ETHICAL MANAGEMENT

LogisALL has led the development of the logistics industry through changes and innovations over the past 30 years.

Practice Guideline of the Code of Ethics

Chapter 1. General provisions
Article 1. Purpose
This practice guideline shall be the specific standard of action that employees of LogisALL should follow. This is to promote active practice for the code of ethics and to increase the capability of individual and company.
Article 2. Subject of application
This guideline shall be applied to all employees of LogisALL.
Article 3. Observe duty
All employees are obliged to know and comply with this guideline.
Article 4. Definition of terms
The definition of terms used in this guideline are as follows.
"Employee" means any employees who provide labor to LogisALL and receive wages in return for their work.
"Stakeholder" means an individual or group (employees, customers, stockholders, partner companies, local community, country, etc.) who may be directly or indirectly affected by the rights or interest due to the performance of their works.
"Company" refers to LogisALL.
"Money and valuables" means any property interests such as money, securities, real estate, other goods, hotel voucher, membership, admission ticket, discount coupon, invitation ticket and other tickets as well as tangible and intangible economic interests such as entertainment treat or assistance of union activity and debt servicing, provision of employment and provision of privileges.
"Entertainment treat" refers to providing or receiving meals, banquet, golf, performances, domestic and overseas trip and social entertainment.
"Convenience" refers to any benefits in transportation, accommodation, tourism guide and event support other than receiving money, entertainment treat.
"Conventional practice" refers to universally valid level that is recognized in social practice when judged by the general public with sound common sense.
Chapter 2. Fair job performance
Article 5. Handling of instruction for unfair work
When a senior gives forced work instructions to promote his/her or other's unfair profits, he/she shall call the senior for reasons and shall not obey the instructions.
When a senior gives such instruction again despite of the provision of clause ①, he/she shall seek advice or report to organization in charge of ethical management.
Article 6. Handling with negligence of duty and management supervision
Employees shall clearly recognize the role of their works and actively perform their works to fulfill responsibilities.
In the event of it is judged that the company is damaged due to the negligence of their duties and negligent performance, the executive or directors shall give caution or warning. In case the loss to the company is significant or there is no intention for improvement, it can be referred to the disciplinary committee. This shall be in accordance with the "Operation guideline of disciplinary committee".
In case employees cause any loss to the company due to the negligence of management supervision of executive or director, the employees shall be subject to disciplinary action.
Article 7. Fair execution of the budget
Employees shall not cause any property damage to the company by using the budget for purposes other than the its original purpose for works.
If the budget is used for purposes other than business performance with unavoidable reasons, he/she shall submit documents calling for that reasons to the organization in charge of ethical management and follow further actions.
Expenses shall be used with corporate card in principle, and it shall be used transparently according to corporate card management regulations and usage guidelines.
Article 8. Prohibition of request for job position
Employees shall not make any requests that may cause negative effect on personnel matters such as his/her own or other's promotion and transference.
Employees working in HR department are obliged to conduct fair personnel works.
Chapter 3. Protection of property and information
Article 9. Prohibition of private use of company resources and gaining of profits
Employees shall not use any assets owned by the company such as logistics equipment, logistics center and company vehicles without reasonable reasons.
Employees shall not engage in activities that make profits from company resources or cause property damage to the company.
Article 10. Prohibition of information disclosure
Employees shall make effort for strict security to prevent internal information of company and customer information acquired in connection with the performance of work from leaking outside, and shall not disclose them without prior permission of the company.
The information leakage in clause ① includes the leakage of documented information and leakage using communication media (telephone, fax, internet, etc.).
The above clause ① also applies to those who have left the company, and if they violate it, they shall be subject for criminal liability.
Article 11. Protection of intellectual property
Employees shall not use illegal software in the company, and purchase and use genuine software. In case of violation, the responsibility for problems arising from these shall be borne by employees who used illegal software.
In case the employees acquire intellectual property rights such as an invention related to the company business, he/she shall report this matter to executives, director or representative director with no delay, and failure to do so may adversely affect to the employees.
Employees shall fully understand and faithfully practice the "Usage code of ethics of internet / network" regarding cyber ethics such as the use of internet.
Chapter 4. Prohibition of unfair gains and receiving profits from fraudulent act
Article 12. Prohibition of giving and receiving money and valuables
① Money and valuables
1. Employees shall not receive or provide money and valuables (including garlands and gifts) from employees who are related to their duties.
However, this shall not apply to the following cases.
A. If they are relatives
B. Gifts up to KRW 50,000 per person provided within the range of conventional customs
C. Free gifts attached with company logo provided in public
D. Small gifts or foods given by seniors to subordinates for the purpose of consolation, encouragement and reward
E. Small gifts for the purpose of consolation, encouragement and reward at fair share of the employees
F. Money and valuables provided within company's regulations for the purpose of employee's benefits
G. When deemed necessary by the company for smooth business performance
2. Employees shall not receive or provide money and valuables (including garlands and gifts) from stakeholder.
However, this shall not apply to the following cases.
A. If they are relatives
B. Gifts up to KRW 50,000 per person provided within the range of conventional customs
C. Free gifts attached with company logo with less than KRW 50,000 provided to participants in the official events
D. When deemed necessary by the company for smooth business performance
② Entertainment treat and reception
Employees shall not receive or provide any treats such as food golf and conveniences such as transportation and accommodation from stakeholder, and in case of receiving conveniences such as entertainment for the public purpose of the company, the fair prices should be paid.
However, this shall not apply to the following cases.
1. Foods and convenience less than KRW 30,000 per person provided within the range of conventional customs
2. Golf, etc. paid by individual after approval of representative director
3. When deemed necessary by the company for smooth business performance
③ Actions in case of violation
Those who have violated the provisions of clause ① and ② shall fill out a receipt report form of money, entertainment, reception (Appendix #1 Report form) and report this to the organization in charge of ethical management within 1 week from the date of occurrence. Failure to do so shall result in disciplinary action.
Article 13. Restriction on transaction using job-related information
Employees shall not engage in monetary transactions using internal information of the company learned during performance of their works.
Article 14. Prohibition of right intervention
Employees shall not use their positions and duty to gain unfair profits for themselves and others.
Article 15. Prohibition of monetary transaction
Monetary transactions such as borrowing money, joint guarantees and mutual guarantees between employees are prohibited. However, when the guarantees between employees that are permitted in accordance with company regulations such as company-level welfare fund and company security loans are exceptional.
Monetary transaction between employees and stakeholder shall comply with clause ①.
Chapter 5. Creation of sound organizational culture
Article 16. Prohibition of discrimination by blood ties, school ties, regionalism, gender, etc.
Employees shall not give preference to or discriminate against any individual or group for the reason of blood ties, school ties, regionalism, gender, etc.
Article 17. Prohibition of private group organization
Employees shall not have any meetings in the workplace that can create a clique with regarding to blood ties, school ties, regionalism, etc.
Small-scale meeting for the purpose of hobbies, clubs, religion, etc. shall not be prohibited.
Article 18. Prohibition of sexual harassment
Employees shall not engage in any of the following acts that may cause sexual temptation and sexual shame between employees regardless of the place.
① Unnecessary physical contact
② An act that makes obscene joke or post obscene pictures
③ An act that evaluates or metaphor of the other's appearance
④ An act of compulsory drinking or dancing at a gathering
⑤ Other acts that may cause sexual shame
Chapter 6. Measures in case of violation
Article 19. Responsibilities of executives or directors
Executives or directors shall manage their employees so that they can fully understand and practice this guideline and shall perform training or consultation on the code of ethics and practice guideline if necessary.
Article 20. Reporting and handling of violated act
Whenever employees become aware of a violation of this practice guideline, he/she may report it to the organization in charge of ethical management at any time. (Appendix #1 Report form)
In case of reporting under clause ①, reporter shall specify the violator or contents of the violation. However, in case reporter's report is not specifically proved, the reporter is responsible for verifying such report.
Article 21. Handling in case of receiving prohibited money and valuables
Money and valuables prohibited in this guideline or exceeded the standards shall be immediately returned to the person who provided them.
In case money and valuables to be returned in accordance with the provision of clause ① may be lost, corrupted or altered, or provider or address of provider is not known, making return difficult. Money and valuables shall be deposited in the organization in charge of ethical management.
Article 22. Discipline and reward
① Discipline
1. Employees who have violated these guidelines may be a subject for necessary measures such as discipline.
2. Types, procedures and effect of disciplinary actions under the provision of clause 1 shall follow the discipline-related regulations of the company.
② Reward
Employees who have significantly contributed to achieve objectives of this guideline shall receive any rewards or appropriate compensation from the company.