Seoul Viosys thinks that all workers have the right to work in safe and ethical working conditions. We also understand the importance of responsible corporate operations that can minimize environmental impact. Therefore, Seoul Viosys and its partners are striving to achieve social and environmental performance.
As part of such efforts, this Code of Conduct (hereinafter referred to as the “Code”) summarizes and presents the requirements of Seoul Viosys and its partners. The application of the Code includes any form of organization that designs, sells, manufactures or provides parts and services used to produce products. All employees and members should comply with the Code and require all sub-supply chains providing assembly, parts, raw materials and packaging in the relevant business area to comply with it.
The party is solely responsible for complying with the Code, and appropriate sanctions may be imposed if the remedial action is not taken within the time limit.
This Code is based on the RBA Code of Conduct Version 7.0 (2021) and reflects the requirements of our clients. In addition, the Code may be revised according to changes in internal and external management policies and standards.
Anti-racism
∙ No discrimination in employment due to worker's age, physical disability, ethnicity, gender, marital status, nationality, political orientation, race, homosexuality, or membership in labor association.
∙ Pregnancy and medical reports should not be required unless legal or related to workplace safety concerns.
∙ Prohibition of inappropriate discrimination based on the result of medical reports.
Bullying and Assault
∙ Prohibition of harassment and assault in the workplace.
∙ Prohibition of threats by inhuman treatment such as verbal abuse, assault, mental violence, mental / physical coercion, and sexual harassment.
Prevention of Involuntary Labor and Human Trafficking
∙ Guarantee voluntary labor.
∙ Prohibition of trafficking or forced labor of any kind.
∙ Involuntary labor includes exile, stealth, recruitment, transfer, acquisition, or threatening, pressure, coercion, abduction, hijacking, or fraudulent recruitment or payment to control the other party.
∙ Prohibition of worker’s government issued ID or travel related documents.
∙ The contract with the worker should ensure that the terms of employment are clearly written in a language that the worker can understand.
∙ Prohibition of improper restrictions on entry and exit and transfer to and from the workplace.
∙ Ensuring that third-party recruitment agencies conduct activities consistent with the provisions of the law and the Code.
∙ The supplier is responsible for any unpaid salary exceeding one month of a third party or directly hired overseas contractor workers.
Protection of juvenile workers
∙ Employment of legally employable adolescents, but any work that harms health, stability and mentality should not be assigned to workers aged 18 or younger based on ILO
∙ Minimum Age Convention No. 138. Prohibition of juvenile workers of overtime or night work
Protection of student workers
∙ Ensure proper management of student workers through legally guaranteed student human rights protection, efforts as an educational partner and school life.
∙ Providing appropriate support and training
Working time
∙ Working time is limited to 60 hours per week including overtime.
∙ Workers should have at least a day off per week, except for emergencies or abnormal situations.
∙ Must comply with laws and regulations regarding working hours and overtime must be voluntary
Freedom of Association and Collective Bargaining
∙ As a legal permission, the supplier allows collective bargaining without interference, discrimination, retaliation or assault and also allows workers to establish and join associations.
∙ Working time is limited to 60 hours per week including overtime. Ensure a mechanism for workers to report complaints and enable open conversation between labor and management
Salaries and Benefits
∙ Ensure that all workers receive legal minimum salary and benefits.
∙ Provide holidays, annual leave, and legal holidays.
∙ Compensation for legally specified overtime pay.
∙ Discuss payment structure and payment period with all workers.
∙ Pay the exact salary at the right time.
∙ Pay cuts should not be used in a disciplined way.
