1. Conduct of Employee

1.1 Diligent Performance of Duties

1.1.1 Employees must recognize their authority and responsibilities, perform their duties based on principles of honesty and trust.

1.1.2 As a general rule, employees shall not engage in concurrent employment or side businesses that interfere with their duties, except with prior approval from the company considering the business relevance.

1.1.3 Employees must notify the relevant department in advance of any activities that could be considered concurrent employment, side jobs, or other related activities. The relevant department shall conduct periodic reviews following appropriate procedures, such as self-checks.

1.1.4 The Ethics Management department, as the governing body for approval of concurrent activities, may allow non-repetitive, one-time activities under 12 hours per week that do not generate income and do not conflict with company interests or reputation.

1.2 Maintenance of Dignity

Employees must act responsibly as members of society, keeping in mind that their conduct directly affects the company's trust and reputation.

1.3 Fostering a Healthy Corporate Culture

Employees shall not engage in any actions that hinder the formation of healthy relationships, such as sexual harassment or forcing personal burdens on superiors, subordinates, or colleagues. Members should recognize each other as partners, treat each other with respect, and foster a healthy organizational atmosphere.

1.4 Fair Performance of Duties

1.4.1 Employees must separate personal from professional activities, conduct business fairly and transparently, and adhere to company regulations on fair trade, avoiding bribery, money laundering, and insider trading.

1.4.2 Employees must comply with Monopoly Regulation and Fair Trade Act and Improper Solicitation and Graft Act.

1.4.3 Employees must not provide or receive gifts, hospitality, or favors that might affect their professional judgment or that of others.

1) If an employee unavoidably receives money or goods, they must take the following actions and report to their superior and notify the Ethics Counseling Center of the situation.

(1) If it is possible to return the item, it must be returned immediately.

(2) If returning the item is impossible or difficult, consult with the Ethics Counseling Center and handle the matter according to its guidance.

2) The following cases are exceptions where the acceptance of money or goods is recognized:

(1) Promotional and event souvenirs

- Items displaying the logo or name of the company or business partners, valued at a socially acceptable level.

(2) Condolence money

- The exchange of money and goods within socially acceptable level for the purpose of interdependent

3) Employees must not accept entertainment or conveniences, such as golf or other forms of hospitality not considered socially acceptable, except for modest meals.

4) Employees must not accept sponsorships, goods, or conveniences necessary for events such as department-level events or club activities, including vehicles, venues, and services.

5) Employees must report to their superior when contacting ‘Business Partners’ in connection with their duties.

1.4.4 Employees must report to the Ethics Counseling Center if family or relatives engage in transactions with the company or ‘Business Partners’, as this may create a conflict of interest.

1.4.5 Employees must not engage in conflict-of-interest activities directly or through a third party. The following are examples of actions that may constitute conflicts of interest. Note that this list is not exhaustive, and strict judgment and application by employees arerequired in actual situations.

1) Examples of situations where an employee’s influence or judgment may be compromised, creating a conflict of interest:

(1) Engaging in transactions with the company, ‘Business Partners’, or competitors directly or through a third party.

(2) Holding a position in a business entity with interests related to the company without the company’s approval.

(3) Engaging in financial transactions such as loans, joint investments, or lease agreements with ‘Business Partners’ directly or through a third party.

(4) Receiving compensation from ‘Business Partners’ directly or through a third party.

(5) Holding stocks or bonds of ‘Business Partners’ directly or through a third party, except with the company’s approval.

2) Examples of situations where the use of proprietary information obtained during the course of duty creates a conflict of interest by seeking undue advantage:

(1) Purchasing property or securities that the company intends to buy or lease directly or through a third party.

(2) Using company information to secure personal benefits, such as employment or recommendations for oneself or a third party from ‘Business Partners’.

1.5 Protection of Company Assets and Information

1.5.1 Employees must protect and use the company's tangible and intangible assets appropriately.

1) Employees must actively protect the company's intellectual property rights, including trademarks, patents, and copyrights.

2) If a situation arises that could cause a loss to the company or if there is a likelihood of loss, employees must immediately report it to the company and take measures to prevent or minimize the loss.

3) Employees must use the company's budget in accordance with its purposes and standards and must not engage in misappropriation for personal gain.

1.5.2 Employees must protect and manage the company's information and trade secrets.

1) Employees must not use or provide undisclosed company information obtained through their duties to third parties for personal gain.

2) Employees must not disclose or provide company information and trade secrets internally or externally without prior approval, and must actively cooperate with the company's information security policy in storing and inspecting electronic documents sent outside the company.