Human Rights Policy
Respect for Human Dignity
- Respect all workers as human beings and ensure that there is no sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, verbal abuse, or unreasonable restrictions in the workplace, thereby preventing harsh or inhumane treatment.
Non-Discrimination
- Ensure that there is no discrimination based on nationality, race, age, gender, sexual orientation, disability, pregnancy, religion, political affiliation, union membership, or marital status in the operation of personnel systems such as hiring, promotion, compensation, and training, as well as in the provision of products and services.
Prohibition of Forced Labor
- Do not force labor that goes against an individual’s free will by unjustly restricting mental or physical freedom through violence, threats, or confinement. All labor must be voluntary, and employees should not be required to surrender government-issued identification, passports, or work permits as a condition of employment.
Prohibition of Child Labor
- No child laborers are employed in any position. A “child” refers to a person below a certain minimum age, which is determined by the laws and regulations of each country and region. When employing young workers above the legal minimum employment age, legal working hours are observed, and they are not assigned to jobs that are harmful or dangerous to health, safety, morals, or well-being.
Working Hours
- Comply with the regulations regarding regular working hours, overtime, and holidays as specified by the laws and regulations of each country and region.
Wage and Welfare
- Compensation provided to all workers complies with the labor laws and regulations of each country and region, including minimum wage, overtime, and statutory benefits.
Freedom of Association
- Recognize the freedom of association and rights guaranteed by the labor laws and regulations of each country and region, and create an environment where workers can communicate with management about working conditions without fear of discrimination, retaliation, intimidation, or harassment.
Protection of Personal Information
- Stakeholders’ personal information is strictly protected, and it is not disclosed or used for other purposes without prior consent from the stakeholders. Additionally, truthful information is conveyed without providing false facts or information, and promises are always kept.
Safety and Health
- Create a safe and hygienic working environment for all employees, including staff of partner companies. Establish a safety and health management system to prevent accidents and comply with safety and health-related laws.
Awards
-
Selected as
a Great Workplace
for Employees(2020, 2023)
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Received Ministerial
Commendation for
Disability Employment(2018, 2022)
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-
Recognized as a Leading
Disability-Inclusive
Employer(Haengbokmaru)(2021, 2024)
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Human Rights Violation Redress Process
01
Submit/Receive Complaints
- Receive complaints through various reporting channels
(anonymous internal reporting board, employee counseling programs, surveys, grievance counseling center, etc.) - Review to determine whether a formal investigation is warranted
02
Initial Actions
- Confirm the request of the reporter
- Implement protection measures for the reporter
- (If necessary) Take personnel action against the reported individual
03
Investigation
- Conduct on-site investigation, data analysis, and in-depth interviews
- Determine whether there is a case of human rights violations such as harassment or sexual harassment
04
Follow-up Actions
- Implement additional protection measures for the reporter
- (If necessary) Take personnel action against the reported individual
- Develop improvement plans and monitor the implementation of follow-up actions
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