Human rights / labour / harassment / discrimination
Forced or child labour, working conditions, discrimination and dignity
ESG CONCERNS
ESG concerns and grievances
Understand the category and handling route for a concern.
Web form status
Checking the server connection and intake availability. The form will be enabled when this check succeeds.
Types of concerns
Health and safety
Work hazards, equipment and site safety, and occupational health
Environment
Pollution, resource use, waste and material-handling concerns
Ethics / corruption / fair dealing
Improper benefits or demands, conflicts, collusion and falsified records
Supplier concerns
Concerns about unfair terms, payment, information or responsibilities
Privacy and information security
Personal-data handling, unauthorised access or disclosure
Other ESG concerns
ESG concerns not covered by another category
Web intake activation and receipt checks
- 01
Check availability
The form is enabled after server readiness is checked. Read the delivery and data-handling information first.
- 02
Provide minimum information
Choose a category and describe the facts without unnecessary personal or confidential information. Provide contact details only if needed.
- 03
Confirm receipt
Completion is shown only when the server issues a receipt number. An error is not presented as acceptance.
- 04
Authorised review
The concern is sent to the CEO. Receipt does not mean that investigation or remedy is complete. No investigation or response deadline, absolute anonymity or confidentiality guarantee is offered.
Before sending information
The CREWAVE CEO is responsible for reviewing and responding to concerns. Category, details and consent are required; name and reply email are optional. The server sends the concern and optional reply details to one designated recipient, without sales recipients, CC or BCC. The website does not store the content, name or reply address in its database or application logs and does not save drafts. Email remains in the existing sending and receiving mail systems; no automatic deletion period is configured. Request hashes and timestamps are retained by the mail relay to prevent duplicates. Records subject to statutory retention requirements follow the applicable statutory period. If you refuse consent, the web concern cannot be sent. You may use this form to request access, correction, deletion or withdrawal of consent, including your receipt number and request. Provide a reply email if you want a response. No independent internal recipient has been designated for matters involving the CEO.
Omitting name or contact details does not mean that operational connection logs are absent. Complete technical anonymity is not promised.
Use the applicable site emergency route for immediate danger. This page is not an emergency response channel.
Read ethical conduct principles ↗Review and handling process
These principles guide review of a concern. Scope depends on its nature, urgency, conflicts and applicable rules; they do not guarantee that every investigation finishes within the same period.
- 01
Check the concern and reply route
Review circumstances, timing, relevant work and requested action. Request only necessary additional information; acknowledgement does not mean that an allegation has been substantiated.
- 02
Assess urgency and protection
First consider physical danger, spreading data exposure, evidence loss and retaliation risk. Immediate danger requires the relevant emergency route rather than waiting for ordinary review.
- 03
Check conflicts and assign review
Consider interests of people involved and ways to preserve independent review. No independent alternative internal recipient is represented as appointed for concerns involving the CEO. Use of applicable official external channels is not restricted.
- 04
Establish facts and hear relevant people
Distinguish assumptions from direct observations and check sources, timing and changes to evidence. Hear relevant people as needed and minimise sharing of case and identity information.
- 05
Consider protection, correction and remedy
Consider correction and remedy based on findings and impact, with input from the affected person or appropriate representative. Do not promise disciplinary or contractual measures without authority and grounds.
- 06
Communicate progress and outcome
Where a reply route exists, communicate progress, further review needs and outcomes within permissible disclosure limits. Other people’s personal data and protected investigation material may not be fully disclosed.
- 07
Check action, recurrence and retaliation
Follow up on implementation, recurrence and adverse treatment connected with reporting. Assess the need for further review when new facts or insufficient action are raised.
- 08
Close and manage records
Distinguish findings, action, communication and unresolved tasks in the record and review purpose/necessity of retention. Records subject to statutory retention requirements follow the applicable statutory period. Web-intake retention and deletion rules are not yet set; no unconfirmed fixed period is stated for email records.
Timing, deadlines and replies
Statutory employee grievance processes
Under Article 28 of the Act on the Promotion of Employees’ Participation and Cooperation, a grievance committee member must notify the worker of action and results within 10 days of hearing the grievance. For grievances under Article 25 of the Equal Employment Opportunity Act, Article 18 of its Enforcement Decree generally requires handling or referral to the labour-management council within 10 days of receipt, with notice of the result or referral. These have different applicability conditions and are not a universal deadline for external reports. Acknowledgement alone does not fulfil these duties.
Harassment and urgent matters
Where applicable law requires it, workplace bullying or sexual harassment must be investigated without delay after a report or awareness, with necessary protective measures. These duties do not wait for a general reporting schedule or web-form activation, and are distinct from a universal investigation-completion deadline.
Acknowledgement versus completion
Check the current intake status on the concern page. Receipt and investigation completion are distinct; a submission is not presented as completed unless the server confirms acceptance. Submission is available only when server readiness has been checked and the form is enabled.
Start point and counting method
For an individual schedule, specify acknowledgement date, applicable process, start point, business or calendar days and next update. If business days are used, clarify treatment of Korean weekends/public holidays. No fixed completion deadline has been set for general external concerns.
Further review and schedule changes
Where additional evidence, interviews or external review are needed, explain the reason, remaining work and next update to a reachable reporter. Schedule changes do not themselves extend applicable statutory duties.
Limits where a reporter cannot be reached
Even without a name, email addresses and sender information may be conveyed. Without a reachable reply route, further fact-finding, progress updates and outcome communication may be limited. Anonymous two-way messaging is not currently provided.
Statutory periods are not automatically converted to business days; applicability and counting follow the relevant law. Naming the CEO as recipient does not establish appointment of a grievance committee member. Official provisions below were checked on 2026-10-21.
- Employees’ Participation Act, Article 26 — checked version effective 2022-12-11
- Employees’ Participation Act, Article 28 — checked version effective 2022-12-11
- Equal Employment Opportunity Act Enforcement Decree, Article 18 — checked version effective 2026-09-18
- Labor Standards Act, Article 76-3 — checked version effective 2026-10-08
- Equal Employment Opportunity Act, Article 14 — checked version effective 2026-09-18
KEEP THE CONVERSATION GOING
Need more context?
Ask us about public information and business applications.
Messages reach the general inquiry recipients and require company, contact, email and privacy consent. Please do not send sensitive incident details or identifying records through this channel.
Updated 2026-10-21 · Public ESG conduct standards and working guidance. Read implementation evidence within its stated scope.