Article 1 [Purpose)

1. The purpose of this guideline is to set the acceptable scope for money, valuables, entertainment, and convenience provided or provided to stakeholders by executives and employees for the practice of the Code of Ethics, standards of conduct and all compliance regulations.

Article 2 (Definition of Terms)

1. Money and valuables: economic benefits such as money (cash, gift certificate, voucher, etc.), goods, etc.

2. Hospitality: Meals, drinking parties, golf, entertainment, performances, tourism, etc.

3. Convenience: Benefit from transportation, accommodation, event support, etc.

4. Stakeholders: Individuals, affiliates, partners, organizations, etc., including internal and external employees who may be directly affected by their rights or interests due to their work performance

5. Normal level: The degree to which the beneficiary can fairly handle the work without burdening the beneficiary at a universally reasonable level that other executives and employees or the general public can understand when judging by sound common sense.

Article 3 (Money and Valuables)

1. Executives and employees shall not request or receive money or valuables from stakeholders under any pretext, and shall not promise or provide money or valuables to stakeholders. In addition, for the purpose of concluding a contract or maintaining business, unfair solicitation or property or property benefits are not provided or provided to stakeholders. However, souvenirs marked with a stakeholder's company logo, souvenirs generally provided to attendees at events organized by stakeholders, or gifts under 50,000 won are excluded. The same standards apply for souvenirs or gifts provided by the company to stakeholders. follow

2. If an employee receives money or valuables in an unrecognized situation, he/she must return it immediately.

3. Small gifts for the purpose of comfort, encouragement, or rewards due to the fair burden of department members are not accepted as money or valuables.

Article 4 (Entertainment)

Executives and employees shall not provide or receive entertainment (50,000 won per person) that exceeds the normal level to stakeholders. In case of unavoidable exchange of entertainment exceeding the normal level, consultation with the Ethics Management Team is required in advance, and if unavoidable, report it within one week after the death.

Article 5 (Convenience))

1. Executives and/or employees will refuse if a stakeholder provides convenience, such as transportation or accommodation, beyond the normal level. However, convenience provided to all attendees at events hosted by stakeholders is excluded.

2. Executives and employees shall not provide any convenience beyond the normal level to stakeholders, and if such convenience is unavoidably provided, they should consult with the Ethics Management Team in advance, and if unavoidable, report it within one week after the death.

Article 6 (Condolences and Condolences)

1. Executives and employees shall not indiscriminately notify stakeholders of congratulations or condolences that have occurred to them or their colleagues, and notifying them through a third party is also considered an act of notification by the employee. However, notices to unspecified people through newspapers, etc. or notices through the internal computer network bulletin board are an exception.

2. If an employee inevitably receives money for congratulations or congratulations from interested parties, it is recommended that the money be less than 50,000 won.

3. If it is impossible to return the congratulatory or congratulatory money received in excess of 100,000 won, the executives and/or employees shall report the fact to the Ethics Management Team and deposit the congratulatory and congratulatory money. However, congratulations and congratulations and congratulations and congratulations paid according to the company's regulations and team or headquarters level congratulations and congratulations are excluded.

4. When providing money for congratulations or congratulations or congratulations to stakeholders, executives and employees recommend that the money be less than 50,000 won.

5. When employees receive items such as wreaths that are provided in connection with a promotion or transfer, etc., they must handle them according to the amount for congratulations and congratulations and congratulations and condolences.

6. Employees shall not treat personal internal congratulations or condolences as company expenses.

Article 7 (Money Transactions)

1. Employees shall not engage in financial transactions with stakeholders (rental, borrowing, investment, etc.), loan guarantees, real estate leasing, etc.

2. If executives and employees inevitably engage in monetary transactions with stakeholders due to personal relationships, they must consult with the Ethics Management Team in advance.

Article 8 (Event Sponsorship)

1. Executives and employees shall not receive money from stakeholders at events supported by the company, such as team events or club activities.

2. Conveniences such as vehicles, places, and services necessary for the event are also considered as receiving donations or donations.

3. If executives and employees inevitably give or receive support for events with stakeholders, they must consult with the Ethics Management Team in advance and, if unavoidable, report within one week after the death.

Article 9 (Unfair use of budgetary resources)

1. Executives and employees shall not use the company's budgetary resources, such as meeting expenses and business promotion expenses, for personal purposes.

2. Executives and/or employees must not process receipts different from the actual use place without proof, or use an account different from the intended use. If there is an unavoidable need for exclusive use or there is no receipt, obtain the approval of the team leader or the head of the division in advance and obtain an agreement from the planning department.

3. In principle, executives and employees must use corporate cards when executing expenses, and they must use them in accordance with the purpose of the budget and the standards set by the law.

Article 10 (Embezzlement and misappropriation of public funds)

1. Executives and employees shall not embezzle or misappropriate public funds regardless of the amount or reason.

2. Executives and employees must not use miscellaneous proceeds from the sale of waste toner, waste computer paper, and scrap metal for private use. Standards and procedures must be complied with when selling or disposing of even trivial items.

Article 11 (Use of Personal Relationships)

1. Executives and employees shall not solicit, instruct, or exert pressure on interested parties to conclude a contract with a company with which they have a personal relationship, such as a relative or acquaintance.

2. If a transaction with a company with a personal relationship is unavoidable, executives and employees should discuss the matter with the Ethics Management Team in advance.

Article 12 (Prohibition of Sexual Harassment)

Executives and/or employees shall not engage in the following acts that may cause sexual shame to each other, whether inside or outside the workplace.

1. unnecessary physical contact

2. Playing obscene jokes or posting obscene photos

3. The act of making a sexual evaluation or metaphor for the appearance of another person

4. Other conduct that may cause sexual humiliation

Article 13 (Unlawful Use of Information)

1. Executives and employees shall not leak or use the information acquired in the course of their work to the outside world.

2. Executives and employees shall not exchange information with competitors without prior approval from the team leader or head of the division, regardless of whether the acquired information is important.

3. Employees must not steal other people's signatures or use illegal software other than genuine software provided by the company.

Article 14 (Report processing)

1. Executives and employees fill out a prescribed form (Attachment 1) and submit it to the Ethics Management Team within 7 days of the occurrence or recognition of the fact.

2. Anyone, including employees and suppliers, including external service providers, can report violations of fair trade (bribery, abuse of authority, solicitation, etc.) and accounting irregularities through the 'Cyber Sinmungo' on the Huneed Technologies website.

3. The HR team can verify the facts of the reported case if necessary, and related executives and employees must actively cooperate with it.

Article 15 (Team Leader's Responsibilities)

1. The team leader should provide training and counseling from time to time so that his/her employees can fully understand this guideline.

2. The team leader shall take appropriate precautions to prevent the subordinates from violating this guideline.

3. The team leader is responsible for promptly reporting matters to be reported in this guideline to the Ethics Management Team.

Article 16 (Obligation to report and guarantee of confidentiality)

1. When an executive or employee becomes aware of a violation of this guideline, or if he or she has violated it, he or she must report it to the team leader/head of the division or to the ethical management team.

2. Reports or reports must be handled through the preparation and submission of a report/report, and personal information and violation details must be described in detail. In principle, when making a report or report, it is a rule to submit evidence of the matter. However, if there is an urgency or difficulty in securing evidence, the report/report form should be submitted first and the evidence materials should be submitted later.

3. Executives and/or employees shall not impose any personnel, administrative, or business disadvantages on the whistleblower or the whistleblower, and shall not divulge his/her identity.

4. If the whistleblower or whistleblower is likely to suffer a disadvantage in personnel matters, necessary personnel measures, such as position change, shall be taken according to the wishes of the individual.

5. Executives and/or employees must keep the confidentiality even if they know that the report or report has been made on the job or by chance, and they may be subject to disciplinary action if they disclose the confidentiality.

6. Executives and/or employees shall not divulge the identity of the whistleblower or the respondent until the fact-checking procedure for the case in which the report or report has been received is completed, and shall not cause any disadvantages in personnel, administrative, or work. Employees who do not comply with this provision may be subject to disciplinary action.

Article 17 (Reward and Discipline)

1. The company may pay rewards or appropriate compensation to executives and employees who have contributed to achieving the purpose of this guideline in accordance with the 'Guidelines for Compensation for Reporting Unethical Behavior'.

2. The company will strictly punish the executives and employees who violate this guideline according to the relevant regulations.

Article 18 (Interpretation)

1. The operating standards for reporting and compensation for unethical behaviors related to bribery, etc. from stakeholders are set separately.

2. If the member's family, relatives, or acquaintances violate this guideline using the name of an executive or employee, it is considered an act of the person himself/herself.

3. If any doubt arises about a part not specifically stipulated in the Code of Ethics and this guideline, contact the Ethics Management Team and follow the interpretation.

Article 19 (Addendum)

1. Spread of ethical management

The HR team announces the CEO's message on morality and ethics twice a year, and the 'Code of Ethics' and 'Guidelines for Practice of the Code of Ethics' on the groupware bulletin board to express the CEO's commitment to morality and ethical values to all executives and employees.

1. The person in charge of the HR team writes a message from the CEO on morality and ethics once a year and sends it to the HR team leader. request.

2. The finance team leader checks whether the message conforms to the content emphasizing morality and ethics for the purpose of the internal accounting management system, and finally requests the CEO for review.

3. After reviewing whether the message is appropriate as the message of the year emphasizing the will, responsibility and importance for moral and ethical values, the CEO finally approves the posting of the message.

4. The person in charge of the HR team notifies the message that has received the final approval of the CEO on the bulletin board of the groupware twice a year (once in the first and second half of the year) along with the 'Code of Ethics' and 'Guidelines for the implementation of the Code of Ethics'.

1. Ethical management education

The HR team distributes ethics education materials through the groupware bulletin board once a year, and conducts ethics education for all employees.

1. The person in charge of the HR team establishes an education plan (draft) including the training schedule, contents, and instructors for ethics training every year and requests the HR team leader to review it.

2. The head of the HR team reviews whether the contents of the relevant training plan (draft) are appropriate for disseminating the company's ethical management and makes the final decision.

3. The person in charge of the HR team notifies the finalized training plan so that all employees can complete the ethics training.

4. After the training period is over, the person in charge of the HR team checks whether the training target has completed the training and encourages those who have not completed the training to complete the training.

5. At the end of every year, the person in charge of the HR team prepares a 'list of people who have not completed the ethics training' and sends it to the HR team leader, and notifies the employee and team leader of whether or not the training has been completed.

1. Pledge to practice ethical management

The HR Team requires all executives and employees to sign the 'Ethical Management Pledge' once a year, and the department that concludes a contract with an external supplier requires the CEO of the external supplier to sign the 'Integrity Pledge'.

1. The person in charge of the HR team distributes the 'Ethical Management Pledge' to all employees every year and receives their signatures so that all executives and employees pledge to practice ethical management in their work activities.

2. The person in charge of the department that concludes a contract with an external supplier delivers the 'Integrity Pledge' expressing the company's policy and will for ethical management to the external supplier when drafting the contract with the external supplier, and the representative director of the external supplier Make sure you understand the rules and sign a pledge to abide by them.

3. The person in charge of the department that concludes a contract with an external supplier should read and sign the 'Code of Ethics' through our website and ethical management site before the CEO of the external supplier signs the 'Pledge of Integrity'.

4. The person in charge of the department that concludes a contract with an external supplier receives the 'Integrity Pledge' signed by the representative director of the external supplier when signing a contract with the external supplier.

5. The team leader of the department that concludes a contract with an external supplier confirms that the 'Integrity Pledge' is written when signing the contract with the external supplier, and then finally approves the supplier selection agreement.