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Key Business
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Data Center Solutions
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Power & Electrical Facilities
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ICT Infrastructure
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Defense Industry
Power &UPS LFP Battery Switchgear &
Electrical Facilities
Distribution Board ESS & Solar PV Systems Electrical Contracting -
EN
Sustainability Management
E-HWA ELECOMM practices transparent
and fair management based on integrity and trust.
We fulfill our ethical responsibilities and work together with all stakeholders to build a sustainable future.
Responsibility to Customers
We prioritize customer trust and provide products and services that ensure quality and safety.
Win-win Partnership with Suppliers
We promote mutual growth through fair transactions with our partners and build partnerships that grow together.
Respect for Employees
We respect employees’ human rights and support their growth by fostering a healthy and safe working environment.
Social Responsibility
We fulfill our social responsibilities by contributing to local communities and environmental protection, and pursue sustainable development.
Code of Ethics
E-HWA ELECOMM Co., Ltd. hereby establishes the “Code of Ethics” to be observed
by the company and all employees, and commits to practicing it as
the standard for our actions and decision-making.
We uphold “value creation, technology development/innovation, and highest quality” as our core corporate philosophy.
We provide customers with consistently
superior products and services.
Through the practice of fair and transparent management that respects autonomy and creativity,
We pursue the value of a better tomorrow beyond today.
We lead global innovation by creating value from nothing and building on technology.
We strive to become a comprehensive enterprise leading
the AI convergence era.
Code of Conduct
Chapter 1 General Provisions
1. Purpose
This ‘Code of Ethics Practice Guidelines’ (hereinafter referred to as the ‘Guidelines’) is intended to help members of E-HWA ELECOMM Co., Ltd. correctly understand and practice the Code of Ethics, and to provide standards for decision-making and judgment in ethical dilemmas that may arise during work performance.
2. Ethical Decision-Making and Principles of Conduct
In the event that a member is faced with an ethical dilemma in relation to job performance, they must make decisions and act based on the Code of Ethics and these Guidelines.
However, if clear standards are not specified in the Guidelines, decisions and actions must be made in accordance with the following principles. If there is any uncertainty in judgment, members must seek advice from their organizational leader or the department responsible for ethical management before acting.
- Legality: Could the action be interpreted as a violation of laws or company regulations?
- Transparency: Can the decision-making process and its contents be disclosed?
- Rationality: Would other members make the same decision in a similar situation?
3. Scope of Application
These Guidelines apply to all executives and employees currently working at E-HWA ELECOMM Co., Ltd.
Chapter 2 Attitude of Members
1. Diligent Performance of Duties
Members must clearly recognize their authority and responsibilities and perform their duties in accordance with the principle of good faith and sincerity.
2. Resolution of Conflicts of Interest
a. Members must make every effort to ensure that no situation arises in relation to their job performance that may cause a conflict of interest with the Company or lead to a breach of their duty of good faith and integrity toward the Company.
b. The following are examples of conflicts of interest that should be noted. However, these do not represent an exhaustive list of all possible conflicts of interest; therefore, strict judgment and application by members are required in actual situations.
Prohibited Conduct
- Using company assets or management information for personal purposes to gain private benefit
- Abusing one’s position to exert undue influence on partner companies, such as requesting personnel favors or various forms of preferential treatment
- Engaging in side jobs or outside activities that consume effort or time to the extent that they hinder the diligent performance of duties
Cases in which conflicts of interest must be disclosed to the organizational leader and approval must be obtained from the Company in accordance with relevant procedures, such as delegation of authority rules
- Entering into contracts or transactions with the Company directly or through a third party
- Holding shares in, or serving in a management role at, a partner company over which one can directly or indirectly exert influence through work-related duties
3. Protection and Proper Use of Company Assets and Information
Members must protect and properly use the Company’s tangible and intangible assets.
a. Company assets must not be used for personal gain or transferred or lent to third parties without approval.
b. Company funds must not be used for personal purposes and must be spent in accordance with the Company’s designated purposes and accurately recorded in accounting books.
c. PCs, internet, email, telephone/fax, and other resources must not be excessively used for personal purposes.
d. Intellectual property rights of the Company, such as patents, business rights, trademarks, copyrights, and other information with asset value, must be actively protected. In addition, the intellectual property rights of others must be equally respected and protected, and the use of illegal software is strictly prohibited.
e. Information assets of the Company, including business and technical information, must be strictly managed in accordance with information security regulations. The disclosure and scope of information assets shall be determined according to relevant laws, internal regulations, and Company policies, and the same applies to interviews with external media.
4. Prohibition of Improper Solicitation and Acceptance of Gifts, Entertainment, etc.
a. Members must conduct all business activities fairly and transparently. Accordingly, they must not provide money, goods, or entertainment to stakeholders for the purpose of obtaining unfair or improper benefits. However, to maintain sound relationships, reasonable gifts or entertainment may be given within the scope permitted by law and social norms.
b. Members must not receive money, goods, entertainment, or any other personal benefits from stakeholders such as partner companies.
c. Members must not engage in or accept improper solicitation.
5. Mutual Respect Among Members
a. Members must respect one another and maintain basic workplace etiquette and dignity as members of E-HWA ELECOMM Co., Ltd.
b. Discriminatory treatment based on gender, education, region of origin, marital status, race, nationality, or religion must not be made.
c. Any behavior that infringes on personal human rights or disrupts the working environment (such as sexual harassment or verbal abuse) must not be committed.
Chapter 3 Compliance with Laws and Company Management Policies
Members must clearly understand domestic and international laws related to the Company’s business activities, as well as Company policies and internal regulations, and perform their duties in accordance with them.
1. Preparation and Disclosure of Management Information
a. Accounting information must be accurately recorded and maintained in accordance with generally accepted accounting principles, relevant laws, and internal regulations, and must not be distorted or concealed.
b. All management information of the Company, including financial information, must accurately reflect relevant facts and transaction details to support management decision-making.
c. Disclosure of management information to external stakeholders must be conducted transparently and fairly in accordance with relevant laws and internal regulations.
d. Any instructions or involvement in the distortion of management information, such as false reporting (concealment, exaggeration, understatement, or delayed reporting), must not be made or followed.
2. Fair Trade and Competition
a. Fair trade-related laws and regulations must be clearly understood and complied with.
b. Matters that may be interpreted as violations of fair trade laws must be handled after sufficient prior consultation with the fair trade or legal department, and decisions must not be made based on arbitrary interpretation.
3. Safety, Health, and Environmental Policy
Domestic and international laws and regulations related to safety, health, and the environment must be complied with, and continuous improvement of safety, health, and environmental performance must be pursued.
4. Compliance with Quality Policy and Protection of Customer Information
a. The responsibility to supply products that meet customer requirements for quality, reliability, and safety, as well as relevant laws and contractual standards, must be fulfilled.
b. Customers must be provided with accurate information regarding product performance and risks, and false or exaggerated advertising must not be conducted.
c. Members handling customer personal information must establish protection procedures and guidelines in accordance with relevant laws, Company policies, and internal regulations to ensure the secure protection of personal data.
5. Compliance with Anti-Corruption Laws and Regulations
a. In accordance with the Act on the Prohibition of Improper Solicitation and Graft, members must not make improper solicitations to public officials or related persons in the course of their duties.
b. Members must not provide, promise, or express intent to provide money, goods, or other benefits to public officials or related persons under the same Act.
c. Matters that may be interpreted as violations of anti-corruption laws must be handled after sufficient prior consultation with the legal or ethical management department, and decisions must not be made based on arbitrary interpretation.
6. Policy on Donations and Sponsorships
The Company’s donations and sponsorship activities must be carried out within the scope permitted by relevant laws and social norms, and only after obtaining approval through the designated procedures. Political donations and sponsorships are strictly prohibited.
Chapter 4 Operation of the Guidelines
1. Responsibilities
a. All members are responsible for complying with the Code of Ethics and these Guidelines. If there are any uncertainties, they must consult with their organizational leader or the department responsible for ethical management and act in accordance with their interpretation.
b. Organizational leaders are responsible for actively supporting and managing their team members and relevant stakeholders so that they can properly understand and comply with the Company’s Code of Ethics and these Guidelines. In addition, leaders must set an example by demonstrating ethical compliance through sincere and responsible decision-making and behavior.
c. Members who become aware of any violations of the Code of Ethics or these Guidelines must report or disclose such matters to their organizational leader or the ethical management department so that they can be resolved promptly, thereby actively protecting the Company and its members from such misconduct.
2. Protection of Whistleblowers
1) Whistleblower Protection Policy
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- A whistleblower shall not suffer any disadvantage in terms of status or discrimination in working conditions from executives, employees, or their departments as a result of making a legitimate report, providing related statements, or submitting materials.
- If a whistleblower suffers any adverse action due to reporting, they may request corrective measures, including protection actions such as reassignment, from the ethical management department.
- A whistleblower shall not suffer any disadvantage in terms of status or discrimination in working conditions from executives, employees, or their departments as a result of making a legitimate report, providing related statements, or submitting materials.
- In cases where a whistleblower requests corrective or protective measures, the ethical management department shall take actions to minimize any disadvantage to the whistleblower and establish and implement preventive measures, including disciplinary actions against relevant parties.
- The Company shall maintain confidentiality so that the identity of the whistleblower and the details of the report are not disclosed against the whistleblower’s will.
- The Company shall equally protect individuals other than the whistleblower who cooperate in investigations by providing testimony or materials during the fact-finding process related to the report.
2) Disciplinary Measures and Mitigation
- The Company shall take disciplinary action in accordance with relevant regulations against any person who violates the “Whistleblower Protection Policy” set forth in 1) above. The main acts subject to such measures include the following:
- Retaliatory actions that disadvantage a whistleblower due to reporting, disclosure of the whistleblower’s identity or report details obtained through work or by chance, and actions such as identifying or instructing others to identify a whistleblower. - If a person who has engaged in activities or violations contrary to the Code of Ethics or these Guidelines voluntarily reports their involvement, such voluntary disclosure may be considered as a mitigating factor when determining punishment or disciplinary action.
3) Guidelines for Conducting Whistleblower Investigations
Investigators and department heads responsible for handling whistleblower reports must conduct investigations with whistleblower protection as the highest priority and must strictly comply with the following:
- No information or details related to the report may be disclosed or implied without the whistleblower’s consent.
- All report-related materials must be accessible only to authorized personnel and stored securely. Paper documents received via mail or other means must be kept in a separate secured storage area with locking devices.
- Any person who discloses or leaks the whistleblower’s identity or report contents obtained during the investigation process shall be subject to disciplinary action in accordance with relevant regulations. However, exemption may be granted in cases where disclosure of relevant matters is more important than protecting the whistleblower’s identity or report content, including the following exceptions.
- In such cases, disclosure must be strictly limited to the minimum necessary scope, and any disclosure beyond that scope shall not be exempted.
- Matters that may cause serious threats to human safety or business continuity, major fraud-related incidents, cases involving leakage of company confidential information or falsification of data, and matters already reported by the media, etc.
3. Ethics Consultation and Reporting Channels
• Website: https://ehwaelecomm.com
• Email: ehwaelecomm@daum.net
• Mail: To the Ethics Management Officer, E-HWA ELECOMM Co., Ltd., 1061-55 Hoean-daero, Gwangju-si, Gyeonggi-do, Republic of Korea
Chapter 5 Supplementary Provisions
1. Effective Date
These Guidelines shall take effect on December 1, 2023.
2. Actions for Violations
Any violation of these Guidelines shall be handled in accordance with the Company’s internal regulations.
E-HWA ELECOMM Co., Ltd. | CEO Lee Jeong-sang
Address 1061-55 Hoean-daero, Gwangju-si, Gyeonggi-do, Rep. of Korea
Tel +82-31-798-9800-3 | Fax +82-31-798-9804
Email ehwaelecomm@daum.net
E-HWA ELECOMM Co., Ltd. | CEO Lee Jeong-sang
Address 1061-55 Hoean-daero, Gwangju-si, Gyeonggi-do, Rep. of Korea
Tel +82-31-798-9800-3
Fax +82-31-798-9804
Email ehwaelecomm@daum.net
About Us
Company Overview
Vision
History
Organization
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Sustainability Management
Integrity Management
Internal Reporting Center
ESG
About Us
Company Overview
Vision
History
Organization
Location
Sustainability Management
Integrity Management
Internal Reporting Center
ESG
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