HYOSUNG ITX

Implementation of the education for the prevention of human rights violations

For the prevention of human rights violations, Hyosung ITX (henceforth referred to as ‘Company’) is conducting for all of its executives and staff education related to sexual harassment prevention, improvement of the image of the disabled, and of human rights.

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  Education for the prevention of sexual harassment, for the improvement of the attitude towards the disabled

  Education conducted to prevent sexual harassment within the Company, and to improve the attitudes toward the disabled.

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  Human rights education
  The components of human rights, and the spreading of the culture that values human rights through the understanding of organizational culture where the individual can be respected just for being an individual. The values of the individual are raised, and the methodological education aims at directing the energies of the organization in a positive direction.

Notifying human rights violations

Through the Company’s Internet homepage (HR consultation center/cyber-ethics page) words or behaviors, violent acts, inappropriate treatment, etc. that qualify as sexual harassment, insults, or defamation/libel, can be notified under the person’s name or anonymously. Strict compliance shall be made as to the protection of the identity and person of the whistleblower.

The principles of treatment

• For a healthy organizational culture, prior prevention education and publicity shall be faithfully made.
• The protection of the identity and person of the victim (or whistleblower), shall be ensured.
• Once the occurrence of harassment/sexual harassment is discovered in the workplace, an investigation shall be conducted without delay for the verification of facts.
• For secondary damages or reoccurrences, continuous and follow-up monitoring shall take place.

Procedures for the treatment

For the prevention of harassment and sexual harassment at the workplace, Hyosung ITX has established the following harassment/sexual harassment guidelines.

• STEP 01

  Reception
• STEP 02

  Consultation and investigation
• STEP 03

  Forwarding to the Disciplinary Committee
• STEP 04

  Notification of results
• STEP 05

  Prevention of reoccurrences

• Step 01 Reception of the notifications of harassment/sexual harassment within the workplace
  • The victims of the harassment/sexual harassment within the workplace or the third party shall report to the person in charge of the operation team, or to the personnel department
    (※ use of the telephone and homepage possible in addition to formal documents)
  • If the center manager perceives the occurrence of the damages, he may order the transfer and separation of the victim, and without delay notify the results to the person in charge of the operation team or the personnel team
• Step 02 Consultation and investigation
  • The conducting of fact-finding after the notification reception regarding the victim or the perpetrator
  • Through the maintenance of information security regarding the harassment/sexual harassment, the prevention of secondary violations
• Step 03 Forwarding to the Disciplinary Committee
  • Deciding on whether to open the Disciplinary Committee based on the confirmed facts obtained during the course of the investigation
  • The related parties can make explanations in document or orally, and the disciplinary measures are decided
• Step 04 Notification of results
  • The decisions of the Disciplinary Committee are notified to the victim and the violator
  • If necessary, transfer of the related parties or personnel measures are taken
• Step 05 Prevention of reoccurrences
  • Strengthening of education for the prevention of sexual harassment and follow-up measures