ESG

ESG

S(Social)

Human Rights Management Policy

SG Japan Co., Ltd. actively practices human rights management by fulfilling its social responsibilities in all business activities and valuing human dignity and worth.

  • We respect international standards and norms on human rights, including the UN universal declaration of human rights.

  • We strive to prevent human rights violations in advance and actively work toward remediation.

  • We do not discriminate against stakeholders, including employees, based on race, religion, disability, gender, place of birth, age, or political opinion.

  • We guarantee employees the freedom of association and the right to collective bargaining.

  • We do not permit any form of forced labor or child labor.

  • We create a safe and hygienic work environment to promote industrial safety and health.

  • We treat our partners fairly and support and cooperate with them to practice human rights management.

  • We respect the human rights of local communities and pursue co-prosperity and development with them.

  • We comply with domestic and international environmental regulations and strive to protect the environment and prevent pollution.

To fulfill these commitments, we pledge to work together so that all stakeholders, including our employees,
can enjoy universal freedoms, rights, and human dignity while achieving sustainable development.

SG Japan Executives and Employees

Protection of Human Rights

SG Japan Co., Ltd. prioritizes the protection of employee rights and the prevention of harm, building a supportive work environment through various mandatory training programs and systems. We strictly prohibit workplace bullying and sexual harassment, managing with vigilance to prevent any human rights violations. Furthermore, to minimize any potential harm, we have established a grievance handling system to protect human rights and create a safe and respectful working environment.

Company Code of Conduct The same rules apply to gatherings and events outside the workplace.
Prevention of Sexual Harassment in the Workplace
  • Please refrain from winking and avoid unnecessary physical contact.
  • Unacceptable titles or forms of address are not allowed in the workplace.
Guidelines for mutually respectful titles in the Workplace
  • Do not use forms of address other than ‘Mr./Ms.’, official titles, or job positions.
Elimination of Acts that Undermine Organizational Culture
  • No gossiping.
Grievance Handling Process
  • In case of any grievances, please refer to the grievance handling process

Grievance Handling Channel

Responsible Parties Grievance Handling Committee (Committee Members) HR & General Affairs Team (Team Leader)
Procedure Receiving Complaints Strict confidentiality maintained Arrangement of interview time/place – individual or group interviews with related parties
Preliminary Actions Before Investigation Taking preemptive measures based on the severity of the case Identifying key issues of the grievance: verbal abuse, physical assault, threats, sexual harassment, etc.
Fact-Finding Investigation Notification of confirmed results by the Grievance Handling Committee Participants: Employee, Employer, Grievance Committee Members, Related Parties
Personnel and Disciplinary Committee Meeting Arranging venue and convening the committee Disciplinary Actions for the Offender (Personnel Orders): Reprimand and preventive education Salary reduction Suspension Demotion Dismissal Termination

Labor-Management Cooperation

The Labor-Management Council serves as a bridge to promote mutual understanding and cooperation between the company and employees. It aims to contribute to the healthy growth of the company and the improvement of employee welfare and rights. By actively reflecting employees' voices, discussions are carried out transparently and fairly based on mutual trust. Sukgyung strives to respect employees' opinions and to provide a stable and supportive workplace environment.

Category Procedure Labor-Management Council
Schedule Regular Meetings Held quarterly (once every 3 months)
Participants Chairperson The chairperson represents the council and manages the meetings. The term is one year, with the possibility of reappointment.
Secretary Responsible for recording meeting minutes and other administrative duties.
Members The term is three years; however, the term of a substitute member is based on the remaining term of the predecessor.
Operations Meeting Convocation The chairperson calls the meeting and notifies the meeting date, time, and agenda at least 7 days in advance.
Pre-Meeting Materials Agendas notified as per regulations should be reviewed and the company must respond diligently.
Meeting Minutes & Confidentiality Confidentiality must be maintained. Meeting minutes are retained for three years, and all attending members must sign and seal them.