ESG management

ESG Management Commitment

"Small practice of protecting the earth, sustainable future"

"People-centered management, a society where everyone grows together."

"Transparent, responsible management, trusted company"

ESG management policy

1. Environmental Management Policy

      Companies should realize environmental protection and sustainability through eco-friendly management.

  • carbon emission reduction: Energy saving and introduction of new and renewable energy through process efficiency
  • development of eco-friendly products: Research and development of renewable materials and energy-efficient products
  • Resource circulation: Reduce waste and strengthen recycling, introduce eco-friendly production processes
  • Compliance with environmental regulations: Implementation of eco-friendly management in accordance with international environmental standards and government policies
ESG

2. a social management policy

    Companies must create social value through ethical and responsible management.

  • Labor rights protection: Guarantee of workers' rights and creation of a safe working environment
  • Diversity & Inclusion (D&I): Fair recruitment and talent development regardless of gender, age, or race
  • Social contribution activities: Operation of social contribution programs for community development
  • Co-prosperity with partners: Promote fair trade and shared growth with SMEs

3. Governance management policy

      Companies must ensure sustainable business operations through transparent and ethical management.

  • Transparent management : Strengthen ethical management and expand disclosure of management information
  • Securing board independence : Maintaining checks and balances through independent board operation
  • Compliance : Strengthen anti-corruption policies and internal audit systems
  • Securing the trust of shareholders and stakeholders : Increase long-term shareholder value through sustainable growth strategy
ESG

Policies and Rules

Management policy

1. Customer Satisfaction First

 -We do our best to become a trusted company by providing quality and service beyond customers' expectations.

2. Quality Management and Technological Innovation

 2. Quality management and technological innovation - We provide products that are competitive in the global market through continuous R&D and quality improvement. It complies with international quality management systems such as ISO9001 and ISO14001, and ensures perfect products through thorough quality control.

3. Ethical management and social responsibility

 -We do our best to practice fair and transparent management, comply with all laws and regulations, build trust through fair transactions with partners, and grow with the community.

4. ESG management practice

(1) Practice Environmental Protection

 -Development of heat exchangers and energy-saving products with eco-friendly technologies

 -Minimize carbon emissions from production processes and build resource recycling systems

 -ISO14001 Environmental Management System Compliance and Environmental Management Reinforcement

(2) fulfillment of social responsibilities

 -Create a safe working environment for employees and prioritize health and welfare

 -Strengthen cooperation with local communities and continue social contribution activities

 -Respect diversity and inclusivity, and adhere to ethical labor practices

(3) Strengthen Governance Transparency

-Sustainable business operations based on transparent decision-making and ethical management

-Strengthening board-centered management transparency and protecting shareholders' rights and interests

-Strict compliance with laws and regulations, establishing a fair corporate culture

5. Global market development and growth

-In order to grow into a company recognized in the global market beyond Korea, we will expand our global network and continue to expand overseas exports.

6. Safety management and human resources development

-Systematic education and support are provided to create a safe working environment and to ensure that employees can maximize their capabilities.

7. Sustainable management

-Create a company that achieves sustainable growth through eco-friendly product development, energy saving, and ESG management, and has a positive impact on the environment and society.

Daeheung Cooler Co., Ltd. will continue to innovate and grow based on the above management policy and become a sustainable company with customers.

Ethical management

Ethical norms

Daeheung Cooler Co., Ltd. uses ethical management as the basis of corporate management to create value for various stakeholders such as customers, members, shareholders, and business partners to play a key role in social and economic development and further practice corporate management that contributes to human happiness.

To this end, ethical norms are established and used as a criterion for determining decision-making and behavior in all management activities.

  1. 1. Basic ethics of members

    We take pride as members of Daeheung Cooler Co., Ltd. and faithfully perform our duties in an attitude that always represents the company in our position.

    • Perform work fairly and transparently by clearly distinguishing public and private affairs.
    • Create an organizational culture where members can work voluntarily and voluntarily with mutual respect.
  2. 2. Posture to Customers Continuously satisfy customers to gain trust from customers and ultimately develop with customers.
    • We constantly strive to provide the products and services that customers need.
    • Respect various opinions of customers and actively reflect them in the company's management activities.
    • Secure the customer's property and information in accordance with relevant laws and regulations.
  3. 3. It increases the value of the company so that the value of responsible shareholders to shareholders can be created, and for this purpose, transparency is enhanced and efficient management is performed.
    • It maximizes corporate value through efficient management through constant innovation and shares the results with shareholders.
    • Practice transparent management centered on the board of directors and respect the legitimate demands and proposals of shareholders.
    • Management data shall be prepared in accordance with all laws and standards, and relevant information shall be faithfully disclosed in accordance with the laws and regulations to protect the interests of shareholders.
  4. 4. Pursue relationships with business partners and joint development with partner companies, and compete fairly with competitors.
    • Provide fair trading opportunities to partner companies, do not engage in unfair behavior using superior status, and pursue mutual benefits and joint development.
    • Compete in good faith with competitors based on the spirit of mutual respect.
  5. 5. Role in society In addition to contributing to economic development, we contribute to society through social and cultural activities and do our best to manage in accordance with social norms.
    • It contributes to social development through the pursuit of disaster-free and environmentally friendly management.
    • We actively participate in social contribution activities and strive to make society as a whole happy.
    • Observe the laws and regulations of the region in which the project is conducted and respect the traditions and culture of the local community.
  6. 6. Supplementary Provisions
    • This Code of Ethics shall come into force from January 1, 2013.
    • A separate 'Ethical Code Practice Guideline' is operated so that members can properly interpret and implement ethical norms.
 Guidelines for Practicing Ethics Code
  1. 1. General rule
    • Goal

      The purpose of this "Ethical Code Practice Guidelines" (hereinafter referred to as "Executive Guidelines") is to provide criteria for determining decisions and actions on ethical conflicts that can be issued in the course of performing their duties so that members of Daeheung Cooler Co., Ltd. can understand and practice ethical norms correctly.

    • Ethical Decision-Making and Action Principles

      When a member is in an ethical conflict situation in relation to the performance of his/her duties, he/she shall judge and act based on the ethical norms and the guidelines for this practice. Provided, That if the criteria for judgment are not clearly defined in the guidelines for practice, he/she shall judge and act in accordance with the following principles of decision-making, and if he/she is not sure of his/her judgment, he/she shall act in accordance with the advice of the liter of the organization or the department in charge of ethical management.

      • Legitimacy: Is it possible that one's actions will be interpreted as a violation of laws or regulations?
      • Transparency: Can I disclose my decision-making process and content?
      • Rationality: Will other members make the same decision in the same situation?
    •  Subject to application: This practice guideline is for executives and employees who are employed at Daeheung Cooler Co., Ltd.
  2. 2. A member's posture
    • A member who performs sincere duties shall clearly recognize his/her authority and responsibility and perform his/her duties in accordance with the principles of good faith and sincerity.
    • The resolution of a conflict of interest
      • Members shall do their best to prevent situations in which there is a possibility of violating their duty of good faith and integrity to the company due to conflicts of interest with the company in relation to the performance of their duties.
      • The conflicts of interest to be aware of are as follows. However, since not all of these list cases of conflicts of interest, strict judgment and application of members are required in actual situations.

        * where conduct is prohibited

        Taking private interests by using the company's assets or management information for personal purposes. Abuse of business position to exert undue influence on partner companies, etc., such as personnel requests and requests for various convenience. Side job activities that consume effort to hinder sincere work performance, etc. Where conflicts of interest are disclosed to the leader of the organization, and approval of the company must be obtained in accordance with related procedures such as the pre-decision regulations. Holding stocks of partner companies that can directly or indirectly exert influence through contracts or transactions with the company, or performing the duties of management through the business of directly or through a third party.

    • The protection and appropriate use of company assets and information shall protect and use the company's tangible and intangible assets.
      • The company's assets shall not be used for personal gain or transferred or lent to a third party without approval.
      • The company's budget is not used for personal purposes and must be accurately recorded in the accounting books spent for the purpose set by the company.
      • PC, Internet, e-mail, phone, fax, etc. shall not be used excessively for personal purposes.
      • Intellectual property rights such as patent rights, goodwill, trademark rights, copyrights, and other information with asset value must be actively protected. In addition, intellectual property rights of others or other companies must be protected equally, and illegal software should not be used in particular.
      • The company's information assets, including business and technical information, must be strictly managed in accordance with the security management regulations. The disclosure and scope of information assets are determined in accordance with relevant laws, regulations, and company policies, and this applies equally to interviews with external media.
    • Acceptance of gifts, entertainment, etc
      • Members shall conduct all management activities fairly and transparently. Therefore, no money or entertainment shall be provided to stakeholders for the purpose of enjoying unfair and unfair profits.
      • A member shall not receive money, entertainment, or other personal convenience from interested parties, such as a partner company.
      • However, in order to maintain a sound relationship with each other, a reasonable level of gifts or entertainment can be exchanged with stakeholders within the scope recognized by social norms, and detailed guidelines for understanding can be established and operated on an organizational basis.
    • Mutual respect among members
      • Members shall respect each other between colleagues and upper and lower classes and observe basic manners and dignity necessary for working life.
      • No discrimination should be made on the grounds of gender, educational background, region of origin, marriage, race, nationality, religion, etc.
      • No sexual harassment shall be committed that may infringe on individual human rights and hinder the working atmosphere.
  3. 3. Compliance with laws and corporate management policies

    Members shall clearly understand domestic and foreign laws and company policies and affairs related to the company's management activities and perform their duties accordingly.

    • Compliance with quality policy and protection of customer information
      • It is responsible for supplying products that meet customer expectations and requirements for quality, reliability and stability, and for this purpose, all requirements of the quality management system must be observed.
      • Customers must be accurately informed of the performance and risks of the product and do not advertise false or exaggerated.
      • Members who handle customers' personal information shall safely protect their personal information by establishing protection procedures and guidelines in accordance with relevant laws, company policies, and private regulations.
    • Preparation and disclosure of management information
      • Accounting information shall be accurately recorded and maintained in accordance with generally accepted accounting principles, relevant laws and regulations, and shall not distort or hide accounting information.
      • All of the company's management information, including financial information, should accurately reflect relevant facts or transaction details to support management's decision-making.
      • Disclosure of management information to external stakeholders should be made transparently and fairly in accordance with relevant laws and regulations.
    • Fair trade and competition
      • It is necessary to clearly understand and comply with the laws and regulations related to fair trade and the company's self-compliance management regulations.
      • Any intention that may be interpreted as a violation of the Fair Trade Act shall be handled after sufficient consultation with the Fair Trade or Legal Department in advance, and decisions shall not be made according to arbitrary interpretation.
    • A policy on the safety and health environment
      • It shall comply with domestic and foreign laws and international agreements related to safety, health, and environment and pursue continuous improvement in safety, health, and environmental performance.
      • A safe working environment shall be created in compliance with safety rules.
      • Recognize the importance of the environment and actively participate in environmental protection activities.
  4. 4. Operation of the Practice Guidelines
    • responsibility
      • All members are responsible for complying with ethical norms and practice guidelines, and should consult the organization's leader or ethical management department for questionable matters and act according to their interpretation.
      • Organizational leaders are responsible for actively supporting and managing their members and stakeholders involved in their work so that they can properly understand and comply with the company's ethical norms. In addition, by observing ethical norms and practice guidelines through sincere and responsible decision-making and behavior, they should set an example for others.
    • Reporting violations and protecting informants
      • Members who become aware of violations of ethical norms and practice guidelines should actively protect the company and its members from the relevant actions by reporting or reporting them to the organization's leader or ethical management department so that they can resolve them as soon as possible.
      • Members are not subject to any disadvantage for legitimate reporting.
  5. 5. Supplementary Provisions
    • Effective Date This Directive shall come into force from 01/01/2013.
    • Measures for Violations Violations of these Practice Guidelines shall be handled in accordance with the private regulations.
    • Warning Measures Violations of Practice Guidelines issued prior to the effective date, including conflicts of interest with the company, shall be reported to higher positions or departments in charge of ethical management by February 28, 2013, and the company shall not hold its members accountable.

A safety and health policy

      In carrying out corporate activities, Daeheung Cooler Co., Ltd. establishes and operates the following policies to realize the management ideology with the satisfaction of customers and customers by implementing safety and health as the top priority and realizing the management ideology through the ideology of human respect by implementing safety and health first.

  1. Establish and operate a safety and health management system to create a safety and health-friendly culture for a safe and pleasant working environment.
  2. Establish management goals that prioritize safety and health through risk assessments related to products, facilities, activities and services, and continuous improvement is carried out by regularly reviewing, monitoring, and evaluating performance and systems.
  3. To create a safe and pleasant working environment at the workplace, harmful and dangerous factors shall be removed in advance, and damage shall be prevented and minimized when it occurs.
  4. The relevant laws and regulations and other requirements shall be identified, reflected in the safety and health management system, and management standards shall be established and thoroughly observed.
  5. Continuous education and training shall be provided to all executives and employees to recognize and achieve safety and health policies, and they shall faithfully perform their responsibilities and roles to participate in the operation of the safety and health management system.

     The safety and health policy shall be announced to all employees and stakeholders of the factory, and the safety and health management system shall be faithfully implemented to achieve the policy and goals by establishing and implementing an implementation plan that includes specific action matters.

     2025. 1.  2.

  Seungyeon Jang, CEO of Daeheung Cooler Co., Ltd

Human rights management

Enacted on January 2, 2024.

Chapter 1 General Provisions

Article 1 (Purpose) The purpose of this regulation is to establish and implement policies on the protection and promotion of human rights of all stakeholders, including Daeheung Cooler employees, and other necessary matters.

Article 2 (Scope of Application) This regulation applies to all executives and employees of the Company and to stakeholders related to the management activities of the Company.

Article 3 (Definitions) The meanings of terms used in these regulations are as follows.

  1. The term "human rights" means dignity, values, freedom, and rights as human beings guaranteed by the Constitution and laws or recognized by the International Human Rights Treaty and customary international law ratified and joined by the Republic of Korea.
  2. The term "human rights management" means the value and protection of human dignity and values in the management activities of a company.
  3. The term "employee" means executives and employees (including non-regular workers) working for the company.
  4. The term "worker" means a worker under subparagraph 1 of Article 2 of the Labor Standards Act.
  5. The term "stakeholder" means any organization or individual who is involved in the management activities of the company and has a relationship with the company, such as customers, partner companies, local residents, etc.
  6. The term "human rights violation" means any act that violates human dignity and values, such as verbal and physical violence, sexual harassment and harassment, discrimination and forced labor, violations of safety and environmental rights, and violations of privacy, regardless of the relationship between the company and various stakeholders, and includes damage such as personnel disadvantages, identity exposure, defamation, etc. (including damage using information and communications networks) to victims of human rights violations or persons cooperating in investigations such as reporters and witnesses (hereinafter referred to as "reporter, etc.") for reporting.

Chapter 2 General Principles of Human Rights Management

Article 4 (Prohibition of Discrimination in Employment)

① The Company respects diversity in employment by prohibiting discrimination on the grounds of race, gender, religion, region of origin, marital status, age, educational background, blood ties, delays, school ties, physical conditions, and social status.

② A company should not unfairly discriminate against non-regular workers.

Article 5 (Guarantee of freedom of association and collective bargaining)

①The company ensures that workers form trade unions freely.

② A company shall not disadvantage workers on the grounds of joining an organization equivalent to a labor union and legitimate business conduct of the organization.

③ The company shall provide workers' representatives with information necessary for the legitimate performance of activities as workers' representatives.

Article 6 (Prohibition of Compulsory and Child Labor)

① The company shall not engage in forced labor, prisoner labor, human trafficking, etc. contrary to the will of workers, regardless of their form and type, or obtain business gains from them.

② The company shall not employ a minor who has not reached the minimum employment age set by the laws and international standards of the country in which the business is conducted.

Article 7 (Protection of Human Rights in the Workplace)

① The company is obligated to actively protect human rights to ensure human dignity, such as personal rights, health rights, and rest rights of all executives and employees.

② The company takes preventive measures to prevent all executives and employees from engaging in verbal and physical violence, sexual harassment, and harassment in the workplace, regardless of the relationship between superiors and subordinates.

③ The company provides the convenience necessary for the performance of disabled workers and pays attention to prevent discrimination due to disability.

Article 8 (Guarantee of Industrial Safety)

① The company provides employees with a safe and healthy working environment, prevents industrial accidents, and takes appropriate measures in accordance with relevant laws for accidents or diseases that occur during work.

② The company creates a system and environment that guarantees the safety of stakeholders in conducting business.

Article 9 (Environmental Rights Guarantee)

① The company complies with domestic and international environmental laws and strives to protect the environment and prevent pollution.

② The company shall do its best to prevent residents from experiencing various hardships, including harmful substances and noise, in the area where the business is carried out.

③ The company establishes and maintains an environmental management system and continuously discloses information internally and externally.

Article 10 (Protection of Information Human Rights) The company shall protect the personal information of all stakeholders, including the company's executives and employees, acquired while conducting business in accordance with laws related to personal information such as the Personal Information Protection Act.

Article 11 (Building human rights-friendly relationships with partner companies) ① The company guarantees equal opportunities for all partner companies and makes transparent and fair transactions.

Article 12 (Protection of Customer Human Rights)

① The company discloses product and service information to the extent that it can be disclosed by law to protect the customer's right to know.

② The company thoroughly collects and manages information to protect customer privacy.

Article 13 (Protection of Human Rights of Local Residents) The company respects and protects the right to life, freedom of residence, safety rights, and property rights of residents in the area where they conduct business.

Article 14 (Rescue Measures) The company shall take prompt and appropriate remedies for human rights violations that occur in the course of carrying out the business.

Chapter 3 Human Rights Management System

Article 15 (Declaration of Human Rights Management) The company declares human rights management to guarantee human dignity and values in its management activities, and executives and employees practice it as a standard for judging the norms and values of human rights management.

Article 16 (Plan Establishment) The CEO shall formulate a regular plan for the effective implementation of human rights management, and the plan shall include the following matters.

  1. Objectives and Basic Direction of Human Rights Management
  2. Strategies and Implementation Tasks for Human Rights Management
  3. Administrative matters to promote human rights management
  4. Other matters necessary for the protection and promotion of human rights

Article 17 (Human Rights Management Supervision Department)

① The company shall establish a department in charge of human rights management (hereinafter referred to as the "management support team") in order to efficiently implement human rights management.

② The duties of the department in charge shall be as follows.

  1. Matters concerning the establishment and implementation of human rights management plans
  2. Matters concerning the implementation of human rights education
  3. Matters concerning the operation and support of human rights management
  4. Other matters deemed necessary by the CEO for meetings related to human rights management

③ The department in charge shall periodically conduct a diagnostic investigation and monitoring of human rights violations for internal and external stakeholders in order to investigate the current status and perception of human rights violations within the company.

④ The competent department shall formulate and implement measures necessary for the prevention of human rights violations and the prevention of recurrence of incidents.

Article 18 (Human Rights Management Officer)

① For the smooth and effective operation of human rights management, the company designates Daeheung Cooler CEO as the human rights management officer.

② The human rights management officer shall have the authority to the following matters.

  1. Establishment and implementation of human rights management plans
  2. Procedures for receiving, investigating, remedying and terminating human rights violations
  3. Other affairs related to human rights management

③ The human rights management manager monitors whether the company's policies and systems comply with human rights, and requests improvement from the department in charge and the relevant department in the event of human rights violations.

Article 19 (Human Rights Education)

① The Supervising Department shall regularly conduct human rights education at least once a year to improve the human rights awareness of all executives and employees.

② In order to declare the company's willingness to respect human rights, the department in charge may provide separate training to the management in addition to the training referred to in paragraph (1).

③ The Supervising Department may provide human rights education to stakeholders in order to spread a culture of respect for human rights.

Article 20 (Performance of Respect for Human Rights)

① The company may take necessary measures to protect human rights and promote human rights-centered values and may support human rights management activities of stakeholders.

② The company may request the suspension of the relevant act and take appropriate measures, such as disciplinary action of executives and employees or reporting to related organizations, if an employee under its jurisdiction commits an act of human rights violation or recognizes the fact of human rights violation.

Chapter 4 Grievance Committee

Article 21 (Installation and Function)

① The company has a 'high commission' as the highest decision-making body for the effective promotion of human rights management.

② The Committee shall deliberate on and make resolutions on the following matters to protect and promote the human rights of stakeholders, including executives and employees.

  1. Matters concerning the establishment of human rights management plans
  2. Matters concerning systems and policies related to human rights management
  3. Matters concerning human rights practice and inspection obligations, including human rights impact assessment (human rights audit)
  4. Matters concerning the relief of human rights violations and measures to prevent recurrence
  5. Other matters determined by the Chairperson to be deliberated

Article 22 (Composition and Operation)

① The Committee shall be comprised of not more than four members, including one chairperson.

② The chairperson of the Committee shall be the representative director, and the members shall be appointed and appointed as the head of the supervising department, one head of the management department, and one head of the production department.

③ The Committee shall have the head of the competent department as the executive secretary in order to efficiently promote the affairs of the Committee, and the executive secretary shall handle the affairs concerning the Committee.

④ If the Chairperson deems it necessary to have a person other than the members, he/she may have a person who is not a member of the Committee attend a meeting to hear the explanation or state his/her opinion on the agenda, and may request the submission of relevant data.

Article 23 (Method of Calling and Resolution)

① Meetings of the Committee shall be divided into regular meetings and extraordinary meetings, and regular meetings shall be held at least once a year.

② The Chairperson shall represent the Committee and exercise overall control over his/her duties.

③ Where the chairperson is unable to perform his/her duties due to unavoidable reasons, he/she shall act on behalf of the members in the order of organization.

④ Meetings of the Committee shall be convened at the request of the Chairperson.

⑤ The Committee may make a written resolution on matters whose details are minor or require urgent matters.

⑥ Members who have an interest in the agenda of the Committee shall be excluded from the discussion of the relevant agenda and shall not be included in the quorum for decision-making.

Article 24 (Prohibition of Confidential Leakage)

The members and related persons who attended the meeting of the Committee shall not divulge confidential information they have learned in connection with the Committee.

Article 25 (Term of office and termination of commission of members)

① The term of office of internal members, including the chairperson, shall be the period of tenure in the relevant position, and external members shall be two years, but may be reappointed.

② The company may terminate the appointment of the relevant member even before the expiration of his/her term of office if the member falls under any of the following.

  1. Where a member divulges confidential information he/she has become aware of in violation of Article 24
  2. Where it is difficult for a member to perform his/her duties due to illness, accident, or other health reasons
  3. Where a member expresses his/her intention to resign
  4. Where a member is involved in human rights violations
  5. Where it is deemed inappropriate to perform the relevant duties due to neglect of duties, damage to dignity, etc

Chapter 5 Reporting and Relief of Human Rights Violations

Article 28 (Rescue for Human Rights Violations)

① Where human rights have been violated or another person is found to have been violated, it may be reported through various methods (hereinafter referred to as the "reporting channel") such as shouting stored in the company, representative mail on the company's website, and the competent department (hereinafter referred to as the "reporting channel"), and an anonymous reporting channel shall be operated together to protect the reporter.

③ The procedures and methods for the relief of human rights violations shall be in accordance with Article 29, but the details shall be prepared and operated with separate guidelines.

Article 29 (Procedures and Methods for Relief of Human Rights Violations)

① The company establishes and operates a grievance handling center that receives reports of human rights violations, investigates, takes follow-up measures, and monitors human rights compliance.

② A person in charge of receiving and consulting human rights violations (hereinafter referred to as "person in charge of preventing human rights violations") shall be the team leader of the competent department in the grievance handling center.

③ The grievance center shall monitor whether secondary damage has occurred during the investigation process for human rights violations received, and take measures to minimize damage, such as rapid separation of work and work spaces between victims and actors, and suspension of human rights violations.

④ When a report of human rights violations occurs, the grievance management center shall immediately share them with the human rights manager and report the final results to the human rights manager after completing necessary measures, such as counseling, investigation, and follow-up measures.

However, if the case is deemed serious, the grievance center or the head of human rights management shall immediately report the case to an external agency and proceed with the case with the recommendation of the external agency.

⑤ The reception of human rights violations, such as the website and official e-mail (daeheung@cooler.co.kr ), shall be transferred from the department in charge to the grievance management committee to support the investigation and relief procedures.

Chapter 7 Supplementary Provisions

Article 30 The progress and results of the Grievance Committee shall be recorded in the minutes and shall be kept by the competent department after obtaining signatures from the attending members.

Article 31 (Amendment) Amendments to this Regulation shall be made by the resolution of the Human Rights Management Officer.

Article 32 (Others) The laws and the relevant provisions of the company shall apply mutatis mutandis to matters not prescribed in this Regulation.

Supplementary Provisions (December 1, 2023)

This regulation will be enacted and enforced from January 2, 2024.

 

Employment rules

  1. 1. 2. Enactment
  2. 07. 01. Revised
  3. 04. 01. Revised
  4. 11. 01. Revised

Chapter 1 General Principles

Article 1 (Purpose)

The purpose of this Rule is to prescribe matters concerning the recruitment, service, working conditions, etc. of employees working for Daeheung Cooler (hereinafter referred to as the "Company").

Article 2 (Scope of Application)

① This rule applies to employees belonging to the company. However, this is not the case for daily workers.

② Except as otherwise provided for in Acts and subordinate statutes and other company regulations, the service and working conditions of employees shall be governed by these Rules.

Article 3 (Definition of Members)

① In this rule, the term "employee" means an indefinite contract worker (regular worker) and a fixed-term employee (contract worker).

② In this Rule, the term "one-day employment" refers to a person who is used for a period of less than one month.

Chapter 2 Employment and Labor Contracts

Article 4 (Hiring opportunities)

The company does not make any difference in recruitment and recruitment of employees by gender, age, faith, social identity, region of origin, school of origin, marriage, pregnancy, childbirth, or medical history without reasonable reason.

Article 5 (Selections and Employment Documents)

① A person who applies for joining a company shall submit the following documents.

  1. A copy of one's resume
  2. A letter of introduction
  3. Certificate of experience and other documents required to be submitted by the company

② A person who has been confirmed to be hired must submit the following documents within 7 days of hiring.

  1. One copy of resident registration or family relation certificate
  2. A copy of a bankbook
  3. One copy of the certificate of graduation (only for those)
  4. One copy of the certificate of experience (limited to those)
  5. 1 copy of the license/certification (for applicable persons only)
  6. One copy of the identity guarantee (limited to those concerned)
  7. Other documents deemed necessary by the company

③ In the case of a person who submits documents falsely or fails to submit them within the deadline without justifiable reasons, recruitment may be canceled.

Article 6 (Labor Contract)

① The company concludes a labor contract in writing with a person who has been confirmed to be hired, and gives one copy of the labor contract to the person concerned.

② When concluding a labor contract, the company shall clearly present to employees matters concerning wages, prescribed working hours, holidays, annual paid leave, places of employment, and tasks to be engaged in, and matters prescribed in Article 93 (1) through (12) of the Labor Standards Act (Preparation of Employment Rules, Report Matters).

③ The company shall clearly present and issue in writing matters concerning the composition of wages, calculation methods, payment methods, prescribed working hours, holidays, annual paid leave, and matters concerning the place of employment and the work to be engaged in among the contents of paragraph (2). In addition, in the case of fixed-term workers, the period of the labor contract shall also be specified.

④ When concluding an employment contract, the company may replace the obligation to specify (2) and (3) in writing by presenting or issuing employment rules stating matters under paragraphs (2) and (3).

Article 7 (Use of fixed-term system)

① In principle, new recruits should use a fixed-term system. The period of use of the fixed-term system is as follows.

  1. Production Department: One-month principle (may be set differently depending on individual contracts)
  2. Management: 3-month principle (may be set differently depending on individual contracts)

② The company may decide whether to renew the contract by evaluating the working attitude and work ability during the fixed-term use period.

③ Where the company intends to renew the contract pursuant to paragraph (2), it shall prepare a new labor contract with the relevant employee and issue a copy.

④ The period referred to in paragraph (1) shall be included in the number of years of service and shall not be included in the average wage calculation period. 

[Revised document 2014.07.01]

Chapter 3 Work

Article 8 (duty to work)

An employee shall comply with the following matters.

  1. An employee shall faithfully perform his/her duties.
  2. An employee shall not divulge confidential information about the company while adhering to the confidential information he/she has obtained in the course of performing his/her duties.
  3. Employees must comply with the company's regulations and comply with the boss's legitimate job instructions.
  4. An employee shall not engage in any act of damaging his/her dignity or tarnishing the reputation of the company as an employee.
  5. No employee shall engage in any other act equivalent to subparagraphs 1 through 4.

Article 8-2 (Confidentiality Obligations, etc.)

① An employee shall not divulge, leak, disclose, or use any information related to the company he/she has learned during the performance of his/her duties, including the following matters, for any purpose, not only during his/her tenure but also after retirement.

  1. Technical matters
  2. Matters concerning business, such as order method, estimation method, business review method, etc
  3. Matters concerning the management of personnel, organization, finance, labor, etc
  4. Matters concerning research and development, education and training, etc
  5. Matters concerning partnership business with other companies
  6. Matters concerning the company's business plan and any information generated in the process of its establishment
  7. Any other information related to the company you have learned while performing your duties

② The rights to intellectual assets created by employees in connection with their duties while in office belong entirely to the company.

③ At the time of retirement, an employee shall return all data related to the company he/she held while in office, and shall not copy, take out, distribute, or use the company's information without permission.

④ Employees should use all assets, including the company's computers, for business purposes only.

④ Employees can check the company's ⑤ information processing devices such as employees' computers or e-mail if necessary. All assets, including computers, should be used for business purposes only.

[New clause on November 01, 2021]

Article 9 (Going to work, absenteeism)

① An employee shall go to work and prepare for his/her duties before the commencement of business hours so that there is no disruption in the normal performance of his/her duties.

② Where he/she intends to be absent from work due to an illness or other unavoidable reason, he/she shall obtain prior approval from the head of the department under his/her jurisdiction: Provided, That where it is impossible to obtain prior approval due to unavoidable reasons, he/she shall clarify the grounds therefor even on the day of absence, and where he/she fails to perform such procedures without justifiable grounds, he/she shall be deemed to have been absent without permission.

③ In the event of a natural disaster or an urgent business situation, the company may issue an emergency attendance order to employees even during holidays or vacations, and a person who receives an emergency attendance order from the company shall cooperate in handling business according to the company's instructions.

④ The company may order its employees to be on duty as prescribed separately for the security of the company's facilities and the handling of emergency affairs.

⑤ In principle, absenteeism is unpaid (non-payment of weekly holiday allowances), but in the case of an agreement between the parties, it may be replaced by annual leave.

⑥ An employee who intends to replace the absenteeism date with an annual leave shall submit a attendance report approved by the head of the department by the 1st of the following month, but if the company disagrees with this, he/she shall be deemed absent.

Article 10 (Late. Early leave and going out)

① An employee shall notify the head of the department in advance if he/she is late due to a disease or other unavoidable reasons, and if he/she is unable to notify him/her in advance due to unavoidable circumstances, he/she shall notify him/her of this fact without delay even after death.

② An employee shall not leave his/her place of work privately during working hours: Provided, That where he/she intends to leave early or go out due to illness or other unavoidable reasons, he/she shall obtain approval from the head of the department to which he/she belongs.

③ In principle, the time when an employee is late, leaves early, and goes out is treated as unpaid, but if the parties agree, it may be replaced by annual leave.

④ An employee who intends to replace the annual leave of absence, early leave, and time spent outside shall submit a attendance report approved by the head of the department by the 1st of the following month, but if the company disagrees with this, he/she shall be deemed to have been late, left early, or went out.

Article 11 (Exercise of Civil Rights and Performance of Public Duties)

① The company allows employees to request time necessary in advance to exercise their right to vote or other civil rights during working hours, or to perform their public duties, and the time shall be paid.

② The company may change the time requested by the employees to the extent that it does not interfere with the exercise of rights or the performance of public duties under paragraph (1).

Article 12 (Business trip)

① The company may order its employees to go on a business trip if necessary for the performance of its duties.

② The company pays expenses that can be covered by actual expenses such as travel expenses, accommodation expenses, and local transportation expenses for each destination.

Article 13 (Batch, Transfer, Promotion)

① The company shall issue personnel appointments, such as assignment, change of jobs, promotion, etc., in consideration of the employee's ability, aptitude, career, etc., and the employee shall not refuse it without justifiable grounds.

② The company shall not discriminate between men and women without a reasonable reason in issuing personnel orders under paragraph (1).

③ Matters necessary for the issuance of personnel, such as promotion, shall be prescribed by separate regulations.

Article 14 (Leave of absence)

① The company may approve a leave of absence where an employee submits a leave of absence for any of the following reasons: In such cases, in principle, unpaid leave shall be made except for the leave of absence under subparagraph 3.

  1. Where it is deemed difficult to perform duties due to illness, injury, housework, etc. other than work: the period deemed necessary (however, even in this case, it cannot exceed two months)
  2. When conscripted and convened under the Military Service Act and other statutes: period of conscription and convocation
  3. Where the company needs a leave of absence due to reasons such as training, duties, etc.: Period deemed necessary

② The company may order an employee who is deemed unable to perform his/her duties due to health reasons to take a leave of absence.

③ Leave due to illness or injury outside of work can be applied only to employees who have exhausted both annual leave and sick leave.

④ A leave of absence shall immediately notify the company of such fact when there is a reason for a change in the place of residence, etc. during the period of leave of absence.

Article 15 (Fertility leave)

① The company allows male and female employees with children under the age of 8 or under the second grade of elementary school (including adopted children) to request parental leave for the child's rearing. However, this does not apply to employees who have worked continuously for less than 6 months.

② The period of parental leave shall not exceed one year.

③ The company shall not dismiss or otherwise treat unfavorably on the grounds of parental leave, and shall not dismiss it, especially during the period of parental leave.

④ The company actively cooperates by providing supporting documents so that employees can receive parental leave benefits prescribed by the Employment Insurance Act if they use parental leave.

⑤ The period of parental leave shall be unpaid.

Article 16 (Family Care Leave, etc.)

① The company shall allow an employee to apply for a leave of absence (hereinafter referred to as "family care leave") to take care of his/her family due to illness, accident, or old age of grandparents, parents, spouses, parents, children or grandchildren (hereinafter referred to as "family"). Provided, That this shall not apply where the application is made by an employee whose period of continuous work is less than six months, etc., prescribed by the Enforcement Decree of the Gender Equality Act.

② Where family care leave is not permitted pursuant to the proviso to paragraph (1), the relevant employee shall be notified in writing of the grounds therefor, and efforts shall be made to take any of the following measures.

  1. Adjust time to start and finish work
  2. Restrictions on overtime work
  3. Adjustment of working hours, such as reduction of working hours, flexible operation, etc
  4. Other support measures appropriate to the circumstances of the workplace

③ The period of family care leave shall be a maximum of 90 days per year, and it may be used separately. In this case, the period of one divided use shall be at least 30 days.

④ The company shall not take adverse treatment, such as dismissal of the relevant worker or deteriorating working conditions on the grounds of family care leave.

⑤ The period of family care leave shall be included in the period of service: Provided, That this shall not apply to the period of calculating the average wage under Article 2 (1) 6 of the Labor Standards Act.

⑥ The company shall endeavor to provide necessary psychological counseling services so that its workers can help them maintain their workplaces and families soundly.

⑦ The period of family care leave shall be unpaid.

Article 17 (Return)

① When the grounds for leave of absence are extinguished, an employee shall submit an application for reinstatement without delay, and when the period of leave of absence expires, he/she shall submit an application for reinstatement seven days before the expiration date.

② An employee may extend the period of leave of absence with approval if there is an unavoidable reason: Provided, That even in this case, the period of leave of absence shall not exceed a maximum of two months.

③ When the company receives a reinstatement from an employee on leave, it shall endeavor to return to the duties before the leave of absence as soon as possible, but if it is unavoidable, it shall endeavor to return to a job similar to that or to which an equivalent salary is paid.

Article 18 (Calculation of working period)

Leave of absence due to personal reasons excluding legal leave such as parental leave and the period of military service under Article 14 (1) 2 of the Military Service Act shall be excluded from the number of years of continuous work for calculating severance pay.

Chapter 5 Working Conditions

 

Section 1 Working Hours

Article 19 (Type of work)

In principle, the type of work is daytime work, and if necessary, a shift work system may be implemented.

Article 20 (Working hours)

① The working days for one week shall be 5 days from Monday to Friday, and in this case, every Saturday shall be an unpaid holiday.

② The working hours for one week shall be 40 hours excluding the break time.

③ The working hours per day shall be eight hours, but shall be from 08:00 to 17:00 excluding the break time under Article 21.

④ Time spent waiting or staying at the workplace without prior approval from the company or for reasons unrelated to work shall not be regarded as extended, nightly, or holiday work.

⑤ The working hours of a person under the age of 18 cannot exceed 7 hours per day and 35 hours per week. However, according to the agreement between the parties, it may be extended to a limit of 1 hour per day and 5 hours per week.

Article 21 (Rest)

The break time shall be one hour out of the working hours under Article 20 (3): Provided, That the break time may be determined and operated differently according to the circumstances of work.

Article 22 (Flexible Working Hours)

① The company may implement a flexible working hours system within two weeks as prescribed by the employment regulations, and in such cases, the average unit period of two weeks may require the company to work for 40 hours in a specific week and for more than eight hours on a specific day, within the range not exceeding 40 hours. However, working hours in a specific week shall not exceed 48 hours.

② The flexible working hours system does not apply to female employees who are pregnant and those under the age of 18.

③ Where it is intended to implement a flexible working hours system in which the unit period exceeds two weeks, a written agreement with the employee representative must be made.

Article 23 (Approval of working hours)

① Where it is difficult for an employee to calculate working hours by working outside the workplace for some or all of his/her working hours due to business trips, dispatches, etc., he/she shall be deemed to have worked eight hours a day.

② Where it is necessary for an employee to work more than 8 hours per day in order to perform duties such as business trips, dispatches, etc., it shall be deemed that he/she has worked 9 hours and 30 minutes per day: Provided, That this may be determined differently through written agreement with the representative of the employee.

Article 24 (Extension, Night and Holiday Work)

① Extension work may be carried out with the consent of the employee up to a limit of 12 hours per week. However, this is not the case in the following cases.

  1. Women in Pregnancy: No overtime work
  2. Women less than 1 year after childbirth: 2 hours per day, 6 hours per week, 150 hours per year
  3. Those aged between 15 and under 18: 1 hour per day, 5 hours per week

② Extension and night work shall be paid in addition to 50% of the normal wage. However, the time spent waiting or staying at the workplace without prior approval from the company or for reasons unrelated to work shall not be regarded as extension, night work, or holiday work.

③ The company may agree in writing with the representative of the employee to give a leave of absence in lieu of paying wages for overtime, night and holiday work.

④ Holiday work shall be paid by adding the amount according to the following criteria.

  1. Holiday work within 8 hours: 50% of ordinary wage
  2. Holiday work exceeding 8 hours: 100% of ordinary wage

Article 25 (Restrictions on Night and Holiday Work)

① If a female employee of 18 years of age or older is required to work from 10 p.m. to 6 a.m. or on holidays, it shall be conducted with the consent of the relevant employee.

② In principle, pregnant women and employees under the age of 18 shall not be allowed to work during the hours and holidays from 10:00 p.m. to 6:00 a.m. Provided, That in any of the following cases, night and holiday work may be conducted with the approval of the Minister of Employment and Labor after sincere consultation with the representative of the employee on whether to implement it, methods, etc..

  1. With the consent of persons under the age of 18
  2. With the consent of a woman less than one year after childbirth
  3. If the woman who is pregnant explicitly claims it

Article 26 (Exclusion from working hours, rest, and holidays)

① Even if an employee falls under any of the following subparagraphs works overtime for more than 40 hours per week and 8 hours per day, or works on holidays, additional wages for overtime and holiday work shall not be paid, and the regulations on working hours, rest and holidays shall not apply.

  1. Surveillance. When it is approved by the Minister of Employment and Labor as an intermittent work
  2. If you are engaged in management, supervision, or confidential handling

② Where an employee falling under each subparagraph of paragraph (1) works at night, 50% of the ordinary wage shall be added and paid.

Section 2 Holidays, vacation

Article 27 (Holiday)

① Paid holidays are as follows.

  1. Weekly Holidays (only granted to those who have worked for at least 15 hours per week and are open for at least one week)
  2. Labor Day
  3. Holidays and alternate holidays

② Saturday is an unpaid holiday.

③ The company may conduct holiday work with the consent of the employee, or may replace the holiday with another day with the consent of the employee in advance. However, holidays referred to in paragraph (1) 3 may be replaced with specific working days if agreed in writing with the employee representative.

[Revised document 2014.07.01]

Article 28 (annual paid leave)

① Employees who have come to work more than 80% per year based on the date of joining the company are given 15 days of paid leave.

② Employees who have worked less than 80% for one year or who have worked continuously for less than one year are given one day of paid leave upon opening of work for one month.

③ Employees who have been in service for more than three years shall be given paid leave by adding one day to each two years of continuous working years exceeding the first year under paragraph (1), and the total number of leave days, including additional leave, shall be limited to 25 days.

④ If an employee intends to use annual leave, he/she must obtain approval from the company at least seven days in advance, and the company may change the timing if the use of leave is expected to disrupt his/her work.

⑤ Annual leave shall be granted on the basis of the fiscal year while in office for management convenience, but shall be settled on the basis of the date of employment at the time of retirement. In such cases, the number of vacation days used in excess of the annual leave as of the date of employment shall be paid after deducting from the salary at the time of retirement.

⑥ Annual leave can be divided into 30 minutes.

⑦ Where annual leave is applied, it shall be deemed to have attended work during any of the following periods.

  1. A period of business closure due to an occupational accident
  2. the period of time off due to leave before or after childbirth
  3. a period of closure due to parental leave

Article 29 (Use of annual leave)

① An employee's annual paid leave shall lapse if it is not exercised for one year: Provided, That this shall not apply if it is not used for reasons attributable to the user.

② The company may promote the use of annual paid leave pursuant to Article 61 of the Labor Standards Act. Notwithstanding the measures for promoting the use of the company, annual paid leave not used by employees shall not be compensated with money.

③ Notwithstanding paragraph (1), annual paid leave under paragraph (2) of the preceding Article of an employee whose period of continuous work is less than one year shall be extinguished unless it is exercised until the end of the first year of work: Provided, That this shall not apply where it is not used due to reasons attributable to the employer.

Article 30 (Replacement of annual paid leave)

The company may, by written agreement with the representative of the employee, take the employee off on a specific working day instead of the annual paid vacation day.

Article 31 (Courtesy leave)

① In the case of attached Table 1, the company shall grant condolence leave at the request of the employee: Provided, That this shall not apply to persons who are not suitable for granting condolence leave, such as employees who are using pre- and post-partum leave or are on leave.

② Where holidays and holidays are included during the period of condolence leave under paragraph 1, the vacation period shall be calculated excluding this.

Article 31-2 (Spouse maternity leave)

① The company shall give 10 days of leave (hereinafter referred to as "spouse maternity leave") when an employee requests a leave for the reason of giving birth to a spouse. In this case, the period of leave used shall be paid.

② Leave under paragraph 1 cannot be claimed after 90 days from the date of childbirth by the spouse of the employee.

③ Spouse maternity leave can be divided and used only once.

④ Notwithstanding the latter part of paragraph (1), if spouse maternity leave benefits are paid pursuant to Article 18 of the Act on Equal Employment of Men and Women and Support for Work-Family Balance, the company shall be exempted from the liability for payment of benefits up to the limit of the amount.

[New clause on November 01, 2021]

Article 32 (Physiological leave)

The company grants unpaid menstrual leave of 1 day per month if requested by female employees.

Article 33 (Sick leave)

① When an employee applies for sick leave due to illness or injury other than work, the company may permit sick leave within the range not exceeding 15 days per year. In this case, the sick leave period shall be unpaid, but may be paid in full or in part by the company's decision.

② In the case of the preceding paragraph, a medical certificate from a medical examiner shall be attached.

③ Sick leave can be applied only to employees who have exhausted their annual leave.

④ Where holidays are included during the sick leave period under paragraph (1), the vacation period shall be calculated including this.

Article 33-2 (Family Care Leave)

① When an employee applies for family care leave under Article 22-2 (2) of the Act on Equal Employment of Men and Women and Support for Work-Family Balance, the company shall grant family care leave within the scope of 10 days per year: Provided, That where giving family care leave at the time requested by an employee causes a serious obstacle to the normal business operation, the timing may be changed through consultation.

② The period of family care leave shall be unpaid.

[New clause on November 01, 2021]

Section 3 Maternal Protection

Article 34 (Protection of Pregnant Women)

① Female employees during pregnancy are given 90 days of protective leave before and after childbirth. In this case, the period of vacation must be at least 45 days after childbirth, and the first 60 days of vacation should be paid.

② Where a pregnant female employee requests a vacation under paragraph (1) for reasons prescribed by the Enforcement Decree of the Labor Standards Act, such as the experience of miscarriage, the vacation may be divided and used at any time before childbirth. In such cases, the period of leave after childbirth shall be 45 consecutive days or more.

③ Where a pregnant female employee has a miscarriage or stillbirth, and the employee requests it, leave shall be granted under the following subparagraphs: However, artificial abortion surgery that is not permitted under the Mother and Child Health Act is excluded.

  1. Where the gestation period of a miscarriage or stillbirth female employee is within 11 weeks: 5 days from the date of miscarriage or stillbirth
  2. Where the gestation period of a miscarriage or stillbirth female employee is not less than 12 weeks but not more than 15 weeks: 10 days from the date of miscarriage or stillbirth
  3. Where the gestation period of a miscarriage or stillbirth female employee is not less than 16 weeks but not more than 21 weeks: 30 days from the date of miscarriage or stillbirth
  4. Where the gestation period of a miscarriage or stillbirth female employee is not less than 22 weeks but not more than 27 weeks: up to 60 days from the date of miscarriage or stillbirth
  5. If the gestation period is at least 28 weeks: 90 days from the date of miscarriage or stillbirth

④ The company actively cooperates by providing supporting documents so that employees can receive prenatal leave benefits in accordance with the Employment Insurance Act if they apply for prenatal leave benefits.

⑤ Female employees who are pregnant are not allowed to work overtime, and if requested, they are converted to an easy type of work.

⑥ If two or more children are pregnant at a time, the company gives pregnant women 120 days of prenatal leave before and after childbirth. In this case, the period of vacation must be at least 60 days after childbirth, and the first 75 days of vacation are paid.

⑦ Where pre- and post-natal leave benefits, etc. are paid pursuant to Article 18 of the Act on Equal Employment of Men and Women and Support for Work-Family Balance, the company shall be exempted from the liability for payment of benefits within the limit of the amount.

Article 34-2 (Shortening of Working Hours during Pregnancy)

① If a female employee within 12 weeks or after 36 weeks of pregnancy applies for a reduction in working hours of 2 hours per day, this is permitted. However, for employees whose working hours per day are less than 8 hours, a reduction in working hours per day may be allowed to be 6 hours per day.

② The company shall not reduce the wages of the relevant employees on the grounds of the reduction of working hours under the preceding paragraph.

③ A female employee who intends to apply for a reduction in working hours during pregnancy shall submit a doctor's medical certificate to the company in a document stating the period of pregnancy, the scheduled start and end date of the reduction of working hours, the start and end time of work, etc. three days before the scheduled start date of the reduction of working hours.

[2018.04.01.]

Article 35 (Allowment of time for fetal examination, etc.)

① The company allows pregnant female employees to claim the time required to undergo regular health checkups for pregnant women under Article 10 of the Mother and Child Health Act.

② The company shall not reduce employees' wages on the grounds of medical examination hours under paragraph (1).

Article 36 (Shortening working hours during childcare)

① The company permits this when an employee applies for shorter working hours (hereinafter referred to as "shortening working hours during childcare") in order to raise a child under the age of 8 or in the second grade of elementary school: Provided, That this shall not apply in any of the following cases.

  1. Where prescribed in Article 15-2 of the Enforcement Decree of the Act on Equal Employment of Men and Women and Support for Work-Family Balance
  2. Where a person has already used parental leave or reduced working hours during the period of childcare for one year before October 1, 2019

② Where the company does not allow the reduction of working hours during the childcare period, it shall notify the relevant employee of the reason in writing and consult with the relevant employee whether he/she can use parental leave or support it through other measures.

③ If the company allows the employee to reduce working hours during the childcare period, the working hours after the reduction must be at least 15 hours per week and must not exceed 35 hours.

④ The period of reduction of working hours during the childcare period shall not exceed one year.

⑤ The company actively cooperates by providing supporting documents so that employees can receive a reduction in working hours during the childcare period as prescribed by the Employment Insurance Act if they use a reduction in working hours during the childcare period.

Article 37 (Working conditions, etc. during the reduction of working hours during childcare)

① The company shall not disadvantage the working conditions on the grounds of the reduction of working hours during the childcare period, except where it applies in proportion to the working hours during the childcare period pursuant to Article 36.

② The working conditions (including working hours after the reduction of working hours during childcare) of a worker who has shortened working hours during the childcare period pursuant to Article 36 shall be determined in writing between the company and its employees.

③ An employer shall not request an employee who reduces working hours during the childcare period to work overtime other than the reduced working hours pursuant to Article 36. However, if the employee explicitly requests it, the company may allow overtime work within 12 hours a week.

④ Where calculating the average wage under subparagraph 6 of Article 2 of the Labor Standards Act for an employee who has reduced working hours during the period of childcare, the period of reduction of working hours during the period of childcare shall be excluded from the period of calculating the average wage.

Article 38 (Form of use of parental leave and reduction of working hours during childcare)

① Employees may use parental leave divided into two sessions.

② An employee may use the reduction of working hours during the childcare period separately. In such cases, the period of one divided use shall be at least three months (referring to the remaining working contract period for fixed-term employees who cannot use the reduction of working hours for at least three months due to the expiration of the working contract period).

[Revised November 01, 2021]

Article 39 (Childcare Time)

If there is a request from a female employee with a child under one year of age, paid lactation time shall be given twice a day for 30 minutes each in addition to the break time under Article 21.

Chapter 6 Fees

Article 40 (Composition of Wages)

① Wages for employees consist of contracted allowances such as basic salary, qualification allowance, and team leader allowance, and legal allowances such as extension, night and holiday work allowance, and shall be based on a salary system in principle.

② In the case of working in excess of the working hours under Article 20, in the case of working at night (22:00 to 06:00), 50% of the ordinary hourly wage shall be added and paid, and in the case of working on holidays, the amount under the following criteria shall be added and paid:

  1. Holiday work within 8 hours: 50/100 of the normal wage
  2. Holiday work in excess of 8 hours: 100/100 of the normal wage

③ The scope of wages included in the ordinary wage under paragraph (2) shall be the basic salary and qualification allowance, but the ordinary wage for hourly wages shall be calculated by dividing the ordinary wage by 209 hours per month.

④ Deleted

Article 41 (Calculation and payment method of wages)

① Wages shall be paid directly to employees on the 10th of the following month or deposited in a deposit account in the name of employees designated by employees, with the calculation period from the first to the last day of each month: Provided, That where the payment date is Saturday or a public holiday, it shall be paid on the day before that.

② Where wages are settled for reasons such as new employment, promotion, transfer, retirement, etc., the monthly amount shall be calculated and paid on a daily basis on the date of issuance.

Article 42 (Emergency Payment)

Where an employee makes a request for any of the following reasons, he/she shall pay wages for the work already provided even before the payment date.

  1. Where an employee or a person who maintains a living on his/her income covers expenses for childbirth, illness, or disaster
  2. In the event of marriage or death of an employee or a person living on his/her income, the expenses shall be covered
  3. Where an employee returns home for at least one week due to unavoidable circumstances

Article 43 (Closed Allowance)

① Where a business is closed due to reasons attributable to the company, an allowance of 70/100 of the average wage shall be paid to the employee during the period of closure. Provided, That where the amount equivalent to 70/100 of the average wage exceeds the ordinary wage, it shall be paid as ordinary wage.

② Where it is impossible to continue the project due to unavoidable reasons, a leave of absence allowance less than the amount prescribed in paragraph (1) may be paid with the approval of the Labor Relations Commission.

Article 44 (Performance Incentives) <개정 2018.04.01.>

① The company may pay performance incentives according to management performance.

② Whether or not performance incentives are paid, the timing of payment, the method of payment, etc. are determined by the company whenever necessary, and the amount is not included in wages.

Chapter 7 Retirement, Dismissal, etc

Article 45 (Retirement and Retirement Date)

① A company may retire an employee when he/she falls under any of the following subparagraphs.

  1. If you want to retire
  2. In case of death
  3. When the retirement age has been reached
  4. When the labor contract period has expired
  5. If dismissal is decided
  6. If you are absent without permission for more than three days

② The retirement date of retirement under paragraph (1) shall be as follows.

  1. When an employee submits a resignation letter specifying the date of retirement and is accepted, that day
  2. Where an employee submits his/her resignation without specifying the date of retirement, the date of acceptance: Provided, That the company may designate and accept the retirement date not exceeding 30 days from the date of submission of resignation for the transfer of duties.
  3. The day of one's death
  4. The day one reached retirement age
  5. Date of expiration of the labor contract period
  6. Dismissal Date if Dismissal Decided. Notified

Article 46 (Dismissal)

An employee may be dismissed if there is a justifiable reason to recognize that it is difficult to continue the working relationship according to social norms, as in the following cases.

  1. Where it is deemed that he/she is unable to perform his/her duties due to physical or mental disability (limited to cases where there is a doctor's opinion)
  2. Where a person on leave fails to submit a petition for reinstatement until seven days have elapsed after the expiration of the leave period without justifiable grounds
  3. If dismissal is decided
  4. In the case of serious damage to the company due to intentional or negligence in the course of performing duties
  5. In the case where there is a justifiable reason in accordance with other subparagraphs 1 to 4,

Article 47 (Restrictions on Dismissal)

① No dismissal shall be made during the period of closure of an employee for medical treatment of an injury or disease in the course of 30 days thereafter: Provided, That where temporary compensation is made pursuant to Article 84 of the Labor Standards Act, a dismissal may be made.

② No dismissal shall be made during the period of closure of a female employee before and after childbirth in accordance with the Labor Standards Act and for 30 days thereafter.

③ Notwithstanding the main sentence and paragraph (1), where it is impossible to continue the business, the relevant employee may be dismissed.

Article 48 (Notice of Dismissal)

① When the company dismisses an employee, it shall notify the reason and date in writing.

② When the company notifies the dismissal pursuant to paragraph (1), it shall pay a normal wage of 30 days at least 30 days before the date of dismissal, or if the company fails to give the notice of dismissal 30 days before the date of dismissal.

Article 49 (Exception from notice of dismissal)

No notice of dismissal shall be given to the following employees.

  1. In the case of an employee who has worked continuously for less than three months
  2. Where it is impossible for an employee who has worked continuously for less than three months to continue his/her business due to genius, incident, or other unavoidable reasons
  3. Where an employee deliberately causes enormous disruption to the business or damages property, and falls under the grounds prescribed by the Enforcement Rules of the Labor Standards Act

 

Article 50 (Regular Retirement)

① The retirement age is the date of reaching the age of 60.

② If necessary for the circumstances of the company, the company may sign a new labor contract with a person who has reached the retirement age even after the retirement age under paragraph (1). In this case, the existing labor relationship is cut off, and the period of continuous work is calculated anew from the time of re-employment.

Article 51 (Prohibition of Discrimination)

There is no discrimination between men and women in retirement, dismissal, and retirement.

Chapter 8 Retirement Benefit

Article 52 (Establishment of Retirement Benefit System, etc.)

① When an employee who has worked for more than one year retires, the company shall pay an average wage of 30 days for one year of continuous work as severance pay.

② The company operates a defined benefit type retirement pension system in lieu of the system in paragraph 1.

Article 53 (Protection of the right to receive retirement pension system)

① The right to receive benefits from the retirement pension system cannot be transferred or provided as collateral.

② Notwithstanding paragraph (1), a retirement pension subscriber may provide the right to receive the retirement pension system as collateral to the extent prescribed by Presidential Decree if he/she meets the reasons and requirements prescribed by the Enforcement Decree of the Workers' Retirement Benefit Guarantee Act, such as the purchase of a house.

Chapter 9 Commendation and Disciplinary Action

Article 54 (Award)

① The company may award official commendations where an employee falls under any of the following subparagraphs.

  1. A person who has made remarkable contributions to the improvement of the business efficiency of the company
  2. A person who has greatly contributed to the business activities of the company
  3. A person who has excellent performance in performing his/her duties
  4. Other persons who are recognized as necessary for commendation

② The persons eligible for commendation and the method of commendation shall be determined through the Committee.

Article 55 (Disciplinary action)

The company may discipline employees falling under any of the following subparagraphs.

  1. A person employed by means of fraud or falsehood, etc
  2. A person who has leaked any business secrets and confidential information or other information related to the company
  3. a person who has damaged the reputation or credibility of a company
  4. a person who has said or done something that interferes with the business of a company
  5. A person who disordered the order by violating the company's rules and the legitimate instructions of the boss
  6. A person who has taken out the company's goods and money without justifiable reasons
  7. A person who has taken advantage of his/her duties to make an unjust profit
  8. A person who violates the service regulations set by the company
  9. A person who committed sexual harassment in the workplace
  10. A person who has committed bullying in the workplace
  11. A person who violates the company's code of ethics
  12. A person who has disturbed the workplace order by other similar acts

Article 56 (Type of disciplinary action)

The types of disciplinary action against employees are as follows.

  1. Reprimand: The person who causes disciplinary action shall be reprimanded in writing after receiving a written statement.
  2. Salary (reduction): One-half of the average wage shall be reduced at a time, and the total amount shall not exceed one-tenth of the total monthly salary.
  3. Suspension: A person who has a serious grounds for disciplinary action shall not be paid within three months, shall not be engaged in his/her duties during that period, and shall not be paid wages during that period.
  4. Dismissal: Terminate the labor contract.

Chapter 10, prohibition of education and workplace harassment, etc.

Article 57 (Job training)

① The company may provide job training, if necessary for the improvement of employees' job skills, and employees shall faithfully engage in the curriculum.

② In principle, job education and sexual harassment prevention education in the workplace under paragraph (1) shall be conducted during working hours, and the time to receive education shall be deemed to have provided work.

However, it is possible to receive job training outside of working hours by agreement with employees, and the treatment in such cases shall be separately determined in consideration of the place, schedule, etc. of education.

③ Companies do not discriminate between men and women in education.

Article 58 (Prohibition of workplace harassment and sexual harassment in the workplace)

① A business owner, executive officer, or employee shall not engage in any act that causes physical or mental pain to other employees or deteriorates the working environment beyond the appropriate scope of their duties by utilizing the superiority of their position or relationship in the field (hereinafter referred to as "bullying in the workplace").

② A business owner, executive officer, or employee shall not engage in any act (hereinafter referred to as "sexual harassment in the workplace") that makes another employee feel sexually humiliated or disgusted by his/her sexual behaviors, etc. in connection with his/her duties, or disadvantages him/her in working conditions and employment because he/she did not comply with his/her sexual behaviors or other demands.

[Title Revision 2021.11.01.]

[Revised November 01, 2021]

Article 58-2 (Prevention of workplace harassment and sexual harassment in the workplace)

① The company shall provide sexual harassment prevention education (hereinafter referred to as "sexual harassment prevention education") to employers, executives, and employees every year.

② In order to prevent bullying in the workplace, the company shall notify the fact that harassment in the workplace is prohibited and matters concerning measures, etc. when conducting sexual harassment prevention education in the workplace.

[New clause on November 01, 2021]

Article 58-3 (Action in the event of workplace harassment and sexual harassment in the workplace)

① Where any person becomes aware of the occurrence of workplace harassment or workplace harassment (hereinafter referred to as "workplace harassment, etc."), he/she may report such fact to the company.

② When the company receives a report under the preceding paragraph or recognizes the occurrence of bullying in the workplace, the company shall conduct an investigation to confirm the fact without delay to the parties, etc.

③ A person who has investigated the occurrence of bullying, etc. in the workplace pursuant to paragraph (2), a person who has been briefed on the details of the investigation, and any other person who has participated in the investigation process shall not divulge confidential information learned during the relevant investigation to any other person against the will of the damaged employee or employee (hereinafter referred to as "victim, etc."): Provided, That this shall not apply where the details related to the investigation are reported to the company or necessary information is provided at the request of the relevant agency.

③ During the investigation period, the company shall take appropriate measures, such as changing the place of work, against the victim, etc., if necessary to protect the victim, etc. in connection with workplace harassment, etc.

④ When it is confirmed that harassment in the workplace has occurred as a result of the investigation, the company shall take necessary measures, such as disciplinary action and change of place of work, without delay. In this case, the company shall hear the opinions of the victim before taking any measures such as disciplinary action.

⑤ When the investigation confirms the occurrence of bullying in the workplace, the company shall take appropriate measures, such as changing the workplace, changing the layout, and ordering paid leave when requested by the victim.

⑥ The company shall not give adverse treatment to employees, victims, etc. who report the occurrence of bullying, etc. in the workplace.

[New clause on November 01, 2021]

Chapter 11 Safety and Health

Article 59 Deleted

Article 60 (Safety and Health Education)

In order to prevent industrial accidents of employees, the company shall provide regular education on safety and health, education at the time of hiring, education at the time of change of work, and special safety education under the Occupational Safety and Health Act when using it for hazardous work, and employees shall participate in this education faithfully.

Article 61 (Health Examination)

① The company conducts a general health examination once a year as prescribed by the Occupational Safety and Health Act to protect and maintain the health of employees: Provided

That office workers shall be held once every two years.

② The company conducts special, pre-deployment, frequent, temporary health checkups, etc. if necessary, as prescribed by the Occupational Safety and Health Act.

③ Employees must faithfully undergo a medical examination conducted by the company.

Article 62 (compliance with the Occupational Safety and Health Act)

① The company shall observe the standards for the prevention of industrial accidents in accordance with the Occupational Safety and Health Act for matters not prescribed in these Rules to prevent health hazards caused by physical fatigue and mental stress of employees, and to maintain safety and health

② Employees shall accurately implement matters prescribed by the Occupational Safety and Health Act and other matters directed by their supervisors regarding safety and health related to their duties.

Chapter 12 Disaster Compensation

Article 63 (Disaster Compensation)

① Compensation in the event of an employee's occupational injury or illness and death shall be governed by the Industrial Accident Compensation Insurance Act.

② The company shall compensate for occupational injuries or diseases not covered by the Industrial Accident Compensation Insurance Act as prescribed by the Labor Standards Act.

Chapter 13 Employment Rules

Article 64 (Preparation of employment rules)

The company shall keep these rules in the office, lounge, website, etc. within the workplace so that employees can freely read them.

Article 65 (Change of employment rules)

When changing this rule, if there is a labor union organized by a majority of employees, the opinion of the majority of workers should be heard if there is a labor union organized by a majority of employees, and if there is no labor union organized by a majority of workers. However, if the employment rules are changed unfavorably, the consent must be obtained.

Supplementary provision

Article 1 (Effective Date) This Regulation shall come into force on January 1, 2013.

Supplementary Provisions (July 01, 2014)

Article 1 (Effective Date) This Regulation shall come into force on July 1, 2014.

Supplementary Provisions (2018.04.01)

Article 1 (Effective Date) This rule will come into force from April 1, 2018. However, the provisions of Article 15 (1), 28, 2, and 7 will come into force from May 29, 2018, and Article 20 (5) and Article 24 (1) 3 will come into force from July 1, 2018.

Supplementary Provisions

Article 1 (Effective Date) This rule will take effect on November 1, 2021.

[Asterisk 1] Family condolence leave

Category

Sortation

Number of days

Marriage

One's own marriage

5 days

A child marriage

3 days

of oneself and one's spouse
a marriage of brothers and sisters

1 day

60th birthday

of oneself and one's spouse
one's parents' 60th birthday

1 day

Death

The parent or spouse of you or your spouse
the death of a child

5 days

of oneself and one's spouse
Grandparents, brothers and sisters died

3 days

<개정 2018.04.01.>

of oneself and one's spouse
My uncle, my mother (including my mother) died

1 day

Death of blood relatives within the 4th cousin of the principal and spouse

1 day

Finishing mourning

Parents of themselves and their spouses,

the death of a child

1 day

※ Grandparents and grandparents alike

※ Application of the same person and spouse

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