Human Rights Management

Efficiency, Sustainability,
and Growth!

  • Declaration of Human Rights
  • Human Rights and Labor Policy
  • Code of Practice
  • Organization

Declaration of Human Rights

As a global energy company, HD Hyundai Electric declares that we will actively practice human rights management that values human dignity and value, and fulfill its social responsibilities related to respect for human rights to our employees, customers, related parties, and local communities.

HD Hyundai Electric will respect and support the values of human rights, labor, environment, and anti-corruption set forth by various international human rights standards and norms such as the Universal Declaration of Human Rights (UN) and The UN Guiding Principles on Business and Human Rights to practice human rights management.
HD Hyundai Electric strives to prevent human rights violations from occurring in all business operations that are directly or indirectly affected by the company, and will form a governance system in which the board of directors, the chief ESG officer and related organizations will be connected at all times.
We will enact and implement the human rights management practice regulations that specifically stipulate the establishment of human rights management policies, the operation of human rights management committee members, human rights impact assessments and remedies for human rights violations.
In particular, considering the characteristics of the industry, HD Hyundai Electric recognizes environmental management activities for carbon neutrality, safety and health of employees at workplaces, win-win and shared growth with suppliers, and contribution and responsibility to local communities as major human rights issues, and we will focus on managing and monitoring human rights risks.
HD Hyundai Electric will take the lead in strengthening human rights management so that this human rights policy can be applied and complied with not only to HD Hyundai Electric's executives and employees, but also to all stakeholders including customers, shareholders, business partners, local communities, and governments.

Thank you.

July 1, 2022
CEO of HD Hyundai Electric

Human Rights and Labor Policy

1. Purpose

We support human rights protection and labor standards of international organizations such as the 10 principles of the UN Global Compact (UNGC), the UN Convention on the Rights of the Child, and the International Labor Organization (ILO). In order to comply with the international human rights and labor standards and guidelines, we establish this policy and faithfully implement it.

2. Scope

Based on this policy, HD Hyundai Electric declares to respect human rights in the operation of all its businesses. This policy is a basic obligation that all partners in business and cooperation such as company to work with, partners, and joint ventures, including members of the Company, must comply with. In the case of suppliers, based on this policy, they must comply with the supplier code of conduct and guidelines.

3. Operating System

1) Human Rights Management Governance

HD Hyundai Electric respects human rights and strives to prevent human rights violations. To this end, the highest decision-making body reviews and manages the status of human rights management and possible risks. In addition, we understand the importance of active communication with internal and external stakeholders in order to establish human rights management throughout the company. We regularly communicate this policy to stakeholders such as members, company to work with, and partners to share the will of human rights management with stakeholders. In addition, we regularly collect opinions on human rights management through channels that can communicate with internal and external stakeholders and encourage participation to refer to the improvement of our human rights management.

2) Human Rights Risk

Management System HD Hyundai Electric operates a human rights impact assessment process to identify and manage human rights risks. Through the human rights impact assessment, the status of human rights risks and potential risks are identified, and then improvement tasks are implemented. Human rights risks are identified for all workplaces, joint ventures, and partners, and are expanded to new business areas or even to new partners that are added.

3) Grievance Handling Process

HD Hyundai Electric has a channel to report cases of human rights violations. We operate an anonymous community board to report human rights issues on the company's intranet, and we have established an online and offline channel where all internal and external stakeholders can consult and report on ethical management.
Online channels are provided in the languages of all regions where HD Hyundai Electric's business sites are located, such as Korean and English.
If a case of personnel violation is reported, remedies will be discussed after confirming the contents and conducting an investigating. Anonymity is guaranteed for all reports and information of the informant, and retaliation such as disadvantage or discrimination is prohibited.

4. Detailed Operation Guidelines

1) Respect for Human Rights

All members are respected as human beings, and efforts are made to prevent any acts that fall under human rights violations.

2) The Prohibition of Discrimination in Employment

The company prohibits any discrimination based on gender, age, race, disability, religion, political orientation, and region of origin in employment and respects diversity.

3) Guarantee of Freedom of Association and Collective Bargaining

The company guarantees freedom of association and collective bargaining.

4) Prohibition of Forced Labor and Child Labor

The company prohibits child labor and forced labor and complies with all labor principles recommended by the International Labor Organization (ILO) and ratified by the state in relation to health, safety, and working hours.

5) Safety and Health

The company shall promote industrial safety and health by creating safe and healthy working conditions.

6) Responsible Supply Chain Management

In order to manage the supply chain in a responsible manner, the company shall treat business partners, such as investment companies fairly and support them to practice human rights management.

7) The Protection of Human Rights in the Local Population

The company takes care not to infringe on the human rights of local residents in the community.

8) Environmental Protection

The company shall comply with domestic and foreign environmental regulations and endeavor to protect the environment and prevent pollution.

9) Protecting Customer Human Rights

The company strives to protect customers’ health, safety, and personal information.

10) Information Protection

HD Hyundai Electric strives to protect personal information and business-related information acquired in the course of management and business promotion, and conducts training for executives and employees.

11) Protection of the Vulnerable

HD Hyundai Electric respects and protects the human rights of the socially disadvantaged. In particular, measures and duties are fulfilled to protect and support socially vulnerable groups such as children, women, the disabled, foreigners, and workers.

12) Respect for Human Rights Defenders

HD Hyundai Electric respects individuals, organizations, and social institutions (hereinafter referred to as 'human rights defenders') who act to protect basic human rights and freedoms. Recognizing the threats faced by human rights defenders in their work for human rights worldwide, they oppose any form of threat, intimidation, retaliation, physical or mental attack on human rights defenders.

References

This Human Rights and Labor Policy supports the following declarations, standards, and initiatives.

UDHR, Universal Declaration of Human Rights

International Bill of Human Rights

UN Guiding Principles on Business and Human Rights

ILO Fundamental Conventions

DACA, Deferred Action for Childhood Arrivals Principle

OECD Guidelines for Multinaitonal Enterprises

Code of Practice

Chapter 1. General Provisions

Article 1(Purpose)

The purpose of this regulation is to establish the provisions necessary for the establishment and implementation of the policy regarding the protection and promotion of the human rights of HD Hyundai Electric (hereinafter referred to as the "Company") stakeholders, including employees.

Article 2(Definitions)

The definitions of the terms used in this Regulation are as follows:
  • The term "human rights" means dignity, values, freedom, and rights as human beings guaranteed by the Constitution and laws or recognized by the Republic of Korea in international human rights treaties and customary international laws.
  • The term "human rights management" means the prevention of human rights violations by a company and the performance of human rights-friendly management activities, the performance of human rights management declarations, and the provision of relief procedures for victims of human rights violations.
  • The term "executive and employee" means executives and employees (including non-regular workers) who work for a company.
  • The term "interested party" means a person related to the management activities of a company, such as executives, employees, investors, partners, customers, local communities, etc.

Article 3(Scope of Application)

  • The scope of application of this Regulation shall be all executives and employees at home and abroad and shall be applied to executives and employees working abroad in consideration of local laws and regulations.
  • Except as otherwise expressly provided for in other Acts and subordinate statutes, articles of association, etc., the management of human rights of a company shall be governed by these Regulations shall apply.

Chapter 2. General Principles of Human Rights Management

Article 4(Basic Principles)

The company supports and complies with international standards and norms such as the UN Universal Declaration of Human Rights on human rights. 

Article 5(Practice of Human Rights Management)

By complying with the general principles of this chapter, the company shall prevent human rights violations in advance and endeavor to actively relieve them. 

Article 6(Prohibition of Discrimination)

The company prohibits all discrimination based on gender, age, race, disability, religion, political orientation, and hometown, and respects diversity. 

Article 7(Compliance with Working Conditions)

The company complies with the legal working hours of each country in which it operates the business and pays all executives and employees reasonable remuneration for their work along with a salary statement. 

Article 8(Prevention of Workplace Harassment and Sexual Harassment)

The company recognizes that bullying and sexual harassment in the workplace are illegal acts that cause loss of motivation to work and decrease productivity, and executives and employees actively cooperate in preventing and practicing bullying and sexual harassment in the workplace. 

Article 9(Guarantee of Freedom of Association and Collective Bargaining)

The company guarantees freedom of association and collective bargaining in accordance with the Constitution and Labor Relations Act of the Republic of Korea. 

Article 10(Prohibition of Forced Labor and Child Labor)

The company prohibits all kinds of forced labor and must not hire young people to work. 

Article 11(Prohibition of Exploitation of Manpower)

The company prohibits any act of recruiting, transporting, moving, hiding or receiving personnel by means of coercion, kidnapping, fraud or deception for the purpose of exploitation. 

Article 12(Safety and Health)

The company promotes occupational safety and health by creating safe and healthy working conditions. 

Article 13(Responsible Supply Chain Management)

For responsible supply chain management, the company treats business partners fairly and supports them to practice human rights management. 

Article 14(Protection of Human Rights of Local Residents)

The company takes care not to infringe on the rights of local residents to safety and health and human rights such as freedom of residence. 

Article 15(Environmental Rights Guarantee)

The company complies with domestic and foreign environmental laws and strives to protect the environment and prevent pollution in business operation. 

Article 16(Protection of Customer Human Rights)

The company strives to protect the health and safety of customers and personal information. 

Chapter 3. Human Rights Management System

Article 17(Declaration of Human Rights Management)

The company declares human rights management declaration to guarantee human dignity and value in all business activities, and executives and employees of the company use the human rights management declaration as a code of conduct and value judgment and practice it. 

Article 18(Governance)

  • The Company shall establish an internal system necessary for the implementation of human rights management in order to respect human rights in all business activities. The company's human rights management governance consists of the ESG Committee, Human Rights Management Committee, and related departments.
  • The scope of roles and responsibilities of each organization are as follows:
  • The ESG Committee, as the highest decision-making body on human rights, shall deliberate and approve major matters related to human rights management.
  • Among the relevant departments for human rights management (HR support, general affairs, coexisting cooperation, project&production planning, strategic support, purchasing, SHE management, etc.), the head of the division or the officer in charge of the dedicated organization under Article 19 shall establish the Human Rights Management Committee and serve as the chairperson.
  • The Human Rights Management Committee shall make decisions on the company's human rights management issues and reviews its performance to ensure that the human rights management provisions are being faithfully implemented.
  • The human rights management related departments implement the practical aspects of human rights management, such as identifying and developing improvement measures for human rights risks, monitoring and reporting issues, reporting and disclosing to the public and the company, and providing human rights education.

Article 19(Dedicated Organization)

  • The company designates an organization in charge of human rights management (hereafter, the “dedicated organization”) among related organizations to systematically implement policy development, execution, and education for human rights promotion.
  • The duties of the organization in charge of human rights management are as follows.
  • Matters concerning the establishment and implementation of the human rights promotion plan by year
  • Matters concerning the implementation of human rights education;
  • Matters concerning the implementation of human rights impact assessment
  • Other matters deemed necessary by the company or the chairperson of the Human Rights Management Committee

Article 20(Human Rights Education)

The company conducts human rights-related education for all executives and employees at least once a year.
  • Education is conducted by selecting the time and method through cyber education, group education, and textbooks.
  • The company may conduct human rights education for stakeholders such as those dispatched to the company and employees of partner companies.

Article 21(Support for Human Rights Implementation Activities)

The company may take necessary measures to promote human rights protection and value promotion, and may provide support to human rights-related institutions, organizations, and business partners. 

Chapter 4. Human Rights Management Committee

Article 22(Establishment and Function)

The Human Rights Management Committee (hereinafter referred to as the “Committee”) is established to deliberate on the following matters for the protection and promotion of human rights of stakeholders including executives and employees.
  • Matters concerning the enactment and revision of the Declaration of Human Rights Management and these Regulations
  • Matters concerning the establishment of a basic plan for human rights management
  • Matters concerning human rights impact assessment
  • Matters concerning human rights education
  • Matters concerning human rights improvement recommendations
  • Matters concerning the remedy procedures for cases of human rights violations
  • Other matters necessary for the protection and promotion of human rights

Article 23(Composition)

  • The committee shall be composed of no more than 10 members including one chairperson.
  • The committee shall be composed of executives or team leaders(head of department) of relevant departments, and the chairperson shall be the head of the division or the officer in charge of the dedicated organization under Article 19.
  • The chairperson shall represent the committee and oversees its work. If the chairperson is unable to perform his or her duties due to unavoidable reasons, a person designated by the chairperson in advance shall act in his or her place.
  • If necessary, experts in human rights management may be appointed as advisors.
  • There shall be one secretary to handle the affairs of the Committee, and the secretary shall be the team leader of the dedicated organization under Article 19.

Article 24(Meetings and Quorum)

  • The committee shall hold two regular meetings per year. The chairperson may convene an extraordinary meeting if necessary or if one-third or more of the members in attendance so request.
  • The committee meeting shall be opened with the attendance of more than half of the members in attendance, and shall be decided by the majority of the members in attendance.
  • The committee meeting shall be held in principle, but if the resolution is minor or urgent, it may be decided by a written meeting.
  • The committee may regularly review this regulation as needed and decide to amend it if necessary.
  • The committee shall regularly review these regulations as needed and may vote to amend them if improvements are needed.

Article 25(Hearing of Opinions and Request for Submission of Materials)

  • The committee may, if necessary, hear the opinions of the parties or relevant persons involved in the agenda item by having them attend the meeting.
  • The committee may, if necessary, request the submission of materials related to the agenda item from relevant departments and other stakeholders.

Article 26(Confidentiality)

No person attending a meeting shall disclose any confidential information acquired in the course of his or her duties.

Article 27(Avoidance of Conflict of Interest)

The committee shall exclude any member who is a party to a particular agenda item from discussing and deciding on that agenda item.

Article 28(Term of Office of Members)

  • Internal members shall serve by right.
  • The term of office of advisory members shall be three years, but they may be reappointed. The term of office shall be limited to the period of time the member holds the position at the time of appointment.

Article 29(Dismissal of Members)

The company may dismiss a member before the end of his or her term if the member falls under any of the following circumstances:
  • Fails to perform his or her duties diligently.
  • Discloses any confidential information acquired in the course of his or her duties.
  • Is unable to perform his or her duties due to illness or other reasons.
  • Is involved in human rights violations.
  • Has a change in position from the time of appointment for external members.
  • Is deemed to be unfit for the performance of his or her duties due to loss of dignity or other reasons.

Article 30(Human Rights Impact Assessment)

The company may dismiss a member before the end of his or her term if the member falls under any of the following circumstances:
  • The company shall conduct a human rights impact assessment at least once a year.
  • The company may conduct a human rights impact assessment on matters that affect the human rights of employees and stakeholders, including company operations and major projects.
  • If the committee judges that a policy to be implemented by the company has a significant impact on the human rights of employees and stakeholders, it may request the president to conduct a human rights impact assessment.
  • The human rights management department shall lead the human rights impact assessment and request relevant materials from each department.
  • The human rights impact assessment may be outsourced to an external professional organization.
  • The results of the human rights impact assessment shall be submitted to the president after being reviewed by the committee.
  • The human rights impact assessment shall be conducted in accordance with a separate plan that sets out the detailed procedures and methods for the matter in question.

Chapter 5. Remedies for Human Rights Violations

Article 31(Human Rights Remediation Procedure)

  • Anyone who has been the victim of a human rights violation or who has knowledge of such a violation may file a complaint with the dedicated organization.
  • The dedicated organization shall report the complaint to the chairman if the complainant so wishes, and shall take steps to have the matter discussed as an agenda item of the committee, including the remediation procedure.
  • The committee may recommend that the perpetrator of the violation cease the violation, and may demand disciplinary action in accordance with company regulations, or may report the matter to the National Human Rights Commission or investigative agencies.
  • he detailed procedures and methods for human rights remediation shall be operated in accordance with detailed guidelines.

Article 32(Protection of the Identity of Complainants)

The dedicated organization, committee members, and others shall ensure the confidentiality of the identity of complainants and take measures to prevent complainants from suffering any disadvantage as a result of their complaint.

Organization Chart