ESG MENAGEMENT 

1. Korea Precision Steel Ball Co., Ltd. actively carries out social contribution activities for continuous employment creation and local community and economic development.

2. In addition to pursuing corporate profits, Korea Precision Steel Ball Co., Ltd. practices actions that can have a positive impact on society and that it is a company that supports underprivileged neighbors.

3. Korea Precision Steel Ball Co., Ltd. respects each executive and employee as an independent person, establishing a mature organizational culture based on mutual trust and understanding.

1. Korea Precision Steel Ball Co., Ltd. respects the labor relations laws and legal working hours of each country to which the workplace applies, and provides sufficient opportunities for communication to all executives and employees.

2. Korea Precision Steel Ball Co., Ltd. adheres to a zero-tolerance policy that prohibits child labor in all workplaces unless permitted by law. In addition, the age of executives and employees and job applicants must be verified through legal documents such as IDs and birth certificates, and if child labor is confirmed, employment must be suspended and reasonable improvement measures must be taken.

3. When Korea Precision Steel Ball Co., Ltd. hires entry-level employees, they must not employ them in high-risk work in terms of safety and health, and their training opportunities must not be limited.

4. Korea Precision Steel Ball Co., Ltd. must not receive goods and services from business partners that violate child labor laws. If the above facts are confirmed, appropriate measures must be taken.

5. Korea Precision Steel Ball Co., Ltd. must put its executives and employees to work in accordance with the labor standards laws of each country in which it operates, and must prohibit any form of forced labor or mandatory work against the will of executives and employees.

6. Korea Precision Steel Ball Co., Ltd. does not produce any part of the products it provides to customers through forced labor, and forced labor regulations include the United Nations (UN), the United States (except the U.S. Customs and Border Protection), the United Kingdom, the Republic of Korea, or other government authorities. Based on prevention-related laws, enforcement ordinances, ordinances, etc.

7. Korea Precision Steel Ball Co., Ltd. includes and publicly announces its position in its Code of Conduct that prohibits the use of forced labor at any stage in the supply chain.

8. If Korea Precision Steel Ball Co., Ltd. becomes aware of the fact that a business partner has used forced labor in a product it sells, it must stop using the business and notify the customer and take follow-up action.

1. Korea Precision Steel Ball Co., Ltd. respects the privacy of its executives and employees and refrains from giving unnecessary work orders outside of working hours.

2. Korea Precision Steel Ball Co., Ltd. must obtain prior notice and voluntary consent when collecting personal information from executives and employees.

3. Korea Precision Steel Ball Co., Ltd. must prohibit workplace bullying, which is an act of causing physical or mental pain to other workers or worsening the working environment beyond the scope of work by taking advantage of superiority in status or relationship between executives and employees.

4. If a victim of workplace bullying occurs, appropriate measures must be taken, such as changing the workplace or reassignment, and necessary measures, such as disciplinary action or changing the workplace, must be taken against the offending employee.

1. Korea Precision Steel Ball Co., Ltd. shall not discriminate in hiring, promotion, education, training, etc. of employees based on gender, race, ethnicity, nationality, religion, disability, age, family status, social status, and political opinion.

2. Korea Precision Steel Ball Co., Ltd. must establish policies and procedures to prevent any inhumane acts, including sexual harassment, mental and physical coercion, or verbal abuse, against employees.

3. Korea Precision Steel Ball Co., Ltd. must operate a grievance handling system that allows employees to report violations of laws and regulations in the areas of ethics, environment, labor/human rights, and safety/health, or when their personal rights and interests are violated.

4. Executives and employees must be protected from unreasonable measures such as dismissal, threats, retaliation, and ridicule for reporting, etc., and the identity of victims must be thoroughly protected.