Chapter 1: Overview

1. 1) PurposeThe Ulsan Culture and Tourism Foundation (hereafter, ‘the Foundation’) establishes and proactively implements strategies to comply with relevant laws and regulations in management and operations, respects and treats employees with dignity, guarantees a safe working environment, upholds environmental responsibility, and performs fair and ethical business practices. Additionally, it strives to prevent negative impacts in advance to create and operate a sustainable port.
   
   The Foundation also expects its partners and their affiliates in the supply chain to uphold social, environmental, and ethical responsibilities and pursue mutual sustainable growth. For this purpose, the Foundation has established this "Code of Conduct for Partners of the Ulsan Culture and Tourism Foundation."
2. 2) Scope and ContentThis Code of Conduct applies to corporations, individual businesses, and employees within the supply chain that provide goods, services, or other contracts to the Foundation. Additionally, partners subject to this Code of Conduct may request and recommend compliance to their own supply chain partners.
   
   The Foundation's Code of Conduct for Partners encompasses best operational practices in labor/human rights, environment, health/safety, management systems, and ethics, in line with applicable domestic and international laws, regulations, guidelines, and standards. It aligns with international standards and guidelines, including the core conventions of the International Labor Organization (ILO), UNGC's 10 Principles, UNGPs, OECD Due Diligence Guidance for Responsible Business Conduct, and the RBA (Responsible Business Alliance) Code of Conduct. Implementation provisions are based on various laws such as the Labor Standards Act, Occupational Safety and Health Act, Employment Insurance Act, Subcontracting Act, Fair Trade Act, Mutual Growth Act, and the Anti-Discrimination Act for People with Disabilities. If there is a conflict between this Code's recommended actions and applicable national laws and regulations, the relevant national laws shall take precedence.
3. 3) Responsibilities and Roles of PartnersThe Foundation's partners should consider the matters presented in this Code of Conduct in their decision-making and business operations. This Code is intended to regulate partners’ actions but does not impose legal obligations. However, the Foundation may visit or request relevant materials to check and audit partners’ compliance with this Code, within the limits permitted by law.
   
   Audits and inspections may be conducted by the Foundation or a third party entrusted by the Foundation. Based on the audit results, the Foundation may recommend improvements for identified issues and risks, as long as these do not violate the law. Partners should take action on these recommendations through mutual consultation.
   
   This Code of Conduct for Partners does not cover all obligations and may be supplemented or revised through regular reviews in response to a sustainable trading environment, supply chain requirements, and environmental changes. Updates can be checked on the Foundation's website.
   
   Companies maintaining contractual or trading relationships with the Foundation should faithfully implement this Code of Conduct for Partners and submit a written commitment to protect workers' rights.
4. 4) Efforts of the FoundationThe Foundation shares the "Code of Conduct for Partners of the Ulsan Culture and Tourism Foundation" when entering into trading contracts with partners. It strives to ensure and improve compliance with this Code through on/offline partner audits and ESG consultations. According to internal contract policies, the Foundation requires partners to sign the "Partner Code of Conduct Agreement." It also operates channels, such as a "Customer Voice Box," where partners can report or suggest active improvements regarding grievances or issues that arise during business transactions and operations with the Foundation.

Chapter 2: Environmentally Friendly Practices

1. 1) Environmental Management and CompliancePartners must comply with relevant standards, including national laws and regulations governing air and water pollution, waste, and hazardous materials.Partners should acquire and maintain environmental permits required for their operations domestically and internationally.Partners should make efforts to establish and operate an environmental management system to minimize potential negative environmental impacts from their business operations.Partners should endeavor to collect environmental data (such as resource use, energy, water, raw materials, greenhouse gas emissions, waste, wastewater, and air emissions) to assess their performance.Partners should perform and submit environmental impact assessments through specialized agencies when required.Partners should regularly provide environmental training to the relevant personnel and employees.
2. 2) Climate Crisis Response and Greenhouse Gas Emission ReductionPartners should strive for environmentally friendly management through resource use efficiency measures such as reducing resource consumption (e.g., energy, water), minimizing waste, and purchasing eco-friendly products.Partners should actively participate in reducing greenhouse gas emissions from business and facility operations, including construction, transportation, products, and services, and contribute to governmental greenhouse gas reduction policies.

Chapter 3: Respect for Workers' Human Rights and Labor Practices

1. 1) Respect for Workers' Human RightsAll employees of partners (including contract and temporary workers) have the right to be treated with dignity and respect. Therefore, partners should continuously strive to protect the human rights of all employees and improve working conditions.Partners should make efforts to protect and uphold employees' rights by establishing and implementing internal regulations, systems, or procedures to prevent human rights violations.
2. 2) Prohibition of Discrimination and HarassmentPartners should ensure that employees are not subject to illegal discrimination in employment, promotion, training, or working conditions based on harassment or factors such as gender, disability, race, nationality, religion, political opinion, social status, or background.Partners should not require unnecessary conditions for employee recruitment and should not demand tests or results that may serve as grounds for discrimination, except for cases required by national laws or safety and job requirements.
3. 3) Fair HiringPartners should objectively assess candidates based on skills, abilities, and suitability during recruitment, and should not offer or receive bribes, gifts, or favors.Partners should clearly state employment conditions in writing to avoid misunderstandings or deception during recruitment and ensure that both employees and the partner retain the same documentation, with contracts in the native language for foreign workers.
4. 4) Provision of Wages and BenefitsPartners must pay fair wages (including minimum wage, overtime pay, statutory benefits) to employees according to national laws and provide pay slips on the specified date in a language the employee can understand.Partners must implement mandatory training as required by national laws, provide a comfortable working environment, and strive for welfare benefits to enhance employees' quality of life.
5. 5) Humane TreatmentPartners should not subject employees to sexual harassment, sexual abuse, corporal punishment, physical coercion, or verbal abuse.Partners should respect employees' privacy and refrain from assigning unnecessary tasks outside of working hours.
6. 6) Provision of Remedial ProceduresPartners should establish processes to investigate and address reports of human rights violations, discrimination, and harassment, or support external institutions or relevant national agencies in handling such cases.Partners should ensure confidentiality for informants (whistleblowers and victims) and perpetrators in cases of workplace incidents involving human rights violations, discrimination, or harassment, and provide protective measures for whistleblowers.Partners should have provisions for appropriate actions, such as reassignment or relocation for the affected employee, and measures for the offending employee, including disciplinary action, reassignment, or remote work during the investigation, upon request by the affected employee.
7. 7) Prohibition of Forced Labor and Compliance with Working HoursPartners must not exceed the maximum working hours prescribed by national laws and should inform employees of appropriate working hours, including rest breaks, and guarantee at least one day off per week.Partners must not force employees to work against their will and should provide fair compensation in cases of unavoidable extended working hours following internal regulations.Partners should not demand documents such as ID cards, passports, or visas that restrict employees and should not engage in mental or physical coercion, such as assault or intimidation, for forced labor purposes.
8. 8) Prohibition of Child Labor and Employment of Young WorkersPartners must not employ children or young workers under the age of 15.Young workers under 18 should be employed in compliance with labor laws and should not be assigned to hazardous or harmful work.
9. 9) Freedom of Association and Collective BargainingPartners must respect employees' fundamental rights to freedom of association, collective bargaining, and the election of representatives as per national laws.Partners should ensure that employees can communicate freely with management on working conditions without fear of discrimination, retaliation, threats, or harassment.
10. 10) Protection of Maternity and Support for Work-Family BalancePartners should establish internal regulations and systems to support the protection of maternity and work-family balance, such as reducing working hours during pregnancy and parental leave to protect both maternity and paternity.Partners should enhance maternity protection by providing systems such as pre-and post-natal leave, miscarriage leave, parental leave, reduced working hours during childrearing, restrictions on overtime (extended work) for pregnant women, restrictions on night and holiday work for pregnant employees, job reassignment upon request of a pregnant employee, and breastfeeding time. They should avoid assigning tasks in harmful or hazardous environments and only allow exceptions when statutory requirements are met.

Chapter 4: Safety and Health

1. 1) Safety Management, Accident/Disaster Response, and TrainingPartners must comply with safety and health-related laws and regulations in each country and acquire and maintain relevant permits required for operations.Partners should make efforts to provide continuous safety training, personal protective equipment, and exclude pregnant or breastfeeding women from hazardous work to prevent potential risks for employees.Partners should stop work and take appropriate measures in cases of industrial accidents or severe diseases, investigate the causes, and devise improvement measures.Partners should regularly inspect and assess the safety of machinery, equipment, and facilities, install, and maintain safety devices, emergency systems, and protective barriers to prevent accidents.Partners should regularly provide appropriate safety and health training to employees in the workplace in the employees' native language or an easily understandable method.All information related to safety and health within the workplace should be visibly posted, and safety training should be conducted for all employees before work assignment. Employees should be communicated with regarding safety.
2. 2) Emergency PreparednessPartners should be prepared for potential emergencies, including fires, accidents, and natural disasters, and regularly assess risks.Partners should establish response plans, including reporting, notification, and evacuation procedures, and prepare recovery plans and facilities to minimize damage.
3. 3) Health and Hygiene ManagementPartners should provide clean drinking water to employees and maintain cleanliness in break rooms, restrooms, and cafeterias. If providing dormitories, partners should make efforts to ensure security and a hygienic environment.Partners must conduct regular health checks if required by health-related laws in each country and comply with regulations regarding employee health.

Chapter 5: Ethics and Mutual Cooperation

1. 1) Prevention of Corruption and Unfair TransactionsPartners must comply with laws and regulations in all transactions and manage to prevent acts that violate integrity and ethics, such as bribery, embezzlement, and solicitation, ensuring employees do not engage in improper or inappropriate profit-seeking activities.Partners must manage to prevent unfair transactions that misuse a dominant market position or transactional status.Partners must establish transparent and fair procedures to avoid transactions with businesses that may hinder fair competition and comply with relevant laws and standards.Partners must not use inappropriate methods to obtain information from other companies or disclose information to hinder fair competition.
2. 2) Protection of WhistleblowersPartners must establish (anonymous) channels where employees can report grievances or unethical acts to protect employees' rights.Except where prohibited by law, partners must operate a whistleblower protection program (confidentiality and anonymity guaranteed) for partners and internal whistleblowers. Partners must notify employees of the relevant procedures so that issues can be raised without fear of retaliation.
3. 3) Mutual Growth and CooperationPartners should aim for a mutually respectful cooperative relationship with other trading companies, working toward a partnership for mutual growth. They should prevent all forms of unfair practices, abuse of superior position or transactional status, unfair instructions or demands, and other actions that disrupt fair trading culture or cause social controversy.Partners should recognize their responsibility toward the local community, the foundation of their business and management activities. They should transparently disclose business-related information to the community and actively participate in social contribution activities to promote the community's development.

Chapter 6: Protection of Personal and Technical Data, and Intellectual Property Rights

1. 1) Information DisclosureAll transactions must be conducted transparently and accurately reflected in partners' accounting books and business records.Information related to labor, safety and health, environment, and other management practices, as well as business, governance, financial, and performance information, should be disclosed appropriately in compliance with relevant laws and practices.
2. 2) Protection of Personal InformationPartners must not use customer or trading company information obtained during business operations for purposes other than performing business activities, and information obtained during business operations must not be stored or used without prior permission and approval from the customer or trading company.Partners should make efforts to comply with relevant laws, such as the Personal Information Protection Act, by establishing a management system for the storage, processing, transmission, and sharing of personal information to protect the personal data of individuals related to corporate management (including partners, customers, consumers, and employees) at a reasonable level.
3. 3) Protection of Technical Data and Intellectual Property RightsPartners may require the signing of a Non-Disclosure Agreement (NDA) for legitimate reasons to prevent the misappropriation of technical data.Partners must take various internal measures, such as requiring internal employees to sign confidentiality agreements and establishing an information protection management system and regulations based on relevant laws, to protect technical data and intellectual property rights.Partners must reinforce information protection management systems and conduct training on technical protection to prevent unauthorized use or theft of another company's technical or trade secrets, promoting the protection of technical data and intellectual property rights among trading partners.