Skip to content
Dooco
ABOUT US
– CEO’s Message
– About DOOCO
– History
– Vision
ETHICS MANAGEMENT
– Ethical Management
– Whistleblowing System & Organizational Chart
– Online Reporting
SUSTAINABILITY
PRODUCT
– All Products
– Airless Bottle
– Blow Bottle
– Cream Jar
– Airless Tube
– Skin Care Full Set Series
– Stick
– Air Cusion
– Special Bottle
– Pump
CAREERS
CONTACT
– Notice
– Inquiry
KR
EN
Search:
ABOUT US
– CEO’s Message
– About DOOCO
– History
– Vision
ETHICS MANAGEMENT
– Ethical Management
– Whistleblowing System & Organizational Chart
– Online Reporting
SUSTAINABILITY
PRODUCT
– All Products
– Airless Bottle
– Blow Bottle
– Cream Jar
– Airless Tube
– Skin Care Full Set Series
– Stick
– Air Cusion
– Special Bottle
– Pump
CAREERS
CONTACT
– Notice
– Inquiry
Ethics management
Whistleblowing System & Organizational Chart
Whistleblowing System Regulations
Whistleblowing System Regulations 2021.07 July 2021 DOOCO Co., Ltd. Major Details Whistleblowing System - A confidential reporting system to report illegal activities of company employees What are Subject to Whistleblowing? - Matters that violate the company’s code of ethics and regulations - Unlawful, illegal, and criminal acts related to the employee duties (embezzlement, breach of duty, fraud, theft, receipt of money and valuables, accounting manipulation, etc.) - Illegal or inappropriate instructions through abuse of power (improper solicitation, mediation, coercion, etc.) -When it is judged that there is a risk that the above matters in each subparagraph may occur How to File a Report - Use the reporting menu of the company website to post your (whistleblower) personal information, the employee subjected to the report, the content of the report, the purpose and reasons of reporting, and evidence of the report - All whistleblowers may file a report anonymously How Your Report is Handled - Upon receipt of a report, it is necessary to conduct an investigation required for the reported matters - After an investigation has been concluded, it is necessary to take appropriate measurements according to the result of the investigation and notify the final result to the whistleblower - Whistleblowers who have received the notification may file an objection to the investigation result Measures to Guarantee Anonymity - No person shall inform another person of the personal information about a whistleblower, etc. or any fact from which one can readily infer that he or she is a whistleblower, etc., or disclose the same although he or she knows the circumstances. - Where personal information about a whistleblower, etc. or the fact by which people may become aware that a person is a whistleblower, etc. is disclosed by violating the above matter, necessary actions (e.g. disciplinary action) may be taken to the person who revealed the information after confirming the truth Reduction and Exemption Measures for Whistleblowers - Where a disciplinary action or unfavorable disposition has been applied to a whistleblower, etc. due to discovered actions related to a report, the disciplinary action or disposition may be reduced or exempted Whistleblowing System Regulations Article 1 [Purpose] - The purpose of these Regulations is to set matters necessary for the operation of the whistleblowing system. Article 2 [Scope of Application] - These Regulations shall apply to all employees who belong to the Company. Article 3 [Definition of Terms] - The term “whistleblower” means a person who makes a whistleblowing disclosure. - The term “whistleblower, etc.” means a person who has made a statement or provided evidence in an investigation related to whistleblowing. - The term “dedicated handler” means a person who is in charge of handling whistleblowing reports and protecting the whistleblower. Article 4 [Establishment and Operation of a Whistleblowing Center] - The Company shall operate a whistleblowing center on the website of DOOCO Co., Ltd. (www.dooco.co.kr) to activate internal reporting. - The Company shall designate a dedicated handler to handle reports submitted to the whistleblowing center and protect the whistleblower. - The duties of the dedicated handler are as follows. Reception of and consultation about the report and handling the reporting process Counseling with the whistleblower and guiding the procedures Conducting an investigation into the details of the report and whether a whistleblower, etc. has been subjected to any disadvantageous measures due to the whistleblowing act, and others Other duties for whistleblowing and protecting the whistleblower Article 5 [Subjects of Whistleblowing] - The subjects of whistleblowing are as follows. Matters that violate the Company’s code of ethics and regulations Unlawful, illegal, and criminal acts related to the employee duties (embezzlement, breach of duty, fraud, theft, receipt of money and valuables, accounting manipulation, etc.) Illegal or inappropriate instructions against the stakeholders, including the employees, through abuse of power (improper solicitation, mediation, coercion, etc.) When it is judged that there is a risk that the above matters in each section may occur Article 6 [Obligation to Report] - When an employee has recognized the subject of whistleblowing stipulated in Article 5, he or she must report the fact to the whistleblowing center. Article 7 [Methods of Whistleblowing] - The whistleblower shall submit file a report to the whistleblowing center by attaching documents stating the following matters along with evidence, etc. - Personal information, such as name and contact, of the whistleblower (anonymous report possible) Subject of whistleblowing Report details Purpose and reason for reporting - The dedicated handler has an obligation to protect the information of the report. - The application form shall be managed and preserved in written or electronic form during the retention period according to the Company’s document control regulations. Article 8 [Handling of Reports] - Upon receipt of a report by the dedicated handler, he or she shall conduct an investigation required for the reported matters. - Where a whistleblowing disclosure falls under any of the following cases, the dedicated handler may decide not to conduct an investigation or discontinue and conclude the investigation: Where the details of the report are expressly untrue; Where a report was filed again without any justifiable reason about the matter that has been notified of the result of the report; Where the whistleblower fails to supplement the written report or evidentiary materials, etc. within the supplementation period even after receiving a request for supplementation more than twice; or Where it is prescribed by other regulations or laws that no investigation is required. - Where the dedicated handler decides not to conduct an inspection or discontinue and conclude an inspection pursuant to paragraph (2), the fact should be immediately notified to the whistleblower. Where the dedicated handler has concluded investigation on a report, the dedicated handler shall take disciplinary action according to the Company’s regulations and report any serious matter to the CEO without delay. In addition, the result shall be notified to the whistleblower. - A whistleblower who has been notified pursuant to paragraph (4) may file an objection to the investigation result. - The details of the report, including personal information of the employee subjected to whistleblowing, shall not be disclosed until the result of the investigation and details of the report details are confirmed and closed. Article 9 [Duty to Maintain Confidentiality of Whistleblowers] - No Company employee shall inform another person of the personal information about a whistleblower, etc. or any fact from which one can readily infer that he or she is a whistleblower, etc., or disclose the same although he or she knows the circumstances. - Where personal information about a whistleblower, etc. or the fact by which people may become aware that a person is a whistleblower, etc. is disclosed in violation of paragraph (1), an investigation may be conducted to confirm the events. - The Company employees shall not disclose or search for the identity of the whistleblower. Any employee who has recognized the identity of a whistleblower on the job or by accident shall not divulge the identity of the whistleblower. The person reported and the department to which the person reported belongs, and the employees of other related departments shall not inquire about the identity of the whistleblower to the whistleblowing manager or take any action that may expose the whistleblower’s identity, such as interrogation to find out the whistleblower. Where the whistleblowing manager receives an inquiry from the above, he or she shall immediately explain that such inquiry is a prohibited act under these Regulations and that any person making such inquiry may be punished. The employees shall not give any personnel or other disadvantages to the whistleblower in relation to the reporting act. Where the identification of the whistleblower has been exposed and it is deemed that whistleblower protection is necessary, the whistleblower may notify the person in charge of whistleblowing and request to protect his or her identity. Upon receiving a request for identity protection from the whistleblower and where it is determined that the whistleblower may receive personnel or other disadvantages, the whistleblowing manager may take appropriate measures such as change of position. Article 10 [Reduction and Exemption from Responsibility] - Where a disciplinary action or unfavorable disposition has been applied to a whistleblower, etc. due to discovered actions related to a report, the disciplinary action or disposition may be reduced or exempted. - Even where the details of whistleblowing contain classified information in respect of a person’s duties, a whistleblower, etc. shall not be deemed to have violated his or her official duty to maintain confidentiality according to internal regulations, such as employment rules. Article 11 [Prohibition of Disadvantageous Measures] - The Company shall not take disadvantageous measures against a whistleblower, etc. under the reason of whistleblowing, etc. - The Company shall not interfere with whistleblowing or compel a whistleblower, etc. to cancel whistleblowing. Article 12 [Protective Measures] - Where a whistleblower, etc. is subjected to disadvantageous measures due to whistleblowing, he or she may request the dedicated handler to take measures for reinstatement or other necessary measures. - Upon receiving a request for protective measures, the dedicated handler shall immediately conduct an investigation into whether a whistleblower, etc. is subjected to disadvantageous measures for the reason of whistleblowing action. - Where it is recognized that the applicant has received disadvantageous measures due to whistleblowing action as the result of an investigation, the Company shall make a decision to apply protective measures. - Where a decision to take protective measures has been made, the dedicated handler may request disciplinary action against the employee who made disadvantageous measures to the whistleblower due to whistleblowing action. Article 13 [Organizational Chart of Whistleblowing System] - The organizational chart of the whistleblowing system and work division are as follows. Article 14 [Types of Disciplinary Action and Standards of Reward] - The types of disciplinary action and the reward payment standards for whistleblowing abide by the “Guidelines on Rewards for Reporting Disciplinary and/or Unethical Behaviors.” Article 15 [Enforcement Date] - These Regulations shall enter into force from July 1, 2021.
DOWNLOAD
Go to Top
