尊龙凯时首页

Global Human Rights Policy
The company publishes the "Trinasolar Global Human Rights Principles" , and its commitment to respecting human rights covers issues such as preventing human trafficking, prohibiting forced labor and child labor, working hours and minimum wage standards, supply chain responsibility, environmental management, product responsibility, diversity and non-discrimination, prohibiting harassment, freedom of association and collective bargaining, privacy and freedom of speech.
Trinasolar is committed to protecting the rights and interests of all employees. The company strictly abides by national laws and regulations, pays attention to and refers to international human rights conventions and labor standards such as the United Nations Guiding Principles on Business and Human Rights, formulates and continuously improves internal rules and regulations, and incorporates the protection of human rights and labor rights into the Employee Business Conduct and Ethics Code.
In addition, we have included child labor, forced labor, human rights and other social issues into the supplier social responsibility assessment method, and supervise suppliers not to employ child labor and forced labor.
We firmly prohibit the use of child labor or forced labor, and stipulate in the Employee Handbook that we actively safeguard the basic rights and interests of employees through multiple rounds of identity information review, internal or third-party background investigation, and specified working hours and overtime approval process. Trinasolar has obtained the SA8000 international social responsibility standard certification.
In 2024, Trinasolar did not engage in any illegal incidents such as employing child labor or forced labor.
Employee Rights and Benefits
Basic rights
The company signs labor contracts with employees in accordance with laws and regulations, and clearly stipulates the rights and obligations of both employees and employers.
In 2024, the labor contract signing rate of Trinasolar employees reached 100%.
Trinasolar strictly abides by the Trade Union Law of the People's Republic of China and respects employees' rights to join independent labor unions, collective bargaining and freedom of association.
A labor union committee and a workers' congress have been established to safeguard the legitimate rights and interests of employees.
In order to create a fair and open working environment, we have set up employee complaint channels and informed all employees in the Employee Handbook.
For employees' complaints, direct supervisors, department managers and the Human Resources Department will promptly resolve the employee's issues or provide reasonable explanations. If an employee is not satisfied with the solution, he or she may appeal to the immediate supervisor's superior. The immediate supervisor, superior supervisor and the Human Resources Department will discuss the employee's complaint and respond to the employee within 5 working days. The entire complaint process and all related information will be strictly confidential.
Compensation System
Trinasolar strictly abides by the relevant wage management laws and regulations in each operating location, establishes a Human Resources Committee (HRC), and continuously improves the salary structure, increases salary levels, and optimizes the incentive system.
In September 2023, the company issued the "Equity Incentive Plan Management System" for the first time, and the incentive coverage rate for non-frontline production personnel reached 31% .
Silent Dialogue Session" for Deaf and Non-Speaking Employees
In March 2024, the Company held a "Silent Dialogue Session" tailored for deaf and non-speaking employees. The event focused on addressing the communication needs of this specific group through customized interaction methods (e.g., sign language interpreters, visual aids, real-time captioning), actively capturing their perspectives and requests. This initiative helped bridge communication barriers, enabling better team integration and empowering participants to contribute meaningfully in specialized roles.
Open a psychological care hotline to focus on employees’ mental health
As the pace of life and work accelerates, mental health has received more and more attention from companies and employees. In 2023, we launched a psychological care hotline to provide one-on-one psychological counseling services for employees. If there are problems in career development, interpersonal communication, emotional distress, etc., employees can tell the counselor to ensure that the problem is solved in time to protect mental health.
Employee Communication
We provide multiple and smooth communication channels for employees to choose, and encourage employees to put forward reasonable suggestions or opinions to help the company improve its management level and production efficiency.
As of the end of 2024, During the reporting period, the Company held 44 multi-format communication sessions, covering 5,755 participants. The Company also implemented 2,708 innovative improvement proposals and received 3,500 inquiries from employees via the T-Link, email and other channels. The inquiries addressed topics such as accommodation, catering, and management practices, with 100% resolved and feedback provided.
Staff Training and Development
Talent Training
The company has established dedicated departments responsible for employee development and training management:
- Leadership and Talent Management Department: Focuses on talent cultivation and employee development.
- Culture and Training Center: Oversees company-wide training management, curriculum and instructor management, and designs training programs.
- HR SSC Culture & Training Delivery: Responsible for the execution and delivery of training programs.

As of the end of 2024 , the learning platform has been visited by 29,957 people throughout the year, with an average of 13,598 people logging in per month, and a total course learning time of 337,386 minutes; currently, the platform has a total of 1,441 courses and 5,943 courseware materials.
Trinasolar reached a cooperation with Cloud Learning Hall, a digital enterprise learning solution service provider , to jointly explore a new system of digital learning and digital talent training.
As of the end of 2024 , the learning platform has been visited by 29,957 people throughout the year, with an average of 13,598 people logging in per month, and a total course learning time of 337,386 minutes; currently, the platform has a total of 1,441 courses and 5,943 courseware materials .

Trainees

Highlight Courses

New employees

Training for new joiners on EHS, corporate brands, internal systems, product information, information technology, business ethics, etc.

Highly-potential managers/existing managers

Training on Trinasolar’s core values, efficient execution for managers, Thematic training of “Attitude Is Everything”, customer insight, commercial design and “Organizational Innovation: Outlining a Roadmap to a Market-Oriented and Eco-Friendly Organization” , etc.

Employees from each business unit and functional department

EHS Department: Training on the EHS management system and internal audit, environmental protection, work safety responsibility, etc. Quality Department: Training on the quality management system, interpretation of quality management maturity and corresponding evaluation methods, quality risk management and indicator management, quality management system for internal auditors, refinement and innovation, etc. HR Department: Training on theoretical and practical insight into core values, approaches and practices of role perception, etc

In 2024

Average hours of training per employee
  • 46.69Hours
  • Increased by 24.60 hours compared to 2023
 
  • 19,853
  • Total number of training sessions held
 
  • 1,704,309
  • Total training hours
Performance Evaluation
The company has established a transparent and fair performance evaluation system, implemented a multi-evaluation and public feedback mechanism, ensured fair and orderly promotion of employees , and formed a "Personal Performance Management System" to establish a linkage mechanism between performance and bonuses, salary adjustments, promotions, equity and other remuneration and benefits .
Talent Development
Trinasolar continues to empower its employees with more motivating and challenging career development opportunities, implements the "Qualification Management Measures", and effectively establishes a qualification certification mechanism.
We encourage employees to actively apply for the company's open recruitment positions based on their own development intentions, and establish the "SAL Non-Directive Allocation Management System" to help internal employees know and obtain more career and growth opportunities, and promote more rational use of business practical experience and professional skills in the company or department.
Occupational Health Protection
Health and safety awareness promotion