Scope of whistleblowing
Whistleblowing covers any act that violates GO Element's management guidelines. Such acts include, but are not limited to, the following:
- 1.A matter violating the code of ethics and guidelines (including the guidelines on internal financial controls) of the Company;
- 2.Any illegal, unlawful, or criminal act related to the duties of employees (e.g. embezzlement; breach of trust; fraud; theft; acceptance of money, valuables, or entertainment; accounting scandals);
- 3.Illegal or unfair order to employees or external stakeholders in abuse of position (e.g. solicitation, coercion); or
- 4.A matter determined to cause any of the matters stated above.
How to report
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Website
http://www.goelement.co.kr/
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Mail
30 Geumseok 3-gil, Anseong-si, Gyeonggi-do, 17539, Republic of Korea
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Contact
+82-31-611-9123
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E-mail
myoh@goelement.co.kr
Whistleblowing process
1.Upon receiving a report, the responsible department initiates the necessary investigation and may verify the following from the whistleblower to confirm the details of the report:
①Matters necessary to specify the details of the report, such as the purpose of whistleblowing; and
②Genuineness of the report or violation of Article 12(2) of these Guidelines.
2.Where it is recognized as necessary for the investigation, the responsible department may request a third party, such as the relevant party, department, or client, to submit materials and make a statement in person. Here, the Company may request assistance from external experts.
3.The responsible department shall take measures to protect the findings of the investigation to be retained or used under paragraph (1).
4.The responsible department may not initiate an investigation or may suspend and terminate the investigation in case of the following circumstances:
①Where it is verified, in a process of checking in advance, that a report is flagrantly false;
②Where a matter for which the result of report handling thereon was notified is reported again without justifiable reasons;
③Where a whistleblower is requested to supplement a report or evidence two or more times, but fails to supplement the same within the deadline; or
③Where a report is a temporary text.
Confidentiality
1.Confidentiality shall be guaranteed for the identity of the whistleblower, the fact that a report was filed, the details of the report, and materials and evidence filed or mentioned in the report (hereinafter collectively referred to as “Confidential Matters”). Any employee who becomes aware of the Confidential Matters shall not disclose the Confidential Matters to others or let others be aware of the Confidential Matters: Provided that the same shall not apply where the Confidential Matters shall be disclosed or the whistleblower is notified thereof or consents thereto.
2.The employee shall engage in any act to find out the Confidential Matters, and the responsible department shall take necessary measures to ensure the Confidential Matters remain confidential.
3.Where the personal data of the whistleblower or facts with which the whistleblower could be guessed are disclosed in violation of paragraph (1) above, the responsible department shall initiate an investigation without delay. Where it is determined that a related person shall be subject to disciplinary action, the responsible department shall report such facts to the CEO and notify the HR department. The HR department shall perform the disciplinary procedures under the guidelines on reward and punishment.
4.Where it is recognized as necessary to verify the details under paragraph (3) above, the responsible department may request the related department to submit the relevant materials or state its opinion. In such cases, the related department so requested shall cooperate on such request, unless there is any justifiable reason.
5.Where a reported party is or will be inflected with a disadvantage due to a false report, a protective measure may be taken for the party.