Purpose

The purpose of this Policy is to define the tax policies that Sungwoo Electronics Co., Ltd. must comply with, and to ensure the faithful fulfillment of tax payment obligations and compliance with tax laws and regulations in the Republic of Korea and in countries where the Company conducts business.

Scope of Application

This Policy applies to Sungwoo Electronics Co., Ltd.
Sungwoo Electronics Co., Ltd. encourages its affiliated companies to comply with this Policy or policies at a level equivalent to this Policy.

Basic Principles

1. Compliance with Tax Laws and Regulations

The Company shall comply with tax laws and regulations of the Republic of Korea and countries where it conducts business, and shall consider not only the literal wording of tax laws and regulations but also their underlying intent.

2. Establishment of Transparent Relationships with Tax Authorities

The Company shall establish transparent relationships with tax authorities, faithfully fulfill tax filing obligations, conduct internal reviews of tax compliance, and closely consult with tax authorities on matters where tax obligations are unclear, in order to minimize related risks.

3. Prohibition of Tax Avoidance

The Company shall not establish paper companies in tax havens or transfer income to regions with favorable tax treaty rates for the purpose of unjustly reducing tax burdens.
In transactions between affiliated companies, transaction prices shall be determined in accordance with the arm’s length principle and the OECD Transfer Pricing Guidelines, and where necessary, the appropriateness of such prices shall be verified by external professional institutions.

Implementation Measures

1. Establishment of a Tax Risk Management System

Establish a system to monitor and assess tax risks in order to identify tax risks in advance, and minimize identified risks in accordance with pre-established risk response strategies and action plans.

2. Roles and Responsibilities of the Board of Directors

The Board of Directors shall be the body responsible for reviewing and approving this Policy, and shall establish tax-related organizations and risk management systems to identify and respond to tax-related risks.

3. Use of External Professional Institutions and Information Disclosure

For major tax-related matters, obtain objective reviews from independent institutions, and where necessary for significant decision-making, seek assistance from external professional institutions to minimize tax risks.

4. Transparent Information Disclosure

The Company shall transparently disclose the amount of taxes paid in the Republic of Korea and in countries where it conducts business.

Purpose

The purpose of this Policy is to constitute the Board of Directors of Sungwoo Electronics Co., Ltd. with directors who have a high level of independence and diverse backgrounds, experiences, and competencies, based on the recognition that securing the independence and diversity of the Board is essential for the Board, as the Company’s highest decision-making and management and supervisory body, to make objective, efficient, and rational decisions that maximize the interests of the Company and its shareholders and contribute to the development of stakeholders and civil society.

Scope of Application

This Policy applies to Sungwoo Electronics Co., Ltd.

Basic Principles

1. Securing Board Independence

• The Board of Directors shall comply with relevant laws and regulations, including the Commercial Act and the Capital Markets and Financial Investment Services Act, and shall perform its decision-making and management supervision functions independently from management, controlling shareholders, and other stakeholders.
• In order for the Board to substantially maintain its independence and effectively supervise and check management, the outside director system shall be operated in accordance with relevant laws such as the Commercial Act.
• Stricter standards shall be applied to the qualifications and independence of outside directors than to inside directors. Outside directors must be recognized as independent in accordance with relevant laws and this Policy, and, to the extent not conflicting with applicable laws and the Articles of Incorporation, enhanced independence requirements stronger than those set forth in relevant laws and this Policy may be established by reference to advanced global standards.

2. Securing Board Diversity

• The Board of Directors shall be composed to achieve diversity through a balanced combination of knowledge, experience, competencies, and gender, so that it can fully perform its roles and responsibilities and make objective and rational decisions through effective discussions based on diverse perspectives.

Implementation Measures

1. Selection of Candidates with Expertise and Independence

• In recommending and selecting candidates for directors, individuals with the abilities, experience, and competencies necessary to fulfill the roles and responsibilities of directors shall be selected.
• The appointment of individuals responsible for the impairment of corporate value or infringement of shareholders’ rights, or individuals with potential conflicts of interest with the Company or its shareholders, shall be subject to particularly careful review.

2. Securing the Independence of Outside Directors

• As outside directors are positions that require a particularly high degree of independence and neutrality, the appointment process shall comprehensively review whether there are circumstances that may make it difficult to practically secure the independence of the director.
• Outside directors shall be appointed from among individuals who are able to perform their duties neutrally and objectively for the benefit of the Company and its shareholders.

3. Securing Board Diversity

• The composition of the Board of Directors shall ensure a balanced representation of gender.
• In reviewing and recommending the pool of director candidates, diversity factors such as gender, nationality, age, professional expertise, experience and background, race, religion, and ethnicity shall be actively considered in order to enhance Board diversity.
• When appointing outside directors, the Board shall be composed of outside directors with extensive experience and expertise from diverse fields, such as industry, finance, academia, legal profession, accounting, or the public sector, without being biased toward any particular field, so as to enable rational decision-making.

Purpose

The purpose of this Policy is for Sungwoo Electronics Co., Ltd. to comply with the Criminal Act of the Republic of Korea, the Act on the Aggravated Punishment, etc. of Specific Crimes, the Act on the Aggravated Punishment, etc. of Specific Economic Crimes, and the Act on the Prohibition of Improper Solicitation and Receipt of Money or Valuables, as well as the laws and regulations of all countries in which the Company conducts business, and to adhere to international standards such as the OECD Anti-Bribery Convention and the United Nations Convention Against Corruption (UNCAC).

Scope of Application

This Policy applies to Sungwoo Electronics Co., Ltd., its employees, and any persons acting on behalf of Sungwoo Electronics Co., Ltd. Sungwoo Electronics Co., Ltd. encourages its affiliated companies and their employees, as well as cooperating partners that conduct business with the Company and their employees, to comply with this Policy or policies at a level equivalent to this Policy.

Definitions

The definitions of terms used in this Policy are as follows:

1. 1. “Money or Valuables” refers to cash (including cash, gift certificates, vouchers, etc.), goods, or anything that may bring economic benefit.
2. 2. “Facilitation Payments” refer to small amounts of money paid to public officials to expedite routine and repetitive official actions, such as processing visa-related administrative documents or customs inspections.
3. 3. “Agent” refers to any person, regardless of title, who acts on behalf of the Company in matters such as business acquisition, customs clearance, licenses and permits, or taxation.
4. 4. “Interested Parties” refer to persons who have interests related to the Company, including domestic and foreign public officials and transaction counterparts.
5. 5. “Conflict of Interest” refers to cases where private interests with employees of transaction counterparties improperly affect an employee’s performance of duties.
6. 6. “Entertainment” refers to various activities conducted for interpersonal meetings and exchanges arising from business, such as meals, drinking occasions, golf, performances, and entertainment.
7. 7. “Convenience” refers to the provision or receipt of benefits such as transportation, accommodation, tourism, or event support.

Basic Principles

1. Compliance with Laws and Regulations

• In order to maintain fair trade practices in all transactions, the Company shall comply with all domestic and international anti-bribery and anti-corruption laws and international standards, and where such laws, international standards, and this Policy conflict, the strictest standard shall apply.
• Violations of laws or this Policy shall not be justified on the grounds of local customs or practices.

2. Money or Valuables

• Under no circumstances shall the Company provide, request, or receive money or valuables to or from interested parties, nor provide facilitation payments to public officials for the purpose of expediting the performance of their duties.

3. Entertainment

• Entertainment with interested parties may be exchanged only where reasonably necessary for legitimate business purposes, and even in such cases, entertainment exceeding KRW 100,000 shall not be given or received.
• With respect to persons subject to the Act on the Prohibition of Improper Solicitation and Receipt of Money or Valuables (the “Anti-Graft Act”), including public officials, journalists, and teachers, food may be provided only for legitimate purposes such as smooth job performance or social courtesy, and limited to KRW 30,000 per person.

4. Convenience

• You must not provide or receive any conveniences, such as transportation or accommodations, that exceed the standard standard. However, this does not apply to conveniences generally provided to all attendees at events.

5. Solicitation / Recommendation

• Employees shall not make solicitations or recommendations related to the Company’s business through internal acquaintances or external persons, and where such solicitation or recommendation is received, it shall be reported to the relevant department of the Company.
• Improper solicitations related to duties listed under the Anti-Graft Act shall not be made directly or through third parties.

6. Financial Transactions

• Employees shall not engage in financial transactions with interested parties, such as loans, loan guarantees, or real estate leases.
• Employees shall not be involved in illegal financial transactions or money laundering activities.

7. Selection of Agents or Business Partners

• When selecting agents or business partners, candidates shall be informed of this Policy and required to comply with relevant regulations.
• Conduct detailed due diligence on agents and business partners at the time of contract execution to review the risk of violations of this Policy.
• After a candidate is selected as a business partner, continuously monitor compliance with this Policy.

8. Mergers and Acquisitions (M&A)

• In mergers and acquisitions, confirm whether the target company and its suppliers comply with anti-corruption laws, and endeavor to terminate corruption issues identified during the due diligence process.

9. Donations and Sponsorships

• Donations and sponsorships shall comply with laws, shall not be made for the purpose of obtaining business benefits or future compensation or consideration, and shall be conducted only through legally established charitable organizations.
• All donations and sponsorships shall be reported to and approved by the authorized decision-maker, and related records shall be retained.

Implementation Measures

1. Establishment of an Anti-Corruption Management System

• Establish an internal monitoring system for anti-corruption, and build an anti-corruption management system capable of efficiently preventing corruption by regularly identifying and assessing corruption risks.
• Establish criteria for regularly assessing corruption risks based on the anti-corruption management system.
• Maintain documented information demonstrating that the management system is continuously designed and improved to prevent identified corruption risks.
• Where corruption risks are assessed to be at a medium or higher level, conduct appropriate due diligence on related transactions, projects, or interested parties to identify the nature of such risks and establish 대응 measures.
• Anti-corruption due diligence may be conducted in linkage or integration with human rights due diligence procedures that review and investigate activities affecting human rights.

2. Responsibilities of Executives and Department Heads

• Executives and department heads shall take appropriate preventive measures to ensure that employees do not violate this Policy.
• Executives and department heads shall conduct regular anti-corruption training to ensure that employees fully understand this Policy, and establish channels through which employees can consult on ethical issues related to anti-corruption.

3. Establishment of Internal Reporting Procedures

• Where an employee becomes aware that their own conduct or that of others may violate this Policy, they shall immediately report or consult with their department head or the relevant department.
• No employee shall disadvantage or disclose the identity of any reporter or whistleblower.

4. Measures in the Event of Violations

• Employees who violate this Policy may be subject to disciplinary action, including dismissal, in accordance with relevant regulations. Disciplinary 대상 acts include the following:
  - Violating this Policy or requesting others to violate the Policy
  - Failing to immediately report known or suspected violations
  - Failing to cooperate with investigations by relevant departments regarding potential violations
  - Retaliating against other employees who reported ethical management issues

5. Accounting and Record Management

Through the internal accounting control system, invoices, receipts, and other related supporting documents shall be retained, all expenditures shall be accurately recorded in accounting books, and false records or books are strictly prohibited.

Purpose

The purpose of this Policy is to define the matters that employees must comply with in order to safely and effectively protect the information assets of Sungwoo Electronics Co., Ltd., and to protect the personal information of customers, employees, and partner companies that use the services of Sungwoo Electronics Co., Ltd.

Scope of Application

This Policy applies to Sungwoo Electronics Co., Ltd. and its employees.
Sungwoo Electronics Co., Ltd. encourages its affiliated companies and their employees, as well as cooperating partners that conduct business with the Company and their employees, to comply with this Policy or policies at a level equivalent to this Policy.

Basic Principles

• Comply with international information security standards and domestic and international information security-related laws, and protect information assets such as core technologies and human resources that are sources of competitiveness, in order to secure and maintain global competitiveness.

• Employees recognize themselves as the主体 of information security, continuously participate in information security education and training, and improve the level of information security.

• Employees internalize information security in their daily work and establish information security activities as part of the corporate culture.

• The purposes for collecting personal information shall be clearly specified at the time of collection, and personal information processors shall process personal information only within the scope directly necessary to achieve those specified purposes.

• Personal information shall be used within the scope of the specified purposes, and methods that minimize infringement of the data subject’s privacy shall be selected.

Implementation Measures

1. Information Security Management System

• Establish and operate an information security management system to ensure the stable operation of information systems and minimize industrial losses caused by security incidents.
• Establish and operate control procedures to manage security risks, and conduct monitoring and reviews of information security activities.
• Establish methods and criteria to identify and assess risks to major information assets, and conduct regular risk assessments.
• Provide regular training to all employees and establish a continuous management and inspection system to ensure the effectiveness of information security.

2. Measures for the Protection of Personal Information

• Establish protective measures for each stage of personal information processing, including collection, retention, use, provision, and destruction, so that the privacy, freedom, and rights of data subjects are protected throughout all stages.
• Personal information shall be safely managed through appropriate technical, administrative, and physical protective measures commensurate with the likelihood and severity of risks to the rights of data subjects.
• Matters related to the processing of personal information, such as a “Privacy Policy,” shall be publicly disclosed, and reasonable procedures shall be established to ensure the exercise of data subject rights, including the right to request access.
• The “Personal Information Supervising Department” shall conduct personal information protection training to enhance awareness among personal information handlers, including employees, and to prevent misuse and leakage of personal information.

3. Roles of Executives Responsible for Information Security and Personal Information Protection

• The executive responsible for information security and personal information protection shall oversee information security policies and personal information protection policies and establish and manage the relevant management systems.
• The responsible department shall monitor the implementation of information security and personal information protection policies and improve identified vulnerabilities.

4. Reporting and Disciplinary Actions

• In the event of a security incident, employees shall immediately report the incident to the responsible executive or department.
• Standards and operational criteria for violations of information security and personal information protection shall be established, and disciplinary actions may be taken based on such standards.

Table of Contents

Ⅰ  Code of Ethical Conduct

1. 1. Ethical Principles

II Practical Guidelines

1. 1. Ethical Practice and Compliance
2. 2. Work-Life Balance for Employees
3. 3. Creating Customer Value and Securing Trust
4. 4. Duty of Good Faith to Investors
5. 5. Building a Win-Win Relationship with Business Partners
6. 6. Environmental Protection and Ecosystem Conservation
7. 7. Protection and Respect for Human Rights

Ⅰ  Code of Ethical Conduct

1. Ethical Principles

• 1) Obligation to Comply with the Code of Ethics

  • Sungwoo Electronics Co., Ltd. shall comply with relevant laws and regulations anywhere in the world where it operates its business.
  • Employees shall maintain dignity as employees of Sungwoo Electronics Co., Ltd. and strive to maintain corporate reputation.
  • Employees shall be honest, fair, and trustworthy in the performance of all duties and in all business relationships.
  • Employees shall not engage in acts where the interests of the Company and the individual conflict.
  • Employees shall not engage in unreasonable discrimination against employees or stakeholders on the basis of race, nationality, gender, age, educational background, religion, region, disability, marital status, gender identity, etc., and shall respect individual dignity and diversity.
  • Employees shall strive to create a safe workplace and protect the environment.
  • Employees shall do their best to establish an ethical culture by taking responsibility for ethical behavior and putting it into practice.

• 2) Roles and Responsibilities of Employees

  Employees shall understand and practice all contents of the Code of Ethics, and as members of a global company, shall comply with domestic and international anti-corruption laws and regulations.
  • Understanding and Compliance with the Code of Ethics
    - Employees shall be fully familiar with all contents of the Code of Ethics and faithfully comply with them.
    - For situations that may conflict with the Code of Ethics, employees shall consult with the department head or the responsible department and then make decisions.
    - If an employee engages in unethical conduct, the employee bears corresponding responsibility.
  • Reporting and Consultation on Unethical Conduct
  • If an employee becomes aware that their own conduct or that of others conflicts with the Code of Ethics, the employee shall immediately report or consult with the department head or the responsible department.
  • Employees shall be aware of various methods for reporting or consulting about matters that conflict with the Code of Ethics.
  Roles and Responsibilities of Leaders
  Leaders play a pivotal role in enhancing the Company’s fundamental competitiveness by preventing and eradicating unethical conduct through ethical compliance.
  • Decision-Making
    - Where the Company’s利益 and ethics conflict, leaders have the duty to make decisions that prioritize ethics.
  • Management Responsibility
    - Leaders bear unlimited responsibility when unethical conduct occurs, and also bear management responsibility when subordinates engage in unethical conduct.
  • Performance of Duties
    - Leaders strictly comply with laws and internal rules, do not pursue private interests, do their best to create corporate value, and do not transact with improper or corrupt interested parties.
  • Exclusion of Solicitations
    - Leaders eradicate all solicitations and exclude the exercise of business influence linked with external parties.
  • Respect for Human Beings
    - Leaders strive to eradicate acts that undermine respect for human beings, such as sexual harassment and verbal abuse within the organization.
  • Prevention of Conflicts of Interest
    - Leaders prevent conflicts of interest with private interested parties employed by transaction counterparties, and strive to eradicate unfair 거래 practices that provide preferential treatment due to private interests.
  • Practice Activities
    - Leaders fulfill their roles to raise the level of ethical practice to the world’s 최고 level by completing the above roles and responsibilities.
  Leaders shall perform the following to prevent unethical conduct by their team members and to respond when it occurs:
  • Ethics Education and Consultation
    - Leaders shall provide ethics education and consultation for team members.
    - Leaders shall ensure that team members understand the importance of compliance with the Code of Ethics and ethical practice.
  • Preventive Measures for Unethical Conduct
    - Where recurring unethical conduct exists, leaders shall identify causes, improve processes, and implement fundamental preventive activities.
    - Upon receiving a report that a team member violated the Code of Ethics, leaders shall immediately report or consult with the responsible department.
  

• 3) Disciplinary Actions for Violations of the Code of Ethics

  Employees who violate the Code of Ethics may be subject to disciplinary actions, including dismissal, in accordance with relevant regulations.
  In particular, a zero-tolerance principle applies to receipt of money or valuables, embezzlement, information manipulation, and violations of sexual ethics. • Acts Subject to Disciplinary Action
  - Violating the Code of Ethics or requesting others to violate it
  - Failing to immediately report known or suspected violations of the Code of Ethics
  - Failing to cooperate with investigations by the responsible department regarding matters that may violate the Code of Ethics
  - Retaliating against other employees who reported issues related to ethical management

II Practical Guidelines

• 1. Ethical Practice and Compliance

  As a global company, the Company establishes an ethical corporate culture by being thorough in fundamentals, conducting management activities that adhere to principles, and complying with laws and ethics.

  • 1) Money or Valuables

    • “Money or valuables” refers to cash (including cash, gift certificates, vouchers, etc.), goods, and other items that may bring economic benefit.
    • Under no circumstances shall employees provide, request, or receive money or valuables to or from interested parties. However, the following cases are exceptions:
      - Promotional or advertising gifts not exceeding KRW 50,000 (limited to agricultural and fishery products and processed products (including flowers), up to KRW 100,000 is permitted)
      - Souvenirs bearing the interested party’s company logo not exceeding KRW 50,000, and souvenirs generally provided to attendees at events hosted by the interested party
    • During overseas business trips, employees shall not request or receive gifts from overseas subsidiaries.
    • If an employee inevitably receives money or valuables without recognizing it, the employee shall return it, and where return is difficult, the employee shall report it to the responsible department.

  • 2) Entertainment

    • “Entertainment” refers to various activities conducted for interpersonal gatherings and exchanges arising from business, such as meals, drinking occasions, golf, performances, and entertainment.
    • Entertainment exceeding 100,000 won per person is prohibited. If business-related entertainment exceeding 100,000 won per person is necessary, prior approval from the department head is required. If entertainment exceeding 100,000 won is unavoidable, it must be reported to the relevant department. However, for civil servants, journalists, faculty, and other individuals subject to the Improper Solicitation and Bribery Act, food and beverages valued at up to 30,000 won per person may be provided, provided that the purpose is legitimate, such as facilitating the smooth performance of duties or socializing.
    • Regardless of amount, entertainment at adult entertainment venues where escorts are present is prohibited.

  • 3) Convenience

    • “Convenience” refers to the provision or receipt of benefits such as transportation, accommodation, tourism, and event support.
    • Convenience exceeding ordinary levels, such as transportation or accommodation, shall not be given or received. However, conveniences generally provided to all participants at events are excluded.
    • Where convenience exceeding the permissible 범위 is unavoidably given or received, it shall be reported to the responsible department.

  • 4) Solicitation / Recommendation

    • Employees shall not make solicitations or recommendations through internal acquaintances or external persons regarding the following matters, and where such solicitation or recommendation is received, it shall be reported to the responsible department:
      - Requests for preferential treatment regarding facility/material purchases and various contracts
      - Requests for preferential treatment in HR matters such as recruitment, promotion, rewards and penalties, and position transfers
      - Requests for preferential treatment such as excessive convenience beyond ordinary procedures or provision of special benefits
      - Requests to neglect management and supervision duties such as inspections and verification
    • Improper solicitations related to duties listed under the Anti-Graft Act shall not be made directly or through third parties.

  • 5) Financial Transactions

    • Employees shall not engage in financial transactions with interested parties, such as loans, loan guarantees, or real estate leases.
    • Employees shall comply with laws designed to detect and prevent money laundering of illegal funds domestically and internationally.
    • Where an employee unavoidably engages in a financial transaction with an interested party due to a private personal relationship, the employee shall report it to the responsible department.

  • 6) Event Contributions

    • For company-supported events such as department events or club activities, employees shall not receive contribution money or goods from interested parties.
    • Receiving conveniences such as vehicles, venues, or services required for an event is also deemed receipt of contribution money or goods.
    • Where event contributions are unavoidably received, they shall be reported to the responsible department.

  • 7) Improper Use of Budget Resources

    • Employees shall not use company budget resources such as meeting expenses and business promotion expenses for private purposes.
    • In principle, corporate cards shall be used for expense execution, and expenses shall be used in accordance with the purpose of the budget and standards prescribed by law.
    

  • 8) Protection of Information and Assets

    • Employees shall thoroughly protect the Company’s non-public information and important information.
    • Important information shall be 전달 to persons who need it for work as soon as it is recognized.
    • Employees shall not distort information or spread false facts.
    • Employees shall not use company supplies and facilities for purposes not directly related to company work.

  • 9) Fair Trade

    • By complying with international standards and country-specific fair trade laws and regulations, employees shall not engage in unfair trade practices such as collusion with competitors regarding production, pricing, bidding, and market allocation, and shall compete fairly in the market.
    • Employees shall not make any form of consideration or unjust demands to customers or 거래 companies by using a superior position.
    • Employees shall respect the rights and property of others, including intellectual property rights, and shall not gain benefits or conduct transactions by infringing such rights.
    • Corporate information, including competitor information, shall be acquired and used only through legitimate means.

  • 10) Prevention of Conflicts of Interest

    • “Conflict of interest” means cases where private interests with employees of transaction counterparties improperly affect an employee’s performance of duties.
    • Unreasonable requests from employees of transaction counterparties with private interests, including retired employees, shall be thoroughly excluded to prevent conflicts of interest.
    • Employees shall not have unofficial contact with employees of transaction counterparties with private interests, and where unintended contact occurs, report to a superior or the responsible department.
    • Where private interests exist with employees of transaction counterparties, employees shall consult with a superior or the ethics officer and, depending on the outcome, agree to measures such as reassignment of duties.
    • Employees shall not engage in unfair trade practices such as preferential treatment of specific individuals or corporations due to private interests, including unjust private contracts, high-price purchases, 몰아주기 of volumes, or prior leakage of transaction information.

• 2. Work-Life Balance for Employees

  The Company pursues individual growth and company development through work-life balance and creates a happy workplace by establishing a corporate culture of mutual respect.

  • 1) Pursuit of Work-Life Balance

    • Promote improvement of quality of life through provision of welfare benefits that help stabilize employees’ living conditions.
    • Support employees in achieving personal visions and enable flexible work in terms of time, place, and method.

  • 2) Providing Education and Growth Opportunities

    • Establish a working environment and systems that enable creative work.
    • Support capacity-building and self-development education so that employees can develop abilities and qualities and become talents with the highest competencies.

  • 3) Fair Evaluation and Compensation

    • The Company conducts fair evaluations based on individual capabilities and performance of employees and systematically reflects them to ensure appropriate compensation.

  • 4) Creating a Sound Organizational Culture

    • Employees pursue an open corporate culture through open communication.
    • Employees remove barriers between organizations and create an organizational atmosphere of mutual cooperation.

• 3. Creating Customer Value and Securing Trust

  Recognizing that customer trust and success are our future, the Company always respects customer opinions, understands customers, and creates value that helps customer development.

  • 1) Realizing Customer Satisfaction

    • Perform customer-centered work by listening to and respecting the voice of customers.
    • Actively accept customers’ legitimate demands and reasonable suggestions.

  • 2) Creating Customer Value

    • Meet customer needs by providing the best products through continuous technology development.
    • Employees understand domestic and overseas market conditions and cultivate a service mindset that respects customers’ cultures and customs.

  • 3) Securing Customer Trust

    • Fully consider customer safety and health in management activities and do not provide products or services that threaten customer safety or health.
    • Protect customer information and comply with laws and regulations on information security.
    • Provide accurate information to customers in a timely manner.

• 4. Duty of Good Faith to Investors

  Maximize investor value by realizing legitimate profits through transparent decision-making and efficient management activities.

  • 1) Pursuit of Increased Shareholder Value

    • Create profits through transparent decision-making and efficient management activities, and simultaneously increase corporate value and shareholder value.

  • 2) Fair Provision of Investment Information

    • Do not provide information that may affect investment decisions only to some investors, or selectively provide content.
    • Do not directly trade stocks or securities using inside information obtained in the course of duties, nor recommend others to trade.

  • 3) Generation and Provision of Transparent Financial Information

    • Financial information shall be generated based on accurate transaction facts through appropriate processes and controls
    • Prepare financial reports in accordance with generally accepted accounting standards.
    • Provide sufficient and accurate management information so that investors can make investment decisions under their own free judgment and responsibility.

• 5. Building a Win-Win Relationship with Business Partners

  Establish a fair trade order based on mutual trust and build a corporate ecosystem in which the Company coexists with stakeholders through mutual growth.

  • 1) Building Mutual Trust

    • Ensure that transactions with business partners are conducted fairly through mutual respect and equal relationships.
    • Strictly protect information obtained in transactions with business partners in accordance with relevant laws and contractual terms.
    • Support business partners in complying with laws and regulations related to fair trade.

  • 2) Promoting Mutual Growth with Business Partners

    • Pursue mutual benefits by sharing outcomes with business partners.
    • Enable business partners to provide excellent quality products and high-level services through smooth communication and mutual cooperation.
    • Provide business partners with fair opportunities and guarantee reasonable transaction conditions to develop into partnership relationships.

  • 3) Supporting Continuous Development of Business Partners

    • Strive to build a stable supply chain through technical and financial support for business partners.
    • Expand the scope of mutual growth business partners for the overall mutual prosperity of the corporate ecosystem.
    

• 6. Environmental Protection and Ecosystem Conservation

  Establish an environmental management system, strengthen capabilities to respond to environmental risks, and carry out environmentally friendly management through open communication.

  • 1) Establishment of an Environmental Management System

    • Evaluate environmental impacts and risks of corporate activities and systematically manage and analyze environmental management performance so that environmental management goals can be achieved through effective operation of the environmental management system.
    • Share performance and issues with various stakeholders and carry out environmental conservation activities together.
    • Form a consensus with business partners that environmental protection is a fundamental social responsibility of companies, and support them in complying with laws and regulations related to environmental protection.
    • Support business partners to protect public health and safety in product production and service provision, while minimizing negative effects on local environments and natural resources.
    

  • 2) Compliance with Environmental Regulations and Improvement of Environmental Impacts

    • Comply with environmental laws and regulations and strive to improve environmental impacts throughout the entire process of product development, production, and use.
    • Minimize pollutant emissions by introducing environmentally friendly production processes and applying optimal pollution prevention technologies.

  • 3) Climate Change Response

    • Strive to reduce greenhouse gas emissions by reducing the use of fossil-based raw materials and improving energy efficiency.
    • Strengthen competitiveness through the development of low-carbon innovative technologies.
    

  • 4) Protection of the Environment and Ecosystems

    • Strive to restore natural ecosystems and conserve biodiversity through efficient use of natural resources and by-products.

• 7. Protection and Respect for Human Rights

  Respect human rights and support relevant international standards, and establish the human dignity of all stakeholders through freedom, safety, and improvements in quality of life.

  • 1) Respect for International Human Rights Standards

    • Respect and support internationally recognized human rights standards such as the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, and the OECD Guidelines for Multinational Enterprises.
    • Establish clear human rights protection policies and systems and strive not to infringe human rights in the course of management activities.
    • Support business partners to comply with human rights provisions required by international human rights standards, protect employees’ human rights, and treat them fairly.

  • 2) Due Diligence Obligation for Respecting Human Rights

    • Where necessary, due diligence may be conducted on management activities that infringe human rights or cause grievances.
    • Where it is determined based on due diligence results that the Company’s management activities infringed human rights or caused grievances, seek reasonable solutions.
    • Communicate with relevant stakeholders regarding human rights-related activities and results.

  • 3) Protection of Employees

    • Do not engage in verbal, physical, or visual behaviors that cause discomfort to others, including sexual harassment that infringes individual human rights.
    • Respect the privacy of each employee, do not slander or defame others, and do not leak personal information.
    • Prevent work from being performed involuntarily due to mental or physical coercion.
    • Ensure that labor conditions and minimum working age standards for minors comply with country-specific labor laws and international standards.
    • Strictly comply with safety rules and take appropriate measures for identified risk factors.

  • 4) Respect and Equality

    • Do not discriminate or harass for reasons such as race, nationality, gender, age, educational background, religion, region, disability, marital status, or gender identity.
    • Where job qualification requirements and capabilities are met, provide equal opportunities for employment.
    • Maintain a working environment by respecting diverse cultural differences.

  • 5) Ensuring Lawful and Humane Employment Conditions

    • Take prompt action on human rights issues raised by employees through the Company’s grievance handling system.
    • Ensure employment conditions such as maintaining appropriate working hours so that employees can maintain human dignity and live their lives.

  • 6) Efforts to Respect the Human Rights of Local Communities

    • Where human rights are infringed in local communities due to the Company’s management activities, gather opinions and strive to resolve such human rights issues.