Implementation

YuhanTech's executives and employees are committed to promoting human rights protection and comply with human rights-related laws, international standards, and domestic and international guidelines.

division	Main Content
Non-discrimination	We do not discriminate on the grounds of gender, pregnancy, nationality, region, race, religion, disability, political orientation, skin color, etc. in employment, job performance, promotion, incentive payment, educational opportunities, etc.
Compliance with working conditions	Observe legal working hours, and comply with national laws and regulations if there is an overseas workplace.
Humanitarian treatment	Forced labor contrary to the free will of workers, including human trafficking, is prohibited. In the case of minors under the age of 15 and 18, the right to education is guaranteed in accordance with the law and should not be put into work that threatens safety or health, including night work or overtime.
Prohibition of forced labor/child labor	Prohibition of forced labor that goes against the free will of workers, including human trafficking. In the case of minors under the age of 15 and 18, the right to education is guaranteed in accordance with laws and regulations, and they should not be put into tasks that threaten safety or health, including night work or overtime work.
Protecting local residents/ human rights	All executives and employees should be careful not to infringe on the human rights of local residents when performing their duties, and protect the rights of local residents to safety and health, intellectual property rights, and freedom of residence.
Notify system	Employees and stakeholders who are aware of human rights violations or violations of human rights regulations may report the details through the following easy channels. (Homepage: www.yuhantech.co.kr / Telephone: 061-685-7550 / E-mail: webmaster@yuhantech.co.kr) Any executive or employee shall not imply, disclose or report to any other person the personal information or the fact that he/she may be deemed to be a reporter, even though he/she knows the circumstances that he/she is a reporter. No executive or employee may take unfair disadvantages against a reporter for reasons such as reporting. When a reporter receives disadvantageous measures on the grounds of a report or etc., he/she may file an application for restoration to its original state or other necessary measures.