ETHCAL MANAGEMENT STRATEGY AND PURSUIT SYSTEM
Kangwon Land is operating continuous communications by establishing a communication channel with internal and external interested parties such as shareholders, customers, partner companies, executives and staff, local community, government, NGO, related groups, and associations/media.
- ESTABLISHMENT OF ETHICAL MANAGEMENT SYSTEM
- COMPLYING WITH ESHICAL ACT REGULATIONS
- STRICT SANCTIONS IN CASE OF CORRUPTION
- IMPROVING THE PROFESSIONALISM OF THE INTERNAL AUCITORS
- MANAGER AND EMPLOYEE’S ETHICAL MANAGEMENT IN DAILY PRACTICE
- ENHANCEING ETHICAL MANAGEMENT EDUCATION FOR MANAGERS AND EMPLOYEES
- NCREASING ONLINE AS WELL AS OFFLINE EDUCATIONAL PROGRAMS
- ETHICAL MANAGEMENT COMMUNICATION
- ESTABLISHING FAIR AND TRANSPARENT TRANSACTION
- OPERATING BY ADOPTING REAL-NAME SYSTEM
- STRENGTHENING PERORTING AND MONITORING
- DIVERSIFYING AND EXPANDING COMMUNICATION CHANNELS
- TRANSPARENT TRANSACTION SYSTEM WITH PARTNER COMPANIES
- EXPANDING SOCIAL VOLUNTEERISM AS A PUBLIC INSTITUTION
- ESTABLISHING MUTUAL PARTNERSHIP WITH LOCAL PARTNER COMPANIES
- DIVERSIFYING OPERATION AND COMMUNICATION CHANNELS
- DIVERSIFYING THE PURCHASE OF ECO-FRIENDLY PRODUCTS AND DEVELOPING BUSINESS WITH SMES, AND COMPANIES OPERATED BY WOMEN AND THE DISABLED.
- EXPANDING THE SUPPORT OF PARTNER COMPANIES AND ETHICAL MANAGEMENT
- ESTABLISHMENT OF ETHICAL MANAGEMENT SYSTEM
- ESTABLISHMENT OF ETHICAL MANAGEMENT SYSTEM
- MANAGER AND EMPLOYEE’S ETHICAL MANAGEMENT IN DAILY PRACTICE
- ESTABLISHING FAIR AND TRANSPARENT TRANSACTION
- EXPANDING SOCIAL VOLUNTEERISM AS A PUBLIC INSTITUTION
ETHICAL MANAGEMENT ACTION PROGRAM
- ANTI-CORRUPTION POLICY
- KANGWONLAND IS CONSTANTLY STRIVING TO ESTABLISH A FAIR AND TRANSPARENT MANAGEMENT SYSTEM STARTING WITH THE TRANSPARENT SOCIETY REALIZATION IN 2006 WITH PARTNER COMPANIES, THE LOCAL COMMUNITY AND OTHER STAKEHOLDERS.
- INTERNAL ACCOUNTING CONTROL SYSTEM
- KANGWONLAND RUNS AN INTERNAL ACCOUNTING CONTROL SYSTEM AND RENEWS IT TO OPERATE TRANSPARENT AND FAIR AUDIT MANAGEMENT.
- WHISTLEBLOWING CENTER
- KANGWONLAND IS RUNNING A WHISTLEBLOWING CENTER TO PREVENT UNETHICAL BEHAVIOR FROM MANAGERS AND EMPLOYEES AS WELL AS TO PREVENT ACCIDENTS AS WELL
- EXECUTING AN INTEGREITY PACT
- KANGWON LAND HAS EXECUTED AN INTEGRITY PACT FOR EXECUTIVE DIRECTORS AND THOSE DIRECTORS WHO ARE FURTHER UP IN THE HIERARCHY THAN NORMAL DIRECTORS SINCE 2006.
- Article 1 (Purpose)
- The purpose of this Code of Conduct is to provide guidance on matters which employees are obliged to observe in order to prevent corrupt or unfair business practices and to foster an ethical workplace environment under The Act on the Prevention of Corruption and the Establishment and Management of the Anti-Corruption and Civil Rights Commission, Article 8.
- Article 2 (Scope of Application)
- This Code of Conduct shall apply to all directors and employees (“employees”) of Kangwon Land (“the Company”).
- Article 3 (Definitions)
The following terms used in this Code of Conduct shall have the following meanings.
① “Employees” refers to ‘directors’ as defined in the Company’s Articles of Incorporation, Article 26 and to ‘employees’ as defined in the Company’s Employment Rules, Article 3 and the Company’s Non-Regular Employee Operation-related Detailed Rules, Article 2.
② “Company business-related party” means an individual or organization associated with the business carried out by an employee who falls into one of the following categories. An employee exercising his/her rights as an individual person shall be regarded as an individual as stated in the foregoing sentence.
a. One who has submitted, or is apparently about to submit, a request for the Company’s action.
b. One who is subject to the government authorities’ approvals, authorizations, inspections, audits, crackdowns or instructions.
c. One who will be affected either favorably or unfavorably by the Company’s decision, appraisal, test, adjustment and the like.
d. One who is apparently about to sign a contract with the Company.
e. One who will be affected in pecuniary terms by an employee’s exercising the right as the Company’s employee.
f. One who will be affected favorably or unfavorably by the Company’s policy or a business decision.
g. One associated with the business designated by the Company President for anti-corruption.
③ “Company business-related employee” means an employee who will be affected favorably or unfavorably by the performance of the Company’s business by another employee and who falls into one of the following categories:
a. An employee who receives instructions concerning his/her assignment.
b. An employee working in a department carrying out business relating to personnel, budget, reward/punishment or employee evaluations.
c. An employee entrusted with part of the Company’s business.
d. An employee separately designated by the Company President.
④ A “gift” means an article, marketable securities, a hotel stay voucher, a membership, a free ticket and any similar items provided without any quid pro quo or in return for a clearly ignorable favor.
⑤ “Entertainment” means the provision of a meal, a round of golf, transportation or a hotel guestroom.
⑥ A “whistleblower” means an employee who is obligated to report an unethical or illegal act that comes to his/her attention while carrying out the Company’s business.
⑦ An “act generally accepted as not unethical” means an act carried out voluntarily and with pure intentions that will not place a psychological burden upon the receiver. A gift worth more than 30,000 won shall not fall into the category of an act generally accepted as not unethical.
- Article 4 (Observation of Laws and Regulations)
- Employees shall observe all due laws and regulations, shall not commit any act that goes against the basic values of society or their conscience, and shall do their best not to commit any act that will tarnish their or the Company’s reputation.
- Article 5 (Contribution to Social Development)
① Employees shall strive to contribute to the community with the resolve to develop the Company as a sound public business and create social wealth through reasonable and accountable business activities.
② Employees shall do their best to assume a modest attitude to accommodate the demands made by local residents and people from various walks of life
③ The Company President shall provide positive support for employees’ social contribution activities and strive for the cultural and economic development of the community.
- Article 6 (Prevention of Gambling Addiction)
- The Company shall do its best to minimize the social side effects of gambling addiction and save members of the public from the dangers of gambling addiction in advance. The Company shall strive to strengthen the function of the Gambling Addiction Control Center and execute programs designed to prevent gambling addiction and provide counseling to people suffering from gambling addiction.
- Article 7 (Environmental Protection)
- Employees shall familiarize themselves with and observe the domestic and international environment regulations and strive for environmental protection.
- Article 8 (Observance of International Management Norms)
- Employees shall observe international agreements and regulations on investment and transactions, including the Convention on Combating Bribery of Foreign Public Officials in International Business Transactions. Employees shall honor the regulations and cultures of foreign countries with which they may be required to deal.
- Article 9 (Shareholders)
- The Company shall maximize shareholder value by realizing stable profits on the basis of sound management activities, disclose management information in a timely fashion to establish a relationship of mutual trust with the shareholders, and maintain accounting transparency.
- Article 10 (Respect for Customers)
- Employees shall show all due respect to customers and prioritize them at all times, always bearing in mind that the customer is their raison d’être.
- Article 11 (Customer Satisfaction)
① Employees shall fully understand the customers’ demands and expectations and strive to provide them with the best possible service.
② Employees shall be ready to listen to the customers’ opinions at all times and handle their complaints promptly and fairly.
- Article 12 (Protection of Customers’ Interest)
① Employees shall strive to protect customers’ assets, intellectual property rights, business secrets, and personal information, handling them as they would their own. Employees shall not infringe the rights of customers by committing an immoral act.
② Employees shall take prompt action in providing information which customers are supposed or need to know. Article 13 (Interested Parties) Employees shall engage in transactions with collaborating businesses and interested parties on an equal footing with a fair and sincere attitude, keeping in mind that all the relevant parties shall prosper together.
- Article 13 (Interested Parties)
- Employees shall engage in transactions with collaborating businesses and interested parties on an equal footing with a fair and sincere attitude, keeping in mind that all the relevant parties shall prosper together.
- Article 14 (No Special Privilege)
- Employees shall not provide any privileges to specific people or treat them discriminately in carrying out the Company business on the basis of such factors as regionalism, kinship, alumni affinity, gender, religion, or physical disability.
- Article 15 (Unfair Instructions)
① Supervisor-level employees shall not give instructions to their inferiors that may entail a violation of any laws or regulations or that may disturb their fair performance of duties for a selfish purpose.
② In the event that any Kangwon Land employee receives an order from a superior which violates Clause 1 of the Code of Conduct, the employee may explain to the superior his/her reason for not following the order according to Appendix Form 1, or consult, in accordance with Appendix Form 2, with another employee (hereinafter ‘Code of Conduct Manager’) who is responsible for handling affairs pertaining to the Code of Conduct specified in Article 41.
③ In the event that an employee repeatedly receives instructions from the supervisor as stated in the foregoing 2, that employee shall consult with the officer in charge of the Code of Conduct.
④ Upon being informed of an instance as stated in the foregoing 2 or 3, the officer in charge of the Code of Conduct shall look into the case and report it to the Company President if necessary. The report to the President stated in the foregoing sentence may be omitted if the relevant supervisor has withdrawn such an instruction.
⑤ Upon receiving a report as stated in the foregoing 4, the Company President shall take steps to have the relevant supervisor withdraw the instruction. A supervisor-level employee who has issued such an instruction repeatedly may be subject to a punitive measures.
- Article 16 (Avoidance of Business Involving Personal Interest)
① When an assignment falls into one of the following categories, the relevant employee shall consult with his immediate supervisor or the officer in charge of the Code of Conduct to determine whether he/she may be taken off the assignment. The foregoing sentence shall not apply to a simple case of a customer’s complaint if the Company President judges that it will not affect the fair performance of the Company’s business.
1. A case associated with the pecuniary interest of the employee him/herself, his/her lineal ascendants/descendants, or his/her spouse’s lineal ascendants/descendants.
2. A case associated with a relative (a cousin or closer relation) (as defined in The Civil Act, Article 767 – The same applies hereinafter).
3. A case associated with an organization or its agent for which the employee has served within past two years.
4. A for-profit organization or group for which your spouse, lineal ascendant or descendant, sibling, or your spouse’s lineal ascendant or sibling is working as an executive.
5. In the event that the person involved in the matter is a former colleague (or retired employee) who worked with you for at least five years.
6. In the event that you find it difficult to carry out your duties fairly because of your continuous relations with a person due to school, regional, religious or work ties, or who was hired at the same time as you.
7. In the event that you find it difficult to carry out your duties fairly because of your continuous acquaintance with a person to whom you offered an advantage in a matter involving licensing, contracting, or a decision or performance pertaining to a policy or project in the last two years. 《Based on the ‘Operational Guidelines for the Public Servants’ Code of Conduct’ as revised by the Anti-Corruption and Civil Rights Commissions on October 27, 2014 (Code of Conduct Division-2388)》.
8. Furthermore, in the event that the person involved in the affair is one of those who are defined by the president as being in an inappropriate relationship that prevents them from executing their duties fairly..
② If the immediate supervisor or the officer in charge of the Code of Conduct finds it not proper to have the relevant employee stated in the foregoing 1 continue to carry out the assignment, the supervisor or the officer shall report it to the Company President. The report to the Company President may be omitted if the immediate supervisor can move the employee to another assignment at his/her discretion.
③ Upon receiving the report stated in the foregoing 2, the Company President shall take the necessary steps, including moving the employee to another assignment to ensure fair performance of the said business.
- Article 17 (No Use of Budget Outside Designated Purpose)
- No employee shall spend travel expenses or business promotion expenses outside the designated purpose for such.
- Article 18 (Unfair Demand from External Parties)
① In the event of an unreasonable request on the part of an external party, such as a public official, politician or political party, the employee shall report it to the Company President or the officer in charge of the Code of Conduct under the Appendix Form 3.
② Upon being informed of a case as stated in the foregoing 1, the Company President or the officer in charge of the Code of Conduct, as the case may be, shall take all the proper steps to help the employee carry out the business fairly.
- Article 19 (No Attempt to Peddle Influence regarding Personnel Affairs)
① No employee shall ask an external party to exert influence on an employee of the Personnel Affairs Team in expectation of favorable treatment such as promotion or transfer to another position.
② No employee shall use his current position to unfairly intervene in personnel affairs, such as employment, promotion, or transfer to another position, of any person or employee.
- Article 20 (Transparent Accounting)
- Accounting employees shall carry out accurate and transparent accounting under the relevant laws and generally accepted accounting principles.
- Article 21 (Sound Everyday Activities)
In conjunction with the need to maintain a sound private life and respect others’ self-regulation and creativity, the Company’s employees shall strive to:
① Keep in good condition and foster a pleasant work atmosphere.
② Refrain from visiting venues offering extravagant entertainment and adopt a frugal lifestyle.
③ Take care in using medications.
④ Drink moderately and refrain from drunk driving.
⑤ Avoid extreme behavior on such occasions as staff nights out.
- Article 22 (Sound Culture relating to Celebratory or Condolatory Occasions)
① Employees shall strive to set an example for others to follow in matters relating to their family-related celebratory or condolatory occasions.
② Employees shall refrain from letting external people (except for those listed below) associated with their assignment know of their family-related celebratory or condolatory occasions.
2. Other employees of the Company or a business or organization where they used to work.
3. Notice of such an occasion via a newspaper or broadcast or the Company’s internal communication network.
4. Members of a religious or fraternity organization to which they belong.
③ The company’s employees shall not offer or accept money and/or valuables exceeding 50,000 won for family events 《based on the requirement of [ⓛ Statement of money and valuables for family events] in the Inspection of Public Service-related Organizations’ Actual Status of Implementation of the Code of Conduct as established by the Anti-Corruption and Civil Rights Commissions on November 17, 2014 (Code of Conduct Division-2629)》. However, if it falls under any of the following, it shall be excluded.
1. Money or articles given by employees or relatives.
2. Money or articles provided by members of a religious or fraternity organization to which they belong under in-house rules.
3. Money or articles separately designated by the Company President.
- Article 23 (Giving Lectures or Attending Meetings Outside)
① Employees shall follow the Guidelines on the Performance of Concurrent Duties and Outside Lectures when they need to attend an outside event, including for such purposes as giving or attending a lecture, seminar, public hearing, presentation, symposium, meeting and the like, regardless of whether they are to be paid or not. The employee shall report any violation of the Code of Conduct to the Code of Conduct Manager or the president in accordance with Appendix Form 4.
② The employee’s remuneration for an external lecture or conference shall not exceed the common rate, and if the remuneration includes travel expenses, the company’s travel allowance shall not be paid. However, the remuneration for work-related lectures or speeches shall not exceed the standard specified in the Attached Table 1 《based on the requirement of [② establishment of the precise maximum remuneration for lectures and speeches] in the Inspection of Public Service-related Organizations’ Actual Status of Implementation of the Code of Conduct as established by the Anti-Corruption and Civil Rights Commissions on November 17, 2014 (Code of Conduct Division-2629)》.
- Article 24 (No Borrowing or Lending of Money)
① No employee shall borrow money from, or lend money to, an outside party or an employee associated with his/her assignment (except for a relative, e.g. a cousin or closer relation. The same applies hereinafter.).
② What is stated in the foregoing 1-1 shall not apply to an employee’s ordinary loan from a financial institution under The Act on Real Name Financial Transactions and Guarantee of Secrecy, Article 2.
③ No employee may lease real estate from those stated in the foregoing 1-1 for free or at a price considerably lower than the market price.
④ When an employee inevitably needs to borrow money from, or lend money to, or lease real restate from, an outside party or an employee associated with his/her assignment, despite the foregoing 1-1 through 1-3, the employee shall report it to the officer in charge of the Code of Conduct or the Company President, as the case may be, under the in-house operational rules.
- Article 25 (No Mingling with Customers in Speculations)
① No employee shall engage in a speculative game, such as mahjong, hwatu or poker, involving an outside party associated with his/her assignment.
② No employee may enter a commercial venue for speculative games either in or out of the country except on required occasions, such as part of a business trip or educational program.
③ No employee shall engage in dishonest acts involving a customer either in or out of the Company’s business premises under The Tourism Promotion Act, Enforcement Rules, Article 36. Employees of the Company’s casino shall not enter into contact with a customer outside their work hours. When an employee has inevitably entered into contact with a customer outside work hours, he/she shall report it immediately to the officer in charge of the Code of Conduct under the in-house operational guidelines.
- Article 26 (No Sexual Harassment)
No employee shall engage in any of the following with the intention of attracting another party’s sexual attention or in such a way that may cause another party to feel sexual shame:
1. Touch a specific part of the body.
2. Make obscene jokes or engage in vulgar conversation.
3. Talk about the outward appearance of a person of the opposite gender.
4. Try to show an obscene photo or picture to a person of the opposite gender.
5. Force a person of the opposite gender to pour a drink for oneself or dance on an occasion like a staff night out.
6. Engage in an activity that may cause another party to feel sexual shame by social norms.
- Article 27 (No Involvement in Rights and Interests)
- No employee shall use his/her status as an employee of the Company to (help others) earn unjustifiable pecuniary gains.
- Article 27-2 (No Personal Use of Status as Company Employee)
- No employee shall attempt to (help others) publicize the name of his/her department or position for personal gains.
- Article 28 (No Peddling of Influence)
① Employees shall not engage in an act of influence peddling to obtain unjustifiable gains for themselves or another person, which may disturb other employees’ fair performance of the Company business.
② Employees shall not engage in an act of introducing an outside party associated with one of their assignments to another party associated with their assignment or a public official as stated in The Act on the Prevention of Corruption and the Establishment and Management of the Anti-Corruption and Civil Rights Commission, Article 3 to obtain unjustifiable gains for him/herself or another person.
- Article 29 (No Involvement in Transactions Using Information Acquired through Current Position)
- Employees shall not (help others) engage in a transaction or investment in marketable securities, such as stocks, or real estate, using information that remains outside the public domain that they have come to know while carrying out their duties as employees of the Company.
- Article 30 (No Use of Company Assets for Personal Gain)
- Employees shall not use Company-owned assets such as vehicles, real estate, intellectual property rights and the like for personal purposes without a justifiable reason.
- Article 31 (No Acceptance of Money or Article)
① No employee shall receive money, real estate, gifts or entertainment (“gifts and the like”), except for one of the following, from an outside party associated with his/her assignment.
1. Gifts and the like received rightfully through the right of a creditor.
2. A meal or convenience (worth less than 30,000 won) provided as part of the business.
3. Transportation, a hotel guestroom or food uniformly provided to all participants at an official event associated with an assignment.
4. A souvenir or promotional item distributed to unspecified numbers of individuals.
5. Gifts and the like provided to disease/disaster victims.
6. Gifts and the like provided for the smooth performance of business within the extent set by the Company President.
② No employee shall receive gifts and the like, except for the following, from another employee associated with his/her assignment.
1. Those stated in Subparagraphs “a” through “f” in the foregoing 1.
2. Gifts worth less than 30,000 won provided as part of the business.
3. Gifts and the like provided by the in-house mutual aid association.
4. Gifts and the like provided by a supervisor to an employee for the purpose of encouragement, consolation or reward.
③ No employee shall receive gifts and the like, except for those stated in Subparagraphs “a” through “f” in the foregoing 1 and in Subparagraphs “a” through “d” in the foregoing 2, from one who used to be an outside party or another employee associated with his/her assignment in conjunction with a past assignment.
- Article 32 (No Acceptance of Gift and the like by Spouse)
- Employees shall not permit their spouse or lineal ascendants or descendants to accept gifts and the like as stated in Article 31 hereinabove.
- Article 33 (No Offering of Gifts and the like)
① No employee shall offer gifts and the like, except for those stated in Subparagraphs “a” through “d” in Paragraph 2, Article 31 hereinabove, that he/she is not allowed to receive from another party as stated under Article 31, Paragraph 2 hereinabove, to such a party
② No employee shall offer gifts and the like, except for those stated in Subparagraphs “a” through “f” in Paragraph 1, Article 31 hereinabove, to a public employee or politician associated with his/her assignment to obtain gains for the Company.
- Article 34 (Honest Execution of Contracts)
① Employees shall carry out the Company business relating to bidding and contracting fairly and transparently under the relevant laws.
② No employee shall ask for gifts and the like or make unfair requests, such as imposing unfair conditions or management meddling, in the proceedings involved with bidding and contracts as stated in the foregoing 1, using his/her advantageous position to that end.
- Article 35 (Violation-related Consulting)
- The employee shall deal with a case of violation after consultation with the Code of Conduct Manager, if he/she is unsure about a possible violation of the Code of Conduct. The Code of Conduct Manager shall manage such consultations in accordance with Appendix Form 6.
- Article 36 (Whistleblowing)
① Anyone who comes to know of an employee’s violation of this Code of Conduct may report it to the officer in charge of the Code of Conduct or the Company President or the Civil Rights Commission, as the case may be, under the Appendix Form 7.
② The whistleblower stated in the foregoing 1 shall identify him or herself and present the personal information of the violator and the details of the violation.
③ Upon receiving a report on a violation as stated in the foregoing 1, the officer in charge of the Code of Conduct shall check it and report it to the Company President, along with the relevant materials submitted.
- Article 37 (Protection of Whistleblower)
① The Company President and the officer in charge of the Code of Conduct shall keep secret the identity of the whistleblower and the contents of the whistleblower’s report as stated in Article 36 hereinabove and ensure that that the whistleblower is not placed in a disadvantageous position.
② The whistleblower stated in the foregoing 1 may ask the officer in charge of the Code of Conduct, the Company President or the Civil Rights Commission, as the case may be, for protection so as to ensure that he/she will not be placed in a disadvantageous position.
③ When a violation on the part of the whistleblower him/herself as stated in Article 36 hereinabove is detected as a result of his/her own whistle blowing, the Company may reduce the level of punishment to be attributed to him/her or absolve him/her entirely of any violation thus detected.
④ The foregoing Paragraphs 1 through 3 shall apply mutatis mutandis to any consulting or report made under this Code of Conduct.
- Article 38 (Reward and Punishment)
① The Company President may present a reward or award to employees who contribute to the execution and development of this Code of Conduct.
② The Company President shall take all necessary steps against employees who are found to have violated this Code of Conduct.
③ Details, such as the relevant procedure or effectuation of reward or punishment as stated in the foregoing 2, shall follow the Company’s internal regulations. A person who has placed a whistleblower in a disadvantageous position, which constitutes a violation of Article 37 hereinabove, shall be subject to aggravated punishment.
- Article 39 (Handling of Banned Gift and the like)
① An employee who has unwittingly received a gift or the like as prohibited in this Code of Conduct shall return it to the sender immediately. In this case, the employee may ask the Company President to pay for the expense incurred to return it by attaching the relevant evidential document under the Appendix Form 8.
② When it is difficult to return a gift and the like as stated in the foregoing 1 to the sender due to the likelihood of its decay or deterioration or because the name of the sender or the address are unclear, the employee shall report it immediately to the Company President or the officer in charge of the Code of Conduct.
③ Upon being informed of a case as stated in the foregoing 2, the officer in charge of the Code of Conduct or the Company President may dispose of the gift and the like in question as follows:
1. Scrapping, if the article will be of little economic value due to its decay or deterioration.
2. Donation to a social welfare facility or organization, if the article is likely to lose economic value, or
3. Donation to a social welfare facility or organization, in the event of a case other than what is stated in the foregoing 1) and 2), unless otherwise stated in the law.
4. In a way designated by the Company President.
④ With regard to gifts and the like disposed of as per the foregoing 3, the officer in charge of the Code of Conduct shall keep a record concerning the name of the receiver, the description of the gift and the like received, the date of receipt and mode of disposal thereof, and shall inform the sender of such details under the Appendix Form 9., unless the sender or the sender’s address is unknown.
- Article 40 (Education)
① 1 The Company President shall ensure that all employees receive education concerning this Code of Conduct.
② 2 The education stated in the foregoing 1 shall be carried out at least once a year. Newly hired employees shall receive the education immediately upon their employment.
- Article 41 (Designation of Officer in Charge of Code of Conduct)
① The Company President shall appoint an officer in charge of the Code of Conduct to ensure efficient operation of the relevant matters.
② The officer in charge of the Code of Conduct stated in the foregoing 1 shall carry out the following duties:
1. Consulting about the Code of Conduct.
2. Monitoring observance of the Code of Conduct.
3. Receiving reports on violations of the Code of Conduct, investigating them, and providing proper protection for whistleblowers.
4. Other matters required for sound observance and operation of the Code of Conduct.
③ The officer in charge of the Code of Conduct shall keep secret any information that he/she comes to know while handling what is stated in the foregoing 2.
- Article 42 (Observance)
① The officer in charge of the Code of Conduct shall monitor the status of observance of the Code of Conduct at least once a year.
② The monitoring conducted by the officer in charge of the Code of Conduct as stated in the foregoing 1 may also be carried out on special occasions such as summer holidays and special national holidays.
③ The officer in charge of the Code of Conduct shall report the results of monitoring as stated in the foregoing 1 and 2 to the Company President under the in-house operational guidelines.
- Article 43 (Operation of the Code of Conduct)
① The Company President shall continue to improve and develop the contents of the Code of Conduct in line with any changes in the Company’s internal and external circumstances.
② The Company President may fix detailed guidelines as and when required for more efficient operation of the Code of Conduct.
③ The Company President may launch the Ethics Committee for more efficient operation of the Code of Conduct and designate a department to deal with matters relating to the operation of the Ethics Committee and the Code of Conduct.
① This Code of Conduct shall be implemented on June 27, 2003.
② This Code of Conduct shall be implemented on November 1, 2011.
③ This Code of Conduct shall be implemented on November 19, 2012.
④ This Code of Conduct shall be implemented on September 4, 2013.
⑤ This Code of Conduct shall be implemented on December 18, 2014.