- SAMIL ESG
- Environmental
Safety - Labour and
Human Rights - Mutual
Cooperation - Social
Contribution - Ethical
management - Board of
Directors
Labour and Human Rights
Samil Pharmaceutical’s commitment to 360° Human Care extends to the nurturing and development of its talent.
Labour and Human Rights Management Policy
Samil Pharmaceutical recognizes that labor and human rights management activities are one of the key elements for a sustainable future and hereby declares the following labor and human rights management policy:
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Compliance with Laws
We comply with the statutory working hours of the each countries of main business areas and provide fair compensation for all employees along with detailed salary slip. -
Prohibition of Discrimination and Humane Treatment
We respect dignity and value of individuals by ensuring occurrences of no discrimination or unreasonable treatment based on race, gender, nationality, ethnicity, language, religion, or any other factors. -
Communication
We allow freedom of association and collective bargaining for employees and provide opportunities for communication -
Prohibition of Forced and Child Labour
We do not tolerate any form of forced labour or child labour. -
Self-Development
We offer opportunities for education, training, and career development to enhance the capabilities of employees. -
Prevention of Human Rights Violations
We prevent human rights violations such as workplace bullying and sexual harassment and strive for active remediation. -
Protection of Stakeholders' Human Rights
We respect human rights of all stakeholders, including employees, local residents, and business partners. -
Protection of Personal Information
We respect and protect the personal information of all stakeholders, including employees, customers, and business partners.
Key Activities in Labour and Human Rights Management
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Establishing cooperative labor-management relations through a labor-management consultative body
- Listening to employee feedback and fostering cooperative labor-management relations through a consultative body and workshops
- Providing practical grievance counseling to protect and respect employees' human rights through established grievance mechanism
- Expanding flexible work systems, such as staggered commuting and deemed work systems, to enhance work efficiency
- Increasing recruitment of socially disadvantaged groups, including individuals with disabilities, veterans, and women with career breaks, while working to eliminate discrimination
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Developing employee competencies through talent development programs
- Establishing a systematic talent development system aligned with changes in the business environment and aimed at sustainable growt
- Operating programs focused on nurturing, assessing, discovering, and retaining talent, including leadership, professional competence, and self-development initiatives
- Implementing job-oriented and competency-based talent development programs, with special promotions and rewards based on performance
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Enhancing employee satisfaction through various welfare programs
- Providing nutritious meals, comprehensive medical checkups, and accident insurance to promote employee health
- Offering group annual leave, summer vacation, and travel support for long-serving employees to encourage relaxation
- Supporting employees with birthday gifts, cash gifts for special occasions, tuition assistance, performance bonuses, and housing assistance for local employee
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Creating a healthy corporate culture by supporting various leisure activities
- Fostering a family-friendly workplace culture through initiatives like regular on-time departures and dedicated Family Day programs
- Operating and supporting various in-house affinity groups to strengthen unity, communication, and bonding within the organization (e.g., Burufen volunteer service, women's club, soccer, fishing, bowling, mountain climbing, etc.)
- Providing recreational and sports facilities, along with other amenities for relaxation (such as an outdoor terrace)
