About WJ
Ethical Management
At WOOJUNGBIO, we are committed to fostering a culture of transparency and integrity through ethical management.
While "Jeongdo" traditionally refers to "the right path," we also embrace a broader interpretation — one of balance and moderation.
In the corporate world, stakeholders often aim to maximize profits. However, when all members prioritize moderation over excess, businesses can achieve both social responsibility and transparent governance.
We believe that true ethical management lies in this approach:
"We will not chase excessive profits but will follow the right path to ensure fairness."
This is the promise of WOOJUNGBIO, as we aim to build a company that thrives for generations.
We appreciate your continued support in this journey.
Thank you.
While "Jeongdo" traditionally refers to "the right path," we also embrace a broader interpretation — one of balance and moderation.
In the corporate world, stakeholders often aim to maximize profits. However, when all members prioritize moderation over excess, businesses can achieve both social responsibility and transparent governance.
We believe that true ethical management lies in this approach:
"We will not chase excessive profits but will follow the right path to ensure fairness."
This is the promise of WOOJUNGBIO, as we aim to build a company that thrives for generations.
We appreciate your continued support in this journey.
Thank you.
Report / Consultation
Reports regarding unfair demands or corrupt activities by employees abusing their positions are received and handled.
However, reports that are defamatory, unfounded, or related to personal matters will not be processed.
About WJ
Ethics Pledge
- As an employee of WOOJUNGBIO, Inc., I pledge that in the course of performing my assigned duties, I will not offer bribes, illegal financial benefits, or excessive entertainment to WOOJUNGBIO’s customers or potential clients.
- I will not personally accept bribes or gifts of financial value exceeding 30,000 KRW from partners who have economic interests with the company.
- I will not form inappropriate financial relationships with companies that compete with our company.
- If I detect any personal transactions or situations where financial securities or items of value are provided without a valid reason to a partner with whom I have or may have a vested interest, I will immediately report this to the HR manager.
- In addition to the above, if I am exposed to inappropriate situations that are difficult to judge, I will consult with the HR manager and follow the guidance of the company's management.
As an employee of WOOJUNGBIO, Inc., I pledge to comply with the company’s Code of Ethics and Ethical Management Implementation Regulations while carrying out my duties.
I also pledge not to engage in the following actions and agree not to contest any disciplinary actions taken by the company should I fail to adhere to these terms.
About WJ
Ethical Management Regulations and Guidelines
Employee Code of Ethics
Chapter 1: General Provisions
Article 1 (Purpose)
This Code of Ethics (hereinafter referred to as "the Code") aims to provide employees with standards for ethical judgment and proper decision-making.
Article 2 (Applicability)
The Code applies to all employees of WOOJUNG BIO (hereinafter referred to as "WOOJUNG BIO").
Chapter 2: Basic Ethics of Employees
Article 3 (Basic Ethics of Employees)
Employees shall take pride in being part of WOOJUNG BIO and always maintain an honest and sincere attitude.
Employees shall uphold a high standard of ethical values and strive to maintain and enhance both personal dignity and the honor of WOOJUNG BIO.
Employees shall comply with all relevant laws and regulations while performing their duties and act in accordance with their conscience.
Article 4 (Fulfilling Responsibilities)
Employees shall share the management philosophy and vision of WOOJUNG BIO and fulfill their assigned responsibilities with creativity and sincerity in line with WOOJUNG BIO's goals and values.
Article 5 (Fair Performance of Duties)
Employees shall perform their duties fairly, adhering to all relevant laws and regulations.
Employees shall not engage in unethical or illegal acts such as giving improper instructions, making solicitations, granting privileges, or any actions that could undermine fair performance of duties or be subject to public criticism.
Article 6 (Avoidance of Conflicts of Interest)
Employees shall avoid any actions or relationships that conflict with the interests of WOOJUNG BIO while performing their duties.
In the event of a conflict between personal or departmental interests and the interests of WOOJUNG BIO, employees shall prioritize the interests of Woojung Bio.
Chapter 3: Ethics Toward Customers
Article 10 (Respect for Customers)
Employees shall always respect customers, recognizing that they are the reason for our existence and the ultimate goal, and place the customer as the top priority in all actions.
Article 12 (Protection of Customer Interests)
Employees shall protect customer assets, intellectual property, trade secrets, and customer information with more care than WOOJUNG BIO's own assets and shall not harm customer interests through unethical behavior.
Employees shall promptly and accurately provide customers with information they need or are entitled to know.
Chapter 4: Ethics Toward Employees
WOOJUNG BIO shall not unlawfully engage in political activities, nor provide illegal donations or expenses to political parties, politicians, or election candidates. WOOJUNG BIO respects the personal political views of employees. However, employees must ensure that their personal political views are not mistaken for the political stance of WOOJUNG BIO.
Article 16 (Safety and Risk Prevention)
Employees shall comply with all safety-related laws and standards and do their utmost to manage risk and prevent accidents.
Chapter 6: Supplementary Provisions
Article 17 (Duty of Compliance and Responsibility)
All employees shall be familiar with and comply with the Code, and they shall bear responsibility for any violations.
The CEO is responsible for overseeing and ensuring the compliance of the Code by all employees.
Article 18 (Rewards and Disciplinary Actions)
The CEO may reward employees who comply with the Code and contribute to the establishment of ethical management by reflecting it in performance evaluations or granting appropriate rewards.
The CEO may take necessary actions, including disciplinary measures, against employees who violate the Code.
The types, procedures, and effects of disciplinary actions under Paragraph 2 shall follow WOOJUNG BIO's disciplinary regulations.
Article 19 (Management of the Code)
The CEO shall continuously supplement and improve the content of the Code in response to the development of the organization and changes in the environment.
Article 1 (Purpose)
This Code of Ethics (hereinafter referred to as "the Code") aims to provide employees with standards for ethical judgment and proper decision-making.
Article 2 (Applicability)
The Code applies to all employees of WOOJUNG BIO (hereinafter referred to as "WOOJUNG BIO").
Chapter 2: Basic Ethics of Employees
Article 3 (Basic Ethics of Employees)
Employees shall take pride in being part of WOOJUNG BIO and always maintain an honest and sincere attitude.
Employees shall uphold a high standard of ethical values and strive to maintain and enhance both personal dignity and the honor of WOOJUNG BIO.
Employees shall comply with all relevant laws and regulations while performing their duties and act in accordance with their conscience.
Article 4 (Fulfilling Responsibilities)
Employees shall share the management philosophy and vision of WOOJUNG BIO and fulfill their assigned responsibilities with creativity and sincerity in line with WOOJUNG BIO's goals and values.
Article 5 (Fair Performance of Duties)
Employees shall perform their duties fairly, adhering to all relevant laws and regulations.
Employees shall not engage in unethical or illegal acts such as giving improper instructions, making solicitations, granting privileges, or any actions that could undermine fair performance of duties or be subject to public criticism.
Article 6 (Avoidance of Conflicts of Interest)
Employees shall avoid any actions or relationships that conflict with the interests of WOOJUNG BIO while performing their duties.
In the event of a conflict between personal or departmental interests and the interests of WOOJUNG BIO, employees shall prioritize the interests of Woojung Bio.
Chapter 3: Ethics Toward Customers
Article 10 (Respect for Customers)
Employees shall always respect customers, recognizing that they are the reason for our existence and the ultimate goal, and place the customer as the top priority in all actions.
Article 12 (Protection of Customer Interests)
Employees shall protect customer assets, intellectual property, trade secrets, and customer information with more care than WOOJUNG BIO's own assets and shall not harm customer interests through unethical behavior.
Employees shall promptly and accurately provide customers with information they need or are entitled to know.
Chapter 4: Ethics Toward Employees
WOOJUNG BIO shall not unlawfully engage in political activities, nor provide illegal donations or expenses to political parties, politicians, or election candidates. WOOJUNG BIO respects the personal political views of employees. However, employees must ensure that their personal political views are not mistaken for the political stance of WOOJUNG BIO.
Article 16 (Safety and Risk Prevention)
Employees shall comply with all safety-related laws and standards and do their utmost to manage risk and prevent accidents.
Chapter 6: Supplementary Provisions
Article 17 (Duty of Compliance and Responsibility)
All employees shall be familiar with and comply with the Code, and they shall bear responsibility for any violations.
The CEO is responsible for overseeing and ensuring the compliance of the Code by all employees.
Article 18 (Rewards and Disciplinary Actions)
The CEO may reward employees who comply with the Code and contribute to the establishment of ethical management by reflecting it in performance evaluations or granting appropriate rewards.
The CEO may take necessary actions, including disciplinary measures, against employees who violate the Code.
The types, procedures, and effects of disciplinary actions under Paragraph 2 shall follow WOOJUNG BIO's disciplinary regulations.
Article 19 (Management of the Code)
The CEO shall continuously supplement and improve the content of the Code in response to the development of the organization and changes in the environment.
Ethical Management Regulations and Guidelines
Chapter 1: General Provisions
Article 1 [Purpose]
The purpose of this regulation is to establish a proper corporate culture by presenting and practicing correct ethical standards, maintaining the dignity of individual employees and the honor of WOOJUNG BIO, Inc. (hereinafter referred to as "the Company"), and ensuring fairness in transactions with partners.
Article 2 [Definition of Ethical Management Implementation]
This regulation sets moral standards for the transparent and fair performance of duties by the Company's employees in relationships with partners and aims to achieve the philosophy of the Company's Ethics Charter toward its partners.
Article 3 [Scope of Application]
This regulation applies to all employees of the Company and its partners. Partners include all suppliers who directly transact with the Company as well as secondary suppliers.
Chapter 2: Performance of Duties
Article 5 [Attitude in Performing Duties]
Employees of the Company and its partners must recognize that their actions reflect the honor of their affiliated company and, when performing their duties, must maintain the following attitudes to strengthen the company's internal and external credibility and create a sound corporate culture:
Always perform duties fairly, transparently, and in accordance with legal procedures.
Do not engage in any improper acts using superior authority or dominant positions.
Do not delay work intentionally for any kind of gain.
Maintain mutual respect and courtesy in performing duties.
Perform and report duties fairly and honestly.
Article 6 [Method of Performing Duties]
Employees must not seek the following benefits from internal or external stakeholders while performing their duties:
a) Financial benefits, including but not limited to: airfare, accommodation, gifts, vouchers, debt repayment, guarantees, and any other tangible items of value.
b) Entertainment that exceeds the socially accepted norm.
c) Dual employment as a staff or executive of another company.
d) Acquisition or guarantee of capital profits, such as acquiring unofficial stocks or other investments using insider information or joint investments and property acquisition.
e) Provision of convenience, such as accepting fees or gifts for personal convenience from stakeholders.
f) Other acts of receiving financial benefits or similar actions not explicitly mentioned.
Employees must not request the following from stakeholders using their superior position or favorable relationships:
a) Solicitation or pressure that could be subject to social criticism.
b) Personal requests or favors, such as product sales, insurance signups, or discount coupon sales.
Chapter 3: Handling Violations of Regulations
Article 8 [Reporting Violations of Ethical Management Regulations]
If an employee or partner becomes aware of a violation of this regulation or receives a report from a third party, they must report it in their real name to the Management Operations Headquarters.
Article 9 [Review of Violators of Ethical Management Regulations]
The Committee Secretary reviews whether reported matters require the Committee's review and reports this to the Chairperson.
The Committee Secretary must notify the Committee members and the subject of the review in writing or verbally at least three days before the review, including the reason, date, and location.
Attendance of the subject of the review:
a) The subject must attend the Committee meeting and respond to inquiries, and they may present their defense.
b) If the subject cannot attend due to personal or other reasons, they may submit a written statement.
c) If the subject is absent despite being notified, the review may proceed in their absence.
Disciplinary decision and confirmation:
a) The Committee makes decisions with the attendance of at least two-thirds of its members, including the Chairperson, and by a two-thirds majority vote of those present.
b) Disciplinary actions are confirmed upon the Committee’s decision.
Re-review:
a) A re-review must be conducted if the disciplined employee requests it or if a clear administrative error is discovered.
b) The re-review Committee must be held within 10 days of receiving the re-review request, with one postponement allowed if necessary. Re-reviewed disciplinary actions cannot result in stricter penalties than the original decision unless new misconduct is discovered.
Article 10 [Disciplinary Standards]
Violators of Article 7 shall be dealt with in accordance with the Company's employment rules and the Ethical Management Implementation Regulations, and matters not specified may be determined separately. Violators may also be held civilly and criminally liable, and the responsible manager may face disciplinary action for neglecting oversight.
Partners may face warnings, restrictions on participating in new projects, transfer or adjustment of logistics, or termination of transactions, depending on the severity of the violation.
Disciplinary items and criminal responsibilities for violations are outlined in the attached documents, and disciplinary actions for employees and partners are determined by the Committee.
Chapter 4: Response Procedures
Article 11 [Response by Company Employees]
When employees receive money, gifts, or other items, or are provided with hospitality or conveniences related to Company business from stakeholders, the following response procedures and limits apply:
Do not accept money or items that can be converted into cash.
If cash is received under unavoidable circumstances, return the amount to the sender via bank transfer and immediately notify the Committee Secretary in writing using the "Receipt Confirmation Form." The Committee Secretary must attach the bank receipt and notify the relevant department to prevent recurrence.
Do not accept gift certificates, securities, or items that exceed the bounds of social norms. However, if the recipient is not a stakeholder and the item is permissible under social customs, the department head must be informed verbally or in writing.
If an unacceptable item is received, send it back to the giver by mail and notify the Committee Secretary in writing.
Article 12 [Response by Partners]
If a partner receives a request for money or solicitation from a Company employee, they must immediately notify the HR Committee Secretary in writing using the "Solicitation Report Form" to prevent recurrence.
Article 13 [Application of Other Regulations]
Matters not mentioned in these Ethical Management Implementation Regulations are governed by the employment rules.
Addendum [Enactment and Implementation Date]
This regulation is enacted and implemented as of July 1, 2015.
Article 1 [Purpose]
The purpose of this regulation is to establish a proper corporate culture by presenting and practicing correct ethical standards, maintaining the dignity of individual employees and the honor of WOOJUNG BIO, Inc. (hereinafter referred to as "the Company"), and ensuring fairness in transactions with partners.
Article 2 [Definition of Ethical Management Implementation]
This regulation sets moral standards for the transparent and fair performance of duties by the Company's employees in relationships with partners and aims to achieve the philosophy of the Company's Ethics Charter toward its partners.
Article 3 [Scope of Application]
This regulation applies to all employees of the Company and its partners. Partners include all suppliers who directly transact with the Company as well as secondary suppliers.
Chapter 2: Performance of Duties
Article 5 [Attitude in Performing Duties]
Employees of the Company and its partners must recognize that their actions reflect the honor of their affiliated company and, when performing their duties, must maintain the following attitudes to strengthen the company's internal and external credibility and create a sound corporate culture:
Always perform duties fairly, transparently, and in accordance with legal procedures.
Do not engage in any improper acts using superior authority or dominant positions.
Do not delay work intentionally for any kind of gain.
Maintain mutual respect and courtesy in performing duties.
Perform and report duties fairly and honestly.
Article 6 [Method of Performing Duties]
Employees must not seek the following benefits from internal or external stakeholders while performing their duties:
a) Financial benefits, including but not limited to: airfare, accommodation, gifts, vouchers, debt repayment, guarantees, and any other tangible items of value.
b) Entertainment that exceeds the socially accepted norm.
c) Dual employment as a staff or executive of another company.
d) Acquisition or guarantee of capital profits, such as acquiring unofficial stocks or other investments using insider information or joint investments and property acquisition.
e) Provision of convenience, such as accepting fees or gifts for personal convenience from stakeholders.
f) Other acts of receiving financial benefits or similar actions not explicitly mentioned.
Employees must not request the following from stakeholders using their superior position or favorable relationships:
a) Solicitation or pressure that could be subject to social criticism.
b) Personal requests or favors, such as product sales, insurance signups, or discount coupon sales.
Chapter 3: Handling Violations of Regulations
Article 8 [Reporting Violations of Ethical Management Regulations]
If an employee or partner becomes aware of a violation of this regulation or receives a report from a third party, they must report it in their real name to the Management Operations Headquarters.
Article 9 [Review of Violators of Ethical Management Regulations]
The Committee Secretary reviews whether reported matters require the Committee's review and reports this to the Chairperson.
The Committee Secretary must notify the Committee members and the subject of the review in writing or verbally at least three days before the review, including the reason, date, and location.
Attendance of the subject of the review:
a) The subject must attend the Committee meeting and respond to inquiries, and they may present their defense.
b) If the subject cannot attend due to personal or other reasons, they may submit a written statement.
c) If the subject is absent despite being notified, the review may proceed in their absence.
Disciplinary decision and confirmation:
a) The Committee makes decisions with the attendance of at least two-thirds of its members, including the Chairperson, and by a two-thirds majority vote of those present.
b) Disciplinary actions are confirmed upon the Committee’s decision.
Re-review:
a) A re-review must be conducted if the disciplined employee requests it or if a clear administrative error is discovered.
b) The re-review Committee must be held within 10 days of receiving the re-review request, with one postponement allowed if necessary. Re-reviewed disciplinary actions cannot result in stricter penalties than the original decision unless new misconduct is discovered.
Article 10 [Disciplinary Standards]
Violators of Article 7 shall be dealt with in accordance with the Company's employment rules and the Ethical Management Implementation Regulations, and matters not specified may be determined separately. Violators may also be held civilly and criminally liable, and the responsible manager may face disciplinary action for neglecting oversight.
Partners may face warnings, restrictions on participating in new projects, transfer or adjustment of logistics, or termination of transactions, depending on the severity of the violation.
Disciplinary items and criminal responsibilities for violations are outlined in the attached documents, and disciplinary actions for employees and partners are determined by the Committee.
Chapter 4: Response Procedures
Article 11 [Response by Company Employees]
When employees receive money, gifts, or other items, or are provided with hospitality or conveniences related to Company business from stakeholders, the following response procedures and limits apply:
Do not accept money or items that can be converted into cash.
If cash is received under unavoidable circumstances, return the amount to the sender via bank transfer and immediately notify the Committee Secretary in writing using the "Receipt Confirmation Form." The Committee Secretary must attach the bank receipt and notify the relevant department to prevent recurrence.
Do not accept gift certificates, securities, or items that exceed the bounds of social norms. However, if the recipient is not a stakeholder and the item is permissible under social customs, the department head must be informed verbally or in writing.
If an unacceptable item is received, send it back to the giver by mail and notify the Committee Secretary in writing.
Article 12 [Response by Partners]
If a partner receives a request for money or solicitation from a Company employee, they must immediately notify the HR Committee Secretary in writing using the "Solicitation Report Form" to prevent recurrence.
Article 13 [Application of Other Regulations]
Matters not mentioned in these Ethical Management Implementation Regulations are governed by the employment rules.
Addendum [Enactment and Implementation Date]
This regulation is enacted and implemented as of July 1, 2015.