ESG Management

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ESG VISION

Creating sustainable shared value based on a strong ethical management system

Beyond compliance with current laws, the social demand for transparency and ethics in business emphasizes the need for correct actions and value judgments that plan and achieve sustainable management.
In line with this, LogisAll establishes the institutional foundation of ethical management, spreads and internalizes it as a culture, and creates sustainable shared value based on a steadfast ethical management system.

Establishment of ESG Ethical Management System and Culture Dissemination

Establishing an Ethical Management Charter, Code of Ethics, and Guidelines to provide our members with the foundation for ethical decision-making in work situations

  • Establishment of Institutional Foundation for Ethical Management
    • Development of Ethical Regulations
    • Organization of an Ethical Committee
    • Development of Ethical Practice Programs
  • Dissemination of Ethical Management Culture
    • Establishment of an Ethical Code to internalize ethical management
    • Ongoing ethical management education (online/offline)
    • Expansion of ethical management throughout the company
    • Ethical management pledge between CEO and employees
  • Settlement of Ethical Management System
    • Ethical diagnosis
    • Establishment and operation of ethical management reporting channels
    • Ethical management and fair trade with business partners
    • Emphasis on social contribution
    • Settlement of a culture of voluntary compliance with ethical management

Internalization of Ethical Management through the
Establishment of a Stakeholder Ethical Code

Classification Subjects Main Contents
Ethics Employees Performance of duties in accordance with laws and company regulations / Protection of company assets, adherence to ethical standards
Customers Provision of safe and high-quality services and accurate information / Thorough protection of customer information
Shareholders Pursuit of shareholder value enhancement / Ensuring shareholders' legitimate exercise of rights
Business Partners Promotion of fair trade culture / Support for the growth and development of business partners
Competitors Respect for a market order / Provision of a safe working environment / Fair access to and use of information
Responsibility Employees Respect for human rights and prohibition of discrimination / Prohibition of forced labor and child labor
Provision of fair working conditions and a safe work environment / Support for job competence development
Country and Society Eco-friendly logistics and resource conservation / Support for community ties and vulnerable groups
Operation of Internal Control Processes Ongoing monitoring of ethical risks / Implementation of necessary measures in case of violations

Code of Ethics

  • Chapter 1 : General Provisions
    • Article 1 : Purpose

      LogisAll aims to create value for various stakeholders such as customers, shareholders, employees, local communities, and the nation and strives to practice a management philosophy of coexistence and co-prosperity. To achieve this, LogisAll establishes a Code of Ethics to serve as a basis for decision-making and behavior in its business activities.

      Article 2 : Applicability

      The Code of Ethics applies to all employees of LogisAll, including temporary employees.

  • Chapter 2 : Ethics for Employees
    • Article 3 : Basic Ethics for Employees

      Employees should uphold the pride and honor of LogisAll and maintain an honest and sincere attitude at all times.
      Employees should strive to uphold high ethical values and contribute to the dignity of individuals and the reputation of the company.
      Employees should refrain from engaging in unethical or illegal activities that may hinder the fair performance of their own or others' duties and may invite social criticism, such as unfair instructions, solicitation, graft, and preferential treatment.
      Employees should share the company's management philosophy and vision, empathize with the goals and values pursued by the company, and fulfill their responsibilities with creativity and sincerity.
      Employees should establish an appropriate personal profile and strive for continuous self-development to meet the desirable qualities of the international and open era.
      When there is a conflict between personal or departmental interests and the understanding of the company, employees should prioritize the interests of the company.
      Employees cannot engage in work outside of their job duties for personal profit or take on additional roles without the permission or approval of the CEO.

      Article 4 : Prohibition of Unfair Gains

      Employees should not provide or receive gifts, favors, or other benefits beyond socially accepted norms that may undermine fairness to those involved in their duties.

      Article 5 : Protection of Company Assets and Budget Use

      Employees should use company assets, budgets, and other resources appropriately for business purposes.
      Employees should not disclose or improperly disclose all tangible and intangible assets of the company to third parties, strictly adhering to security regulations.
      In cases where there is a conflict between the understanding of the company and the individual employee, the employee should avoid such conflicts and, if they occur, prioritize the legitimate interests of the company and act reasonably, clearly distinguishing between public and private matters, and refrain from actions that harm the interests of the company.

      Article 6 : Cultivating a Sound Corporate Culture

      Employees should strictly adhere to working hours to ensure that no harm is caused to other members and perform their duties responsibly.
      Employees should respect each other as individuals based on trust and confidence.
      Employees should report honestly without concealing or exaggerating.
      Employees should act cautiously to avoid compromising their personal dignity or the company's reputation.

      Article 7 : Employee Relations

      Employees should observe basic etiquette necessary for workplace life and refrain from behaviors that offend other employees or cause them distress, such as using vulgar language or disparaging other employees.
      Employees should not create factionalism or engage in discriminatory treatment based on educational background, gender, religion, family relations, or regional origins.
      Employees should not engage in unfair requests, excessive gift-giving, or financial transactions (such as borrowing money or guaranteeing loans) that go against social norms with fellow employees.
      Superiors should not give unreasonable instructions to subordinates, and subordinates should comply with reasonable instructions from superiors but refuse unjust instructions.
      Employees should not engage in behavior that induces sexual temptation or sexual humiliation mutually.

      Article 8 : Transparent Information and Accounting Management

      Employees should acquire and manage all information legitimately and transparently, and accounting records and other information should be recorded and managed accurately and honestly.
      Employees should not disclose or improperly use job-related acquisition information to external parties without the prior permission or approval of the organization's head.
      Employees should not engage in false or exaggerated reporting for the benefit of specific individuals or departments, and they should not withhold or monopolize important information.
      The company should disclose management information in accordance with relevant laws and regulations to enhance the transparency and credibility of its management.

  • Chapter 3 : Ethics for Shareholders
    • Article 9 : Protection of Interests

      Efforts should be made to protect the interests of shareholders and investors through continuous growth and development.

      Article 10 : Guarantee of Rights

      Shareholders' rights, legitimate demands, and proposals should be respected and actively reflected in management.
      Reliable information on business activities, structure, financial status, performance, and other aspects of management that shareholders and investors require should be provided diligently in accordance with relevant laws and general industry practices.

  • Chapter 4 : Ethics for Customers
    • Article 11 : Respect for Customers

      Employees should always respect customers, considering them as the reason for our existence and the top priority in all actions, while employees should constantly strive to think from the customers' perspective.

      Article 12 : Customer Satisfaction

      Employees should always strive to accurately understand customers' demands and expectations and make efforts to provide the best products and services that meet those demands.
      Employees should listen to and humbly accept customer opinions and suggestions and handle customer complaints as promptly and fairly as possible.

      Article 13 : Protection of Customer Interests

      Employees should protect customers' assets, intellectual property rights, trade secrets, and customer information more precious than the company's assets and should not infringe on customer interests through unethical acts.
      Employees should provide accurate and prompt disclosure of facts that customers need to know or should reasonably be informed about.

  • Chapter 5 : Ethics Regarding Business Partners
    • Article 14 : Compliance with Trade Regulations

      Employees should comply with all applicable laws and regulations of the country and region in all business and commercial activities and respect domestic and international trade customs.
      Employees should respect market economic order based on responsibility and transparency and actively participate in fair domestic and international trade.
      Employees should strive to enhance the fairness and reliability of transactions by preventing corruption, ensuring fair competition, and contributing to the development of an ethical society.

      Article 15 : Fair Trade

      Employees should provide equal opportunities to all qualified individuals or organizations in the company's bidding and contract processes for construction, services, goods purchase, etc.
      All transactions should be conducted fairly and transparently in open and everyday business environments.
      Employees should not demand gifts or impose unfair trading conditions or intervention in management by exploiting their superior position in transactions.
      Anyone who becomes aware of a violation of regulations related to fair job performance may report it to the CEO or the dedicated ethics management organization through various means such as the internet, fax, or phone.
      In accordance with the provision in paragraph 4, the whistleblower should be protected from any disadvantages resulting from the report, and the dedicated team should investigate and confirm the reported violation.
      In accordance with the provision in paragraph 5, if a violation is confirmed, necessary actions, including disciplinary measures, can be taken in accordance with personnel regulations.

  • Chapter 6 : Ethics for the Nation and Society
    • Article 16 : Contribution to National and Social Development

      Through rational and responsible management, employees should contribute to the development of the country and society by growing the company into a solid enterprise that creates social wealth.
      As members of the local community, employees should do their best to humbly accept and address the legitimate demands of all social strata and local residents.
      The company should actively support employees' participation in social activities and make efforts for the cultural and economic development of the local community.

      Article 17 : Prohibition of Improper Political Activities

      The company should refrain from engaging in improper political involvement and should not provide illegal donations or expenses to political parties, politicians, or candidates.
      The company should respect employees' personal political views. However, employees should be cautious to ensure that their political views are not misconstrued as the company's political stance.

      Article 18 : Safety and Risk Prevention

      Employees should do their best to comply with general laws and standards related to safety and actively manage disaster prevention and risk prevention.

      Article 19 : Eco-friendly Management

      Employees should comply with domestic and international environmental regulations and agreements and make their best efforts to preserve a clean environment.
      They should strive to prevent any pollution that negatively affects public health and well-being.
      Through initiatives such as environmental resource conservation and efficient use of raw materials, they should promote the sustainable utilization of resources.
      They should also make their utmost efforts to mitigate climate change and ecological transformations, including the reduction of greenhouse gas emissions.

      Article 20 : Harmonious Labor-Management Relations

      Employees should recognize that both labor and management are owners and work towards their coexistence and prosperity based on trust and harmony.

      Article 21 : Compliance with International Management Standards

      Employees should comply with international agreements and regulations regarding international trade, including anti-bribery conventions, as well as adhere to local laws and culture while contributing to the economic development of the host country.

  • Chapter 7 Supplementary Provisions
    • Article 22 : Obligation and Responsibility to Comply

      Employees should have the responsibility and obligation to comply with the Code of Ethics.
      Organizational leaders (executives, department heads, team leaders) have the responsibility to support and manage their subordinates and relevant stakeholders in understanding and complying with the company's Code of Ethics, setting an example by proactively adhering to them.
      In the event of a violation of these Code of Ethics, appropriate disciplinary actions and measures will be taken in accordance with relevant regulations and procedures.

      Article 23 : Subjects and Roles of Ethical Management

      ① Organization Responsible for Ethical Management
      Until a separate dedicated organization is established to ensure the independence of its activities, the Management Planning Office will be responsible for ethical management, performing overall ethical management tasks such as drafting, coordinating, operating, and supervising the ethical management system of the company.
      ② Person in Charge of Ethical Management
      Each executive and department head in their respective organization bears the responsibility for establishing and implementing ethical management practices, as well as managing and supervising organizational members to ensure compliance with ethical management principles.

      Article 24 : Rewards and Disciplinary Actions

      The CEO may provide corresponding rewards, such as reflecting contributions to the establishment of ethical management, in personnel evaluations for employees who comply with the Code of Ethics.
      The CEO may take necessary measures, including disciplinary actions, against employees who violate the Code of Ethics. However, specific disciplinary measures for each violation will be separately stipulated in the implementation guidelines.
      The types, procedures, and effectiveness of disciplinary actions under the provisions of paragraph 2 shall be governed by the company's disciplinary regulations.

      Article 25 : Operation of Code of Ethics

      The CEO should continuously supplement, develop, and operate the contents of the Code of Ethics in line with the organizational development and environmental changes.
      The CEO should establish specific criteria for judgment, procedures for handling, and operational details necessary for compliance with the Code of Ethics and the maintenance of employees' integrity, which will be separately stipulated in the implementation guidelines.

Code of Ethics Implementation Guidelines → Report Registration       →