tomonidan tashkil etiladi va amalga oshiriladi.

Siyosatni amalga oshirish uchun vaqtinchalik ko'rsatmalar:

Ushbu siyosat bilan bog'liq tartib-qoidalar ishlab chiqilishi va tasdiqlanishidan oldin, quyidagi jarayonlar siyosatni amalga oshirishga yordam beradi. Siyosatni amalga oshirish bo'yicha vaqtinchalik yo'riqnoma: Ushbu siyosat bilan bog'liq protseduralar ishlab chiqilishi va tasdiqlanishidan oldin, quyidagi jarayonlar siyosatni amalga oshirishga yordam beradi:

Hodisalar haqida xabar berish: GBVH yoki kamsitish hodisalarini boshdan kechirgan yoki xabardor bo'lgan xodimlarga o'zlarini tayyor va xavfsiz his qilganlarida xabar berishlari tavsiya etiladi. Belgilangan hisobot kanallari (Muvofiqlik bo'limi yoki markazlashtirilgan nuqtalar) barcha xodimlarga o'z vaqtida yordam va tegishli kuzatuv olishlarini ta'minlaydi:

2.Liu Wei： +998 992104421

E-mail：wliu7017@ceec.net.cn

CEEC- Christopher +998 952190940

E-mail：chrisb_gayanilo@ceec.net.cn

Nora（Bash - CLO）：+998 995676949

E-mail：geareleo34@gmail.com

Mirfayz（DZH - CLO）：+998 995704152

E-mail：a.mirfayz99@mail.ru

8.Boshqa ko'rsatmalar

(1) Kuzatilgan qonunbuzarliklar bo'yicha harakat qilayotganlar: Agar xodimlar GBVH harakatlariga yoki har qanday kamsitishlarga guvoh bo'lsalar, ular voqea haqida belgilangan kanallar orqali xabar berishga da'vat etiladi. Harakat qilish orqali xodimlar ish joyida javobgarlik va hurmat madaniyatini rivojlantirishga yordam beradi. Protsedura qo'shimcha ravishda kuzatuvchilarga qanday qilib xavfsiz tarzda aralashishlari haqida ko'rsatma beradi.

(2) Shikoyatni ko'rib chiqish: Muvofiqlik bo'limi belgilangan yoki boshqa kanallar orqali kelib tushgan shikoyatlarni har tomonlama va mas'uliyatli boshqarishni ta'minlash uchun javobgardir, shu jumladan, lekin ular bilan cheklanmagan holda:

A. Barcha shikoyatlarni zudlik bilan tekshirib ko'ring: Har bir kelib tushgan shikoyat bo'yicha tergov jarayoni bo'yicha o'qitilgan tergov guruhi tuziladi. Jamoa omon qolganlarga yo'naltirilgan usullardan foydalangan holda adolatli, xolis tergovni boshlashi, jarayon shaxsning ehtiyojlariga hurmat va sezgirlik bilan o'tkazilishini ta'minlashi kerak.

B. Tegishli jazo choralarini qo'llash: Agar tekshiruv shikoyatni asoslab bersa va aybdorning javobgarligi tasdiqlansa, rahbariyat Muvofiqlik bo'yicha xodimlarning tavsiyalari asosida kompaniya siyosati va mahalliy qonunlarga muvofiq tegishli intizomiy choralar yoki jazo choralarini ko'rish uchun javobgardir.

(3)Ta'sirlangan shaxslar va omon qolganlarga doimiy yordam ko'rsatish: Odamlar va Madaniyat va markazlashtirilgan nuqtalar (shikoyatchilar uchun asosiy aloqalar sifatida belgilangan, GVBH bo'yicha o'qitilgan shaxslar) hodisadan jabrlanganlar uchun doimiy yordam va kuzatuvni ta'minlashi kerak. Bunga zarur resurslarni taqdim etish yoki ularga murojaat qilish, vaqt o'tishi bilan individual ehtiyojlarni qondirish kiradi.

(4) Tizimli brifinglarni tashkil qilish: Nihoyat, omon qolganning roziligini olgandan so'ng, Odamlar va Madaniyat, Muvofiqlik va markazlashtirilgan nuqtalar hisobotda ishtirok etgan barcha tomonlar bilan tuzilgan brifinglarni o'tkazishi kerak. Bu shaffoflik va mas'uliyatni kuchaytiradi va ochiq muloqot madaniyatini va bunday masalalarni hal qilishda doimiy takomillashtirishga yordam beradi.

(5) Omon qolganlarni qo'llab-quvvatlash: Bizning majburiyatimizning bir qismi sifatida kompaniya omon qolishni qo'llab-quvvatlash bo'yicha keng qamrovli xizmatlarni taqdim etadi, jumladan, maxfiy maslahatlar, tibbiy yordam, ixtisoslashgan tibbiy yordam ko'rsatuvchi provayderlarga yo'llanmalar va jabrlanganlarga o'z huquqlarini tushunish va qonuniyligini o'rganishda yordam berish uchun yuridik resurslardan foydalanish keyingi harakatlar uchun imkoniyatlar. Zarur bo'lganda, CEEC shamol energetikasi loyihasi, shuningdek, zarar ko'rgan xodimlarning xavfsizligi, qulayligi va qadr-qimmatini himoya qilish uchun ish joyini oqilona joylashtirishni baholaydi va amalga oshiradi. Ushbu qo'llab-quvvatlash choralari shaxsga bepul va amaldagi barcha qonunchilik standartlari va kompaniya siyosatlariga qat'iy rioya qilgan holda taqdim etiladi.