1) If an employee judges it to be difficult to perform a job fairly because it is related to his/her personal interests (or the interested of his/her relative), he/she must consult with a superior or the HR team on the issue before handling it.

2) In performing his/her duties, an employee/executive should not give preferential treatment to a specific person for reasons of acquaintance, kinship, or school ties.

3) Information related to all decision-making must be stored as data until the end of the retention period, and should not be lost, damaged, or concealed without permission.

4) In documents related to decision-making, ambiguous terms should not be used, and the regulations on approval authority and the process of seeking cooperation or consultation from the relevant departments must be followed.

5) Executive/employee should observe legal/regulatory responsibilities in business conduct and transactional relationships and should not make improper solicitations, and no executive/employee shall engage in unethical acts such as forgery/falsification of products, contracts, or quality evidence.

1) Employees must observe basic etiquette necessary for working with others, and superiors should not use their superior position to give unfair work instructions or pressure.

2) If it is judged that instructions hinder or compromise the fair performance of duties, the subordinate should explain the injustice to the superior, but if there is no progress or likelihood that the unfairness will improve or can be improved or if there is a personal disadvantage, the next superior or the HR team can be consulted.

1) employees should not make unreasonable demands on stakeholders by taking advantage of their superior position in transactions.

2) Unreasonable compensation from suppliers should not be intended by the means of intentional work delays.

3) During an event, there should be no request for or receipt of any kind of sponsorship or support from stakeholders, and an act of notifying the contents of the event in advance is considered an intentional act to receive sponsorship or support, and should be banned.

4) When purchasing parts and other items from suppliers, there should be no requests for free acquisition or excessive discounts.

5) The provision of undue benefits by taking advantage of a stakeholders' weaknesses or flaws should not be implied or demanded.

1) employees should not accept cash or securities such as gift certificates from stakeholders, regardless of the amount or timing.

2) employees should not enter into any of the following contractual relationships with stakeholders or make unfair solicitations. If a relative is related to the contract below, necessary measures must be taken for fair trade relations, such as reporting to the HR team.

3) Financial transactions between executives/employees may have the following adverse effects in the event of a problem such as default, so such financial transactions should not be conducted at all.

4) employees should not arrange for or solicit stakeholders to engage in unfair transactions with the Company or its suppliers.

1) Executives/employees should not notify stakeholders at work of personal events (congratulations and condolences), except in the following cases.

2) Even if money for congratulations and condolences is received inevitably, if the amount exceeds the normal level and is judged to be excessive, it must be returned in a respectful manner. If it is difficult to handle personally, it must be reported to the General Affairs Team.

3) Exceptional benefits are allowed in the following cases.

4) The presentation or receipt of ‘wreaths, flowerpots, etc.’ related to ‘promotion, inauguration, etc.,’ must be frugal, and congratulatory messages or e-mails should be used whenever possible.

1) Basically, gifts from stakeholders should not be accepted or must be returned, and in the case of unavoidable receipt, it must be reported to the General Affairs Team in accordance with the Gift Regulations.

2) Promotional products and souvenirs that have the company logo or name on them and whose price does not exceed a ‘simple standard accepted by social norms’ are acceptable, but expensive items must be reported to the General Affairs Team in accordance with the Gift Management Regulations.

3) Acceptance through spouses, lineal ascendants or descendants is also regarded as an act of the principal.

1) Receiving a meal from a stakeholder or receiving alcohol at a bar is a typical example of entertainment. Importantly, suggesting or requesting entertainment is serious misconduct.

2) Stakeholders may pay for simple meals (within KRW 30,000 per person), but that kind of burden should not be frequent.

3) As a wage earner, the following entertainment or benefits that are burdensome compared to income are considered to be beyond the ordinary level.

4) Betting with stakeholders is prohibited as gambling behavior harms healthy relationships.

5) Acceptable benefits include:

1) Employees should not perform any act of providing undisclosed internal information of the Company and receiving a price, and should not use their own information to obtain unlawful profits, such as by investing in stocks.

2) Even if executives/employees retire from the Company, they should not provide the intellectual property rights, information, technology, etc., acquired in connection with their work to others or use it for personal gain.

1) The Company's human and material resources should not be used for personal purposes.

2) During working hours, excessive Internet surfing, stock trading, chatting, entertainment, and small talk that are not directly related to job performance are prohibited.

3) Executives/employees should not use the company's electronic communication network to promote their own or others' side jobs or businesses.

1) Without the permission of the company, executives/employees should not, outside of company work, establish or conduct a side job, dual employment, or work at a separate company that may interfere with their work for personal profit.

2) Employees should not make investments in their own name or roundabout investments in the name of their spouse/relatives in a partner company that has a business relationship with the Company.

3) Employees should not be involved in multi-level sales themselves, and should not force other employees or partners to purchase products for the purpose of helping family members or acquaintances do it.

1) All budgets must be used for their original purpose according to the regulations and should not be arbitrarily diverted to other purposes.

2) Expenditures incurred for purposes unrelated to Company business should not be treated as Company expenses.

3) Investment budgets for facility investments and R&D expenses, and ordinary material purchase costs, should be executed only after thorough review of economic feasibility when large amounts are involved.

1) Disclosing the Company's trade secrets at meetings, external lectures, seminars, etc., or providing them to external organizations must be done following an official approval process.

2) Employees should not arbitrarily use the customer DB for personal purposes without the approval of the Company.

3) Administrators must manage and control important Company information in a way that ensures that it is not leaked outside without permission, and must take appropriate security measures for this purpose.

1) employees should not arbitrarily distort any information related to the company or spread false facts, and should not report false facts to the upper level in such a way that improper decisions may be made.

2) In particular, employees should not distort or fabricate business information in order to conceal or reduce their own mistakes or irregularities, and related materials and should not damage or manipulate data without permission.

3) employees should not spread unfounded facts about the privacy of their superiors or co-workers, or exaggerate or gossip.