Policy

MainCompanyPolicy

AEO Management Policy Corporate Social Responsibility(CSR)

To establish integrity in compliance with laws and regulations related to customs administration.

Achieve and realize first-class logistics leading enterprises by improving risk factors and continuously improving compliance with laws and safety management.

Respect the human dignity of all stakeholders involved in our company and provide fair opportunities based on their abilities.

AEO Detailed goal _ BUSAN

Minimize the number of errors through the internal control system
- Keeps the number of errors reported on the list of Redundancy less than 60 per quarter
- Maintain 30% or less of the causes of the list error due to mistakes by the person in charge.
Minimizing Violations of Laws
- Keeps the number of violations of the law less than five quarterly
Minimize risk through improvement management
- Maintaining 0 cases of risk A and 5 cases or less of B

AEO Detailed goal _ SEOUL

Minimize the number of errors through the internal control system
- Keeps the number of errors reported on the list of Redundancy less than 15 per quarter
- Maintain 30% or less of the causes of the list error due to mistakes by the person in charge.
Minimizing Violations of Laws
- Keeps the number of violations of the law less than three quarterly
Minimize risk through improvement management
- Maintaining 0 cases of risk A and 5 cases or less of B

CSR (Corporate's Social Responsibility)

We will fulfill our role as a leading logistics company and continue to grow with our stakeholders through moving logistics and transportation, and based on this, we will faithfully carry out our corporate social responsibilities.
We will do our best to create corporate value through fair and transparent management; respect the human dignity of various stakeholders; comply with regulations through environmental, safety and health management systems; and realize sustainable future values.
Through sincere CSR activities, we will grow with society and increase the value of companies.

Global Guidelines

SDGs of Implementing

As a global company, EUNSAN is actively pursuing a management strategy that meets the UN's sustainable development goals and will do our best to implement it.

Guaranteeing employees' education and providing lifelong learning opportunities
Gender Equality and Women's Empowerment.
Inclusive and sustainable growth and Providing employment and quality jobs.

UN Global Compact Ten Principles

EUNSAN Shipping & Aircargo Co.,Ltd. support and abide by the ten principles of human rights, labor, environment and anti-corruption pursued by the United Nations in pursuit of social responsibility.

Human Rights

Principle 1 Businesses should support and respect the protection of internationally proclaimed human rights; and
Principle 2 make sure that they are not complicit in human rights abuses.

Labour Standards

Principle 3 Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4 the elimination of all forms of forced and compulsory labour;
Principle 5 the effective abolition of child labour; and
Principle 6 the elimination of discrimination in respect of employment and occupation.

Environment

Principle 7 Businesses should support a precautionary approach to environmental challenges;
Principle 8 undertake initiatives to promote greater environmental responsibility; and
Principle 9 encourage the development and diffusion of environmentally friendly technologies.

Anti-Corruption

Principle 10 Businesses should work against corruption in all its forms, including extortion and bribery.

CSR Committee

We formed a committee with CEO. The Commission will review key CSR policies and check activity performance. Under the supervision of the management support team, working-level supervision for detailed work is conducted with the person in charge of human rights, labor, environment, safety, health, fair operation, social contribution activities, and governance.

CEO
- VICE CEO
  - Management Support executive
  - Marketing executive
  - EHS executive
  - Human right/Labor
  - Environment/Safety/Helath
  - Fair operation
  - Social contribution
  - CSR Goivernance

CSR Processing plan

Declaration of human rights

In order to realize the value of respect for human rights, we are making efforts to internalize our human rights activities and corporate operations.

EUNSAN Declaration of human right

We openly support the Universal Declaration of Human Rights and UN Guiding Principles on Business and Human Right; Ruggie Framework declarations.
We prohibit child labor and forced labor and prevent discrimination or unfair treatment due to reasons such as nationality, race, gender, and academic background. Various members with their own characteristics, including women, foreigners, and the disabled, help them fully demonstrate their abilities without disadvantages among the personnel systems such as employment, promotion, compensation, and retirement.
We are committed to ensuring that our policies are not only kept from us, but also from our business partners.
We have several channels of participation to prevent possible human rights violations during our management activities.
As corporate citizens who always respect human beings and contribute to society based on humanity, we will be partners who contribute to the rich future of human society by exercising a sense of responsibility.

Practice human rights management

_ Prohibition of child and forced labor

We make it a rule to hire workers over the age of 18, all employees are prohibited from forced work under the Labor Standards Act, and the working hours and vacation system strictly conforms to the laws of the country.

_ Prevention of discrimination and harassment

We respect the human rights of all stakeholders involved in the company.
We support the principle of human rights that the UN Charter of Human Rights and the UN Human Rights Commission's Guidelines on Business and Human Rights provides.
We do not discriminate unreasonably in recruitment, promotion, or evaluation for gender, academic background, religion, physical disability, or any other reason.

_ Employee grievance handling

In order to deal with various grievances of employees, the Employment Regulations and the Labor-Management Council Regulations stipulate the response system and operating procedures for handling grievances. In the event of a grievance, the grievance is handled fairly through the grievance handling committee appointed in accordance with the management regulations of the labor-management council. In addition, we operate anonymous bulletin boards on internal interlanets so that executives and employees can easily and conveniently consult their grievances.

_ Social dialogue

We are promoting social dialogue with each other while guaranteeing the freedom of staff to create a win-win corporate culture through labor-management harmony. In addition, the management regulations of the labor-management council shall be prepared to pursue the common interests of labor-management through understanding and cooperation between users and workers.

_ Human resources development

Our goal is to guarantee the education of our employees and provide lifelong learning opportunities for life. In order to contribute to the growth and development of the company and individuals through the training of human resources, education expenses related to language and job skills are supported in accordance with the Regulations on Payment of Support for Educational Expenses.

_ Social dialogue

YEAR	TARGET COUNT	IMPLEMENTATION COUNT	IMPLEMENTATION RATE
Status of Labor-Management Council meetings
2018	4	4	100%
2019	4	4	100%

Code of ethics

We perform our duties faithfully and do our best to satisfy our customers. To create corporate value through fair and transparent ethical management and pursue the public interest as a social enterprise Employees pledge to practice ethical standards based on correct decision making and ethical judgment.

We practice morally correct management.
We comply with all the laws and regulations relating to the company's ethical management policy.
We do not demand or receive unfair bribes or favors.
We do not use the company's confidential information and customer's information that we have learned in business for personal purposes.
When we are aware of any other employee's misconduct, we immediately report it to the managing director.
We respect all our employees and do not treat them unfairly.
We don't do acts that cause pain or worsen the working environment among our employees.
We respect the mutual diversity among our employees.
We mutually develop through fair trade with our partners.
We maintain the dignity of the company based on creativity.
We do our best to protect intellectual property rights.
We protect the property of the company and abide by confidentiality.
We fulfill our social responsibilities and services.
We do our best to protect the environment.

Implementation Guidance

The Code of Ethics Implementation Guidelines consist of basic principles that define ethical value judgment standards and principles for employees and stakeholders, target actions for implementation, and specific criteria for judgment.

Chapter 1 General Provisions

Article 1 (Purpose)

The purpose of this Code of Ethics is to establish the standards of conduct that executives and employees of Eunsan Shipping and Air Cargo Co., Ltd. (hereinafter referred to as "company") must observe in order to contribute to the prevention of corruption and the creation of a clean corporate culture.

Article 2 (Definitions of Terms)

The terms used in this Practice Guide are defined as follows.
1. Executives and employees: refers to all employees who work continuously and repeatedly at the company and are paid wages in return for their work.
2. Stakeholder: In-house influenced by the actions or decisions of the company and its employees.Refers to other individuals, corporations, or other organizations.
3. Chairman of the Ethics Management Committee: The Chairman of the Ethics Management Committee mentioned in the Implementation Guidelines shall be concurrently held by the personnel management officer of the Management Department.
4. Money and gifts: cash, checks, securities, vouchers, vouchers, and other equivalent.
5. Entertainment and hospitality: Meal and unhealthy businesses (room salons, karaoke bars, massage parlors, unhealthy barbershops, unhealthy saunas, and other luxury entertainment establishments) ∙ Entertainment benefits such as gambling entertainment, golf, and skiing.
6. Convenience: refers to transportation, accommodation, personal vacation support, business trip support, sponsorship/compliment, and the case where economic losses generally occur to the other party for the convenience of the recipient.

Article 3 (Scope of Application)

This Practice Guidelines shall apply to all employees of the Company.

Article 4 (compliance obligations and responsibilities)

1. All executives and employees shall be familiar with and comply with the guidelines for implementing the Code of Ethics, and shall be responsible for the violations accordingly.
2. To ensure the prevention of corruption and the creation of a clean corporate culture and compliance with the Code of Ethics Implementation Guidelines, all executives and employees shall prepare and submit a pledge of ethical management practice that vows to comply with the Code of Ethics and Code of Ethics Implementation Guidelines.
3. If the company fails to recognize the company's ethics code implementation guidelines and related regulations, and fails to prepare an ethical management practice pledge (including online signatures/callions), it shall be recognized that the individual is not exempt from responsibility for any violation of the ethics management implementation guidelines.
4. All executives and employees have responsibilities and obligations to prove that their work has been carried out transparently if they are suspected of irregularities in connection with their work, or if they are suspected of being transparent or unfair in handling their work.

Implementation Guidance

Article 5 (compliance with laws and regulations)

1. Faithfully observe all domestic and international laws, rules, and guidelines for self-governing practices that enterprises should abide by in relation to social activities and commercial transactions.
2. Do not profit in a dishonest way that runs counter to business ethics and ordinary intentions.

Article 6 (Sound Enterprise Activities)

1. All information shall be obtained by legitimate means and shall not be used or leaked to third parties in an improper manner.
2. Recognizing that competition is the driving force of mutual development, respecting the market economic order, and doing nothing to undermine it.
3. Comparative behavior with competitors is based on objective and clear data.
4. Do not make undue use of competitors' weaknesses that have not been formally declared, and do not make slanderous advertising.

Article 7 (Social Responsibility)

1. Recognizing that corporate social responsibility begins with voluntary service to society and actively participates in the development of various social service activities and cultural industries.
2. To contribute to the construction of a welfare society by fulfilling sincere tax obligations and creating employment.
3. The project shall be carried out reasonably, and shall not engage in any act that harms the national economy.
4. If it is deemed necessary to enact, amend or abolish social systems and regulations, a petition shall be filed through due process and method.
5. We will take the lead in promoting the unity of the company and the community by expanding welfare facilities, supporting the underprivileged and encouraging and supporting employees to participate in community activities for the residents of the areas to which each workplace belongs.

Act 8 (Environmental Protection and Resource Conservation)

1. All projects conduct environmentally and participate in environmental protection and comply with all relevant laws and regulations.
2. To take the lead in environmental protection and conservation of resources through saving resources and continuous technological development.

Implementation Guidance

Article 9 (Maintaining Honor and Dignity)

1. Executives and employees take pride in their respective conduct representing the company, and perform clean clothes, decent and courteous acts.
2. Executives and employees mutually respect each other as an independent person, and do not engage in irreverent conduct and slander.
3. Employees shall not accept improper money or valuables, borrow money or provide joint guarantees, or make unfair solicitation.

Article 10 (Performing fair autonomous tasks)

1. Executives and departments recognize that it is an organic community moving for common goals, and seek the growth and development of the company through reasonable and smooth work cooperation that excludes selfishness among departments.
2. Executives and employees improve their own qualities and abilities by implementing autonomous self-development plans.
3. Executives and employees recognize the goal of the company's progress, carry out the duties assigned to each person with autonomous judgment and action, and take responsibility for them.
4. Executives and employees shall perform their duties fairly by strictly dividing the division of public works.
5. Executives and employees shall do their best in their duties under their given authority and responsibilities, comply with all laws, regulations and systems, and shall not abuse their authority, spread groundless rumors, exaggerate, conceal facts or divulge any property of the company for personal benefit.
6. Do not mislead the judgment or decision-making of the superior or the relevant departments by manipulating the coefficients or falsely reporting them.
7. Customer should not be damaged due to unfair collusion with competitors about sales price, terms of sale and market allocation.
8. Not forming or joining an unjust agreement or collusion organization with the same kind of companies.

Article 11 (Fair and Harmonious Organizational Culture)

1. Executives and employees create a more harmonious organizational culture by respecting each other's privacy and creating an atmosphere in which they can freely express proposals, suggestions and difficulties.
2. The superior develops the talents of the subordinate and actively supports them for the fostering of human resources.
3. Executives and employees shall not abuse their authority to benefit those who have personal ties, such as relatives, and in principle, executives and employees who are related to relatives shall not work in the same department.

Article 12 (A pleasant and safe working environment)

1. To ensure a clean and pleasant working environment, the organization, arranging, cleaning, habituation should be practiced.
2. Follow safety-related rules thoroughly and prevent accidents in advance.
3. Smoking is prohibited in the workplace other than the designated place, and gambling and social unlawful conduct are not permitted.

Implementation Guidance

Article 13 (Prohibition of Discrimination)

Employees shall not preferentially discriminate or discriminate against specific individuals or organizations for regionalism, kinship and school relations.

Article 14 (Prohibits mediation, solicitation, debt guarantee requests, etc.)

1. Executives and employees shall not engage in mediation, solicitation, etc. that hinder the fair performance of their duties for the sake of their own or others' unfair interests.
2. Executives and employees shall not request debt guarantees or engage in debt guarantees to other employees or interested parties for the benefit of themselves or others.
3. Executives and employees shall not make other persons request favors from the person in charge of personnel affairs in order to have an unfair impact on personnel appointments, such as appointment, promotion, or transfer.
4. Executives and employees shall not use their positions to unfairly intervene in personnel appointments, such as appointment, promotion, or transfer of other employees.

Article 15 (avoidance of interested duties)

1. Executives and employees shall avoid participation in the work and decision-making if their duties relate to the interests of any of the following persons:

a) Self, spouse, lineal ascendant and descendant, and relatives within the fourth cousins;
b) an individual or corporation whose employees previously worked or intend to work in the future;
c) A person who is deemed to be unable to perform his/her duties fairly due to his/her relationship with executives and employees, such as school ties, regionalism, and blood ties;

2. If an employee intends to avoid his/her duties under the provisions of paragraph (1), he/she shall notify the superior or the chairman of the ethics management committee of the position, and if it is unclear whether he/she should avoid it, he/she shall ask the superior officer of the position or the chairman of the ethics management committee for consultation.
3. Upon receipt of a request for consultation under paragraph (2), the position supervisor or the chairman of the ethics management committee shall report to the CEO if it is deemed inappropriate for the employee to continue his/her duties in consideration of the following:

a) degree of interest;
b) The role and importance of the employees in performing their duties, such as the degree of discretionary exercise of their duties;
c) Internal and external sensitivities of the work concerned

4. Upon receipt of a report under paragraph (2), the Representative Director shall take necessary measures, such as relocating the personnel so that his/her duties can be handled fairly.

Article 16 (Prohibit use outside the purpose of the budget)

Executives and employees shall not cause property damage to the company by using the budget for performing their duties for any purpose other than the purpose, such as travel expenses, business promotion expenses, sales and engineering expenses, and organizational operation expenses.

Article 17 (handling instructions, etc. that hinder the fair performance of duties)

1. The superior shall not give instructions to the subordinate to hinder the fair performance of his/her duties in order to seek the interests of himself/herself or a third party in violation of statutes or regulations.
2. In the case of paragraph (1), a subordinate who has been instructed to impede the fair performance of his/her duties may explain the reason to his/her superior and refuse to comply with the instructions. If the same instruction continues despite the failure of the instruction, the personnel team shall immediately consult or report to the CEO.
3. The personnel team consulted under the provisions of paragraph (2) shall confirm the details of the instructions and report them to the Representative Director if it is deemed necessary to cancel or change the instructions, and the Representative Director shall take appropriate measures, such as revocation or modification of the instructions, if deemed necessary.
4. For instructions that hinder the fair performance of duties, necessary measures, such as disciplinary action, may be taken against a superior who repeats the same instructions despite his failure to comply with the provisions of paragraph (2).
5. A subordinate shall not be subject to any discrimination or disadvantage on the grounds of failure to give instructions under paragraphs 1 and 2.

Article 18 (handling politicians, etc.'s unreasonable demands)

1. Employees shall report to the chairman of the Ethics Management Committee when they are forced to perform unfair duties or receive unfair favors from public officials, politicians or political parties, etc.
2. Upon receiving a report under paragraph (1), the Chairman of the Ethics Management Committee shall take appropriate measures to ensure that the employees in question perform their duties fairly.

Article 19 (equal opportunity)

1. The Company grants equal opportunities for all qualified enterprises to participate in the registration and selection of leads.
2. Registering and selecting the trading line shall be carried out in a reasonable manner in accordance with objective and fair screening standards.

Article 20 (Fair Trade Procedures)

1. All transactions are carried out fairly in a mutually equal position and are subject to sufficient consultation on terms and procedures of transactions.
2. Do not engage in any form of unfairness using superior status.
3. Information necessary for transactions shall be provided to each other in a timely manner through appropriate procedures, and the results of transactions shall be regularly assessed on a fair basis to complement each other.

Implementation Guidance

Article 21 (Prohibited Interest Intervention, etc.)

1. Executives and employees shall not make unfair profits by using their positions or allow others to make unfair profits.
2. Executives and employees shall not use the company name or their position or let others use it for the unfair benefit of themselves or others.

Article 22 (Prohibition of Private Use and Profit of Property)

Executives and employees shall not use or profit from the company's own property, such as business vehicles, goods provided for various business purposes or business affairs, or real estate, for private purposes without justifiable grounds.

Article 23 (Restrictions on transactions, etc. using job-related information)

Executives and employees shall not engage in property transactions or investments related to stocks, securities, real estate, etc. or provide such information to others to assist in property transactions or investments using undisclosed information learned in connection with the performance of their duties.

Article 24 (Restrictions on the receipt of money, entertainment, hospitality, convenience, etc.)

1. Employees do not require stakeholders to receive or provide any form of economic benefits (such as money and gifts including securities), real estate, entertainment and entertainment, convenience, and guarantee for the future (such as promise of employment and job placement after retirement, guarantee of employment opportunities for their immediate family members, commitment to entering into a transaction contract, etc.). However, this shall not apply in cases falling under any of the following:

a) traffic, lodging or food provided uniformly by the organiser to the attendees at a formal event that has been pre-approved by the company;
b) souvenirs or promotional articles for distribution to unspecified persons;
c) Money and valuables, etc. publicly offered to help executives and employees in difficult situations due to illness, disaster, etc.

2. No money or valuables, etc. shall be exchanged among executives and employees: Provided, That this shall not apply in any of the following cases:

a) falling under any subparagraph of paragraph (1);
b) except for gifts received from interested parties; and a small amount of gifts provided within the ordinary scope;
c) Money and valuables, etc. publicly offered at employee mourning meetings, etc.
d) money and valuables, etc. provided by a superior to a subordinate for the purpose of promoting fraud, such as consolation, encouragement, reward, etc.

3. Executives and employees shall not exchange money or other valuables in connection with their duties at the time from those who were stakeholders or job-related employees. However, this shall not apply to cases falling under any of the subparagraphs of paragraphs (1) and (2).
4. Receiving money, entertainment, and convenience from stakeholders affects normal decision making, so we politely decline such provision first.
5. If an employee receives money, entertainment, hospitality, or economic convenience from interested parties in relation to his/her duties and voluntarily reports or post-processing according to the procedures prescribed in the following paragraphs, he/she shall not be punished for the reported cases even if the fact of receiving money is revealed. Provided, That if the act constitutes a prohibited act, the report/post-processing alone shall not be exempted from such punishment.
6. Executives and employees shall not provide money, etc. to public officials, politicians, etc. related to their duties for the benefit of the company.

Act 25 (Prohibition of borrowing money)

1. Employees shall not borrow money from interested parties or borrow money or property free of charge.
2. Do not trade loan, low-cost purchase, high-price sale, debt repayment and loan guarantees with interested parties.

Act 26 (The conclusion and performance of a clean contract)

1. Employees shall perform their duties fairly and transparently in accordance with the procedures prescribed by the relevant statutes in the bidding, contract, and contract execution of all construction, service, and commodity purchases conducted by their organizations.
2. Employees shall not demand prohibited money or valuables by taking advantage of their superior position in the process of bidding, contract or contract execution under paragraph 1 or make unreasonable demands, such as coercion of unfair terms of transactions, interference in management, etc.

Implementation Guidance

Act 27 (Obtaining and managing legitimate and transparent information)

1. Employees shall obtain all information in a legitimate manner, record and report it accurately, and shall not manipulate or destroy information for the benefit of a particular individual or specific corporation.
2. Employees shall not divulge important information acquired in connection with the performance of their duties to third parties without prior permission or approval from the company.

Act 28 (Transparent accounting management)

Employees shall record and manage accounting records and other financial management accurately and transparently based on facts in accordance with relevant laws and generally accepted accounting principles.

Act 30 (Disclosure of information)

Employees in charge of information disclosure shall faithfully and honestly comply with the media and the general public's request for management information disclosure in accordance with relevant laws and regulations in order to ensure transparency in management and to establish reliability in foreign relations

Implementation Guidance

Act 31 (Restriction of external lecture)

1. Employee shall obtain prior approval from the CEO when he/she intends to conduct seminars, public hearings, debates, presentations, symposiums, education, lectures etc. But it excepts obtaining permission under other regulations.
2. CEO may approve lectures under paragraph 1, if it is deemed that they do not interfere with his/her duties and that there is no risk of leaking confidential information in the course of performing his/her duties.
3. When an employee conducts an external lecture under the provisions of paragraph 1, the consideration that may be received shall not exceed the standard normally applied by the requester of external lectures.

Act 32 (Prohibition of the formation of private organiztion.)

Employees shall not form factions, private organizations, etc. in connection with blood ties, academic connections, etc. in the workplace.

Act 33 (prohibiton of sexual ahrassment and molestation)

Employees shall not engage in any of the following acts that cause mutual sexual temptation and sexual shame.

a) The act of touching or contacting a specific body part.
b) the act of telling lewd jokes or making obscene and vulgar stories.
c) the act of making a sexual analogy or appraisal of a person's appearance.
d) The act of posting or showing obscene pictures, painting, videos, etc.
e) The act of forcing a person to drink or dance at a get-together, etc.
f) Other acts that cause sexual shame in the common sense.

Implementation Guidance

Act 34 (Reward and Disciplinary Action)

1. The Representative Director may provide equivalent rewards to employees who comply with the guidelines for the implementation of the Ethics and have contributed to the establishment of ethical management, such as reflecting them in the personnel evaluation.
2. The CEO may take necessary measures, such as disciplinary action, against executives and employees who commit acts that violate the guidelines for the implementation of the Ethics.
3. The types, procedures, validity, etc. of disciplinary action under paragraph 2 shall be governed by the provisions of the Personnel Committee and the employment rules of the company.

Additional rules

1. This Implementation Guidance shall be amended and implemented from 1 January 2020.

Ethical management practice

_ Ethics guidance education

All employees must complete ethical training, including the Code of Ethics. The ethics guidelines stipulate procedures for reporting violations so that anyone can easily report violations of the code of ethics, and the whistleblower is fully protected.

_ Bribery

Ethical management guidelines include matters related to fair performance of duties and prohibition of unfair profits. It prohibits the provision of bribes from stakeholders that could undermine fairness in performing their duties. To prevent bribery, we provide ethical education every year and make efforts to make anonymous internal complaints through the internal control system.

_ Customer Information Protection

Since January 2020, we have appointed the Chief Information Security Officer (CISO) to receive regular information security education and information from the Radio Management Service, a government-affiliated organization. We are implementing measures to protect third-party data from consent, unauthorized access, and disclosure by those involved in information security through the security pledge management process.

_ Apply CSR to partners

We encourage stakeholders to explain and join our commitment to ethical management. We have written and signed a Code of Conduct agreement directly to suppliers without CSR guidelines. In addition, purchasing managers are required to receive training on sustainable procurement every year, and the company monitors the publication of sustainable reports and manages them with the supplier's CSR KPI.

_ Internal control

We are building integrity in compliance with regulations related to customs administration through the company-wide AEO system. The internal control system minimizes the number of errors and maintains the reliability and transparency of logistics and customs administration.

_ Internal reporting system

We operate an internal reporting system in accordance with ethical guidelines. We systematically guarantee that internal and external stakeholders can file complaints against all unfair business activities, including corrupt practices. Report: Compliance Officer (insa@eunsan.co.kr) Report can be made in any way possible, including face-to-face interviews.

Environmental Management Policy

EUNSAN Shipping & Aircargo Co.,Ltd. based on accumulated technology and excellent technical personnel, we are legal concerning air environment, water quality environment, energy and greenhouse gas reduction, waste reduction, and customer health and safety requirements.Comply with regulatory requirements. We establish and operate a management system to recognize the importance of environmental impact on logistics and transportation to all employees and fulfill their responsibilities to the environment.

Environmental Management Objectives

Reducing energy consumption and reducing greenhouse gas emissions through employee awareness change
Minimize waste generation through continuous enlightenment activities
Meeting customer requirements and environment-related laws.Comply with regulatory requirements
Contribution to the community through donations and environmental protection
Establishment of Environmental Management System Based on ISO 14001

As a company specializing in logistics and transportation, EUNSAN Shipping & Aircargo Co.,Ltd recognize environmental management as a major element of corporate management and intend to establish, implement, maintain and improve the environmental management system systematically.

Practice for Environmental Management

_ Environment KPI

Environment KPI	2018	2019
Direct greenhouse gas emissions	515,562.8 KgCo2	436,550.4 KgCo2
Indirect greenhouse gas emission	274,652.0 KgCo2	251,462.0 KgCo2
Total waste weight	11,720 kg	9,394 kg
Environmental protection activities	4	4

_ Environmental Management Performance

Energy-saving activity

Activity to minimize waste generation

Environmental cleanup activities

It creates a safe workplace by actively participating in the disaster-free movement.

Continued education/training/improvement is promoted to promote safety awareness.

Strengthen risk excavation activities.

To review safety and health first in all activities and to comply thoroughly with relevant laws and regulations.

EUNSAN SHIPPING & AIRCARGO CO.,LTD. is_

The above policy is observed in order to establish a disaster-free business site and implement continuous improvement by implementing the safety and health management system in consideration of the safety of employees in carrying out the combined transportation operation.

Efforts to practice safety and health

Operation of the Joint Safety and Health Committee between Labor and Management
Operation of the Industrial Safety and Health Committee
Safety and Health Management Improvement
Health and Safety Risk Assessment
Emergency Response Training Activity
Industrial safety and health education and stress prevention education
Improving the working environment
Conduct regular employee health interviews (including annual hospital checkups)

Introduction to EcoVadis

EcoVadis was founded in 2007 and is a CSR evaluation platform that enables global companies to evaluate their environmental and social performance. More than 5,500 companies in 155 countries around the world are utilizing EcoVadis' CSR evaluation platform, and EUNSAN Shipping & Aircargo Co.,Ltd is actively participating in this platform.

Companies that comply with the EcoVadis

EcoVadis evaluates four major topics (environmental, labor, fair business, sustainable procurement) and 21 details on CSR. Meets EcoVadis conditions are not only quality, but also certification of compliance with international conventions across human rights, environment, labor and procurement.

EUNSAN’S propulsion course

We are working to meet the 208 details of Ecobodyes. We want to fulfill our corporate social responsibilities in five areas: environment, labor, fair business, and sustainable procurement.

Philosophy of social contribution

As Korea's leading logistics company, we are constantly making efforts to impress our customers. We're leading job offerings and economic growth with the community. We recognize the importance of corporate social responsibility and will contribute to community development through community contribution activities and become a growing national enterprise together.

Policy

Policy

AEO Detailed goal _ BUSAN

AEO Detailed goal _ SEOUL

CSR (Corporate's Social Responsibility)

Global Guidelines

SDGs of Implementing

UN Global Compact Ten Principles

Human Rights

Labour Standards

Environment

Anti-Corruption

CSR Committee

CSR Processing plan

Declaration of human rights

EUNSAN Declaration of human right

Practice human rights management

_ Prohibition of child and forced labor

_ Prevention of discrimination and harassment

_ Employee grievance handling

_ Social dialogue

_ Human resources development

_ Social dialogue

Code of ethics

Implementation Guidance

Implementation Guidance

Implementation Guidance

Implementation Guidance

Implementation Guidance

Implementation Guidance

Implementation Guidance

Implementation Guidance

Ethical management practice

_ Ethics guidance education

_ Bribery

_ Customer Information Protection

_ Apply CSR to partners

_ Internal control

_ Internal reporting system

Environmental Management Policy

Environmental Management Objectives

Practice for Environmental Management

_ Environment KPI

_ Environmental Management Performance

EUNSAN SHIPPING & AIRCARGO CO.,LTD. is_

Efforts to practice safety and health

Introduction to EcoVadis

Companies that comply with the EcoVadis

EUNSAN’S propulsion course

Philosophy of social contribution

Community contribution activities

- Donation

- Street cleaning activity

- Holding a concert

- Sports Support Activity

- Next Generation Leader Training Program

- Busan Employment Grand Prize Winner

- Scholarship payment