Labor & Human Rights

Labor Policy

As a global company, we are aware of our social responsibility and are fully committed to respecting human rights along the entire value chain. Samsung SDS supports and observes the principles of human rights suggested in the Universal Declaration of Human Rights and the UN Guiding Principles on Business and Human Rights. To observe the principles of business and human rights, Samsung SDS shall establish the required internal system to collect the opinions of the interested parties according to this declaration of business and human rights. Rather than simply collecting opinions of the interested parties, Samsung SDS shall also monitor, evaluate, and improve the business and human rights status on a regular basis and share the results internally and externally.

  • Voluntary labor

    All labor must be voluntary. Forced, bonded, or involuntary labor that is caused by human trafficking, lodge deposits, identity papers, or any other conditions that might limit the worker’s rights are prohibited. The prohibition applies to all acts of exploiting the socially vulnerable persons for their labor, by threatening, forcing, abducting, or deceiving them. In Samsung SDS recruiting and hiring processes we ensure that employees are entering working contracts with Samsung SDS voluntarily.

  • Humane treatment

    Inhumane treatment, including sexual harassment, sexual assault, physical punishment, mental or physical suppression, and swearing, must not be made to employees, and a threat to such treatments must not be made.

  • Prohibition against discrimination

    Discrimination and harassment are prohibited. In the general practices of employment, including the hiring process, remuneration, promotion, bonus, and training, discrimination must not be made based on the race, color, age, sex, sexual preference, ethnicity, physical or mental disability, pregnancy, religion, political preference, union participation, marital status, etc. All workers at Samsung SDS should be equally treated at equal value.

  • Prohibition of child labor

    Employment of children is strictly prohibited. Children refers to persons younger than 15 years of age, persons younger than the age of compulsory education or the minimum age for legitimate hiring, whichever age is oldest. Juveniles older than the age for legitimate hiring may be employed. However, employees younger than the age of 18 must not participate in tasks that may endanger their health and safety (including overtime and night shift tasks).

  • Freedom of association and collective bargaining

    Workers have right to establish and join organization of their own choosing. They have the right to freedom of peaceful assembly, as well as the right not to join such activities.

  • Collective bargaining

    The rights of the employees to choose to be a member of a trade union and to bargain collectively as permitted by local laws and regulations must not be interfered with or restricted. Employers or their organizations and trade unions or, in their absence, representatives freely designated by the workers discuss and negotiate their relations, in particular terms and conditions of work. Such bargaining in good faith aims at reaching mutually acceptable collective agreements

  • Safety and Health

    In all activities that are made for the company's official business, measures to ensure the safety of employees is essential. Effort must be made to create a safe and healthy workplace in compliance with local laws and regulations.

  • Compliance with the work hours

    Work hours must not exceed the maximum hours specified by local laws of the relevant country. In addition, work hours, including overtime, must not exceed except for when an emergency or a special situation exists. Also, a minimum of one-day holiday must be provided to employees for every seven days of work.

  • Wages and welfare

    Wages provided to employees must include minimum wage, overtime allowances, and the welfare benefits specified by law, in compliance with all local laws and regulations. All overtime labor must be voluntarily provided under the agreement by employees, and the overtime allowance must be higher than the regular hourly wage in compliance with local laws and regulations.

  • Protection of customer human rights

    Special care must be made to ensure that the products and services do not harm the life, health, and safety of the customer, and reasonable measures must be taken to protect the collected personal information of customers.

  • Protection of supplier and partner

    Continuous management of suppliers and partners is required so they can also practice the principles of business and human rights.

  • Protection of local residents

    In the regions of business operation, make efforts to honor and protect the human rights of local residents and abide by laws and regulations of the region.

Due Diligence

Samsung SDS is committed to preventively identify actual and potential adverse human rights impacts, take prevention and mitigation measures, and strive for transparency in reporting results and progress in order to protect human rights of all stakeholders including employees, suppliers, partners, customers, and local communities. We conduct the due diligence process every year including all scopes in value chain and even when changes are made in business scope.

Grievance Mechanism and Channels

Samsung SDS does not tolerate any type of misconduct against harassment and discrimination. Any allegations are taken seriously and handled confidentially and sympathetically. In cases of discrimination and harassment, you can present your situation or submit your complaint to person in charge in Human Resource Team through Knox Portal. You can also request for mental counselling before, during and after the procedure. Personal information is strictly kept confidentially and the reporter's safety and anonymity are guaranteed.

Escalation process of discrimination or harassment

Filing a complaint
ㆍReport by complainant (aggrieved person or others such as witness)
Intake and assess
ㆍProtect aggrieved person immediately
ㆍScreen the complaint
ㆍInterview complainant, accused individual or unit/department(respondent), and witnesses
ㆍFinalize investigation report
Decide appeal
ㆍReview and determine corrective and disciplinary actions at the Disciplinary Committee
ㆍNotify the result to complainant and respondent
Mental Fitness Center

Samsung SDS operates a Mental Fitness Center to protect and promote the mental health employees. Employees can arrange in-person or online counseling, be guided for escalation process, and/or request to receive legal advice through Knox Portal. Personal information is strictly kept confidentially and anonymity are guaranteed.

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