Human Rights
Management

ESG MANAGEMENT

Human Rights
Management

Human Rights Management

Human Rights Declaration

PUcore strives to become the No.1 polyurethane provider by delivering the highest customer value through new technologies and solutions that enrich human lives.
Based on our people-first philosophy that people are our most important resource, we are fostering a corporate culture that respects human rights to respond to customer needs and provide the best products and services for customer satisfaction.

To implement human rights management, PUcore is committed to complying with international standards and guidelines related to human rights and labor, including the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights (UNGPs), and the United Nations Global Compact (UNGC).
Through our Human Rights Management Policy, established in accordance with international human rights standards, PUcore will fulfill its responsibility to respect human rights not only for our employees, but also across our investees and business partners. We will also continue to prevent and address human rights risks that may arise in our business activities, including potential risks associated with our stakeholders and the characteristics of the manufacturing industry.

CEO of PUcore

Human Rights Policy & Scope

In pursuit of sustainable development and management, PUcore respects the dignity and value of all employees as human beings.
Based on a people-centered philosophy that recognizes human resources as the foundation of the Company, PUcore strives to maintain a favorable working environment for all employees.
PUcore supports and respects human rights protections and labor standards established by international labor-related organizations such as the UN and ILO, and does not discriminate on any grounds, including gender, race, nationality, religion, or age.
PUcore complies with its Human Rights Policy and the applicable labor laws and regulations of each country or region in which it operates, and respects human rights throughout all business operations in accordance with the local laws and regulations of each location. In addition, PUcore recognizes that compliance with this Policy is a fundamental obligation for all suppliers and business partners that conduct business with the Company.

Compliance with Working Conditions

Regular working hours, overtime hours, rest, and holidays shall comply with the standards prescribed by the applicable labor laws and regulations of each country or region. PUcore provides all employees with reasonable wages above the minimum levels prescribed by the applicable labor laws and regulations of each country or region, as well as sufficient training opportunities and an appropriate working environment to support their competency development and improve their quality of life.
Diversity & Inclusiveness

PUcore does not discriminate against any employee in recruitment, hiring, promotion, training, compensation, benefits, or other employment-related matters based on gender, race, ethnicity, nationality, religion, disability, age, family status, social status, political views, or any other grounds without reasonable justification, and fosters an organizational culture that respects employee diversity.
Prohibition of Child Labor

As a general principle, PUcore prohibits the employment of children as defined by applicable national laws, and requires all business partners to comply with the same principle.
Prohibition of Forced Labor

PUcore does not compel employees to work against their free will through physical or psychological coercion as a condition of employment or continued employment. All business partners that conduct business with PUcore are also required to comply with this principle.
Prohibition of Sexual Harassment and Bullying

PUcore prohibits all conduct that causes sexual humiliation, including workplace sexual harassment and sexual violence, as well as all forms of harassment that cause physical or psychological suffering through the abuse of workplace position or relationships.
Humane Treatment

PUcore respects the privacy of all employees, strictly protects their personal information, and does not subject them to physical or psychological coercion, abuse, or unjust treatment.
Freedom of Association and Collective Bargaining

PUcore guarantees freedom of association and the right to collective bargaining in accordance with the applicable labor laws and regulations of each country and region, and does not subject employees to unfavorable treatment or discrimination based on union membership, participation in union activities, or the formation of a labor union.
Occupational Safety

PUcore regularly inspects workplace facilities, equipment, and tools to ensure that employees can work in a safe environment and establishes appropriate measures to prevent physical and psychological risks and support follow-up management.
Environmental Rights

PUcore recognizes that environmental pollution can constitute a serious human rights violation by directly affecting people’s lives and health, and establishes and implements environmental management policies and guidelines to minimize the adverse environmental impacts of its business activities.
Protection of Stakeholder Rights

All PUcore employees shall ensure that the rights of residents are not infringed while performing their duties and shall protect residents’ rights to health and safety and freedom of residence. In addition, when providing products and services, PUcore prioritizes protecting customers’ lives, health, and property, and takes all reasonable measures to protect personal information collected through its business activities.
Responsible Supply Chain Management

To build a sustainable supply chain, PUcore assesses and manages ESG risks throughout its supply chain and provides training and support to its business partners to proactively prevent them.

PUcore employees regularly manage human rights risks under the internal systems established by the Human Rights Management Policy to respect the human rights of all stakeholders, address identified risks, and share the results with stakeholders. The organization responsible for human rights management implements the human rights risk management system, periodically reviews human rights management procedures, and revises the system to reflect changes in the internal and external environment.

Risk Management Process

Human Rights Risk
Review & Assessment
Human Rights Risk
Improvement
Disclosure of Human Rights
Management Status

Governance

PUcore manages and oversees its human rights management status through committees involving the highest decision-making authority or meetings chaired by decision-makers from the department dedicated to human rights management. The roles and responsibilities of the committee, dedicated department, and responsible personnel are as follows.

Management / Board of Directors
- Appointment of the Chief Human Rights Officer
- Periodic review of the current status and discussion of key issues
- Feedback on the implementation of human rights management
Human Rights Management Committee
- Review of the establishment and revision of the Human Rights Management Policy
- Provision of opinions on HR systems, regulations, and related matters
- Recommendations on measures to address human rights risks
- Investigation of human rights violations and review of remedial measures
Human Rights Management Organization
- Establishment and revision of the Human Rights Management Policy
- Development and implementation of human rights management plans
- Assessment and improvement of human rights risks
- Operation of grievance channels
- Human rights training and internal and external communication

Reporting and Handling of Human Rights Violations

PUcore operates the following reporting and handling procedures for all issues involving violations of the human rights of its employees and stakeholders. For reported cases of human rights violations, PUcore seeks appropriate remedial measures with support from the Legal Department, taking into account court precedents, internal regulations, and past internal practices for handling similar cases. After receiving a report, PUcore verifies the facts through consultation and investigation. If a human rights violation significantly affects the victim’s rights and freedoms or is highly likely to develop into an external risk, the Committee discusses appropriate remedial measures. The Committee handles all reports and consultation details confidentially and takes strict measures to protect reporters’ confidentiality and personal safety.

Reporting Channel for Human Rights Violation : Reports may be submitted to the Human Rights Management Organization’s email address. ( ethics@pucoreco.com )

Report Handling Procedure

Receipt of Report
Consultation and Investigation
Investigation to Determine
Grounds for Disciplinary Action
Disciplinary Review
and Action
Notification of Results and
Prevention of Recurrence

Informant Protection

PUcore operates the following informant protection program to ensure that individuals who report human rights violations do not face disadvantage or retaliation.

Informants shall not suffer any disadvantage in their employment status or face discrimination for making a report in good faith.
If an informant suffers any adverse treatment as a result of making a report, they may request corrective measures and protection from the department responsible for human rights management, which shall take all necessary measures to minimize any disadvantage suffered by the informant.
The identity of the informant and the details of the report shall be kept strictly confidential and shall not be disclosed against the informant’s wishes.
Individuals who cooperate with an investigation by providing statements, materials, or other assistance during the fact-finding process shall be afforded the same protection.
If an individual who participated in a human rights violation voluntarily reports their own involvement, the sanctions imposed for such conduct may be reduced or waived.

Human Rights Training and Awareness

PUcore provides human rights management training to enhance employees’ understanding of human rights management and communicates the development and implementation of its Human Rights Management Policy through various channels.

Based on this Human Rights Management Policy and taking into account frameworks such as the UN Guiding Principles on Business and Human Rights and the OECD Due Diligence Guidance for Responsible Business Conduct, PUcore develops and applies assessment indicators to evaluate human rights risks affecting its employees and stakeholders.

Risk Assessment Process

Selection of
Organizations for
Assessment
Document
Review
On-Site
Assessment
Identification of
Risks and Development
of Improvement
Plans

On-Site Assessment

If an on-site assessment identifies significant risks, an external organization may conduct a separate assessment, and immediate corrective action or an improvement plan may be required. Assessed organizations may provide feedback on the human rights risk assessment indicators and processes to support the clear identification of human rights violations and the effective operation of improvement and assessment processes. The department responsible for human rights management actively reviews and reflects such feedback.
Development and Implementation of Improvement Plans

The department responsible for human rights management develops improvement measures and implementation plans for human rights risks identified through the risk assessment, while organizations with identified human rights risks develop and implement specific action plans. The department responsible for human rights management supports and continuously monitors organizations where human rights risks have been identified to ensure that improvement actions are implemented effectively. The department may take necessary measures if improvement actions are not implemented as planned.
Disclosure of Status and Results

Key risks and improvement measures identified through human rights risk assessments are reported to the Committee or decision-makers in the department dedicated to human rights management and, where necessary, shared with relevant departments to improve the effectiveness of human rights management implementation. Information on the Human Rights Management Policy, the status of human rights risks, and improvement measures is disclosed through channels such as the company website so all stakeholders can easily access and understand it.