Sustainability Management

Sustainable Business​

인사말


Chapter 1: Fair Job Performance
Unethical Conduct Code of Conduct
Prohibition of Favoritism and Discrimination Employees must not show favoritism or discrimination based on gender, age, family relations, educational background, religion, or physical and mental disabilities when performing their duties.
In matters of education, promotion, etc., employees must provide equal opportunities based on individual abilities and qualifications. Performance and achievements must be evaluated and rewarded fairly.
Prohibition of Request Special Consideration for a Job Position Employees must not request or induce, either directly or indirectly, special consideration for a job position matters to exert undue influence on matters such as their promotion, transfer, or assignment.
Using one’s position to unjustly intervene in the consideration of other employees, such as their promotion, transfer, or assignment, is strictly prohibited.
Employees must not engage in request special consideration for a job position for the purpose of hiring immediate family members or relatives within the company.
Prohibition of Unauthorized Use of Budget Employees must not cause financial loss to the company by using budget allocated for business purposes, such as travel expenses, entertainment expenses, business promotion expenses, etc., for purposes other than their intended use.
The use of corporate credit cards by employees is limited to expenses incurred during the performance of their duties and must not be lent or used for personal purposes by family or friends.
Employees are instructed to refrain from using the corporate credit card for late-night, Sunday, and holiday purchases in residential areas (to prevent suspicious personal use). The use of the corporate card for establishments involved in adult entertainment, gambling, and personal purposes is strictly prohibited.
In the event of discovering unauthorized usage, reissuance of the corporate card will be restricted, and cases will be referred to the ethics committee based on the severity of the violation.
Prohibition of Information Leakage Employees must not disclose or provide legitimately undisclosed internal information, such as trade secrets, technological know-how, and business-related information, to clients, colleagues, or third parties.
Employees must not acquire trade secrets through theft, deception, threats, or any other illegitimate means, nor must they use trade secrets for unlawful purposes.
Employees are required to comply with the Personal Information Protection Act and must not abandon or disclose to third parties any information acquired in the course of their duties, including personal information, credit information, financial transactions, and other relevant data of internal staff and stakeholders.
Employees must refrain from using information obtained in the course of company duties for personal gain.
Prohibition of Unfair Work Instructions Employees must not issue instructions to subordinates that significantly undermine fair job performance, violating laws or general regulations, for their own benefit or the benefit of others.
An employee who receives instructions from a superior that contradict fair job performance must not follow such instructions. Instead, they must report the matter internally and await specific instructions from the company.
Employees shall not face any discrimination or disadvantage as a result of not adhering to instructions in accordance with the provisions of the preceding paragraph.
Avoidance of Conflicts of Interest in Job Duties If an employee’s duties fall under any of the following categories, the employee must consult with their superior or ethical responsibility officer to determine whether to avoid the duties. After consultation, appropriate actions should be taken.
a. When a close relative of the first cousin (as defined in Civil Law Article 767) is a party related to the job duties.
b. When there is a financial transaction with a party related to the job duties.
c. As a former employee of the company who worked in the same department before retirement.
d. When the individual or their representative of an organization where the employee worked previously is a party related to the job duties.
e. When the employee, their spouse, lineal ascendant and descendant, or siblings are employed by a for-profit organization.
f. In other cases where the company deems it difficult for fair job performance.
Prohibition of Outside Work Employees must not engage in dual employment with companies operated or staffed by parties related to their job duties or stakeholders.
Employees must adhere to the employment regulations prohibiting outside work to enhance work concentration. In case of unavoidable and essential circumstances, employees must obtain prior approval from the company.
Prohibition of Document Manipulation and False Reporting All documents reported or received within the company must be accurately and honestly prepared. Employees must not report false or distorted information to the management.
Superiors must not instruct the manipulation of documents or accounts. Subordinates who receive such instructions and knowingly condone illegitimate manipulation are considered equally in violation and must report the matter.

Chapter 2: Prohibition of Unjust Gains
Unethical Conduct Code of Conduct
Prohibition of Personal Use of
Position for Unfair Gains 		Employees must not use their positions to obtain unjust benefits for themselves or others.
Employees must refrain from publicizing or using the company’s name or position for personal gain outside the scope of their duties or encouraging others to engage in such activities.
Prohibition of Brokerage, Solicitation, etc. Employees must not use their superior, dominant position, or favorable relationships to undermine the fair job performance of other employees for personal or others’ unjust benefits through reprehensible practices such as brokerage, solicitation, or exerting pressure that may attract social criticism.
Employees must not introduce individuals involved in their duties to other related parties for personal or others’ unjust benefits (brokerage).
Employees must refrain from engaging in personal requests and solicitations (such as selling products, subscribing to insurance, selling discount vouchers) related to their duties.
Prohibition of Personal Use and Misuse of Company Assets Employees must use the company’s assets solely for business activities and authorized purposes.
Employees must not engage in any activities that result in material loss by manipulating company funds or diverting funds for personal use.
Employees must not use shared assets such as vehicles, real estate, and budget-provided benefits like mileage and reserved points for personal purposes without a valid reason.
Employees must refrain from falsely claiming expenses (such as false claims for business trips and congratulations and condolences expenses) that did not actually occur.
Restrictions on Trading Using Job-related Information Employees must not engage in transactions or investments related to securities, real estate, etc., or provide such information to others to facilitate property transactions or investments, using internal information acquired during the performance of their duties.
Job-related information includes information related to △ technology development △ domestic and international business △ various contract-related information such as sales, construction, outsourcing, purchasing △ personally identifiable information acquired during job performance.
Prohibition of Bribery and Gift Receipt Employees must not accept, request, or promise to accept money, gifts, or other items, regardless of their nature, related to their duties directly or indirectly, including donations, sponsorships, or gifts. If circumstances require them to accept such items, employees must politely decline and return them promptly.
The following are listed as prohibited acts regarding bribery and gift receipt:
a. Accepting cash, checks, securities, or other easily convertible goods.
b. Accepting gift vouchers, presents, membership cards (such as for health clubs).
c. Accepting fuel vouchers, transportation expenses, or business trip allowances when visiting partner companies.
d. Receiving unconventional items on occasions such as promotion, transfer, and holidays, beyond societal norms.
e. Acts such as debt redemption, guaranteeing loans, and cash loan.
f. Receiving sponsorship (money, goods, etc.) and condolences related to events such as mountain climbing, sports festival, etc.
None of the following falls under the category of bribery or receiving gifts.
a. Monetary gifts provided by a superior to a subordinate for the purpose of encouragement, reward, etc. within internal employees.
b. Souvenirs or promotional items intended for distribution to many and unspecified persons.
c. Discounts or promotional items that are allowed for anyone.
d. Monetary gifts provided to employees facing difficult situations such as illness, disasters, etc.
e. Other gifts or benefits that are permitted according to societal norms and regulations.
Prohibition of Improper Entertainment and Hospitality Employees must not accept entertainment or hospitality beyond socially accepted norms from stakeholders or those related to their duties.
The following do not fall under entertainment, hospitality, etc.:
a. Meals or conveniences provided within the customary practices in unavoidable situations during the course of job performance.
b. Transportation, accommodation, and other conveniences provided uniformly to participants by event organizers at job-related formal events.
c. Event expenses borne by stakeholders in official gatherings or events approved in advance by the company.
Prohibition of Pass-along It is prohibited to invite colleagues or duty-related personnel to entertainment or departmental gatherings and burden them with expenses, hand over receipts and demand or accept settlement amounts.
Requesting expense reimbursement for domestic or international business trips with stakeholders or demanding private expense settlements from stakeholders is not allowed.
It is forbidden to induce duty-related personnel to pay expenses when meeting at the venue of departmental gatherings, and if expenses are paid in advance, cancellation should be arranged or, if not possible, reported to superiors and reimbursed through personal funds or expenses.
Engaging in practices of receiving complimentary items or excessive discounts related to stakeholders or those related to job duties is not allowed.
Prohibition of Personal Service Requests Employees must not use their job authority or the practical influence derived from their position, status, or duties to receive, request, or promise personal services from stakeholders or other employees related to their duties.
The term ‘personal services’ in this context refers to actions such as using one’s position to involve stakeholders in personal affairs such as personal celebrations, moving, running errands, or engaging in domestic labor.

Chapter 3: Establishment of Fair-trading Order
Unethical Conduct Code of Conduct
Prohibition of Non-transparent Contract Performance Employees must conduct their duties related to bidding, contracting, and contract performance, as implemented by the company, in a fair and transparent manner in accordance with relevant laws and regulations such as the Fair-trading Act, Subcontract Act, and procedures specified in internal regulations.
In the course of performing the duties mentioned in the preceding paragraph, employees must not violate the procedures stipulated in relevant laws and regulations or make prohibited requests for monetary benefits using their superior position in transactions. They must refrain from coercing unfair trade conditions, making unjust demands, or interfering with management.
Prohibition of Coercive Purchasing Employees must not coerce suppliers in subcontract transactions to purchase or use specified goods or equipment unless there are legitimate reasons such as quality maintenance or improvement, excluding cases where such coercion is justified.
Prohibition of Unfair Price Determination In subcontract transactions, employees must not use unfair methods to significantly lower subcontracting fees below the generally accepted level or force subcontracting at an unreasonably low level.
Prohibition of Coercive Practices During the performance of subcontract duties, employees must not engage in indecent behavior or create an intimidating atmosphere through confrontations or phone conversations with subcontractors. Employees must refrain from using directive or coercive attitudes that damage the company’s image.
Prohibition of Unfair Subcontract Performance Employees must not engage in the following actions, as outlined in paragraphs 2 and 3, to obstruct the fair provision of opportunities in the selection of subcontractors.
Prohibition of restricting participation to select or exclude specific companies for the purpose of selecting or avoiding certain companies:
a. Selecting trade conditions such as price and quality exclusively.
b. Unjustifiably limiting the trading region.
c. Restricting the trading partner for inappropriate reasons.
Prohibition of discrimination to provide preferential treatment to favored companies or impose disadvantages on avoided companies without valid reasons.
a. Prohibiting discriminatory application of delivery prices or varying application of quality conditions.
b. Prohibiting the adjustment of trade volumes or determination of trade priorities through collusion.
c. Prohibiting favoritism towards specific companies for the protection of existing company relationships, academic connections, delays, etc.
Prohibition of Copyright Infringement All employees must use authorized and legitimate software, and the use of illegal software is strictly prohibited.
In the event that the company incurs losses due to an employee’s use of illegal software, a thorough investigation will be conducted to determine individual responsibility. If the individual is found responsible, they may be required to personally compensate the company for a certain amount of the incurred losses.
To enhance awareness and commitment to the use of genuine software, employees are required to submit a ‘Genuine Software Usage Pledge’ as part of efforts to raise awareness and strengthen the commitment to the use of genuine software.

Chapter 4: Cultivation of a Healthy Workplace Culture
Unethical Conduct Code of Conduct
Prohibition of Unhealthy Congratulations and Condolences Culture Employees must actively contribute to the establishment of a healthy congratulatory culture.
Employees must refrain from publicly announcing their own or another employee’s congratulations and condolences to stakeholders or notifying them in advance through superiors, colleagues, or subordinates.
Employees may announce congratulations and condolences under the following circumstances:
a. Notification regarding job-related individuals or relatives.
b. Notification regarding employees affiliated with current or former employers.
c. Notification through the company’s internal communication network (intranet) that is only accessible to company employees.
d. Notification to members of religious or social groups to which the employee belongs.
e. Notification to the general public through newspapers or broadcasting.
f. Limited notification to specific individuals based on a stakeholder or ongoing friendly relationship.
Employees must not accept money or gifts related to congratulatory events from stakeholders or job-related individuals. However, exceptions may be made if the scope of the acceptance aligns with societal norms and standards, does not violate the Act on the Prohibition of Unfair Solicitation and Receipt of Money and Goods, and the amount does not exceed a reasonable limit. Gifts exchanged among internal employees for congratulations and condolences are exempt from this restriction.
Employees must not accept flowers or plants for events such as personnel changes, promotions, or inaugurations from stakeholders or job-related individuals. It is encouraged to use email or phone communication for congratulatory messages. Exceptions may be made if the acceptance falls within societal norms, does not violate the Act on the Prohibition of Unfair Solicitation and Receipt of Money and Goods, and the amount does not exceed a reasonable limit.
If unavoidably receiving congratulatory flowers, plants, or gifts that violate the company’s standards, it is necessary to return them to the sender and express gratitude, accompanied by a polite apology for declining the reception.
The costs associated with congratulations and condolences among internal employees should generally align with customary practices and be within the boundaries of maintaining a respectable atmosphere. Particularly when there are congratulatory events for superiors, special attention should be given to ensure that accompanying expenses do not exceed societal norms and do not result in negative perceptions.
Personal gifts exchanged among internal employees, business associates, and employees from affiliated companies for personnel transfers, promotions, etc., cannot be covered by the company’s expenses.
Prohibition of Organizational Formation Employees must not foster cliques or establish factions based on family ties, personal relationships, or academic connections within the workplace. The creation of factions such as informal groups or factions is strictly prohibited, and any actions that lead to interference in personnel matters or exerting influence on work are also prohibited.
Employees are encouraged to actively participate in official club activities, study groups, research groups, and activities aimed at improving organizational culture, such as Junior Boards, Senior Boards, and DPL (Donghee Play Leader), to enhance both company and individual capabilities.
Prohibition of Cash Loan and Debt Guarantee Employees must not engage in the act of lending or borrowing money among employees, stakeholders, or job-related individuals, and they must not receive free loans of assets such as real estate. (Exception: Relatives within the first cousin)
Any act of receiving interest in connection with financial borrowing from stakeholders or job-related individuals is considered equivalent to receiving monetary gifts, regardless of the reason.
Employees must not demand payment or repayment of debts from fellow employees, stakeholders, or job-related individuals, as this is considered receiving monetary gifts.
When obtaining loans, employees must not request guarantees or collateral from stakeholders or job-related individuals, as this is considered receiving monetary gifts.
Employees must not lease, borrow assets, or provide collateral for the convenience or profit of themselves or their immediate family members from stakeholders or job-related individuals. Such actions are considered receiving monetary gifts.
Prohibition of Assured Future Acts Employees must not request or accept any form of promise, such as assistance in employment or job placement, from stakeholders or job-related individuals after retirement.
Employees must not request or accept promises that guarantee benefits, such as entering into future transactions after retirement, from stakeholders or job-related individuals.
Prohibition of Solicitation of Money or Gifts Employees must not solicit or collect money or gifts, against the will or consent of individual employees, for reasons such as department gatherings, anniversaries, or congratulations and condolences.
Employees must strictly adhere to the company’s guidelines for the disbursement and use of various support expenses provided by the company (e.g., Campaign for Authenticity, Quantity, Proper Placement, Orderliness, Cleaning, and Habitualization, support for sports events, expenses for recreational gatherings, etc.). Employees must not engage in deceptive practices to circumvent the guidelines, and they cannot evade responsibility if such actions occur.
Prohibition of Gambling Activities Employees must not engage in gambling activities, such as gambling, horse racing, illegal sports betting, and illegal gambling, among fellow employees or with stakeholders and job-related individuals. Furthermore, employees must refrain from promoting, encouraging, or coercing others to participate in such activities.
Given that gambling activities could potentially lead to the spread of financial borrowing or indirect receipt of gifts and guarantees among employees and stakeholders or job-related individuals, these practices are strictly prohibited. It is recommended to pursue a healthy leisure culture instead.
Prohibition of Violating Basic Human Rights Employees must always strive to respect and consider each other to foster a healthy organizational culture. Actions that infringe upon the basic human rights of individuals, such as verbal abuse, insults, derogatory remarks, threats, or any behavior that can cause humiliation, are strictly prohibited.
Employees should consistently make efforts to promote a healthy workplace culture. To achieve this, employees must refrain from excessive alcohol consumption and avoid any behavior that undermines proper etiquette and decency.
Prohibition of Sexual Violence Employees must never engage in any form of sexual violence (sexual harassment, sexual assault, rape, etc.) that violates an individual’s sexual autonomy within the interactions between employees and job-related individuals.
Employees must refrain from engaging in any form of sexual harassment (physical, verbal, visual) that induces sexual seduction or humiliation between employees and job-related individuals.
a. Touching or contacting specific body parts (Physical)
b. Making sexual metaphors about appearance, making lewd jokes, using explicit language (Verbal)
c. Inquiring about sexual experiences or disseminating sexual information (Verbal)
d. Making sexual comparisons or evaluations about the other person’s appearance (Verbal)
e. Posting or showing explicit photos or images (Visual)
f. Exposing one’s body or staring intently at a specific body part of another person (Visual)
g. Forcing alcohol consumption or dancing at company gatherings or social events (Physical)
h. Other behaviors that, according to societal norms, induce sexual humiliation
Prohibition of Workplace Harassment Employees must not use their position or relationship in the workplace to exceed the appropriate scope of work and inflict physical or mental pain on other employees or worsen the working environment.
Employees must not engage in the following behaviors using their superior position:
a. Physical threats, assault, persistent and repeated verbal abuse, and intimidation.
b. Assigning tasks significantly beyond what is specified in the employment contract or providing very little work.
c. Forcing participation in drinking, smoking, or company gatherings against one’s will and without consent.
d. Bullying, intentional exclusion, and ignoring in the process of performing duties.
e. Not recognizing or mocking work abilities or performance without justifiable reasons.
f. Unjustifiably restricting various welfare benefits such as vacation, sick leave, etc.
g. Intentionally gossiping about or spreading rumors regarding a person’s personal life.
Prohibition of Non-Compliance with Legal Education Employees must diligently complete the mandatory legal obligation education conducted by the company each year, including awareness improvement education for people with disabilities, personal information protection education, sexual harassment prevention education, and industrial safety and health education. Employees should make efforts to apply the knowledge gained from these educations.
Prohibition of Non-Intervention in Violations When employees become aware of facts that violate the ethical management guidelines, they must not overlook or assist in the violation. Instead, they should report the violation using the internal reporting system, the committee member, or the ethics officer.
The ethics officer must promptly verify and investigate the facts upon receiving a report under the preceding paragraph. In cases falling under the following subparagraphs, the ethics officer may conclude the matter without investigating the facts:
a. When the reported incident is not within the reporting scope or the violation is deemed minor, and investigating it would not yield practical benefits.
b. When the reported content is ambiguous, and the circumstances and evidence are insufficient, making it impossible to verify the facts.
c. When the incident has already been reported, investigated, and addressed by the ethics officer or relevant department.
d. When the report is judged to be more of a malicious complaint against a specific individual rather than a factual matter.
The ethics officer can directly investigate the veracity of the reported content according to the preceding paragraph or may commission an external organization to conduct the investigation based on the circumstances of the case.
Within the legal limits, the whistleblower under the preceding paragraph is guaranteed confidentiality, and any discriminatory treatment or adverse consequences resulting from the report should be avoided. Any department or individual that discriminates against the whistleblower will be held responsible and may become subject to disciplinary action.
The company has the authority to examine the items and records stored within the company, such as employee emails, internet usage, computer files, etc., within the limits allowed by relevant laws. This authority is aimed at identifying inappropriate use of assets and resources, improving such practices, and preventing their recurrence.