모트렉스

KEY POLICIES & ACTIVITIES

Human Rights Management

HUMAN RIGHTS MANAGEMENT STRATEGY

Human Rights Vision

Beyond Workplace & People An Organization That Grows Together Through Mutual Respect

Core Values, Goals & Initiatives

5 Core Values of Labor & Human Rights Management

Equity

Ensure fairness in wages, working hours, and employee benefits

Empowerment

Strengthen employee capabilities through training and career development

Engagement

Foster a collaborative organizational culture through labor-management consultation and social dialogue

Equality

Prohibit child and forced labor, ensure equal opportunity, and foster an inclusive culture

Safe Work Environment

Establish accident-free workplaces, prevent industrial hazards, and ensure psychological safety

Qualitative Goals

Enhance transparency in wage and compensation systems and ensure fair working conditions and employee benefits.

Establish a fair promotion system based on performance and competency and promote employee growth through tailored training.

Foster a strong employee communication culture and establish an effective grievance resolution system.

Build an inclusive organizational culture grounded in compliance with global standards.

Establish a safety-first culture and ensure psychological safety.

Quantitative Goals

Disclose the wage and compensation system at least once a year and implement at least one initiative to improve working conditions and employee benefits annually.

Convene a performance- and competency-based promotion committee at least once a year and provide a minimum of 16 hours of training per employee annually.

Operate the Labor-Management Council at least four times per year and achieve a 100% grievance resolution rate.

Maintain zero workplace harassment and discrimination and achieve a 100% human rights training completion rate among all employees.

Maintain zero occupational accidents and achieve a 100% implementation rate of regular safety inspections.

Strategic Initiatives

Disclose wage and performance bonus calculation criteria at least once per year.

Continuously improve employee benefits and welfare programs.

Operate a performance- and competency-based promotion committee at least once per year.

Expand training and capability development opportunities for employees.

Operate the Labor-Management Council at least four times per year.

Achieve a 100% grievance resolution rate.

Maintain zero workplace harassment and discrimination cases.

Achieve a 100% completion rate for human rights management training for all employees.

Maintain zero occupational accidents.

Achieve a 100% implementation rate for regular safety inspections.

Human Rights Management Organization

MOTREX oversees human rights management, with the Human Resources (HR) Department serving as the central governing body. The Grievance Committee and the Head of the Management Support Division are responsible for receiving, investigating, and mediating reports and grievances.
In addition, supporting departments??including Legal, Safety, Quality & Production, Procurement, and IT Information Security??manage human rights risks within their respective operational areas, and all departments cooperate in human rights management activities.

Mid- to Long-Term Human Rights Management Roadmap

MOTREX has established a mid- to long-term management framework through its Labor and Human Rights Management Roadmap. The roadmap defines the protection of human rights, improvement of working conditions, and fostering of a safety culture as its core objectives. Through phased initiatives ranging from institutional development and operational stabilization to enterprise-wide expansion, we seek to promote systematic management and enhance organizational maturity in labor and human rights management.

2025??026

Foundation Building Phase

- Review compensation and welfare systems and strengthen transparency.
- Design and pilot a fair, performance-based promotion system.
- Implement regular grievance handling processes and consultation bodies.

- Expand company-wide human rights management training and institutionalize anti-discrimination and anti-harassment measures.

- Conduct regular safety inspections and drive initiatives to achieve a zero-accident workplace.

2027??028

Operational Integration Phase

- Regularly review and improve the effectiveness of compensation and welfare systems.
- Enhance transparency in performance evaluation, compensation, and promotion criteria.
- Establish systems for employee satisfaction surveys and feedback integration.

- Operate regular human rights risk assessments and corrective actions.

- Expand psychological safety programs and institutionalize regular safety training.

2029??030

Expansion and Advancement Phase

- Fully establish transparent and reasonable compensation and welfare systems.
- Develop talent development and promotion models aligned with global evaluation standards.
- Foster a collaborative labor-management culture and expand stakeholder engagement.

- Extend human rights and labor management systems to subsidiaries and overseas operations.

- Advance occupational health and safety management systems and promote a zero-accident workplace culture.

Human Rights Management Policy

MOTREX has established Human Rights Management Regulations to incorporate human rights protection principles throughout its overall business operations. The Company has established a systematic policy framework across key areas, including health and safety, working conditions, talent development, the prevention of human rights violations, as well as diversity and inclusion, and will continue to strengthen its human rights management framework in line with international standards.

MOTREX Human Rights Management Regulations(Korean) MOTREX Human Rights Management Regulations(English)

Health and Safety

Protects the health and safety of employees by complying with occupational health and safety regulations, conducting risk assessments, preventing workplace accidents, and implementing appropriate protective measures.

Career Training

Lays the foundation for employees' career and job competencies through human rights training programs, including onboarding, job-specific, and regular training.

Working Conditions

Establishes management standards for working conditions, including fair treatment, adequate rest, employee welfare, labor rights, and grievance handling.

Prohibition of Child and Forced Labor

Prohibits child labor and forced labor at all stages of recruitment and employment, requires age verification, and mitigates related risks throughout the supply chain.

Labor-Management Relations

Outlines mechanisms for social dialogue, including communication procedures based on labor-management consultations and the participation of worker representatives in the Grievance Committee.

Diversity, Equity & Inclusion

Prohibits all forms of discrimination based on gender, age, race, and disability, outlines measures to prevent and address harassment, and defines standards for fostering an inclusive working environment.

Human Rights Management Declaration

MOTREX has established a Human Rights Management Declaration and pledges to conduct responsible business activities in compliance with international human rights standards, including the UN Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights (UNGPs), the ILO Core Conventions, and applicable domestic laws.

Human Rights Management
Declaration

MOTREX Co., Ltd. (hereinafter ??the Company?? recognizes that all individuals possess inherent dignity and value and places human rights at the core of its corporate management principles.

We support international human rights standards, including the UN Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights (UNGPs), and the ILO Core Conventions, and are committed to conducting responsible business activities in compliance with domestic laws and our Human Rights Management Regulations.

The Company hereby declares the following principles to prevent human rights risks that may arise across products, technologies, workplaces, and the supply chain, and to ensure prompt and fair remedies in the event of human rights violations.

Respect for Human Dignity and Fundamental Rights

All employees and stakeholders shall not be discriminated against on any grounds, including gender, age, nationality, race, disability, religion, or employment status.

The Company prohibits workplace harassment, sexual harassment, verbal abuse, physical assault, and insulting behavior, and guarantees the right to work in a safe and healthy environment.
Prohibition of Child Labor and Forced Labor

The Company does not tolerate any form of forced labor, human trafficking, or child labor.

The Company protects labor rights by complying with relevant laws and international standards throughout the recruitment, deployment, and employment processes.
Fostering a Safe and Healthy Working Environment

The Company complies with the Occupational Safety and Health Act and its internal safety and health management framework, placing the highest priority on safety across all worksites.

Equal levels of protection shall be provided to all workers, including contractors and partner company employees.
Protection of Personal Information and Digital Rights

The Company shall securely manage the personal information and technology-generated data (including video, biometric, location, and driving data) of employees, customers, and business partners.
Responsible Human Rights Practices in the Supply Chain

The Company shall work with its business partners to comply with human rights, labor, safety, environmental, and ethical standards throughout the supply chain.

Enhanced monitoring and corrective actions shall be implemented for business partners identified as high-risk through ESG evaluations and human rights risk assessments, while maintaining close cooperation to build a sustainable supply chain.
Prevention of Human Rights Violations and Prompt Remedy

The Company operates an online Cyber Reporting Portal through which anyone may report concerns related to human rights violations, discrimination, harassment, and forced labor. If a violation is confirmed, the Company shall promptly conduct a fact-finding investigation and implement all necessary measures, including victim protection, corrective actions, prevention of recurrence, and recovery support. Any form of retaliation within the Company is strictly prohibited, and support that respects the victim??s wishes shall be provided.
Human Rights Education and Awareness Raising

The Company provides regular human rights training to employees and shares its human rights management standards with business partners.

Through education, campaigns, and internal communication, the Company seeks to enhance human rights awareness and foster a responsible corporate culture.
Continuous Improvement and Transparent Communication

The Company regularly reviews and improves human rights risk assessments, management plans, and the results of investigations and corrective actions.

In addition, key human rights management activities and achievements shall be disclosed transparently through sustainability reports and other appropriate channels.

The Company declares its commitment to sustainable and responsible human rights management together with all stakeholders.

Lee Hyeong-hwan, Chairman, MOTREX Co., Ltd.

Human Rights Risk Management

MOTREX operates an integrated grievance mechanism centered on its online Cyber Reporting Center, enabling all stakeholders, including employees, to safely report concerns related to working conditions, discrimination, harassment, and human rights violations, including child labor and forced labor.

Human Rights Management Vision

Human rights-related grievances may be reported through multiple channels, including the Cyber Reporting Portal, email, written submission, or in person, with anonymity strictly guaranteed. Each reported cases undergo an initial review by the Head of the Management Support Department. Depending on the nature of the issue, cases are referred to the relevant department or committee??such as Legal, HR, or the Grievance Committee??for fair and independent investigation. Throughout the investigation process, priority is given to protecting victims, and immediate protective measures??such as adjusting working conditions or separating the victim from the alleged perpetrator??are implemented. Investigation outcomes are communicated transparently to reporting parties, and any form of retaliation against them is strictly prohibited.

Grievance Handling Process

Grievance Submission: Cyber Reporting Portal, email, written submission, or in-person reporting

Initial Review Classification of grievance type and immediate action, if necessary

Departmental Referral Referral to Relevant Departments Referral to the Grievance Committee

Committee Deliberation Fact-finding investigation Participation of internal and external experts

Mediation and Decision Formulation of resolution measures Implementation of victim protection

Notification of Results Communication of grievance handling outcomes Application of anonymity protection and non-retaliation principles

Follow-up Monitoring Verification of implementation and institutional improvement

How to File a Grievance

Concerns may be submitted through the MOTREX Online Cyber Reporting Center. Go to Cyber Reporting Center