ANG Technology

Article 1 Purpose

ANG Technology Co., Ltd. (hereinafter referred to as the "Company") declares this Human Rights Charter in order to actively implement human rights management while preventing human rights violations arising from its business operations and mitigating related risks. For the understanding of human rights management, the Company respects and supports international human rights and labor standards and guidelines, including the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, the International Labour Organization Constitution, the OECD Guidelines for Multinational Enterprises, and the OECD Due Diligence Guidance for Responsible Business Conduct. The Company identifies the negative impacts of its business activities on human rights and endeavors to prevent and mitigate them, and establishes remedial procedures to minimize the impact of any human rights harm that occurs.

Article 2 Scope of Application

This Charter applies to all officers and employees of the Company, who shall also follow this Charter when dealing with suppliers and sales/service organizations, and shall further encourage all stakeholders in a business relationship to respect this Charter. Where matters addressed in this Charter conflict with the laws of the local country, the local laws shall be complied with first. This Charter may be revised and applied to reflect the laws and industry characteristics required by the country, and separate detailed policies may be established as necessary. Except where there are special provisions in the laws of the relevant country or in the articles of incorporation or company regulations of the organization, all officers and employees shall perform their duties in accordance with this Charter.

Article 3 Human Rights Risk Management System

To respect the human rights of all officers and employees and resolve risks, the Company establishes the internal systems necessary for implementing human rights management in accordance with this Charter, and establishes a human rights due diligence policy to periodically assess and improve human rights risks and to sufficiently share the results with stakeholders. The Company's dedicated human rights management department and others implement the human rights risk management system (establishment of the human rights management system and human rights due diligence) in accordance with the principle of good faith, periodically review matters to be considered for human rights management, and actively reflect social changes to revise the management system.

Article 4 Prohibition of Child Labor and Forced Labor

The Company adheres to a zero-tolerance principle against unfair forms of employment, prohibits the labor of children and minors below the age at which employment is restricted or explicitly under 15 years of age, and takes measures to ensure that young workers' educational opportunities are not restricted by labor. In the recruitment process, the Company verifies applicants' ages in advance through official identification documents such as resident registration cards and health insurance cards, and does not proceed with recruitment where age verification is not possible.

For young workers (under 18 years of age), the Company prohibits their assignment to hazardous or harmful work as prescribed by the Occupational Safety and Health Act and related laws, and restricts night work and overtime work. In addition, the Company reviews suitability in advance when assigning work to young workers, and after assignment, verifies through regular on-site monitoring whether the working environment is being appropriately maintained.

The Company does not force labor against the free will of any officer or employee, such as through assault, intimidation, or confinement, and prohibits all forced labor, including the collection of recruitment fees, bonded labor, forced detention, and additional work imposed without the consent of the party or appropriate compensation. The Company does not demand or retain the originals of ID cards or visas for the purpose of forced labor. <Amended 2026.04.01>

Article 5 Prohibition of Discrimination and Workplace Harassment

The Company does not discriminate, without reasonable grounds, against any officer or employee in employment-related matters such as recruitment, hiring, promotion, education, and welfare benefits on the grounds of gender, race, ethnicity, nationality, religion, disability, age, educational background, family status, social status, political opinion, pregnancy, or childbirth; complies with the principle of equal pay for work of equal value; and builds an organizational culture that respects the diversity of its officers and employees. The Company respects the religious beliefs and activities of its officers and employees, and processes requests to use annual leave and personal time for participation in religious events in the same manner as general reasons. In addition, the Company prohibits any act by which an officer or employee, using their position or relationship in the workplace, causes physical or mental suffering to another employee through coercive work instructions, verbal abuse, etc., or worsens the working environment. <Amended 2026.04.01>

Article 6 Compliance with Working Conditions

The Company complies with the statutory working hours of each country in which it operates, and pays all officers and employees reasonable remuneration for their work together with a pay statement. In addition, the Company does not demand fees or brokerage costs, etc. from workers on the grounds of recruitment. Furthermore, the Company provides sufficient educational opportunities and a work environment appropriate for job performance in order to develop the competencies and improve the quality of life of all officers and employees.

Article 7 Humane Treatment

The Company respects the privacy of all officers and employees, thoroughly protects their personal information, and does not subject them to mental or physical coercion, abuse, or unfavorable treatment.

Article 8 Guarantee of Freedom of Association and Collective Bargaining

The Company respects the labor relations laws of the countries to which this Charter applies, and provides all officers and employees with sufficient opportunities for communication.

Article 9 Guarantee of Industrial Safety

The Company regularly inspects the facilities, equipment, tools, etc. of its workplaces so that all officers and employees can work in a safe working environment, and establishes appropriate measures for the prevention of physical and mental hazards as well as support plans for follow-up management.

Article 10 Employee Career Management

Education and training programs for career development are provided fairly to all officers and employees of the Company, and various types of programs are established to support employees' development.

Article 11 Protection of the Human Rights of Local Residents and Indigenous Peoples

All officers and employees of the Company shall be careful not to infringe the human rights of local residents in the performance of their duties, and shall endeavor to protect local residents' rights to safety and health, intellectual property rights, and freedom of residence. In addition, for the rights of indigenous peoples, where the Company's chief executive constructs or expands a factory site, the Company shall, to the greatest extent possible, guarantee the management of land, forests, and water resources, and where land purchase is necessary, shall purchase it while guaranteeing its value to the greatest extent possible, thereby protecting the rights of indigenous peoples; and where a factory site is constructed or expanded, the Company shall negotiate compensation amounts and relocation areas with indigenous peoples in advance so as to resolve matters well without mutual conflicts of interest, and shall make every effort to prevent forced eviction.

Article 12 Guarantee of a Living Wage

The Company pays at least a living wage that takes into account the local cost of living so that all officers and employees can lead a basic life, and promises fair compensation at or above the statutory minimum wage. In addition, the Company shares and encourages the living wage principle so that unfair low-wage labor does not occur even in transactions with suppliers.

Article 13 Protection of the Human Rights of Vulnerable Groups

The Company protects the human rights of vulnerable groups, such as children, migrant workers, persons with disabilities, and women, without discrimination.

Article 14 Protection of Customers' Human Rights

When providing products and services, all officers and employees of the Company shall endeavor to take the best measures to protect customers' life, health, and property, and to protect personal information collected through business activities.

Article 15 Responsible Supply Chain Management

To build a sustainable supply chain, the Company assesses and manages the ESG risks arising in the supply chain, and carries out education and support activities for suppliers to prevent risks in advance.

Article 16 Guarantee of Environmental Rights

The Company recognizes that environmental pollution may constitute a serious human rights violation that directly affects people's life and health, and establishes environmental management policies and guidelines to minimize the negative environmental impacts caused by its business activities.

Article 17 Establishment of Governance

1. Human Rights Management Responsibility

The Company ensures that the status of human rights management is managed and supervised through committees or management meetings in which the highest decision-maker or the decision-makers of major departments participate, and through working-level meetings presided over by the decision-maker of the dedicated human rights management department. The roles and scope of responsibility of such committees, management meetings, and working-level meetings may include: 1) reviewing the enactment and amendment of the human rights management charter; 2) presenting opinions on the amendment of related internal regulations such as the personnel system, employment rules, and audit standards; 3) implementing human rights risk assessments and recommending measures on the results thereof; 4) directing investigations into human rights violation cases and deliberating on remedies; and 5) other matters deemed necessary for the protection of human rights.

2. Human Rights Management Implementation

The Company establishes a dedicated human rights management department to carry out related duties. The duties to be carried out by the dedicated human rights management department may include: 1) the enactment and amendment of the Human Rights Charter; 2) the establishment of human rights management implementation plans; 3) human rights risk assessment and management, including the performance of human rights due diligence; 4) the operation of grievance handling procedures; and 5) matters related to internal education and reporting, and external communication.

Article 18 Operation of Grievance Handling Procedures

1. "Grievance" refers to problems concerning complaints, conflicts, and unfair treatment that an employee experiences in the workplace, and also includes workplace harassment and inhumane acts. The "Grievance Handling Committee" refers to the body that receives, investigates, deliberates on, and resolves employees' grievances.

2. Composition of the Grievance Handling Committee

The Grievance Handling Committee consists of one chairperson and four or more members; the chairperson shall be at the director level, the members at the managerial level or higher, and the secretary shall be a personnel officer, all of whom are appointed by the CEO. The term of office of the members is two years and may be renewed.

3. Receipt of Grievances

The Company operates a channel through which reports can be received in the local language from officers and employees and other persons or organizations (reporters) who have suffered human rights violations or are aware of human rights risks. Upon receipt of a human rights violation report, the relevant competent department, etc. shall discuss specific remedies for the human rights violation report, taking into account the characteristics of the individual case. Received grievances shall be immediately recorded, and the verification procedure shall begin within 3 days from the date of receipt.

4. Investigation and Deliberation of Grievances

For human rights violation reports, etc., the Company shall seek the best remedy with reference to court precedents, the regulations of the competent authority, past internal handling practices, and other industry practices, and with the support of the legal department. Where a human rights violation case, etc. has a significant impact on the freedom and rights of the victim, or is highly likely to develop into a corporate reputation or reputational risk, remedies shall be discussed at committees, management meetings, or working-level meetings in which the highest decision-maker, etc. participates. The deliberation result shall be decided within 10 days from the date of receipt, and the deadline may be extended as necessary. In the case of an extension, the reason shall be notified to the party in writing.

5. Notification of Results and Objections

The Grievance Handling Committee notifies the party of the deliberation result in writing, and the party may, if they have an objection to the result, file an objection within 7 days from the date of notification. Where an objection is received, the Grievance Handling Committee conducts a re-deliberation and notifies the party of the final result.

6. Confidentiality

No officer or employee of the Company shall inform, disclose, or report to others the personal information of a reporter or facts by which the reporter's identity may be inferred, and shall keep confidential the reporting, receipt, and notification contents, such as the victim, the details of the harm, the remedial procedures, and the handling results. In addition, the Company establishes necessary measures to ensure that a reporter who has reported a human rights violation case or human rights risk does not suffer disadvantage as a result of the report.

7. Prohibition of Retaliation

Disadvantageous measures against an employee who has raised a grievance are prohibited, and where a retaliatory act is confirmed, the perpetrator shall be subject to disciplinary action.

Article 19 Education and Dissemination

1. Human Rights Management Education

The Company conducts human rights management education for the purpose of promoting officers' and employees' understanding of human rights and improving their awareness, and of conveying the internal direction and implementation plans for human rights management. Through human rights management education, the Company prohibits discriminatory acts among officers and employees and encourages the active reporting of any human rights violation cases and risks discovered.

2. Dissemination of Human Rights Management

The Company may share information on the Human Rights Charter and implementation plans, and on human rights risk assessment procedures and results, with suppliers to the extent deemed necessary for human rights risk management and the promotion of human rights management. The sharing method shall use the optimal channels (audio, video, written, etc.) and formats (Korean, English, etc.) through which the members of the relevant organization can conveniently access human rights management-related information.

Article 20 Risk Identification and Assessment

1. Development of Assessment Indicators

Based on the basic principles of this Charter, the Company develops and operates inspection and due diligence indicators capable of assessing human rights risks relating to the working environment, working conditions, workforce operation, industrial safety, and the human rights of local residents and customers, reflecting the UN Guiding Principles on Business and Human Rights, the OECD Due Diligence Guidance for Responsible Business Conduct, and the Ministry of Justice's "Guide to Business and Human Rights," etc.

2. Operation of the Assessment Process

The Company operates a process to identify and assess the occurrence status of human rights violation cases and the possibility of potential human rights risks by selecting targets among the organizations included in the scope of application of this Charter. In accordance with such process, the Company communicates with key stakeholders, identifies human rights risk factors that may arise across the entire business relationship, including corporate operations and the supply chain, and assesses their impact on stakeholders. The Company conducts a Written Assessment by providing the assessment targets with assessment indicators and guidelines, and recommends that the assessment targets establish their own improvement plans for matters found to be deficient through self-diagnosis. Based on the written assessment results, the Company may conduct On-site Due Diligence to specifically verify the presence of risks through the review of human rights-related internal regulations and systems, interviews, and on-site inspections of the organizations. In addition, to secure the objectivity of the written assessment and on-site due diligence, the Company may conduct a 3rd Party Audit through an independent third-party institution, and requires immediate improvement or the establishment of improvement plans for the "high-risk" and "non-compliant" matters discovered and assessed through the written assessment, on-site due diligence, and third-party audit. Each affiliate periodically reviews and revises the human rights risk assessment indicators and process each year so as to accurately identify human rights violation cases and operate the assessment process efficiently.

Article 21 Implementation of Risk Improvement

1. Derivation and Consultation of Improvement Measures

The Company establishes improvement measures and implementation plans for the human rights risks derived from the human rights risk assessment results. The organization that has undergone the human rights risk assessment shall, in agreement with the Company, derive specific action tasks capable of implementing the risk improvement measures.

2. Monitoring of Implementation Status

The Company continuously monitors whether the person in charge, etc. of the organization that has undergone the human rights risk assessment is faithfully and smoothly implementing the mutually agreed improvement measures. The Company communicates mutually on a regular basis so that the execution of detailed tasks proceeds on schedule and the expected deliverables are secured in a timely manner, and where it is anticipated that the improvement measures will not be implemented, the Company may take necessary measures.

Article 22 Disclosure of Status and Results

1. Reporting to Key Decision-makers

The Company reports the significant implications, important risks, and improvement measures identified through the human rights risk assessment to key decision-makers, including committees, management meetings, and working-level meetings. Reporting materials approved by committees, management meetings, key decision-makers, etc. may be shared with the competent department, etc. to enhance the effectiveness of human rights management.

2. External Disclosure

The Company discloses information on human rights violation report cases, human rights risk assessment results, and risk improvement and mitigation measures through channels such as its website, integrated reports, sustainability management reports, or a separate human rights white paper, and selects a disclosure channel that is easily accessible to and clearly understandable by officers, employees, and other stakeholders.

Article 1 Effective Date

This Human Rights Charter takes effect on January 1, 2023.

Article 2 Responsible Department

Management Planning Office

Article 3 Amendment

Any amendment to this Human Rights Charter shall be implemented upon approval by the highest decision-maker, and the amended content shall be immediately announced to all officers and employees.

Article 4 Revision History