inno.N

Article 1 [Purpose]
The purpose of the Human Rights Policy Guidelines (the “Guidelines”) is to set forth matters required for establishment and implementation of policies on the protection and promotion of human rights of stakeholders including executives and employees of HK inno.N (the “Company”) and other related necessary matters.

Article 2 [Terms and Definitions]
The definitions of the terms used in the Guidelines are as follows:

• The term "human right" refers to any of human dignity and worth, liberty and rights which are protected by the Constitution of the Republic of Korea and statutes, and recognized by international human rights treaties that the Republic of Korea signed and ratified and by international customary laws.
• The term “executives and employees” refers to executives and employees of HK inno.N, regardless of the type of employment contract, such as permanent or temporary positions.
• The term “human rights management” refers to preventing violation of human rights by HK inno.N and practice business operations and management under protection and promotion of human rights. The term indicates that HK inno.N operates human rights policy and provides grievance procedures for victims of human rights violations.
• The term “suppliers” refers to entities supplying goods or services.
• ‘The term “stakeholder” refers to those related to the business and management activities of HK inno.N, and includes all entities or individuals in relationship with the Company such as customers, suppliers, and local residents.
• The term “reporter” refers to a person who is a victim of a human rights violation or an executive or employee, other persons, or entities who are aware of a human rights risk and reports a case of human rights violation to a grievance channel for reporting violation of human rights.

Article 3 [Scope]
The scope of application for the Guidelines is as follows:

• The scope of human rights policy in the Guidelines includes executives and employees in domestic and foreign subsidiaries of HK inno.N.
• HK inno.N shall comply with the Guidelines in the process of business operations with suppliers, and recommend compliance with the human rights policy described in the Guidelines to all stakeholders in business relationships.
• If the matters stated or covered in the Guidelines contradict with local laws or regulations, the local laws and regulations shall take precedence. Provided, however, that the Guidelines may be revised and used to reflect the laws and industry characteristics required in the applicable state, and if necessary, a detailed policy specific to the locality may be established.
• All executives and employees of HK inno.N shall perform their business operations in accordance with the Guidelines, except for cases where there are special provisions in the laws of the applicable state, or in the Articles of Incorporation or bylaws/rules of the applicable organization of the Company.

Article 4 [Prohibition against Discrimination]
HK inno.N prohibits discrimination against anyone in the aspects related to employment such as the hiring process, employment, promotion, education/training, wage, welfare, etc. based on the gender, race, ethnicity, nationality, religion, disability, age, family status, social status, and political preferences, etc. without other reasonable grounds for all executives and employees and the Company shall create and develop the organizational culture to respect the diversity of executives and employees.

Article 5 [Working Conditions]

• HK inno.N observes the statutory work hours for the applicable country where it engages in business and it pays all executives and employees reasonable wages for the work and provides the pay slips/wage statements.
• HK inno.N provides a work environment adequate for undertaking work duties and sufficient opportunity of education/training for capacity-building and improvement of the quality of life for all executives and employees.

Article 6 [Humane Treatment]
HK inno.N respects the privacy of executives and employees, provides full protection of personal information, and an environment free from mental or physical abuse or harassment, or inappropriate treatment of any executive or employee.

Article 7 [Freedom of Association and Collective Bargaining]
HK inno.N respects and observes the labor relations laws of the country where the Human Rights Policy is applied, and provides sufficient opportunity for communication with all executives and employees in relation to working conditions.

Article 8 [Prohibition of Forced Labor and Child Labor]

• HK inno.N does not coerce any work against the free will of any executive or employee by means of violence, threats, confinement, or requirements of holding personal ID or the Company ID.
• Child labor is prohibited in principle, and the Company shall take measures so that minors’ opportunity for education will not be restricted due to their work.

Article 9 [Safety and Health in Work Environment]
inno.N undertakes periodic inspection of the facilities, equipment, tools, and others of the business premises for all executives and employees to work in a safe work environment, takes appropriate preventive measures against physical and mental hazards, and provides support plans for post-management.

Article 10 [Human Rights Protection for Local Residents]
All executives and employees of affiliates of HK Kolmar take caution not to cause violations of human rights of the local residents in their business operations. In particular, the rights to safety and health for local residents, and freedom of residence shall be protected.

Article 11 [Protection of Customer Human Rights]
All executives and employees of HK inno.N must make it their highest priority to protect the life, health, and property of customers in provision of products and services, and must make their utmost endeavors to protect the personal information collected from business and management activities.

Article 12 [Declaration of Human Rights Management Policy]
HK inno.N declares the Human Rights Management Policy to protect and uphold human dignity and values in all business operations and management activities, and executives and employees shall practice the Guideline as the code of conduct and evaluation standards for human rights management.

Article 13 [Education and Training of Human Rights Management Education]
HK inno.N shall undertake company-wide human rights management education/training in order to promote the understanding of human rights of executives and employees and improvement in their awareness on human rights management, as well as to communicate the directions and goals of human rights management. Through the human rights management education/training, discrimination or harassment among executives/employees are prevented and active reporting of detected cases and risks of human rights violations is promoted.

Article 14 [Reporting and Reception of Violations of Human Rights]

• HK inno.N shall operate a channel to receive the report on human rights violation cases, and the reporters are not limited to the person(s) who were victims of the incident but include executives and employees or other persons or entities who are aware of the risk of human rights violation.
• Upon receiving a report of a human rights violation case, the characteristics of the individual case are considered in discussion of specific measures for remedy.

Article 15 [Handling and Processing of Reports on Human Rights Violations]

• HK inno.N shall, by referring to laws and regulations, court precedents, guidelines of relevant competent agencies, in-house practice of handling such cases of human rights violations, and other industrial practices, strive to identify the best course of remedial actions with support from the legal department.
• In the event that the case of human rights violations poses significant restrictions on the freedom and the rights of victims or it is highly likely to generate risks to the corporate reputation, the remedial measures may be discussed at a committee, management meeting, working group meetings, etc. with participation of the highest level of decision makers in the Company.

Article 16 [Guaranteeing Status of Reporters]

• All executives and employees of HK inno.N shall not disclose, reveal or otherwise report any personally identifiable information that may lead to identifying a reporter of the human rights violation case (the “Reporter”).
• In the entire process from the reporting, registration, processing, to notification of the results, all information that may lead to identification of the Reporter such as the identity of the victim, the details of the incident, date of reporting and results of the process must be kept strictly confidential.
• In addition, HK inno.N shall take necessary measures to protect the Reporter from any unfavorable/adverse consequences arising from reporting of the human rights violation case.

Article 1 [Effective Date]
The Human Rights Management Policy of HK Kolmar Group was enacted on November 1, 2021, and the Human Rights Management Policy Guidelines, which succeeded the policy, were enacted and entered into force on 2022.11.01.

Article 2 [Relationship with Other Regulations]
In case of enactment or revision of other regulations related to the human rights of stakeholders including executives and employees, or establishment of related systems and policies, they shall be in accordance with the Guidelines.