Best Technology, Better Future
LX Semicon establish and operate a decision-making system linked to the board of directors, departments in charge, and relevant departments to manage human rights management
In the event of risks discovered through grievance handling channel that may have a negative impact on human rights, immediate action and report to the CEO undertaken
BOD | ESG Committee |
The highest decision-making body on human rights management |
Department in Charge | HR Division |
Verify Labor Standard Act compliance Manage maternity protection program operations and performance Receive and act on reports of human rights violations, including grievances, sexual harassment, workplace bullying, etc. Monitor and improve the hiring process, addressing any unreasonable hiring discrimination Run a Labor-Management Council |
Ethics Bureau |
Receive and investigate grievances and cases of human rights violations such as sexual harassment and workplace bullying |
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Relevant Department | Gov. Relations & ESG Team |
Disclose key performance and data related to human rights management |
SCM Division |
Manage Supplier Code of Conduct |
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Information Security Team |
Receive, investigate, and follow up on privacy breaches |
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Safety Environment Team |
Employee wellness program Create industrial accident prevention plan Manage the environment near the workplace |
We establish and disclose the ‘LX Semicon Human Rights Management Policy’ to prevent and manage human rights violations
Built upon international standards and guidelines, including the International Bill of Human Rights, the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work, the United Nations Global Compact's Ten Principles, the UN Convention on the Rights of the Child, the UN Guiding Principles on Business and Human Rights, and the OECD Due Diligence Guidance for Responsible Business Conduct
Apply to all LX Semicon employees and other stakeholders, including suppliers, partners, and joint ventures
As part of our efforts to foster a culture of mutual respect and promote human rights within our organization, LX Semicon launched a campaign called ‘Respect Each Other’
Encourage employees to empathize with one another and use honorifics, regardless of job position to spread respect for human rights and mutual consideration throughout the companyImplement human rights education to all employees such as education on raised awareness of people with disabilities and prevention of workplace sexual harassment, etc.
Implement additional human rights education to leader positions (director, office/team leader)
2023: Implement sessions introduce attendance management measures and systems, and training on workplace harassment issues 2024: Implement training on workplace harassment issueLX Semicon incorporated human rights-related articles into our ‘Supplier Code of Conduct’ to encourage supplier engagement and establish various human rights risk management frameworks
1 Voluntary Work
2 Prohibition of Child Labor and Management of Young Worker
3 Prohibition of Excessive Overtime Work
4 Wages and Benefits
5 Prohibition of Discrimination and Workplace Bullying
6 Freedom of Association
LX Semicon conducted ‘Human Rights Management Self-Assessment’, aimed at identifying potential human rights risks by relevant departments in the company, diagnosing the overall status of human rights management and deriving improvement tasks by detailed items
Developed diagnostic indicators for human rights management level in 2024 based on major domestic and international human rights guidelines and initiatives and conducted self-assessment by relevant departments 12 issues, 148 detailed items were developed as indicators, and as a result of self-diagnosis, the need to ‘operate a human rights management system’ and ‘strengthen responsible supply chain management’ was identified Policies will be established by relevant departments and risk management will be strengthenedNO. | Issue | Definition of Issue | Application Area | Item |
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1 | Ensuring occupational safety and health | Assess worker safety and environmental impact to ensure workers are working in safe and sanitary conditions |
Workplace safety Protection of pregnant women, people with disabilities, and others Providing essential equipment, conduct training, etc. Supporting workers injured |
16 Items |
2 | Prohibition of forced labor | Prohibit unreasonably restricting physical or mental freedom or forcing employees to work against their will |
Prohibition of forced labor Inhumane practices, including human trafficking Prevention of forced labor by subsidiaries and suppliers |
12 Items |
3 | Prohibition of child labor | Comply with minimum age employment laws and regulations in each country and region |
Prohibition of the hiring of underage workers Procedures for addressing inadvertent employment of minors |
13 Items |
4 | Freedom of association | Uphold the right of workers and employers to form and join associations and engage in collective bargaining |
Protection of freedom of association and collective bargaining Prohibition of penalizing labor union activities Ensuring collective bargaining coverage and enforce in good faith Alternative actions in the absence of a labor union |
14 Items |
5 | Compliance with working hours | Comply with regular, overtime, and holiday working hours regulations set by laws and regulations in each country and region |
Employee’s working hours |
2 Items |
6 | No discrimination/ workplace bullying | Promote equal opportunity in hiring, promotion, compensation, training, etc., and prohibit discrimination and harassment based on social status, etc. |
No discrimination in employment No gender discrimination in employment No discrimination for non-regular employees No discrimination for foreign employees |
20 Items |
7 | Wages and benefits | Pay wages at or above minimum wage levels set by labor laws in each country and region |
Wages and benefits |
2 Items |
8 | Responsible supply chain management | Encourage suppliers' human rights practices and avoid sourcing minerals mined directly or indirectly from high-risk and conflict-affected areas |
Prevention of human rights abuses by suppliers and others Conducting monitoring Prevention of human rights abuses by security personnel Responsible management of minerals and raw materials sourcing |
9 Items |
9 | Information security | Enhance security measures to prevent the unauthorized release of consumer/customer personal information and implement information security training |
Customer personal information Protection of intellectual property |
8 Items |
10 | Ensuring environmental rights | Establish and maintain an environmental management system, disclose environmental information, and adhere to a precautionary approach to environmental issues |
Establishment and maintenance of an environmental information system Principles of a precautionary approach to environmental issues Disclosure of environmental information Development of contingency plans |
16 Items |
11 | Establishment of human rights management system | Establish a company-wide human rights management system, including policies, organizational structure, and grievance handling channels |
Human Rights Policy Statement Organizational structure for Human Rights Management Grievance handling channels |
12 Items |
12 | Operation of human rights management system | Operate a comprehensive human rights management system, including risk assessments, performance management, and remediation efforts |
Periodic human rights impact assessments Improvement activities Human rights management performance Preparing remedial actions Human rights risk |
24 Items |
LX Semicon provides remedies to mitigate and effectively address adverse human rights impacts and operate various grievance handling channels
Ensure anonymity during post-grievance investigations to prevent whistleblowers from being penalized Implement separate measures to prevent retaliation and discrimination against whistleblowers following a report (to prevent secondary victimization)We report the results to the CEO after the Grievance Handling Council
Pre-Preparation
Identify Member Issue
Receive VOE Receive issues related to workplace bullying, working hours, way of working, etc.
Consult about and address grievances Handle issues and come up with remedies
Identify Organization Issue
Communicate through the CA at the organizational level Identify and understand issues within the organization
Meetings by Organization
Once a month Discuss VOE and inform CA/HR announcements
Address employees’ grievances and provide feedback
CA Council
Discuss meeting results by organization Share the best practices, VOE and grievances within the organization
Share issues by agenda Share activity details and issues/support matters
Determine agenda items to be on the table for the Grievance Handling Council
Grievance Handling Council
Lead by the HR part, make decisions on grievance reported
Category | Details |
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Grievance Now Talk (Online) | Operate Grievance Handling Reporting Channel within the In-house Intranet (Online) |
CA Hotline | Report to the CAs through anonymous channel (KakaoTalk) |
Reporting Channel for Workplace Bully and Sexual Harassment | Report to the person in charge of the Corporate Culture Team (Online and offline) |
Operate Sexual Harassment/Workplace Bullying Reporting Channel within the In-house Intranet (Online) | |
Ethics Hotline (Online) |
Operate ‘Ethics Hotline’ within the website
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Ethics Bureau | Enable reporting through online, in-person visits, postal mail, email, or phone calls |
The number of ethics violations related to discrimination cases (gender discrimination, discrimination on people with disabilities, workplace harassment, etc.) in the last three years and the remedial actions taken in response:
2021 (Overseas): 1 sexual harassment case / disciplinary dismissal 2021 (Domestic): 1 incident of workplace harassment / separation from victim and disciplinary action 2022 (Domestic): 1 case of sexual harassment, 1 case of workplace harassment / separation from victim and disciplinary actionIncrease sexual harassment and workplace bullying prevention training after an incident: implement customized training by position and by gender
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[Purposes of collection and use of personal information] The company uses collected personal information for the following purpose: Collected personal information is not used for any other purposes than those stated below. If there is any change to the purposes, it will be notified of via the website. Membership for system use, one-on-one answer to an inquiry
[Personal information items to be collected] Name, e-mail, mobile phone no., company name
[Period of personal information use and retainment] For 3 years from the completion of handling the inquiry
[Disadvantages upon disagreement on the collection and use of personal information] A user may disagree on any of the terms and conditions and on the collection of personal information. In this case, the use of service may be limited.