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Ethics Charter

Code of Ethics

Chapter 1 General Provisions

Article 1 (Purpose)

• 1. The purpose of this Code of Ethics (hereinafter referred to as the "Code") is to provide Korea Midland Power Co., Ltd. (hereinafter referred to as the "Company") and its executives and employees with proper criteria for ethical judgment and decision-making to comply with the Ethics Charter.

Article 2 (Scope of Application)

• 1. This Code shall apply to the Company and all its executives and employees.

Chapter 2 Company's Social Responsibilities

Article 3 (Commitment to Sound Corporate Activities)

• 1. ① The Company shall grow and develop together with all stakeholders by establishing a fair, transparent, and ethical corporate culture. (Amended Oct. 28, 2011)

  2. ② As a corporate citizen, the Company shall actively comply with various domestic and international norms and international agreements. (Amended Oct. 28, 2011)

  3. ③ Deleted (Oct. 28, 2011)

Article 4 (Commitment to Local Communities)

• 1. ① The Company shall respect the traditions and culture of local communities and strive for common prosperity and development with them. (Amended Oct. 28, 2011)

  2. ② The Company shall fulfill its social responsibilities by actively supporting various social and cultural activities that promote exchange with local communities. (Amended Oct. 28, 2011)

Article 5 (Commitment to Environmental Preservation)

• 1. ① The Company shall formulate proactive and reactive measures for environmental issues associated with power generation business and make every effort to prevent environmental pollution and protect nature.

  2. ② The Company shall strictly comply with domestic and international environmental laws and all Company standards, and aim to be an environmentally friendly corporation. (Amended Oct. 28, 2011)

Chapter 3 Responsibilities to Customers and Partner Companies

Article 6 (Customer-Oriented Management)

• 1. ① The Company shall prioritize customer value in its corporate activities to provide the highest quality electricity and services. (Amended Oct. 28, 2011)

  2. ② The Company shall always provide transparent and accurate information to customers, faithfully accept customer opinions, promptly handle complaints, and notify customers of the results. (Amended Oct. 28, 2011)

  3. ③ Deleted (Oct. 28, 2011).

Article 7 (Fair Trading with Partner Companies)

• 1. ① The Company shall build a cooperative partnership with partner companies through honest and fair transactions. (Amended Aug. 03, 2009)

  2. ② The Company shall provide equal business opportunities to qualified partner companies and conduct transactions according to fair procedures. (Amended Aug. 03, 2009)

  3. ③ The Company shall not engage in any unfair practices, such as unjustly shifting costs to partner companies, by utilizing its superior position. (Amended Aug. 03, 2009)
     [This Article Amended Aug. 03, 2009]

Chapter 4 Responsibilities to the Company's Shareholders and Investors

Article 8 (Protection of Shareholder Interests)

• 1. ① The Company shall make its utmost effort to realize shareholder interests through rational investment and effective management.

  2. ② The Company shall strive to ensure that its corporate value is justly appraised through active public relations activities.

Article 9 (Transparent Management)

• 1. ① The Company shall transparently disclose corporate information regarding its current status and future outlook to shareholders and other stakeholders of the Company. (Amended Oct. 28, 2011)

  2. ② The Company shall record and manage its financial status in accordance with relevant laws and general corporate accounting standards, and handle accounting transparently.

  3. ③ The Company shall endeavor to substantially guarantee shareholder rights by expanding opportunities for participation in the Company's major decision-making processes and providing relevant information to the fullest extent. (Amended Oct. 28, 2011)

Chapter 5 Relationship between the Company and Employees

Section 1 Company's Responsibilities to Employees

Article 10 (Respect for Human Dignity)

• 1. ① The Company shall recognize the dignity and value of its employees and show consideration for the improvement of their quality of life.

  2. ② The Company shall respect the privacy of each individual and strive to resolve employee grievances.

  3. ③ The Company shall exercise maximum leniency regarding outcomes that occur despite an employee's best efforts.

Article 11 (Fair Treatment)

• 1. ① The Company shall encourage the creativity of its employees and provide equal opportunities based on their capabilities and aptitude.

  2. ② The Company shall reject factionalism based on regional ties, educational background, or family ties, and operate the organization according to the principle of fair competition. (Amended Oct. 28, 2011)

Article 12 (Support for Self-Development)

• 1. ① The Company shall provide maximum support for the development of employees' competencies through various means.

  2. ② The Company shall create the best conditions for employees to demonstrate creative thinking and ability.

Article 13 (Improvement of Working Environment)

• 1. ① The Company shall develop an organizational culture where employees can feel pride and joy in their work and workplace. (Amended Oct. 28, 2011)

  2. ② The Company shall provide optimal working conditions and environment for employees to work healthily and safely. (Amended Oct. 28, 2011)

Section 2 Employees' Responsibilities to the Company

Article 14 (Fair Performance of Duties)

• 1. ① Employees shall actively cooperate, transcending the interests of themselves and their respective departments, to achieve the Company's vision. (Amended Oct. 28, 2011)

  2. ② Employees shall comply with laws and all Company regulations, and make their best efforts to generate profit for the Company.

  3. ③ In cases where the interests of the Company and the individual conflict, employees shall prioritize the Company's interests within the ethical scope. (Amended Aug. 03, 2009)

  4. ④ Employees shall not offer improper favors, money, gifts, or entertainment in relation to their work, nor shall they receive any money, gifts, or entertainment from partner companies or other persons related to their duties. (Amended Aug. 03, 2009, Oct. 28, 2011)

Article 15 (Sound Lifestyle)

• 1. ① Employees shall take the lead in establishing ethics within the organizational society by performing all duties transparently and fairly. (Amended Oct. 28, 2011)

  2. ② Employees shall uphold the Company's reputation and their personal dignity through rational and ethical work performance. (Amended Oct. 28, 2011)

  3. ③ Employees shall lead a sound social life based on the fundamental virtues of honesty and sincerity.

Article 16 (Self-Development)

• 1. ① Employees shall constantly strive for self-development with the mindset of becoming the best expert in their field.

  2. ② Employees shall always contribute to the development of the Company by innovating and improving their work with a challenging attitude.

Article 17 (Workplace Environment and Safety)

• 1. ① Employees shall create a pleasant working environment by habitually maintaining cleanliness and organization.

  2. ② Employees shall strictly comply with safety management regulations and endeavor to prevent safety accidents.

Article 18 (Protection of Company Assets and Information)

• 1. ① Employees shall not use the Company's assets for personal purposes or leak them outside the Company by illegal means.

  2. ② Employees shall ensure that important Company secrets are not leaked outside the Company. (Amended Oct. 28, 2011)

  3. ③ Information acquired in the course of duty shall only be used for the Company's policy decisions or work processing, and shall not be leaked externally without prior permission or approval.

Section 3 Relationship between Employees

Article 19 (Enhancement of Camaraderie)

• 1. ① Employees shall strive to foster a sense of community and warm camaraderie aimed at common goals by treating each other with mutual trust and sincerity.

  2. ② Employees shall not condone or sympathize with each other's mistakes, but shall correct them in a timely manner to promote the development of the Company and the individual.

Article 20 (Prohibition of Financial Transactions between Employees)

• 1. ① The giving or receiving of money, gifts, or entertainment between employees shall not be permitted, except in cases recognized by social norms.

  2. ② Excessive private access or private transactions between employees outside of work relations shall not be permitted.

Chapter 6 Labor-Management Harmony

Article 21 (Harmonious Labor-Management Relations)

• 1. ① The Company shall establish labor-management relations of coexistence and co-prosperity based on mutual trust and harmony. (Amended Oct. 28, 2011)

  2. ② The Company shall actively strive to prevent conflicts within the organization by establishing smooth communication channels. (Amended Oct. 28, 2011)

Article 22 (Responsibilities of the Company and Employees)

• 1. ① The Company shall actively develop and implement programs that can improve the quality of life for employees, such as creating a cultural environment and expanding welfare and benefit facilities.

  2. ② Employees shall always maintain a balanced perspective from an overall standpoint and strive for the continuous development of the individual and the Company.

Chapter 7 Ethics Management Committee

Article 23 (Ethics Management Committee)

• 1. An Ethics Management Committee (hereinafter referred to as the "Committee") shall be established to deliberate and decide on major matters concerning the promotion of ethics management within the Company.

  2. [This Article Newly Inserted Nov. 01, 2019]

Article 24 (Composition)

• 1. ① The Committee shall consist of five members, with the President as the Chairman, and including the Standing Directors, the head of the department in charge of ethics management, and the Chief Compliance Officer. (Amended Dec. 23, 2020)

  2. ② In the absence of the Chairman, a member designated by the Chairman shall act on behalf of the Chairman.

  3. ③ The Committee shall have one Secretary, who shall be the manager of the department in charge of ethics management. (Amended Dec. 23, 2020)

  4. ④ The Secretary may, when necessary, request the attendance of relevant persons at the Committee to make statements, confirmations, or explanations.

  5. [This Article Newly Inserted Nov. 01, 2019]

Article 25 (Convening and Meetings)

• 1. ① Meetings of the Committee shall be classified into regular meetings and extraordinary meetings.

  2. ② Regular meetings shall, in principle, be held once every half year, and extraordinary meetings may be convened when deemed necessary by the Chairman.

  3. ③ Resolutions of the Committee shall be passed by a majority vote of the members present, provided that a majority of the registered members are present. In the event of a tie, the Chairman shall have the casting vote.

  4. ④ The Chairman may pass resolutions on matters deemed minor or urgent through written deliberation.

  5. In this case, the resolution shall be passed by the affirmative vote of a majority of the registered members.

  6. [This Article Newly Inserted Nov. 01, 2019]

Article 26 (Functions of the Committee)

• 1. ① The Committee shall deliberate and resolve on the following matters:

  2. 1. Establishment of mid to long term ethics management plans.

  3. 1. Determination of important policies regarding ethics management.

  4. 1. Other matters deemed necessary by the Committe e for the practice of ethics management, operation, and implementation of the code of conduct. [This Article Newly Inserted Nov. 01, 2019]

Addenda

• 1. These Regulations shall enter into force on the date of promulgation.

Addenda (Aug. 03, 2009)

• 1. These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 28, 2011)

• 1. These Regulations shall enter into force on the date of promulgation.

Addenda (June 24, 2014)

• 1. These Regulations shall enter into force on the date of promulgation.

Addenda (Nov. 01, 2019)

• 1. These Regulations shall enter into force on the date of promulgation.

Addenda (Dec. 23, 2020)

• 1. These Regulations shall enter into force on the date of promulgation.

Code of Conduct

Chapter 1. General Provisions

Article 1 (Purpose)

• The purpose of this Code of Conduct (hereinafter referred to as the "Code") is to specifically prescribe the standards of conduct that the executives and employees of Korea Midland Power Co., Ltd. (hereinafter referred to as the "Company") must comply with, in accordance with Article 8 of the Act on Anti-Corruption and the Establishment and Operation of the Anti-Corruption and Civil Rights Commission (hereinafter referred to as the "Act") and the Act on the Prohibition of Illegal Solicitation and the Provision and Receipt of Money or Goods (hereinafter referred to as the "Anti-Graft Act"), for the efficient operation of the Company's Ethics Charter and Code of Ethics, and for the prevention of corruption and the creation of a clean public service environment.

Article 2 (Definitions)

• The terms used in this Code shall be defined as follows:

• 1. 1. 1. "Executives and Employees" means the President, Auditor, and other executives and employees of the Company.
     2. 1. "Executive" means the standi ng director and auditor under Article 24 of the Act on the Management of Public Institutions , and a person holding a position equivalent
     3. 1. "Employee" means a person who has directly entered into a labor contract with the Company and provides labor, including non regular employees such as contract employees, and employees dispatched to other companies to perform the duties of those companies.
     4. 1. "Head of the Affiliated Department" means the head of the organizational unit to which the employee belongs. For employees below the general manager ( 부장 ) level, the Head of the Affiliated Department is the Head of the Office/Department ( 처 실장 ) or the Head of the Workplace ( 사업소장 발전소장 ). For employees at the Head of the Office/Department ( 처 실장 ) level, the Head of th e Office/Department at the Head Office is the Head of the Division ( 본부장 ), the Head of the Department/Workplace directly under the President is the President, and the Head of the Office/Department at the Workplace or the President is the President, and the Head of the Office/Department at the Workplace or the Head of the Power Plant is the Head the Head of the Power Plant is the Head of the Workplace.of the Workplace.
     5. 1. "Person Related to Duty" means an individual, corporation, organization, and executive/employee who falls under any of the following subparagraphs, and who is related to the duty performed by an executive/employee in accordance with Acts (including ordina nces and rules; hereinafter the same shall apply) or standards (including regulations, internal company rules, and standards of public institutions; hereinafter the same shall apply). a. An individual, corporation, or organization that requests a certain a ct or measure in relation to the executive/employee's performance of duty. b. An individual, corporation, or organization that directly receives a benefit or disadvantage in relation to the executive/employee's performance of duty. c. An individual, corpor ation, or organization that has concluded or clearly intends to conclude a contract with the public institution (Company) to which the executive/employee belongs. d. Another executive/employee who directly receives a benefit or disadvantage in relation to the executive/employee's performance of duty. Provided, that in cases where the public institution directly receives a benefit or disadvantage, it refers to the executive/employee belonging to that public institution who is responsible for the work related to the benefit or disadvantage.
     6. 1. "Executive/Employee Related to Duty" means another executive/employee who directly receives a benefit or disadvantage in relation to the executive/employee's performance of duty, and who falls under any of the following s ubparagraphs: a. A subordinate who receives a duty related order in connection with the executive/employee's assigned work. b. An employee other than the individual performing duties such as personnel, budget, audit, commendation, or evaluation. c. An empl oyee who is entrusted with or delegated an administrative affair in case of delegation or entrustment of the affair. d. Other executives/employees determined by the President.
     7. 1. "Money, Goods, etc." means anything that falls under any of the following subparagraphs: a. Any property benefit, including cash, securities, real estate, goods, accommodation vouchers, membership rights, admission tickets, discount coupons, invitation tickets, viewing tickets, and rights to use real estate. b. Provision of entertai nment or hospitality such as food, alcoholic beverages, and golf, or convenience such as transportation and accommodation. c. Other tangible or intangible economic benefits, such as debt cancellation, job provision, and grant of special privileges ( 利權 ).
     8. 1. "Partner Company" means a business operator that is expected to be a target company for the Company's construction, service, or supply contracts, or is currently in trade with the Company.
     9. 1. "Scope of Ordinary Custom" means a scope that an ordinary, normal person can accept and understand according to general social custom.
     10. 1. "Special Privilege" means any act of granting a superior status or discriminating against another person or group without clear grounds such as Acts or regulations, thereby hindering fai r transaction or competition.
     11. 1. "Intermediation" means an executive/employee who is not a direct party to the business introduces, advises, mediates, or brokers to influence the performance of duty or decision making of a Person Related to Duty or an Execut ive/Employee Related to Duty.
     12. 1. "Solicitation" means an executive/employee requests to influence the performance of duty or decision making of a Person Related to Duty or an Executive/Employee Related to Duty for the benefit of themselves or others.
     13. 1. "Duty Related Information" means important information related to the Company's technology development, etc., that the executive/employee became aware of during the period of performing duties, which can result in economic benefit upon acquisition and has not yet been disclosed to the general public.
     14. 1. "Official Responsible for Anti Solicitation" means a person who, in accordance with the Anti Graft Act, handles duties such as education and counseling on related content, receiving and processing reports and applications, and investigating content, and who notifies the court or investigative agency of the facts if a violation is discovered.
     15. 1. "Code of Conduct Officer" means the head of the audit related department at the Head Office and Workplaces, and the hea d of the audit related department at the Head Office (Head of the Audit Office) shall concurrently serve as the General Code of Conduct Officer and the Official Responsible for Anti Solicitation under Article 20 of the Anti Graft Act.
     16. 1. "Conflict of Interes t" means a situation where an executive/employee's private interest is involved in the performance of duty, which hinders or is likely to hinder fair and ethical performance of duty.
     17. 1. "Person with Private Interest" (hereinafter referred to as "Interested P arty") means a person who falls under any of the following subparagraphs: a. The executive/employee themselves or their family (referring to family under Article 779 of the Civil Act ; hereinafter the same shall apply). b. A corporation or organization wher e the executive/employee themselves or their family is serving as an executive, representative, manager, or outside director. c. An individual, corporation, or organization that the executive/employee themselves or their family represents, advises, or cons ults for. d. A corporation or organization where the executive/employee themselves was employed within two years organization where the executive/employee themselves was employed within two years before being hired as an executive/employee. e. An individual, corporation, or before being hired as an executive/employee. e. An individual, corporation, or organization that the executive/employee themselves represented,organization that the executive/employee themselves represented, advised, or consulted advised, or consulted for within two years before being hired as an executive/employee. f. A corporation or for within two years before being hired as an executive/employee. f. A corporation or organization in which the executive/employee themselves or their family owns a certain organization in which the executive/employee themselves or their family owns a certain percentage of stocks, shares, or capital, etc., as determinepercentage of stocks, shares, or capital, etc., as determined by Presidential Decree. g. An d by Presidential Decree. g. An executive/employee who resigned within the last two years and worked in the same executive/employee who resigned within the last two years and worked in the same department, within the scope determined by National Assembly Rules, Supreme Court department, within the scope determined by National Assembly Rules, Supreme Court Rules, Constitutional Court Rules, National Election CommissiRules, Constitutional Court Rules, National Election Commission Rules, or Presidential on Rules, or Presidential Decree, as an executive/employee performing the duties under any subparagraph of Decree, as an executive/employee performing the duties under any subparagraph of Article 5, Paragraph 1 within two years before the date of resignation. h. Other persons Article 5, Paragraph 1 within two years before the date of resignation. h. Other persons related to the private interests of the executive/employee arelated to the private interests of the executive/employee as determined by National s determined by National Assembly Rules, Supreme Court Rules, Constitutional Court Rules, National Election Assembly Rules, Supreme Court Rules, Constitutional Court Rules, National Election Commission Rules, or Presidential Decree. Commission Rules, or Presidential Decree.
     18. 1. "Asset Registration Subject" (hereinafter referred to as "Registration Subject")means managerial employ ees (2nd grade or higher) and their spouses.

Article 3 (Scope of Application)

• This Code shall apply to all executives and employees of Korea Midland Power Co., Ltd. and also to employees transferred or dispatched to the Company's domestic and international invested companies, etc.

  
  

  However, for employees dispatched from other institutions or organizations, this Code of Conduct shall apply, but procedures such as disciplinary action shall follow the regulations of their original affiliated institution or organization.

Chapter 2. Fair Performance of Duty

Article 4 (Attitude for Performance of Duty)

• 1. ① Executives and employees shall faithfully comply with domestic and international laws, the ten principles of the UN Global Compact, and the standards presented in this Code.
  2. ② Executives and employees must use a separate meeting place designated by the Company when meeting with Partner Companies for business consultation.
  3. ③ Executives and employees shall perform their duties fairly and ethically, without being influenced by private interests.
  4. ④ Executives and employees shall act impartially in relation to the performance of their duties and shall not give preferential treatment or discriminate against Persons Related to Duty.
  5. ⑤ Executives and employees shall prevent conflicts of interest, such as avoiding the performance of duties, if they determine that fair and ethical performance of duties is difficult due to private interests.

Article 4-2 (Obligation to Report Public Interest Violations)

• 1. ① When an executive/employee becomes aware of an act infringing upon the public interest while performing duties, they must report it to the public interest reporting center on the external website, or to an investigative agency, a prosecution agency, or the Anti-Corruption and Civil Rights Commission.
  2. ② Detailed procedures for public interest reporting shall follow the Operating Guidelines for Processing Public Interest Reports and Protecting Reporters.

Article 4-3 (Asset Registration for Executives and Managers)

• 1. ① To take the lead in spreading a clean culture through fair performance of duty, Registration Subjects must register their assets at least once a year during the regular reporting period and the ad hoc reporting period.

  2. 1. Regular reporting means register ing asset changes from January 1 to December 31 of each year in the asset registration system by the end of February of the following year.

     1. Ad hoc reporting means registering assets during the relevant period if requested by the department in charge of et hics. ② Assets to be registered by the subject shall include ownership of real estate within the household (including the spouse), and automobiles, construction machinery, ships, etc. ③ The method for calculating the value or the method for indicating the type of registered assets is as follows:

     1. Land: Individual official land price according to the Act on the Public Announcement of Real Estate Prices (in cases where there is no individual official land price for the land, the amount calculated based on the official land price according to Article 8 of the same Act).

     1. Housing: Publicly announced price according to Article 16, Article 17, and Article 18 of the Act on the Public Announcement of Real Estate Prices

     1. Commercial buildings, office buildings, officetels, and other real estate: The sum of the value calculated based on the individual official land price (in cases where there is no individual off icial land price for the land, the amount calculated based on the official land price according to Article 8 of the same Act) for the land, and the highest value among the fair market values announced by the central or local government for the building (if the acquisition cost exists, it shall be written together).

     1. Automobiles, construction machinery, ships, and aircraft: The actual transaction price or the valuation by an expert considering depreciation, etc. ④ Besides what is stipulated in Paragraph 3, t he method for calculating the value and the method for indicating the type of registered assets, and other matters necessary for registration, shall be determined by the Presidential Decree of the Public Service Ethics Act . ⑤ For the assets under Paragraph 2, the acquisition date, acquisition process, and source of income for each owner may be specified or supporting materials may be attached. ⑥ A Registration Subject shall not receive unfavorable treatment or disposition due to false registration or for re asons other than those specified in the Code, and no person shall use the registered asset information for purposes other than those specified in this Code. ⑦ A person who is engaged in or has been engaged in the asset registration business or has become a ware of the asset registration details in the course of duty shall not divulge them to others.

Article 4-4 (Prior Reporting System)

• If an investigative agency, etc., initiates an investigation or inquiry regarding a matter related to or outside of work, the subject of the investigation must immediately report the initiation of the investigation to the ethics department and the audit department at the Head Office as soon as they become aware of it.

Article 4-5 (Handling of Instructions, etc. that Undermine Fair Performance of Duty)

• 1. 1. ① An executive/employee shall not give an instruction to a subordinate that significantly undermines the fair performance of duty in violation of Acts or regulations for the benefit of themselves or others.
     2. ② An employee who receives an instruction that violates Paragraph 1 from a superior may explain the reason to the superior and refuse to follow the instruction using the form in Attached Table 1 or by email, etc., or may consult with the Code of Conduct Officer designated pursuant to Article 2, Subparagraph 15, using the form in Attached Table 3 or by email, etc.
     3. ③ If the same instruction is repeated despite the employee's non-compliance pursuant to Paragraph 2, the employee must immediately consult with the Code of Conduct Officer using the form in Attached Table 3 or by email, etc.
     4. ④ The Code of Conduct Officer who receives a request for consultation pursuant to Paragraph 3 must confirm the content of the instruction and report to the President if it is deemed necessary to withdraw or change the instruction. Provided, that if the superior who gave the undue instruction withdraws or changes the instruction themselves during the process of confirming the content of the instruction, the Code of Conduct Officer may choose not to report to the President.
     5. ⑤ The President who receives a report pursuant to Paragraph 4 shall take appropriate measures, such as withdrawing or changing the instruction, if deemed necessary. In this case, the superior who repeated the same instruction despite the employee's non-compliance pursuant to Paragraph 2 for an instruction that undermines the fair performance of duty may be subject to disciplinary or other necessary measures.
     6. ⑥ The Company shall ensure that the employee does not receive any discrimination or disadvantage due to the non-compliance with the instruction pursuant to Paragraphs 1 and 2, and may take measures such as transfer to a preferred department if the employee so requests.
     7. ⑦ The criteria for determining an undue instruction pursuant to Paragraph 1 shall be as specified in Attached Table 2.

Article 5 (Deleted) (2022.10.31)

Article 5-2 (Deleted) (2022.10.31)

Article 6 (Deleted) (2022.10.31)

Article 7 (Deleted) (2022.10.31)

Article 8 (Deleted) (2022.10.31)

Article 8-2 (Restriction on Solicitation for Employment during Service)

• 1. Executives and employees shall not engage in solicitation for employment for themselves or other executives/employees (others) with Persons Related to Duty and Partner Companies.

     In particular, executives/employees scheduled for retirement shall not engage in solicitation for employment for themselves while in service with private

     companies, etc., that are closely related to the duties of the department to which they belonged for three years prior to retirement.

Article 9 (Deleted) (2022.10.31)

Article 10 (Deleted) (2022.10.31)

Article 11 (Exclusion of Special Privileges)

• Executives and employees shall not grant special privileges or discriminate against a specific individual or organization for unreasonable reasons such as regional ties, family ties, school ties, religion, or gender in the performance of their duties.

Article 12 (Prohibition of Using Budget for Non-Designated Purposes)

• 1. ① Executives and employees shall not use the budget for work performance, such as corporate credit cards for private use, travel expenses, or operational expenses, for non-designated purposes, and the details of operational expenses used by executives and department heads (Head of Office/Department/Workplace) of 1st grade (Na) or higher shall be disclosed on the website every month, within 30 days after the end of the month, including the date, purpose, subject, place of use, and amount for each case.
  2. ② Executives and employees shall not improperly purchase or use gift certificates distributed or provided by the Company for public purposes, such as using them for non-designated purposes or private use, and the details of gift certificate distribution shall be disclosed on the website. In particular, the following subparagraphs shall not be permitted, even if related to Company business. Other matters shall follow the Company's Gift Certificate Management Guidelines.

  3. 1. Providing gift certificates to supervisory agencies or superior agencies during holidays, etc.

     1. Prov iding gift certificates to supervisory agencies, superior agencies, or media personnel for reasons such as business promotion.

     1. Providing gift certificates to internal executives/employees merely for encouragement without a special reason.

     1. Providing gift certificates for other purposes that deviate from common sense.

Article 13 (Handling of Undue Demands from External Parties)

• 1. ① If an executive/employee is forced or solicited for undue performance of duty from an external party such as a public official, politician, or political party, they shall report it to the President or consult with the Code of Conduct Officer using the form in Attached Table 4 or by email, etc., and then process the matter.
  2. ② The President who receives the report or the Code of Conduct Officer who is consulted pursuant to Paragraph 1 shall take appropriate measures to enable the executive/employee to perform their duties fairly.

Article 13-2 (Prohibition of Undue Political Involvement)

• 1. ① Executives and employees shall not unduly intervene in politics in violation of relevant laws such as the Political Parties Act, the Public Official Election Act, and the Political Funds Act.
  2. ② Executives and employees shall be careful not to let their personal political views be misunderstood as the Company's political stance when engaging in political activities.

Article 14 (Prohibition of Personnel Solicitation, etc.)

• 1. ① An executive/employee shall not directly solicit or cause others to solicit the person in charge of personnel affairs to unduly influence their personnel matters such as promotion, transfer, or assignment.
  2. ② An executive/employee shall not unduly intervene in the personnel matters of other executives/employees, such as promotion, transfer, or assignment, by using their position or authority.

Article 15 (Transparent Information and Accounting Management)

• 1. ① Employees shall acquire and manage all information lawfully and transparently, and record and manage information such as accounting records accurately and honestly based on facts in accordance with relevant laws and generally accepted accounting principles.
  2. ② Employees shall not leak duty-related information outside the Company or use it improperly without prior permission or approval from the head of the affiliated department.
  3. ③ Employees shall not make false or exaggerated reports for the benefit of a specific individual or department, nor shall they conceal or unduly monopolize important information.
  4. ④ Employees shall disclose management information in accordance with relevant laws and regulations, and shall not engage in acts that undermine management transparency and credibility.
  5. ⑤ Executives and employees shall not engage in any of the following acts using the Company's information and communication system:

  6. 1. Accessing obscen e sites, engaging in unhealthy chatting, gambling, gaming, etc.

     Other inappropriate uses outside of work. ⑥ When providing important information related to an executive/employee's personal affairs to an external party, the purpose and scope of use, etc., must be clearly stated, and prior permission or approval must be obtained from the person concerned.

Article 15-2 (Protection of Intellectual Property Rights)

• 1. ① Executives and employees must comply with relevant regulations and laws when using the Company's intellectual property rights.
  2. ② Executives and employees shall not illegally appropriate or misuse the intellectual property rights of others for the purpose of performing the Company's duties, thereby causing legal or moral consequences for the Company.
  3. ③ Executives and employees must purchase and use all genuine software.

Chapter 3. Chapter 3 Prohibition of Receipt of Undue Gains, etc.

Article 16 (Prohibition of Intervention in Privileges, etc.)

• 1. ① An executive/employee shall not directly use their position to obtain undue gain for themselves or to enable others to obtain undue gain.
  2. ② An executive/employee shall not participate in investment business that is not socially acceptable or engage in the act of lending their name.
  3. ③ An executive/employee shall not receive compensation related to their duty under any pretext, nor shall they offer or promise to offer money, goods, or property benefits.

Article 16-2 (Prohibition of Non-Duty for-Profit Activities)

• An executive/employee shall not engage in non-duty for-profit activities that fall under any of the following subparagraphs. Provided, that this shall not apply in cases specifically prescribed by Acts or regulations.

• 1. Becoming an executive/employee of the Company, a union, or other for profit company, or being employed and receiving compensation.

  1. Personally operating a for profit business.

  1. The executive/employee's name being used by a company under Subparagraph 1.

Article 17 (Prohibition of Private Use of Position)

• An executive/employee shall not use or allow others to use the Company's name or position for private gain beyond the scope of duty, such as by announcing or posting it.

Article 18 (Prohibition of Intermediation, Solicitation, etc.)

• 1. ① An executive/employee shall not engage in intermediation or solicitation, etc., that undermines the fair performance of duty of other public officials (referring to public officials under Article 2, Subparagraph 3, Items A and B of the Act; hereinafter the same shall apply) for the benefit of themselves or others.
  2. ② An executive/employee shall not introduce a Person Related to Duty to another Person Related to Duty or a public official for the undue benefit of themselves or others in relation to the performance of duty.
  3. ③ An executive/employee shall not exercise their official authority or exert de facto influence derived from their position/title, etc., for the undue benefit of themselves or others, to engage in any of the following acts of intermediation or solicitation, etc., toward a person who is not a public official:

  4. 1. Intervening in or influencing a specific individual, corporation, or organization to invest, deposit, lend, contribute, invest capital, donate, sponsor, or provide exclusive support.

     1. Intervening in or in fluencing personnel matters such as hiring, promotion, or transfer, or disciplinary matters.

     1. Leaking business secrets regarding bidding, auction, research and development, testing, or patents.

     1. Intervening in or influencing the selection of a contracting party or the conclusion of a contract.

     1. Causing a specific individual, corporation, or organization to sell, exchange, use, profit, occupy, or provide goods and services in a manner that deviates from normal trade practices.

     1. Intervening in or influencing matters such as admission, grades, or performance evaluation of schools at all levels.

     1. Intervening in or influencing matters such as various awards, commendations, selection of outstanding institutions or individuals, or selection of scholarship students.

     1. Causing a specific individual, corporation, or organization to be selected or excluded from an audit or investigation, fabricating audit or investigation results, or condoning the violations.

     1. Other acts determined by the President as corresponding to in termediation or solicitation, etc., that undermine the fair performance of duty of a person who is not a public official. ④ When an executive/employee receives an illegal solicitation from any person, including a Person Related to Duty or an Executive/Empl oyee Related to Duty, they must clearly inform the person making the illegal solicitation that it is an illegal solicitation and express their refusal. If the same illegal solicitation is received again despite expressing refusal, the details of the solici tor and the solicitation must be immediately registered in the money/goods receipt and solicitation reporting system.

Article 18-2 (Restriction on Re-employment and Conduct of Retired Employees, etc.)

• 1. ① An executive shall not be employed by an employment restricted institution pursuant to Article 17 of the Public Service Ethics Act for three years after retirement. Provided, that this shall not apply when approval for employment is granted by the Government Public Service Ethics Committee in accordance with the Public Service Ethics Act or by other laws.
  2. ② An executive/employee shall not handle duties under the subparagraphs of Article 17, Paragraph 2 of the Public Service Ethics Act that they handled directly during their service, after their retirement, in accordance with Article 18-2 of the Public Service Ethics Act. Provided, that this shall not apply when approval is granted by the Government Public Service Ethics Committee.
  3. ③ Matters related to the restriction on conduct concerning the re-employment of executives/employees to Partner Companies and private companies, etc., after retirement, and detailed procedures shall apply mutatis mutandis to the provisions on restrictions on employment and conduct of retired public officials in Chapter 4 of the Public Service Ethics Act.

Article 19 (Restriction on Transactions, etc., Using Duty-Related Information)

• 1. ① An executive/employee shall not engage in property transactions or investments related to securities such as stocks, real estate, etc., using information they became aware of during the performance of duty, or provide such information to others to assist in property transactions or investments.
  2. ② The information whose use or provision is restricted pursuant to Paragraph 1 means undisclosed information that an executive/employee became aware of while performing duties related to the following matters:

  3. 1. Matter s concerning major business plans such as power plant construction and maintenance, overseas business, new and renewable energy development, and research and development.

     1. Matters concerning personnel, organization, financial budget, and accounting.

     1. Matters concerning construction, services, procurement, contracts, bidding, electricity transactions, audit, disclosure, and various permits and licenses.

     1. Other work and information deemed necessary by the President. ③ An executive/employee shall not eng age in property transactions or investments related to securities such as stocks in a company directly related to their duty, in their own name or in the name of others.

Article 19-1 (Restriction on Acquisition of Real Estate)

• Executives and employees in the fields of new and renewable business, permits and licenses, or other real estate-related duties, and their Interested Parties, shall not newly acquire real estate related to the business in the city/county/district where the project is being promoted. Provided, that in cases where real estate must be acquired due to inheritance or unavoidable circumstances, it must be reported to the President.

Article 19-2 (Reporting of Real Estate Holding and Purchase Related to Duty)

• If an executive/employee holds or purchases real estate related to the business purpose under Article 2 of the Articles of Incorporation of Korea Midland Power Co., Ltd., they must report it to the President within 14 days.

Article 20 (Deleted) (2022.10.31)

Article 21 (Prohibition of Demanding Private Labor)

• An executive/employee shall not exercise their official authority or exert de facto influence derived from their position/title, etc., to receive, demand, or promise to receive private labor from a Person Related to Duty or an Executive/Employee Related to Duty. Provided, that this shall not apply in cases permitted by other regulations or social norms.

Article 21-2 (Prohibition of Undue Acts by Exercising Official Authority, etc.)

• An executive/employee shall not exercise their official authority or exert de facto influence derived from their position/title, etc., to engage in any of the following undue acts:

• 1. An executive/employee in charge of authorization/permit, etc., unduly delaying or refusing to accept an application to gi ve a disadvantage to the applicant or to give a benefit/disadvantage to a third party.

  1. Unduly instructing or demanding an Executive/Employee Related to Duty for matters unrelated to duty or outside the scope of duty.

  1. Unduly shifting the Company's obligation or burden of performance to a Person Related to Duty regarding a contract for goods, services, construction, etc., concluded by the Company, or unduly delaying the processing of the work.

  1. Unduly shifting the Company's work to an affiliated inst itution of the Company or unduly shifting the cost or personnel for that work.

  1. Other acts that unduly restrict the rights/authority of a Person Related to Duty, an Executive/Employee Related to Duty, or an institution affiliated with the Company, or undul y demand something that is not an obligation.

Article 22 (Prohibition of Receiving Money, Goods, etc.)

• 1. ① An executive/employee shall not receive, demand, or promise to receive Money, Goods, etc., exceeding 1 million Korean won per single occasion or 3 million Korean won per fiscal year from the same person, regardless of whether it is related to duty or the pretext of donation, sponsorship, or gift.
  2. ② An executive/employee shall not receive, demand, or promise to receive Money, Goods, etc., below the amount specified in Paragraph 1 in relation to their duty, regardless of whether it is for a consideration.
  3. ③ Honoraria for external lectures, etc., under Article 24 or Money, Goods, etc., that fall under any of the following subparagraphs, shall not be considered Money, Goods, etc., prohibited from being received or provided under Paragraph 1 or Paragraph 2.

  4. 1. Money, Goods, etc., provided by the President to affiliated executives/employees or dispatched executives/employees, or provided by a superior to a subor dinate for the purpose of comfort, encouragement, or commendation.

     1. Food, congratulatory/condolence money, or gifts provided for the purpose of smooth performance of duty, social interaction, courtesy, or aid, which are within the value range specified in Attached Table 5.

     1. Money, Goods, etc., provided by a legitimate title, such as the fulfillment of a debt arising from a private transaction (excluding a gift).

     1. Money, Goods, etc., provided by a relative of the executive/employee (referring to a relative under Article 777 of the Civil Act

     1. Money, Goods, etc., provided to members according to the standards determined by mutual aid associations, hobby clubs, alum ni associations, hometown associations, social clubs, religious organizations, social organizations, etc., related to the executive/employee, and Money, Goods, etc., provided by a person who has a particularly long term and continuous relationship with the executive/employee, such as an affiliated member, to an executive/employee in a difficult situation due to illness or disaster.

     1. Money, Goods, etc., such as transportation, accommodation, and food, provided uniformly within the ordinary scope to attendees by the host at an official event related to the executive/employee's duty.

     1. Money, Goods, etc., intended for distribution to an unspecified number of people, or gifts, etc., received through a public event.

     1. Other Money, Goods, etc., permitted by social n orms. ④ Notwithstanding Paragraph 3, Subparagraph 5, if a person with a particularly long term and continuous relationship under the same subparagraph provides Money, Goods, etc., as a Person Related to Duty or an Executive/Employee Related to Duty, the ex ecutive/employee must report the fact of the receipt to the Code of Conduct Officer or the Official Responsible for Anti Solicitation according to the form in Attached Table 6. ⑤ An executive/employee shall ensure that their spouse, direct ancestor, or dir ect descendant does not receive, demand, or promise to receive Money, Goods, etc., which are prohibited from being received by the executive/employee pursuant to Paragraph 1 or Paragraph 2 (hereinafter referred to as "Prohibited Money, Goods, etc.") in rel ation to their duty. ⑥ An executive/employee shall not provide, promise to provide, or express the intent to provide Prohibited Money, Goods, etc., to another executive/employee or to their spouse, direct ancestor, or direct descendant. ⑦ An executive/empl oyee shall not provide, promise to provide, or express the intent to provide Money, Goods, etc., to a public official or politician, etc., related to their duty, for the benefit of the Company. Provided, that this shall not apply to cases specified in each subparagraph of Paragraph 3.

Article 22-2 (Restriction on Demanding Sponsorship from Persons Related to Duty)

• 1. ① An executive/employee shall not demand sponsorship from a Person Related to Duty by using their position while conducting events supported by the Company, such as sports days, events for helping the underprivileged, or club activities. Provided, that this shall not apply when the event is conducted jointly with the Person Related to Duty.
  2. ② Sponsorship pursuant to Paragraph 1 means receiving the provision of expenses, goods, services, personnel, or venues, etc., that are directly or indirectly necessary for the execution of the event.

Article Article 22-3 (Reporting of Gifts from Foreign Countries/Foreigners)

• 1. ① An executive/employee and their family shall, in relation to their duty, report to the President and immediately surrender the gift if they receive a gift from a foreign country or a foreigner that is determined by the Presidential Decree of the Public Service Ethics Act to exceed the market value of 100,000 Korean won.

Article 23 (Fairness in Contracts)

• 1. ① Executives and employees must perform their duties fairly and transparently in accordance with the procedures established in the Company's regulations and laws, including all contracts such as construction, services, or procurement contracts.
  2. ② An executive/employee shall not demand Prohibited Money, Goods, etc., or make undue demands such as imposing unfair transaction conditions, intervening in management, or coercing re-employment for themselves or employment intermediation for their relatives, by using a superior position in the process of bidding, contracting, and contract execution under Paragraph 1.

Article 23-2 (Prohibition of Undue Determination of Transaction Price)

• When conducting transactions with Partner Companies, an executive/employee shall not unduly determine the transaction price to be significantly lower than the general consideration paid for the same or similar object, or coerce subcontracting, by using undue means.

Article 23-3 (Prohibition of Compulsory Purchase of Goods, etc.)

• An executive/employee shall not compel the counterparty to a transaction, such as a construction, service, or supply contract, to purchase or use goods, equipment, or services, etc., designated by the executive/employee, except in cases where there is a legitimate reason such as maintaining or improving the quality of the object.

Article 23-4 (Fair Performance of Inspection Duties)

• 1. ① An executive/employee must receive goods in the manner specified in the contract when receiving contracted goods ordered by the Company, and shall not cause inconvenience to the supplier, such as unduly refusing or delaying the receipt without a legitimate reason.
  2. ② An executive/employee must perform inspection duties fairly and reasonably according to relevant regulations when reporting on the inspection of contracted work ordered by the Company, and shall not unduly delay the inspection duties without a legitimate reason.

Article 23-5 (Securing Transparency in Proposal Evaluation)

• 1. ① An executive/employee must faithfully implement the evaluation guidelines and precautions when participating as a proposal evaluation committee member for procurement and services, etc., and must conduct a clear and fair evaluation.

Article 24 (Restriction on External Lectures, etc.)

• 1. ① An executive/employee shall not perform an external lecture, advisory activity, or contribution to an article (hereinafter referred to as "External Lecture, etc.") that interferes with the fair performance of duty, without receiving a prior report, as prescribed in Paragraph 2.
  2. ② An executive/employee who plans to perform an External Lecture, etc., must report the details of the External Lecture, etc., and the details of the honorarium, etc., to the President within 10 days from the date the External Lecture, etc., is completed. Provided, that this shall not apply when the entity that requested the External Lecture, etc., is the central or local government.
  3. ③ When reporting an External Lecture, etc., the executive/employee must complete the form in Attached Table 7, specifying the following matters, and submit a written report to the President (registration in the External Lecture, etc., Reporting Center).

  4. 1. Official document from the reques ting party (requesting institution), total amount of honorarium, and detailed breakdown.

     1. Date, time, lecture duration, place, and topic of the External Lecture, etc.

     1. Name of the requesting party (requesting institution), person in charge, and contact inf ormation.

     1. Name, affiliation, position, and contact information of the executive/employee who received the request for the External Lecture, etc. ④ If an executive/employee cannot know the total amount of the honorarium and the detailed breakdown in advance when rep orting pursuant to Paragraph 2, they must report the matters excluding the relevant details and then supplement the relevant details within 5 days from the date they become aware of them. ⑤ The President may restrict the External Lecture, etc., if it is de termined that the External Lecture, etc., reported by the executive/employee may undermine the fair performance of duty. ⑥ If an executive/employee receives an honorarium exceeding the amount pursuant to Paragraph 1, they must report this fact to the Presi dent in writing (registration in the External Lecture, etc., Reporting System) according to Attached Table 9 within 2 days from the date they become aware of this fact, and must return the excess amount to the provider without delay. ⑦ An executive/employe e who has returned the excess amount pursuant to Paragraph 6 may attach supporting documents and claim the cost of the return to the President using the form in Attached Table 10. ⑧ An executive/employee shall not receive honoraria for External Lectures, e tc., exceeding three times per month.

Article 25 (Return of Excess Honoraria)

• 1. ① If an executive/employee becomes aware that the honorarium received for an External Lecture, etc., exceeds the maximum amount permitted by the Anti-Graft Act, they must immediately report it to the President using the form in Attached Table 9.
  2. ② The President who receives a report pursuant to Paragraph 1 shall, after confirming the reported matter, calculate the amount of the excess honorarium that should be returned to the executive/employee who has not returned the excess honorarium and notify the executive/employee of the amount within 7 days.
  3. ③ The executive/employee who receives the notification pursuant to Paragraph 2 shall return the excess honorarium (limited to the difference if the reporting person has returned part of the excess honorarium) to the provider without delay and inform the President of the fact.

Article 26 (Deleted) (2022.10.31)

Article 27 (Establishment of a Sound Culture for Congratulatory and Condolence Events)

• 1. ① Executives and employees shall take the lead in establishing a sound culture for congratulatory and condolence events.
  2. ② Executives and employees shall not inform Persons Related to Duty of congratulatory and condolence events, and executives/employees of the 1st grade or higher shall refrain from notifying internal employees. Provided, that congratulatory and condolence events may be announced in the following cases:

  3. 1. Announcing to relatives (referring to relatives under Article 767 of the C ivil Act

     1. Announcing to executives and employees belonging to an organization where they are currently working or have worked in the past.

     1. Announcing through newspapers, broadcasts, or internal communication networks that are accessible only to the exec utives and employees under Subparagraph 2.

     1. Announcing to members of a religious organization or social club, etc., to which the executive/employee belongs.

Article 27-2 (Prohibition of Undue Demands by Supervisory Agencies)

• 1. ① An executive/employee in charge of supervision, audit, investigation, or evaluation, etc., shall not demand that an institution subject to supervision, audit, investigation, or evaluation (hereinafter referred to as "Supervised Institution" in this Article) provide or bear the cost or personnel for matters such as their business trip, event, or training.

Article 27-5 (Restriction on Posting Materials to External Internet and SNS Activities)

• 1. ① An executive/employee shall not post materials that may infringe upon the Company's trade secrets on external internet networks or SNS.
  2. ② An executive/employee shall not damage the Company's reputation on external internet networks or SNS.
  3. ③ An executive/employee shall not engage in illegal acts on external internet networks or SNS, such as defamation, human rights infringement, personal information leakage, or distribution of obscene material against others.

Article 27-6 (Restriction on Acts Undermining Dignity, such as Alcohol Consumption)

• 1. ① An executive/employee shall not drive under the influence of alcohol under any circumstances, and if caught in a police crackdown on drunk driving, they must voluntarily report the relevant details to the Code of Conduct Officer in person, by phone, or by email. They must also comply if requested by the audit department to submit a certificate of driving experience related to drunk driving.
  2. ② An executive/employee shall not engage in acts that undermine the dignity of an executive/employee, such as violence or other inappropriate behavior related to alcohol consumption.
  3. ③ An executive/employee shall not enter an entertainment establishment and engage in acts that undermine dignity toward entertainment workers, etc.

Article 27-7 (Prohibition of Infringing on Others' Privacy)

• An executive/employee shall not infringe on the freedom of privacy of employees by using various communication methods such as phone calls, text messages, or SNS for private conversations outside of normal working hours, except in unavoidable circumstances.

Chapter 4-2 Prohibition of Workplace Harassment

Article 28 (Prohibition of Workplace Harassment)

• 1. ① An executive/employee shall not commit the act of workplace harassment as defined in Article 76-2, Paragraph 1 of the Labor Standards Act.

Article 29 (Reporting and Investigation of Workplace Harassment)

• 1. ① Any employee who has suffered workplace harassment or has witnessed or learned of such an incident may report it to the department in charge of ethics management (Head Office Audit Department).
  2. ② When the Company receives a report pursuant to Paragraph 1 or becomes aware of the occurrence of workplace harassment, it must immediately and objectively investigate the facts with the parties concerned.
  3. ③ During the investigation period pursuant to Paragraph 2, the Company must take appropriate measures to protect the executive/employee who has suffered harm due to workplace harassment or who claims to have suffered harm (hereinafter referred to as "Victim, etc."), such as changing the workplace or ordering paid leave, if necessary. In this case, measures shall not be taken against the Victim, etc.'s will.
  4. ④ If the occurrence of workplace harassment is confirmed as a result of the investigation pursuant to Paragraph 2, the Company must take appropriate measures, such as changing the workplace, reassigning, or ordering paid leave, if the Victim requests it.
  5. ⑤ If the occurrence of workplace harassment is confirmed as a result of the investigation pursuant to Paragraph 2, the Company must immediately take necessary measures against the perpetrator, such as disciplinary action or changing the workplace. In this case, the Company must hear the Victim's opinion regarding the measure before taking disciplinary or other measures.
  6. ⑥ The Company shall not impose dismissal or other disadvantageous treatment on the executive/employee who reported the occurrence of workplace harassment and the Victim, etc.

Article 29-2 (Prohibition of Sexual Harassment and Secondary Victimization)

• 1. ① An executive/employee shall not engage in acts that cause sexual humiliation or repugnance, or the act of giving a disadvantage in employment as a condition for responding to or rejecting sexual advances, etc., as tipulated in Article 2, Subparagraph 2 of the Framework Act on Gender Equality. Examples include the following acts:

  2. 1. Touching or contacting a specific body part.

     1. Making obscene jokes or lewd and vulgar remarks.

     1. Making sexual analogies or evaluations about the other person's appearance.

     1. Posting or showing obscene photos or pictures, etc.

     1. Coercing liquor service or dancing at dinner parties, etc.

     1. Other acts that cause sexual shame in common sense. ② An executive/employee shall not engage in acts of giving an employment, work, or trade disadvantage for the reason that the other party did not comply with the acts or other demands in Paragraph 1. ③ An executive/employee shall not engage in any of the following acts that may lead to secondary victimization of sexual harassment or sexual violence:

     1. Acts that cause mental or physical harm , such as shifting responsibility to the victim, condemnation, concealment of the incident, ostracism, spreading rumors, assault, or verbal abuse.

     1. Violation of the duty of confidentiality, such as public disclosure of the sexual harassment or sexual violence incident by the investigator, the person receiving the investigation report, or the person participating in the investigation.

     1. Acts of giving an employment, work, or trade disadvantage to the victim or the reporting person (helper) for the reason of reporting.

Article 29-3 (Prohibition of Stalking)

• 1. ① "Stalking" means an act that causes anxiety or fear to the other party by engaging in any of the following acts against the other party or their cohabitant or family, without legitimate reason, against the other party's will:

  2. 1. Approaching, following, or blocking the path.

     1. Visiting the residence, workplace, school, or other places of daily life, or waiting there. Chapter 5 Ethical Management and Responsibility

Article 32 (Exemption from Responsibility)

• An executive/employee who, in the course of performing their duties, complies with this Code and reports an undue instruction from a superior (Article 4-5) or an undue demand from an external party (Article 13), or rejects or reports Money, Goods, etc., (Article 22), or reports a violation of this Code (Article 30), shall be exempted from responsibility for the non-compliance with the instruction, the rejection of the demand, or the rejection of the Money, Goods, etc.

Article 33 (Handling of Violations of the Code)

• 1. ① The Code of Conduct Officer must immediately confirm the facts when a report is received pursuant to Article 30, and must clearly identify the violating executive/employee and the content of the violation.
  2. ② The Code of Conduct Officer must provide the executive/employee who is the subject of the violation report with an opportunity to explain or submit supporting materials regarding the content of the violation.
  3. ③ The Code of Conduct Officer and the Official Responsible for Anti-Solicitation must confirm the violation reported pursuant to Paragraph 1 and report it to the President, attaching the explanatory materials received from the executive/employee.

Article 33-2 (Record Keeping and Management)

• 1. ① The President must manage matters submitted, confirmed matters, and measures taken in relation to Articles 5, 6, 10, and 32, etc. In this case, the Enforcement Decree of the Act on the Management of Public Records Article 26 shall apply mutatis mutandis to the preservation period of the records.
  2. ② The President must manage the records under Paragraph 1 in an electronically processable manner, such as electronic media or microfilm.

Article 34 (Guaranteed Status of Reporter)

• 1. ① The President, the Code of Conduct Officer, and the Official Responsible for Anti-Solicitation shall maintain the confidentiality of the reporter and the content of the report pursuant to Article 33, and shall ensure that the reporter does not receive any discrimination or disadvantage due to the reporting.
  2. ② Executives and employees must strive to establish an internal reporting culture for corruption and malpractice for the prevention of corruption and the creation of a clean culture, and shall not engage in any act to identify the identity of the reporter (external or internal executive/employee).
  3. ③ Matters related to the protection and compensation of the reporter shall be determined separately in the Operating Guidelines for Receiving and Processing Reports of Corrupt Practices and Protecting Reporters.
  4. ④ Notwithstanding the provision of Paragraph 1, a reporter who has received discrimination or disadvantage may request protective measures from the Code of Conduct Officer, the Official Responsible for Anti-Solicitation, the President, or the Anti-Corruption and Civil Rights Commission.

Article 36 (Education)

• 1. ① The President must plan and implement annual ethics and anti-corruption education for all executives and employees.
  2. ② The education pursuant to Paragraph 1 shall be conducted annually, and new employees and newly promoted employees must compulsorily complete the "initial integrity education" upon new appointment.
  3. ③ Managerial employees of the Head of the Office/Department level or higher must compulsorily complete at least 5 hours of integrity education every year from the time of their promotion.
  4. ④ An executive/employee who has been disciplined for a violation of the Code of Conduct must complete at least 5 hours of external contracted integrity education within 3 months from the date of the disciplinary action.
  5. ⑤ Executives and employees must compulsorily complete at least 2 hours of ethics and integrity education every year, including the requirements of Paragraphs 1 to 3.
  6. ⑥ The education conducted pursuant to Paragraph 1 must include the following matters:

  7. 1. Matters concerning the prohibition and restriction of receiving entertainment, money, goods, etc., in relation to duty.

     1. Matters concerning the prohibition and restriction of intervention in personnel matters, intervention in privileges, intermediation/ solicitation, and undue acts by using their position.

     1. Matters that executives and employees must comply with for the establishment of a sound public service environment, such as fair personnel management.

     1. Matters concerning the ethics and anti corruption system and the reporting and consultation procedures.

Article 40 (Management of Money, Goods, etc., and Disposal)

• 1. ① An executive/employee must immediately report the fact to the Official Responsible for Anti-Solicitation if they become aware of any of the following:

  2. 1. The executive/employee themselves or their spouse, direct ancestor, or direct descendant has received Prohibited Money, Goods, etc.

     1. The executive/employee has become aware that their spouse, direct ancestor, or direct descendant has receive d or promised to receive Prohibited Money, Goods, etc. ② In cases falling under any subparagraph of Paragraph 1, the executive/employee must immediately return or cause the return of the received Money, Goods, etc., to the erson who provided the Money, Go ods, etc. (hereinafter referred to as "Provider" in this Article) or the person who promised or expressed the intent to provide it, or express or cause to express the intent to refuse it. ③ An executive/employee who has returned the Money, oods, etc., pur suant to Paragraph 2 may attach supporting documents and claim the cost of the return to the Official Responsible for Anti Solicitation using the form in Attached Table 10. ④ If the Money, Goods, etc., that must be returned or caused to be returned pursuan t to Paragraph 2 falls under any of the following subparagraphs, the executive/employee must surrender or cause it to be surrendered to the Official Responsible for Anti Solicitation:

     1. In cases where there is a risk of perishing, decaying, or changing in quality.

     1. In cases where the Provider or their address cannot be identified.

     1. In cases where there are other circumstances that make it difficult to return it to the Provider. ⑤ The Official Responsible for Anti Solicitation who receives the Money, Goods, etc., pursuant to Paragraph 4 shall immediately photograph or record it on video and manage it using the form in Attached Table 18, and shall process it in accordance with the following subparagraphs, except in cases where there are special provisions in o ther laws:

     1. If confirmed not to be Prohibited Money, Goods, etc.: Return to the person who surrendered the Money, Goods, etc.

     1. If confirmed to be Prohibited Money, Goods, etc., and necessary for follow up measures such as additional investigation, audit, prosecution, or disciplinary action: Submit it to the relevant institution as evidence or keep it until the follow up measure is completed.

Article 41 (Check on Compliance with the Code)

• 1. ① The Code of Conduct Officer must regularly check the status of compliance with the Code by executives and employees, including the actual situation of receiving Money, Goods, etc., and external lectures, etc., at least once every six months, and may conduct ad hoc checks if deemed to be a particularly vulnerable period for corruption, such as during vacation seasons or before and after holidays.
  2. ② The Code of Conduct Officer must report the results of the check pursuant to Paragraph 1 to the President.

Article 42 (Operation of the Code)

• The President shall continuously improve and develop the content of this Code in accordance with changes in the management environment, and may separately prescribe and operate detailed matters regarding the operation of the Code and the processing procedure if necessary.

Addenda

Addenda

• These Regulations shall enter into force on the date of promulgation.

Addenda (Aug. 03, 2009)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Nov. 30, 2010

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 28, 2011)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Sep. 04, 2012)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 29, 2013)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Mar. 31, 2014)

• These Regulations shall enter into force on the date of promulgation.

Addenda (June 24, 2014)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Sep. 24, 2014)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 06, 2014)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 13, 2014)

• These Regulations shall enter into force on the date of promulgation.

Addenda (June 19, 2015)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 14, 2015)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Mar. 25, 2016)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Sep. 19, 2016)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 31, 2016)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Sep. 29, 2017)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Jan. 25, 2018)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Apr. 17, 2018)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Mar. 15, 2019)

• These Regulations shall enter into force on the date of promulgation.

Addenda (May 09, 2019)

• These Regulations shall enter into force on the date of promulgation.

Addenda (July 10, 2019)

• These Regulations shall enter into force on the date of promulgation.

Addenda (May 27, 2020)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Dec. 23, 2020)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Aug. 24, 2021)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Nov. 18, 2021)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Jan. 20, 2022)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 31, 2022)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Dec. 27, 2022)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Nov. 16, 2023)

• These Regulations shall enter into force on the date of promulgation.

Sexual Harrassment Prevention Guidelines

Chapter 1 General Provisions

Article 1 (Purpose)

• The purpose of these Guidelines is to prescribe the necessary matters for the prevention of sexual harassment, sexual violence, and stalking, and the prevention of secondary victimization within Korea Midland Power Co., Ltd. (hereinafter referred to as the "Company"), in accordance with Article 31 and Article 20 of the Enforcement Decree of the Framework Act on Gender Equality, Article 5 and Article 2 of the Enforcement Decree of the Act on the Prevention of Sexual Violence and Protection of Victims, Article 18 of the Framework Act on the Prevention of Violence Against Women, and Article 5 and Article 3 of the Enforcement Decree of the Act on the Prevention of Stalking and Protection of Victims.

Article 2 (Scope of Application)

• These Guidelines shall apply to all executives and employees (including contract employees) of the Company and to individuals dispatched to or working within the Company (hereinafter referred to as "Employees").

Article 3 (Definitions of Terms)

• 1. The terms used in these Guidelines shall be defined as follows:

     1. 1. "Sexual harassment" means an act falling under any of the following subparagraphs, as stipulated in Article 2, Subparagraph 2 of the Framework Act on Gender Equality : a. Causing se xual humiliation or repugnance through sexual words, actions, or other means in connection with employment. b. Taking disadvantageous measures in employment (such as hiring, assignment, promotion, compensation, and dismissal) or providing advantageous meas ures in exchange for responding to or rejecting sexual advances.
     2. 2. "Sexual Violence" means an act of sexual assault, sexual molestation, or other crimes against sexual self determination, as stipulated in Article 2, Subparagraph 1 of the Act on the Prevent ion of Sexual Violence and Protection of Victims
     3. 3. "Stalking" means the act of stalking as defined in Article 2, Subparagraph 1 of the Act on the Punishment of the Crime of Stalking
     4. 4. "Secondary Victimization" means disadvantageous measures or harm given t o a victim, reporting person, witness, or person providing assistance (hereinafter referred to as "Victim, etc.") in relation to the reporting or resolution of sexual harassment, sexual violence, or stalking.
     5. 5. "Workplace" means any place where an employee performs work, including places related to the Company's business and places used for the Company's official events (such as training or workshops).
     6. 6. "Supervisor" means the President or the head of the department to which the Employee belongs.

Article 4 (Status of Guidelines)

• These Guidelines shall be applied to prevent sexual harassment, sexual violence, and stalking within the Company and shall prevail over other internal regulations that conflict with them.

Chapter 2 Prevention and Training

Article 5 (Obligation of the President and Executives)

• ① The President shall be responsible for creating an environment where employees can work in a gender-equal and safe environment free from sexual harassment, sexual violence, and stalking, and for taking all necessary measures for prevention.

  ② The President shall announce the appointment of an executive (Director or above) responsible for preventing sexual harassment, sexual violence, and stalking and related education.

  ③ The President shall ensure that these Guidelines are widely known and implemented by all employees, and shall provide education and publicity on the prevention of sexual harassment, sexual violence, and stalking.

  ④ Executives shall set an example by complying with the provisions of these Guidelines, and shall make efforts to prevent sexual harassment, sexual violence, and stalking from occurring in their respective areas of responsibility.

Article 6 (Prevention Education)

• ① The President shall implement sexual harassment, sexual violence, and stalking prevention education for all employees at least once a year, as stipulated in Article 5 of the Act on the Prevention of Sexual Violence and Protection of Victims, Article 3 of the Enforcement Decree of the Framework Act on Gender Equality, and Article 3 of the Enforcement Decree of the Act on the Prevention of Stalking and Protection of Victims.

  ② The education shall be conducted through methods such as group training, video training, and cyber education, and the content shall include the following:

• 1. 1. Definition of sexual harassment, sexual violence, and stalking.
  2. 2. Relevant laws and regulations, and procedures for reporting and handling.
  3. 3. Disciplinary measures for the perpetrator and measures for victim protection.
  4. 4. Prohibition of secondary victimizati on and related procedures.
  5. 5. Other matters necessary for the prevention of sexual harassment, sexual violence, and stalking. ③ The President shall record the education plan, results, and other related materials and retain them for 3 years. ④ Employees shall receive the prevention education honestly and faithfully, and cooperate with the necessary measures taken by the President.

Chapter 3 Handling of Sexual Harassment, Sexual Violence, and Stalking

Article 7 (Reporting and Counseling)

• ① Any person who has suffered sexual harassment, sexual violence, or stalking (hereinafter referred to as the "Victim"), or who has witnessed or learned of such an incident, may report it to the counseling or reporting window designated by the President.

  ② The counseling or reporting window shall be the department in charge of human resources (Human Resources Department).

  ③ When the counseling or reporting window receives a report, it shall immediately contact the Vice President of the division to which the Human Resources Department belongs.

  ④ The counseling window shall treat the contents of the report, consultation, and investigation with strict confidentiality and shall not disclose them to others against the victim's will.

Article 8 (Fact-Finding Investigation)

• ① When a report or consultation is received, the President shall immediately conduct a fact-finding investigation into the incident, which shall include the presence of the act and the existence of a causal relationship between the act and the victim's employment.

  ② The President may organize a "Sexual Harassment, Sexual Violence, and Stalking Fact-Finding Investigation Team" (hereinafter referred to as the "Investigation Team") composed of experts and relevant departments for a swift and fair investigation.

  ③ The Investigation Team shall ensure the presence of a neutral expert, such as a labor attorney or attorney, to maintain objectivity and fairness in the investigation.

  ④ The Investigation Team shall immediately proceed with the investigation upon commencement and shall complete it within 20 days.

  ⑤ The President shall grant the Victim, the reporting person, the perpetrator, and witnesses the right to state their opinion during the investigation.

  ⑥ The President shall notify the Victim and the perpetrator of the investigation results in writing immediately upon completion.

  ⑦ The President shall take necessary measures to protect the Victim when deemed necessary during the investigation.

Article 9 (Confidentiality and Protection of Victims, etc.)

• ① Any person involved in the process of reporting, counseling, or investigating sexual harassment, sexual violence, or stalking shall keep the details of the incident confidential.

  ② The President shall not take disadvantageous measures, such as imposing disciplinary action, against the Victim or the reporting person for reporting or testifying.

  ③ When the President determines that sexual harassment, sexual violence, or stalking has occurred, the President shall take appropriate measures, such as providing necessary counseling, treatment, and legal support to the Victim.

Article 10 (Action Against Secondary Victimization)

• ① The President shall take all necessary measures to prevent secondary victimization of the Victim, etc., including prohibiting the disclosure of personal information and prohibiting any disadvantageous measures related to employment.

  ② The President shall promptly conduct a fact-finding investigation and take appropriate disciplinary and protective measures if an act of secondary victimization is reported or confirmed.

  ③ Secondary victimization shall be strictly punished, following the principle of zero tolerance.

Article 11 (Immediate Measures and Temporary Separation)

• ① Upon receiving a report of sexual harassment, sexual violence, or stalking, the President shall immediately take measures to temporarily separate the Victim and the perpetrator to protect the Victim.

  ② The separation in Paragraph 1 may be achieved through temporary transfer, paid leave, or other means that consider the Victim's opinion.

  ③ The President may immediately order the perpetrator to be temporarily suspended or placed on paid leave if the investigation reveals facts suggesting a high risk of continued harm to the Victim or a serious risk of destruction of evidence.

Article 12 (Resolution)

• 1. The President shall promptly take appropriate measures against the perpetrator based on the results of the fact-finding investigation:

     1. 1. Disciplinary Action : The President shall impose disciplinary action on the perpetrator, considering the severity, continuance, and nature of the act, as well as the intent and circumstances of the perpetrator.
     2. 2. Transfer : The President may transfer the perpetrator to a department or workplace where there is no contact with the Victim, upon consulting the Victim's opin ion, if deemed necessary.
     3. 3. Other Measures : Other necessary measures, such as education for the perpetrator or requiring an apology.

Article 13 (Discipline)

• ① The President shall ensure that disciplinary or other sanction procedures are carried out under the principle of zero tolerance against the perpetrator in cases of sexual harassment, sexual violence, stalking, and secondary victimization falling under Article 12, Subparagraph 1.

  ② Before taking measures against the perpetrator pursuant to Paragraph 1, the President shall grant the Victim an opportunity to state their opinion on the measures.

  ③ Anyone involved in concealing a sexual harassment, sexual violence, or stalking incident or causing secondary victimization to the Victim shall be subject to severe disciplinary action.

  ④ If the President determines that the alleged sexual harassment, sexual violence, stalking, or secondary victimization under investigation warrants severe disciplinary action, voluntary resignation shall not be permitted.

Addenda

Article 1 (Enforcement Date)

• These Guidelines shall enter into force on January 22, 2013.

Addenda (Oct. 23, 2017)

• These Guidelines shall enter into force on the date of promulgation.

Addenda (Apr. 08, 2019)

• These Guidelines shall enter into force on the date of promulgation.

Addenda (Dec. 30, 2020)

• These Guidelines shall enter into force on the date of promulgation.

Addenda (Nov. 11, 2021)

• These Guidelines shall enter into force on the date of promulgation.

Addenda (Nov. 30, 2022)

• These Guidelines shall enter into force on the date of promulgation.

Addenda (May 09, 2024)

• These Guidelines shall enter into force on the date of promulgation.

Operating Regulations for Executive Job Integrity Contracts

Chapter 1 General Provisions

Article 1 (Purpose)

• The purpose of these Regulations is to contribute to the establishment of ethical and transparent management by prescribing the necessary standards and procedures for operating the Executive Job Integrity Contract (hereinafter referred to as the "Executive Integrity Contract") of Korea Midland Power Co., Ltd. (hereinafter referred to as the "Company"), and by stipulating the integrity obligations of executives and the responsibilities for violations thereof.

Article 2 (Scope of Application)

• Matters concerning the Executive Integrity Contract shall be governed by these Regulations, except as otherwise specifically provided by laws, the Articles of Incorporation, or other regulations.

Article 3 (Subject of Application)

• These Regulations shall apply to the President, Standing Directors, and Auditor (hereinafter referred to as "Executives").

Article 4 (Definitions of Terms)

• The terms used in these Regulations are defined as follows:

• 1. The terms used in these Regulations are defined as follows:

     1. 1."Employee" means an executive or staff member , including the President and the Auditor, who provides labor to the Company and is paid wages in return for the labor.

     2. 2. "Persons Related to Duties" means persons (individuals or organizations) other than Employees who are related to the executive's scope of work, and who fall under any of the following subparagraphs: a. Those who have filed a complaint or are clearly intending to file a complaint related to the Company's business. b. Those subject to audit, supervision, or inspection. c. Those who have req uested or are clearly intending to request compensation from the Company. d. Those who have concluded a contract with the Company or are clearly intending to conclude a contract. e. Others who demand a specific action from the Company or whose financial in terests are affected by the exercise or non exercise of an employee's official authority (Amended Aug. 03, 2009). f. Those who directly receive a benefit or disadvantage due to the decision or execution of policies or projects (Newly Inserted Aug. 03, 2009). g. Other persons related to the duties determined by the Company for the prevention of corruption (Amended Aug. 03, 2009).

     3. 3. "Employees Related to Duties" means employees who directly receive a benefit or disadvantage in relation to the executive's perf ormance of duties, and who fall under any of the following subparagraphs: a. Those in a superior or subordinate position in the chain of command related to the executive's scope of work. b. Employees in a relationship of entrustment or delegation of duties when such duties are entrusted or delegated. c. Other employees determined by the Company.

     4. 4. "Gift" means goods, marketable securities, accommodation vouchers, membership rights, admission tickets, and other similar items provided without consideration (i ncluding cases where the consideration is significantly lower compared to the market price or trade practice).

     5. 5. "Entertainment" means the provision of food, golf, or other forms of hospitality, or the provision of conveniences such as transportation or accommodation.

Article 5 (Conclusion and Formation of Executive Integrity Contract)

• 1. ① The Executive Integrity Contract shall, in principle, be concluded using a separately prepared Executive Integrity Contract form (Amended Aug. 05, 2008).

  2. ② The contract shall be formed when the President and the Auditor sign the Executive Integrity Contract with the Senior Non-Standing Director, and the Standing Directors, excluding the President and the Auditor, sign with the President, respectively, with their own handwriting (Amended Aug. 05, 2008, Sept. 04, 2012).

Article 5-2 (Time of Contract Conclusion)

• The Executive Integrity Contract shall be concluded within three months from the date of appointment of the Executive specified in Article 3.
  [This Article Newly Inserted Aug. 05, 2008]

Article 5-3 (Contents of Executive Integrity Contract)

• The Executive Integrity Contract shall include the following matters:

• 1. 1. Purpose of the contract

  2. 2. Contract period

  3. 3. Content of the integrity obligation

  4. 4. Sanctions for viola tion of the integrity obligation

  5. 5. Content and procedure of sanctions for contract violation

  6. 6. Other necessary matters concerning the Executive Integrity Contract [This Article Newly Inserted Aug. 05, 2008]

Chapter 2 Integrity Obligations and Responsibilities in Relation to Duties

Article 6 (Integrity Obligations and Responsibilities in Relation to Duties)

• 1. ① Executives shall perform their duties fairly, adhering to all relevant laws and regulations, and shall not engage in any corrupt acts or acts that damage their dignity (Amended Aug. 05, 2008).

  2. ② Executives shall be thoroughly acquainted with and comply with these Regulations, and shall be responsible for any violations thereof.

Article 7 (Restriction on Giving and Receiving Money, Goods, etc.)

• 1. ① Executives shall not demand or receive money, real estate, gifts, or entertainment (hereinafter referred to as "Money, Goods, etc.") from Persons Related to Duties or Employees Related to Duties.

     However, this shall not apply in the following cases:

     1. 1. Money, Goods, etc. provided under legitimate authority, such as the fulfillment of a debt.

     2. 2. Simple meals, communication, transportation, or other conveniences provided within the scope of ordinary custom due to the unavoidable nature of the duties.

     3. 3. Transportatio n, accommodation, or food uniformly provided by the host to attendees at an official event related to duties.

     4. 4. Souvenirs or promotional items intended for distribution to an unspecified number of people.

     5. 5. Money, Goods, etc. provided openly to assist an emp loyee in difficult circumstances due to illness, disaster, or other reasons.

     6. 6. Money, Goods, etc. provided by a superior to a subordinate for the purpose of boosting morale, such as consolation, encouragement, or commendation.

     7. 7. Other Money, Goods, etc. prov ided within the scope permitted by the Executive or the Head of the Executive's department for smooth performance of duties, etc. ② Executives shall not provide Money, Goods, etc. to public officials or politicians, etc., for the purpose of the Company's i nterest. However, this shall not apply to Money, Goods, etc. prescribed in the proviso of Paragraph 1.

Article 8 (Prohibition of Intervention in Interests, etc.)

• 1. ① Executives shall not obtain undue profit or allow others to obtain undue profit by utilizing their position or authority.

  2. ② Executives shall not use the Company or their position, or allow others to use the Company or their position, for the undue profit of themselves or others.

Article 8-2 (Prohibition of Unfair Trade Intervention and Directives)

• 1. ① Executives shall not demand prohibited Money, Goods, etc. from contractors, or impose unfair trade conditions, interfere with management, or give other unfair demands or directives, by utilizing a superior position in the process of bidding, contracting, and contract execution (Newly Inserted Sept. 09, 2014).

  2. ② Executives shall not use their current position for the benefit of a corporation or organization where they were employed before their appointment to the current position, by unfairly intervening or giving directives in bidding, contracting, etc. (Newly Inserted Sept. 24, 2014).

Article 9 (Prohibition of Mediation, Solicitation, etc.)

• 1. ① Executives shall not mediate or solicit to hinder the fair performance of duties by other employees for the undue profit of themselves or others.

  2. ② Executives shall not introduce Persons Related to Duties to other Persons Related to Duties or to public officials pursuant to Article 2, Subparagraph 3 of the Act on the Prevention of Corruption and the Establishment and Operation of the Anti-Corruption and Civil Rights Commission, for the undue profit of themselves or others in relation to the performance of duties (Amended Aug. 03, 2009).

Article 10 (Restriction on Transactions, etc. Using Information Related to Duties)

• Executives shall not engage in property transactions or investments, such as marketable securities or real estate, using undisclosed information learned in connection with the performance of duties, or provide such information to others to assist in transactions or investments.

Article 11 (Prohibition of Private Use and Profit of Public Assets)

• Executives shall not use or profit from the Company's public assets, such as vehicles, vessels, various office supplies, other movable property, and real estate, for private purposes without legitimate reason.

Article 12 (Integrity Obligation Compliance Period)

• Executives shall comply with the integrity obligation during their tenure as an executive in the Company.

Chapter 3 Deliberation on Violation of Integrity Obligation in Relation to Duties

Article 13 (Deliberation on Violation)

• 1. ① If an Executive is indicted for a criminal case related to the violation of the integrity obligation stipulated in Articles 6 to 11 and is confirmed to have received a penalty of a fine or greater, the Board of Directors shall deliberate on the violation within 30 days from the date the penalty is confirmed.

  2. ② The Board of Directors shall deliberate on the violation of the integrity obligation, considering the following matters:

     1. 1. Whether the violation occurred during the executive's tenure.

     2. 2. Whether the violation falls under the integrity obligation compliance matters in these Regulations and the Integrity Contract.

     3. 3. Whether the violation is related to the duties.

Article 14 (Request for Deliberation on Violation)

• If an executive's penalty is confirmed pursuant to Article 13, Paragraph 1, the person specified in the following subparagraphs shall request the deliberation of the Board of Directors:

• 1. 1. Violation by the President: The Auditor or a Non Standing Director.

  2. 2. Violation by the Auditor: The President or a Non Standing Director.

  3. 3. Violation by a Standing Direc tor: The President.

Article 15 (Attendance at the Board of Directors, etc.)

• 1. ① When the Board of Directors deliberates on a case of violation of the integrity obligation, it shall conduct a sufficient preliminary investigation and notify the person to attend.

  2. ② If the violator of the integrity obligation fails to comply with the notice of attendance in Paragraph 1 or does not wish to attend, the Board of Directors may request the submission of a waiver of statement and resolve the level of sanction through documentary review.

Article 16 (Interrogation and Right to State Opinion, etc.)

• 1. ① The Board of Directors shall interrogate the attending violator of the integrity obligation regarding the facts and may request the attendance and interrogation of relevant persons if deemed necessary.

  2. ② The Board of Directors shall grant the violator of the integrity obligation a sufficient opportunity to state their opinion, and the violator may state favorable facts or submit evidence in writing or orally.

  3. ③ When resolving a matter of violation of the integrity obligation, the Board of Directors shall fully take into account the circumstances, such as the ordinary conduct of the violator and the truth of the case.

  4. ④ Other procedures and methods for deliberation and resolution shall be governed by the regulations of the Board of Directors.

Article 17 (Request for Reconsideration)

• 1. ① If an Executive who has received a sanction disagrees with the content of the sanction, they may request reconsideration from the Board of Directors within 7 days from the date of notification of the sanction, and reconsideration shall be limited to one time.

  2. ② The Board of Directors shall deliberate on the request for reconsideration within 30 days from the date of receipt.

Chapter 4 Sanctions for Violation of Integrity Obligation

Article 18 (Sanctions for Violation of Integrity Obligation)

• 1. ① If an Executive violates the integrity obligation compliance, sanctions may be imposed as follows, depending on the confirmed penalty (Amended Oct. 29, 2013).

  2. ② Executives shall endeavor to ensure that their spouse and other family members do not engage in corrupt acts or acts that damage dignity, and the sanctions in Paragraph 1 shall be applied equally to violations thereof (Newly Inserted Oct. 29, 2013).

Article 18-2 (Restriction on Voluntary Resignation)

• The appointing authority or the authority recommending the appointment may restrict the voluntary resignation of an Executive who falls under any of the following subparagraphs (Newly Inserted Sept. 04, 2012, Amended June 13, 2013):

• 1. 1. When under investigation or investigation in connection with miscondu ct.

  2. 2. When the internal audit department or external audit institution has demanded a heavy disciplinary measure as a result of an audit, or when a heavy disciplinary resolution is being demanded from a disciplinary committee, etc.

Article 19 (Notification of Sanction)

• When reducing the payment or reclaiming performance-based pay, the amount, reason and basis, due date, and payment method shall be specified and notified to the subject in writing within 15 days from the date of the Board of Directors' resolution. However, in the case of reclaiming performance-based pay, it must be paid in cash within 60 days from the date of the resolution.

Article 20 (Sanctions after Retirement)

• If a retired Executive's violation of the integrity obligation during their tenure is revealed, sanctions shall be imposed mutatis mutandis to these Regulations.

Article 21 (Claim for Damages)

• Sanctions pursuant to Article 18 shall not affect a claim for damages if an Executive causes loss to the Company by violating the integrity obligation.

Addenda

Article 1 (Enforcement Date)

• These Regulations shall enter into force on December 27, 2006.

Article 2 (Transitional Measures)

• The Job Integrity Contract for 2006 shall be concluded separately from the Management Contract, and from 2007, the Integrity Contract shall be substituted by including matters concerning the job integrity obligation and sanctions for violation in the Management Contract pursuant to Article 5 of the Regulations.

Addenda (Aug. 05, 2008)

Article 1 (Enforcement Date)

• These Regulations shall enter into force on the date of promulgation.

Article 2 (Job Integrity Contracts of Incumbent Executives)

• The Executive Job Integrity Contracts already concluded according to the former regulations at the time of the enforcement of these Regulations shall be deemed to have been concluded according to these Regulations.

Addenda (Aug. 03, 2009)

Article 1 (Enforcement Date)

• These Regulations shall enter into force on August 3, 2009.

Addenda (Sept. 04, 2012)

Article 1 (Enforcement Date)

• These Regulations shall enter into force on the date of promulgation.

Addenda (June 13, 2013)

① (Enforcement Date)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Oct. 29, 2013)

• These Regulations shall enter into force on the date of promulgation.

Addenda (Sept. 24, 2014)

• These Regulations shall enter into force on the date of promulgation.