Chapter 1: General Provisions

Article 1 (Purpose)
The purpose of these rules is to present principles we must follow to avoid situations that may violate, or appear to violate, the values the company upholds.

Article 2 (Scope of Application)
These rules apply to the company and all employees. It is also recommended that partner companies, which maintain close relationships with the company, understand and practice these rules.

Article 3 (Definitions of Terms)
The definitions of terms used in these rules are as follows:

1. Socially Acceptable Standard
   This refers to a level acceptable to the majority of people with sound common sense, without hindering fair business operations.

2. Stakeholders
   This includes all parties with interests in the company, such as competitors, customers, and suppliers. In a broader sense, consumers, employees, local communities, and the media are also included.

3. Partner Companies ("Partners")
   This refers to companies/organizations and individuals who have or wish to establish business relationships with the company (e.g., cargo handlers, repair companies). Personal relationships (e.g., friends, relatives) are also considered as partners.

4. Public Officials, etc.
   Refers to public officials or public workers as defined by the Act on the Prohibition of Improper Solicitation and Acceptance of Money and Valuables, as well as those prohibited from receiving improper solicitations and gifts under said law.

5. Ethics Department
   The department responsible for overseeing ethical management within the company, including the management of ethical regulations.

Chapter 2: Conduct of Employees

Article 4 (Diligent Performance of Duties)
All employees must recognize their authority and responsibilities clearly and carry out their duties diligently, based on principles of honesty and trust. They must not engage in activities unrelated to the company’s business or attempt solicitation during work hours.

Article 5 (Multiple Employment and Roles)

1. Employees and board members must not work for or receive compensation from competitors, customers, distributors, or suppliers without approval from the ethics department.

2. If an employee wishes to work for a government agency or serve on the board of another company, they must obtain board approval. Board members must also gain majority approval from the board for specific actions:

   • Serving as a director or limited partner in a company conducting the same business as the company.
   • Entering into business transactions within the company’s business areas in their personal or third-party name.
   • Contracting business transactions with the company under their personal or third-party name.

3. Even if approved, employees and board members must take appropriate measures to distinguish between company work and personal matters.

4. The ethics department can conduct audits to ensure appropriate actions are taken and can demand corrections of any improper conduct.

Article 6 (Maintaining Dignity)
All employees should be mindful that their conduct reflects directly on the company’s reputation and credibility. They must strive to fulfill their responsibilities and duties as members of society.

Article 7 (Protection of Company Assets and Information)

1. All employees must allocate and use the company’s tangible and intangible assets appropriately.

   • Employees must protect the company’s assets from loss, damage, misuse, theft, or sabotage.
   • Employees must ensure that company assets are used effectively.
   • Company assets should be used solely for business purposes, and any non-business use must be approved by management.

2. The company and its employees must maintain accurate records and reflect transactions involving the company's assets fairly and in detail. Specifically:

   • False or misleading entries are strictly prohibited.
   • Payments must be made only for the purposes stated in supporting documents.
   • Employees must implement management and accounting controls to ensure the accuracy of financial statements and other reports.

3. Employees must fully cooperate with both internal and external auditors.

4. All employees must protect and manage the company’s information and trade secrets, adhering to the company’s security standards. This obligation continues even after resignation. Specifically, the following are strictly prohibited:

   • Unauthorized access to user information.
   • Disclosure of company internal information to external parties, such as the media, blogs, or unauthorized individuals.
   • Internal disclosure of sensitive company information to unauthorized colleagues.

Article 8 (Fostering a Healthy Corporate Culture)
Employees must not engage in any behavior that undermines the formation of healthy relationships, such as sexual harassment or coercing colleagues into personal obligations. Employees should recognize each other as partners and foster a respectful and healthy workplace. The following acts are strictly prohibited to foster a sound corporate culture:

1. Physical violence (including threatening behavior).
2. Verbal abuse.
3. Sexual harassment causing humiliation.
4. Discriminatory remarks or actions that degrade others.
5. Concealing the truth or making false statements in documents.

Article 9 (Fair Business Practices)

1. Employees must maintain strict separation between public and private matters and conduct business with fairness and transparency when dealing with partners.
2. Employees must provide fair opportunities to partners and refrain from making unfair demands based on a superior position.
3. Employees must not exercise personal influence over the evaluation or management of salaries for close relatives.

Article 10 (Conflicts of Interest)

1. Employees must not engage in activities that conflict with or form conflicting relationships with the company’s legitimate business pursuits.

2. The following acts are prohibited when an employee can influence business decisions or when their judgment or behavior may be influenced:

   • Conducting transactions directly or through third parties with the company, partners, or competitors.
   • Establishing monetary loans, joint investments, or rental agreements with partners through third parties.
   • Receiving compensation from partners.
   • Holding stocks or bonds in a partner company (except with company approval).

3. Employees must not use business information obtained during work to seek personal gains for themselves or third parties. Specifically:

   • Purchasing assets or securities that the company plans to acquire or lease.
   • Receiving employment or recommendations from partners using company information for private advice.

4. Employees must report conflicts of interest involving family or relatives in transactions with the company or partners to the ethics department.

Article 11 (Gifts and Hospitality)

1. Employees must not accept any gifts or entertainment from stakeholders. If received, they should either return the gift or report the incident to their supervisor and the ethics department.

   • If the gift can be returned, it must be done immediately.
   • If returning is difficult, the ethics department will provide guidance on handling the matter.

2. Exceptions to gift acceptance may be made for socially acceptable tokens such as:

   • Promotional items or event souvenirs.
   • Modest food or beverages.
   • Gifts or donations in observance of personal events (within socially acceptable limits).

3. Employees must not provide gifts or entertainment to stakeholders, especially not to public officials in violation of the Act on the Prohibition of Improper Solicitation and Acceptance of Money and Valuables.

4. Employees must not request favors for their family or friends in the form of gifts, donations, or business preferences.

5. Any meeting fees received after representing the company at government or agency-hosted meetings must be reported to the ethics department.

6. Employees must report to their department head any outside work-related contacts with partners outside of business hours.

Article 12 (Compliance with Ethical Rules)

1. All employees are required to comply with and pledge adherence to these rules. In case of uncertainty regarding their interpretation or application, they should consult the ethics department.
2. Employees who become aware of violations of these rules must report them to the ethics department.
3. Department heads are responsible for ensuring that employees and related partners understand and comply with these ethical rules.
4. Employees must sign an annual pledge to follow the ethical rules.
5. Violations of these rules will be handled in accordance with company regulations.

Chapter 3: Responsibilities to Customers

Article 13 (Customer-Oriented Management)

1. The company strives to offer products and services that satisfy customers by thoroughly verifying product completeness in the development process.
2. The company makes every effort to accurately identify and accommodate customer needs and ensures that all promises made to customers are fulfilled.
3. The company provides accurate information in a timely manner to enable customers to make informed choices.
4. The company prioritizes customer safety and promptly provides any necessary safety information.

Article 14 (Customer Information Protection)

1. The company complies with laws related to customer information protection and continuously improves processes to ensure customer data security.
2. The company does not use customer information for purposes other than those consented to by the customer or legally permitted, nor does it provide such information to third parties.

Article 15 (Enhancing Customer Value)
The company strives to maintain quality, provide a safe and beneficial environment for the use of products and services, and enhance customer value.

Chapter 4: Responsibilities to Employees

Article 16 (Human-Centered Management)

1. The company provides a work environment free of discrimination based on race, ethnicity, gender, beliefs, religion, age, or disability.
2. The company respects employees' individuality and treats them fairly based on their abilities and performance.
3. The company supports employees' achievement of their goals, including creating an optimal work environment.
4. The company encourages personal development and actively provides learning opportunities necessary for job performance.

Article 17 (Employee Safety and Well-being)

1. The company establishes systems to ensure the safety and health of all employees and conducts regular training, complying with international standards, relevant laws, and internal regulations.
2. The company does its best to create a workplace where employees can pursue happiness, fostering trust, pride, creativity, and a spirit of challenge.

Chapter 5: Relations with Partner Companies

Article 18 (Win-Win Management)

1. The company applies fair and reasonable criteria when selecting partners and evaluates them based on those criteria, including performance and quality, and communicates these evaluations appropriately.
2. The company refrains from engaging in unfair practices based on a superior position and pursues mutual benefits and shared development with partners.
3. The company views partners as strategic allies who share the value of customer satisfaction based on mutual trust.

Article 19 (Protection of Partner Information)

1. The company protects partner companies' information and trade secrets. Without consent or legal permission, such information is not used for purposes other than those for which it was provided.
2. The company does not acquire or use other companies' or partners' information or trade secrets unlawfully or improperly.

Chapter 6: Social Responsibility

Article 20 (Compliance with Laws, Rules, and Regulations)
The company aims to be a good "corporate citizen" and ensures that all employees comply with the following:

1. Laws and regulations of the countries in which the company operates.
2. Terms of contracts made in the course of business.
3. Ethical customs and standards that are socially accepted in the regions where the company operates.

Article 21 (Restricting Competition)

1. The company complies with competition laws of the countries where it operates.
2. Neither the company nor any employee may engage in collusion, including contracts that unreasonably restrict competition.
3. Employees must not discuss sensitive information, such as pricing or contract terms, with competitors.

Article 22 (Promoting a Sound Culture)

1. The company improves the quality of life by providing convenient transportation and considering social and cultural impacts when conducting business.
2. The company strives to foster a sound culture in the communities where it operates.

Article 23 (Respect for Human Dignity)

1. The company does not engage in unreasonable discrimination based on race, religion, gender, or disability regarding customers, employees, and other stakeholders.
2. The company protects fundamental human rights, such as protecting minors and customer privacy.

Article 24 (Environmentally Friendly Management)
The company complies with environmental protection standards and regulations, practicing environmentally friendly management.

Article 25 (Social Contribution Activities)
As a corporate citizen, the company actively participates in volunteer work, disaster relief, and other social service activities.

Article 26 (Maintaining Political Neutrality)

1. The company respects employees' rights to political expression but does not allow personal political activities that use company funds, personnel, or facilities.
2. Employees are prohibited from making political donations on behalf of the company without CEO approval.
3. The company avoids inappropriate transactions with governments and complies with relevant laws in each country.

Chapter 7: Ethics Counseling, Reporting, and Protection of Whistleblowers

Article 27 (Ethics Counseling, Reporting, and Protection of Whistleblowers)

1. The ethics department may establish and operate a "hotline" for ethics counseling and reporting.

2. The ethics department head verifies facts related to ethical management through the approval of the standing ethics committee and may take the following actions as needed:

   • Delegate the matter to the appropriate department or consult with the related department to handle it.
   • If disciplinary review is deemed necessary, the standing ethics committee may propose deliberation.

3. For matters involving partner companies:

   • Depending on the severity, a written pledge to prevent recurrence may be requested, and leniency for both the partner and the whistleblower may be granted.
   • However, if the issue is serious, necessary actions such as restricting orders or terminating contracts may be taken.

4. The company makes every effort to protect whistleblowers and encourage reporting:

   • The identity of the whistleblower and the content of the report are protected, and the company strives to ensure no disadvantage occurs.
   • If a whistleblower’s identity is exposed, they may notify the ethics department head and request protection. The ethics department will take necessary actions such as legal support or department transfers.
   • Employees must not attempt to inquire about or reveal the identity of the whistleblower. Even attempting such actions may result in disciplinary action.
   • If the whistleblower participated in misconduct but reported it, the company may consider leniency during disciplinary action.
   • Whistleblowers who contribute to the company's benefit may be rewarded.

5. The ethics department head maintains a record of all ethics-related reports and their resolutions in order of receipt.