Managing Business for a Sustainable Society
SK networks defines the ultimate goal of all management activities to be ‘employee happiness’ and states clearly the need to pursue continuous happiness for both its stakeholders and employees. In particular, based on the principles required by international organizations related to human rights and labor, such as the United Nations, the "SK networks Human Rights Policy" has been enacted. We reflect the policy below in all our policies and activities related to human rights and labor.
The company recognizes basic human rights inherent to all employees and strives to guarantee their human rights. If the company becomes aware of any disrespectful action, including but not limited to assault, violent language, sexual harassment, and workplace bullying, measures will be taken according to company regulations.
The company shall neither apply different working conditions such as recruitment, wage, and promotion nor take any other action against its employees based on gender, age, nationality, race, religion, marriage, pregnancy, childbirth, etc., without any reasonable ground.
The company pays wages above the legal minimum according to labor relationship laws enforced in each country and provides wage slips accordingly. In addition, allowances are paid as required in case of any overtime labor including extended, nights and holidays.
The company does not allow forced labor of its employees by means of violence, blackmailing, confinement, or other measures that restrain both their physical and mental freedom in an unjust manner. Also, the company prohibits holding one’s original copy of identification recognized internationally so as to prevent any forced labor, and the freedom of retirement is guaranteed as well.
The company complies with regulations regarding working hours, extended/nights/holidays, work breaks, and paid leaves stipulated in labor relations laws. Regular assessments are conducted to check the compliance status. In addition, measures are in place to grant off-time leaves if employees have worked overtime in excess of their working hours.
The company complies with the minimum employment age regulations specified by each country and operates a recruitment process to prevent hiring underage workers. In addition, we conduct regular inspections to check whether underage workers are hired or not. If such cases are identified, employees are taken off duties not only directly related to production but also involving moral or health-related hazards/risks, suspended from nighttime work, holiday work, and overtime work. Upon operating internship or apprentice programs, continuous verifications are performed to check if relevant laws and regulations in each country where the company operates are followed.
The company guarantees rights of organization, collective bargaining, and collective action stipulated in labor relations laws and does not treat workers unfairly because of their labor union membership or activities. This is the freedom of association that guarantees both the freedom to participate or not in peaceful assemblies.
The company listens continuously to difficulties experienced by employees through ethical management reporting and in-house grievance counseling programs. If any grievance is found to be true, adequate measures are taken according to in-house policies, and a whistleblower protection policy is carried out, as necessary.
The company conducts self-inspections every year to check if policies are operated properly following the UNGC(UN Global Compact) guidelines. Immediate measures are taken place if any deficiency is identified.
* Established in 2021
SK networks is building a human rights management system to protect the human rights of the employees.
Internalizing the Human Rights Management
|Channel||No. of cases (2020)|
|In-house Grievance Counseling||1|
|Ethical Management Reporting||5*|
*Grievances in the workplace reported through ethical management reporting system
**Operation of 'In-house Grievance Counseling' within Netok(the intranet)
Strengthening the Human Rights Management System
Extending the Human Rights Management Performance
Survey on the employees' level of awareness of human rights
Identifying the level of human rights management awareness/priority of employees/stakeholders
Analysis on Human Rights Violation
Case analysis on inside/outside the organization
Human rights impact assessment design
Index setting for human rights impact assessment based on analysis results
Human rights impact assessment
Self-evaluation of internal business personnel (surveys, etc.)
On-site due diligence by external experts
Identification of improvement points for Human rights management
Publication of human rights impact assessment report
Recommendations on human rights management
Suggestion of direction for human rights management