Chapter 1. General policy.

Article 1. (Name)

This rule is referred to as the Code of conduct (hereinafter referred to as the "Code") of Taeyoung (hereinafter referred to as the "Company").

Article 2 (Purpose)

The purpose of this Code of Conduct is to stipulate the standards of behavior that executives and employees must comply with in order to prevent corruption of the company and create a clean work environment.

Article 3. (Definition)

The definitions of terms used in this Code are as follows.

1. An employee (employee) refers to an employee (employee) employed according to the employment rules.
2. Executives refer to directors (including persons falling under any subparagraph of Article 401-2 (1) of the Commercial Act) and auditors.
3. The term "job-related person" refers to a person (individual or organization) other than an employee related to the duties of the employee and falls under any of the following subparagraphs.
1) A person who has filed or is clear to file a company-related complaint.
2) Those subject to audit, supervision, prosecutor, etc.
3) A person who has requested or intends to request compensation from the company.
4) A person who has entered into or intends to enter into a contract with the company.
5) A person who has requested a specific act from the company or has a financial interest due to the exercise or non-performance of the employee's job authority.
6) A person who directly receives benefits or disadvantages through a decision or execution of a policy, business, etc.
7) Other persons related to duties prescribed by the company to prevent corruption.
4. The term "job-related executives and employees" refers to the following employees among other executives and employees who directly receive profits or disadvantages in relation to the performance of their duties.

1) A subordinate who receives a job order in relation to the duties of the employee.
2) Executives and employees other than those in charge of personnel, budget, audit, reward, or evaluation, etc.
3) In the case of delegating or entrusting a task, an employee who delegates or entrusts the task, or an employee who is entrusted with the task.
4) Other employees determined by the company.
5. "Money and valuables, etc." means any of the following items.
1) All property benefits such as money, securities, real estate, goods, accommodation, membership, admission, discount, invitation, admission, real estate, etc.
2) Provide hospitality, entertainment, entertainment, transportation, accommodation, etc. such as food, alcohol, golf, etc.
3) Other tangible and intangible economic benefits such as exemption from debt, provision of employment, granting of rights, etc.
6. The term "public official, etc." means a public official or a public service worker prescribed by the Act on the Prohibition of Unfair Solicitation and Receipt of Money and Goods.
7. The term "internal information" refers to any undisclosed information that may affect investors' investment decisions as it relates to the management or property situation of the company.
8. The term "subcontractor" means a registered external company that purchases construction and goods ordered by the company.
9. The definition of terms used in the Code that are not separately prescribed in this Article shall be governed by the definition of terms used in relevant laws and regulations.

Article 4 (Scope of application)

This Code applies to all executives and employees of the company (including dispatched workers under the labor contract).

Article 5 (Obligations to comply, responsibilities, etc.)

All executives and employees shall be familiar with and comply with the Code of Conduct and shall be liable accordingly for violations.

Article 6 (Pledge of Compliance)

1. All executives and employees shall submit and comply with the following pledge of compliance to each person in charge.
1) Executives and employees submit a "confidentiality pledge" upon entering the company [Attachment No. 1]

Chapter 2, Fair performance of duties.

Article 7 (instruction that hinders fair performance of duties)

1. Executives and employees shall not instruct subordinates to significantly impair fair performance of their duties in violation of laws or regulations for their own or other's benefit.
2. Employees who are instructed by their superiors to violate fair performance of their duties shall not comply with such instructions, and may receive separate instructions from the company after reporting the facts to the company by applying mutatis mutandis to the internal reporting system.
3. Executives and employees shall not be subject to any discrimination or disadvantage on the grounds of failure to comply with the instructions under paragraph (2).

Article 8 (avoidance of interest-related duties)

1. If an employee has a financial interest in his/her, his/her lineal ascendant and descendant, spouse, or spouse's lineal ascendant and descendant, or falls under any of the following subparagraphs, he/she shall report to his/her team leader or code of conduct. However, this shall be excluded in cases where the CEO determines that he/she is not affected by fair performance of his/her duties are determined.
1) Relatives within the fourth cousin (referring to relatives pursuant to Article 767 of the Civil Act)
2) An agent of an organization where he/she served within two years.
3) A person who has a money transaction of more than KRW 3 million.
4) An organization aimed at profit-making in which the spouse, his/her direct ancestor, descendants, and siblings, the direct ancestor of the spouse, and siblings are serving as executives.
5) A person who worked in the same department within five years before retirement as a retired employee of the company.
6) A person who is deemed difficult to perform a fair job due to continuous friendship, such as school ties, delay, religion, employment motivation, and previously working in the same workplace.
7) Among those who have directly benefited from job performance, such as licensing, signing contracts, making or executing policies and projects, within the last two years, those who are deemed difficult to perform their duties due to their continuous friendship.
8) Other persons determined by the CEO that it is difficult to perform his/her duties fairly.
2. If it is unclear whether it falls under the matters prescribed in paragraph (1), the executives and employees shall consult with their team leader or code of conduct.

Article 9 (Exclusion of preferential treatment)

Employees shall not give preferential treatment to a specific person or discriminate against a specific person on the grounds of delay, blood ties, school ties, religion, etc. in performing their duties.

Article 10 (No use other than budget purposes)

Executives and employees shall not cause property damage to the company by using the budget for business activities for any purpose other than its purpose.

Article 11 (Transparent Accounting Management)

Executives and employees shall accurately and transparently record and manage accounting based on facts in accordance with relevant laws and generally recognized accounting principles.

Article 12 (Prohibition of solicitation, etc.)

1. Executives and employees shall not have others in charge of personnel affairs make a request to a person in charge of personnel affairs in order to have an unreasonable influence on personnel such as promotion, movement, or position.
2. Do not unfairly intervene in personnel matters such as promotion, movement, or position of other executives and employees using their positions.

Chapter 3 Prohibition of Acceptance of Unfair Gains, etc.

Article 13 (Prohibition of Intervention, etc.)

Executives and employees shall not use their positions to obtain unfair profits or allow others to obtain unfair profits.

Article 14 (Prohibition of Private Use of Positions, etc.)

Executives and employees shall not publish or publish the company's name or position for private benefit outside the scope of their duties, use it, or cause others to engage in such acts.

Article 15 (Prohibition of mediation, solicitation, etc.)

1. Executives and employees shall not arrange or solicit other employees' fair performance of duties for their own or other people's unfair interests.
2. An employee shall not introduce a person related to the job to another person related to the job for the unfair benefit of himself or others in relation to the performance of the job.
3. Executives and employees shall always check the probability of corruption in themselves and their surroundings and endeavor to protect themselves from corruption temptations.

Article 16 (Prohibition of the Use of Undisclosed Information)

Executives and employees shall not disclose internal information to anyone outside the company until it is disclosed in due process.

Article 17 (Restriction of transactions, etc. using job-related information)

1. Executives and employees shall not engage in property transactions or investments related to securities, real estate, etc. or provide such information to others to assist in property transactions or investments using internal information learned while performing their duties.
2. Job-related information refers to information falling under any of the following subparagraphs.
1) Information related to technology development.
2) Information related to internal and external businesses.
3) Information related to various contracts such as sales, construction, service, purchase, etc.
4) Personal information acquired while performing business.
3. When an employee trades securities of a company related to his/her duties, he/she shall notify the stock manager within two weeks from the time of sale.
4. After receiving notification pursuant to paragraph (3), the stock manager may take appropriate measures, such as recommending that executives and employees not sell or purchase securities, if it is deemed that the sale of securities is related to their duties or is against the company's interests.
5. In the event that measures such as recommending not to sell or purchase securities, etc. are taken pursuant to paragraph (4), executives and employees shall take measures such as selling or giving up the purchase of the securities, etc. within three months.

Article 18 (Prohibition of Short-term Investment and Short-Sell by Insiders)

1. Under the Capital Markets and Financial Investment Business Act and the Corporate Disclosure Regulations, executives and employees who are aware of the company's undisclosed important information shall not make short-term investments in corporate securities (trades incurred by buying and selling company stocks, etc.).
2. Executives and employees shall not short-sell what they do not own among the company's securities.

Article 19 (Private use of company assets, prohibition of profits)

1. Executives and employees shall use the company's assets only for business activities and approved purposes.
2. If an employee violates paragraph (1), the entire economic benefits acquired by private use of public property and the acquisition value of the company's assets may be recovered within three times the amount of damage caused by the misconduct.

Article 20 (Prohibition of accepting money and valuables, etc.)

1. Executives and employees shall not receive, demand, or promise money, goods, etc., directly or indirectly related to their duties, regardless of their name, such as donations, sponsorships, or donations.
2. If it falls under any of the following subparagraphs, it does not fall under money or valuables.
1) Money or goods paid by the CEO to his/her employees or dispatched employees, or provided by his/her superiors to subordinates for the purpose of consolation, encouragement, reward, etc.
2) Food, congratulatory expenses, gifts, etc. provided for the purpose of smooth performance of duties or socializing, ceremonies, or assistance, such as money and valuables within the scope of the value prescribed by the Act.
3) Money provided to members according to standards set by clubs, clubs, hometown associations, social groups, etc., and money provided to employees in need of long-term and continuous relationships with employees, such as their members, due to diseases or disasters.
4) Other money and valuables permitted under social norms, etc.
3. Notwithstanding paragraphs 2 and 3 above, executives and employees shall report their receipt through the ethical management reporting system if a person who has a special long-term or continuous relationship provides money or other goods as a job-related employee.

Article 21 (Ends and implements an integrity contract)

1. Executives and employees shall perform their duties fairly and transparently in accordance with related laws and regulations, such as the Monopoly Regulation and Fair Trade Act, and the Subcontracting Act, in bidding, contract, etc. of all construction, service, and commodity purchases.
2. In the course of performing business under paragraph (1), executives and employees shall not demand prohibited money or goods using their superior status in transactions, or make unfair demands such as coercion of unfair transaction conditions or management interference.
3. Executives and employees shall not force the counterparty of subcontracting transactions to purchase or use the supply of goods and equipment designated by them, except for justifiable reasons such as maintenance and improvement of quality.

Chapter 4 Prohibition of Improper Solicitation and Bribery

Article 22 (No illegal solicitation or bribery)

1. Executives and employees shall not make fraudulent solicitation directly or through a third party for public officials, etc.
2. Executives and employees shall not provide money or other goods to public officials, etc., or promise or express their intention to provide them.
3. Notwithstanding paragraph (2), executives and employees may exceptionally provide money and valuables in each of the following subparagraphs to public officials, etc.
1) Food, congratulatory expenses, gifts, etc. provided for the purpose of smooth performance of duties or socializing, ceremonies, or assistance, such as money and valuables within the scope of the following items.
가. It refers to food (a meal, refreshment, alcohol, beverage, etc. with providers and public officials, etc. In the case of: 30,000 won
나. It refers to congratulatory expenses (ceremony money, condolence money, etc.). In the case of: 50,000 won. However, KRW 100,000 for wreaths and flowers replacing congratulatory money and condolences (if congratulatory money and condolences are provided together, the value shall be summed up, and in this case, the limit shall be KRW 100,000, but shall not exceed each range).
다. It refers to all goods excluding gifts (money, securities, food, and congratulatory expenses). In the case of: 50,000 won. However, agricultural and fishery products and processed agricultural and fishery products (agricultural and fishery products) under the Agricultural and Fishery Products Quality Control Act are limited to products processed using more than 50% of raw materials or materials. Hereinafter the same) is 100,000 won (if gifts and agricultural and fishery products and processed agricultural and fishery products are provided together, the value is summed, and in this case, the limit shall be 100,000 won, but shall not exceed each range).
라. If two or more of food, congratulatory expenses, and gifts are provided together, the value shall be summed, and in this case, the limit shall be the highest among the ranges of values provided together, but shall not exceed the range of values.
2) Money and goods provided by legitimate authority, such as the performance of debts due to private transactions (excluding gifts), etc.
3) Money, goods, etc. provided to public officials, etc., who are relatives (referring to relatives pursuant to Article 777 of the Civil Act)
4) Money and valuables provided to public officials who are in a difficult situation due to illness or disaster, etc., among public officials who have a special long-term and lasting relationship.
5) Money, etc. such as transportation, accommodation, food, etc., uniformly provided by the organizer to the participants at official events related to the duties of public officials, etc.
6) Souvenirs, promotional supplies, etc. for distribution to an unspecified number of people, or compensation or goods received through contests or lottery.
7) Other money and valuables permitted under other laws, standards, or social regulations.
4. Executives and employees shall not provide money or other goods to individuals, political parties, or government organizations in connection with their duties or make promises or expressions of intention to provide them.

Article 23 (third party agent)

1. Prior to signing a contract with a third party agent of the company, executives and employees shall check the history of corruption of the third party agent, etc., and shall not enter into a contract with an inappropriate person.
2. In concluding a contract with a third-party agent, executives and employees shall specify in the contract that they shall not engage in corruption prohibited by statutes and this Code, and shall regularly confirm it.

Chapter 5. Creating a workplace culture.

Article 24 (Creating a healthy workplace culture)

1. Executives and employees should always respect and consider each other in order to create a healthy organizational culture, and should not engage in actions that violate individual basic human rights such as verbal abuse, abusive language, and sexual harassment.
2. Executives and employees shall endeavor to create a healthy workplace culture, and to this end, they shall take the initiative in practicing healthy life, such as refraining from excessive drinking activities.
3. Executives and employees shall not discriminate or harass on the grounds of race, nationality, gender, age, academic background, religion, region of origin, disability, marital status, etc.

4. Emotion between generations, countries, regions, and genders of the company. It is necessary to understand, respect, and maintain a working environment based on customary and cultural differences.

Article 25 (No sexual harassment allowed)

1. Executives and employees shall not engage in any of the following acts.
1) Obscene jokes, obscene rumors, or forcing people to pour alcohol or dance at a company dinner.
2) The act of sexually evaluating and comparing the physical characteristics of a colleague.
3) According to other social norms, words and actions recognized as causing sexual humiliation or disgust.
2. The victim of conversion may report to the superior or personnel team (hereinafter referred to as compliance support team), and must report to the compliance support team when he/she becomes aware of this fact.

Chapter 6 Permission to report and confirm violations

Article 26 (Report of Violation)

1. Anyone who finds out that an employee violates this Code may report to the person in charge of operating the internal reporting system through the internal reporting system.
2. The person in charge of operating the internal reporting system shall, without delay, check the facts and initiate an investigation after receiving the report under paragraph (1). However, in any of the following cases, it may be terminated without investigation into facts.
1) In the case where there is no practical benefit of the investigation due to the fact that it is not subject to reporting or the degree of violation is minor.
2) Where it is impossible to confirm the facts due to ambiguous report and insufficient evidence.
3) In a case where a report is made again without justifiable grounds for a case that has already been reported and has been notified of the processing results.
4) Where an investigation by a government agency or supervisory authority has already begun or has been completed.
3. A person in charge of operating the internal reporting system may directly investigate or request an investigation from an external lawyer, accountant, etc. to confirm the fact of the report under paragraph (1).
4. The reporter and the details of the report reported through the internal reporting system shall be guaranteed confidentiality within the scope permitted by law, and the reporter shall not be disadvantaged by the report.
5. A person who discriminates against the reporter on the grounds of reporting pursuant to paragraph (1) is subject to disciplinary action, including dismissal, etc.
6. The reporter who has been treated discriminately may request protective measures and remedy for discriminatory treatment from the CEO, and in the event of discriminatory treatment, the CEO shall promptly investigate the circumstances and take appropriate measures necessary.

Article 27 (Authority to confirm the prevention of violations)

The company has the authority to check all items and records stored in the company, including e-mails, Internet use, computer files, and to identify and prevent inappropriate assets and resources, records, and to check violations of laws, codes, and other company policies.