Governance Structure

The transparent governance structure of CJ CheilJedang increases efficiency and synergy

Integrity
management

CJ CheilJedang considers
“integrity management”
a value of top priority in business
competitiveness.

The company has declared such principles as compliance with the Fair Transactions Act and shared growth with partner companies, motivating employees to voluntarily participate in integrity management.

CJ CheilJedang’s integrity management starts with CJ Group’s unique value system called “CJ WAY”.

In an effort to realize a transparent and healthy corporate culture, CJ CheilJedang is disseminating “CJ WAY”, which is a way of working, as well as a value for CJ Group members.

In particular, the company places emphasis on management by “Integrity”, among the CJ Group’s core values(integrity, passion and creativity) The company has also established guidelines on employee behaviors to build a healthy CJ and implement “Integrity “ by internalizing it.

All employees of CJ CheilJedang regard the Employee Behavior Guidelines as a standard for their conduct of business and are making the company’s management environment more transparent and sound by abiding by the guidelines.

Employees’ Code of Conduct

Financial Position
Distinction between
Official and
Private Affairs
  • Employees must not misappropriate or embezzle the company’s public funds for private purposes.
  • Company property must be used and managed according to the purposes and standards.
    The property must not be used for personal purposes or flown out of the company.
Information?Leakage
and Use of
Internal Information
  • With the exception of officially released information, company management information must not be disclosed to outside parties. When information disclosure is inevitable, it must be done so with the prior permission of the management at the executive level or higher.
  • Employees must not be engaged in activities that pursue profits, such as investing in stocks, that makes use of the company’s inside information.
Operation Handling in
Compliance with Principles
  • Irregular business activities or those expedient methods that are in breach of the principles are prohibited.
  • Employees must conform to the various laws and regulations, such as the Fair Trade Act and the Product Liability Act.
Relationship with Partners
  • It is absolutely prohibited to receive gifts of money and other articles, such as entertainment treats, cash and gift vouchers. When such a gift is accepted out of necessity, it must be reported to the superiors.
  • Gifts of money and other articles accepted out of necessity must be returned to the other party according to legitimate procedures along with notification being served to the part about the company’s policy of prohibiting gifts of money and other articles and that a reoccurrence of such would lead to negative consequences.
Prohibition of Outside Work
  • Employees have the obligation to do their best at their jobs and therefore are prohibited from doing work anywhere else and from taking on side jobs that may impede the company’s operations or are in violation of laws. In inevitable cases, prior permission must be obtained from the company’s HR division.
Relationship among Employees
  • Employees must not exchange money and gifts among themselves for personal gain in the forms of a promotion, personnel reports and changing task assignments. In particular, it is absolutely prohibited for subordinates and their superiors to provide each other with gifts since it may lead to solicitation or affect the personnel evaluation.
Sexual?Harassment, etc.
  • Conduct that invokes sexual embarrassment, such as obscene conversations, physical contact, jokes about specific body parts, demands to be served at the table and sexual discrimination, are prohibited.
Activating Internal Report
  • Violations of the code of conduct as well as giving inappropriate job instructions, delinquency of duty, and unlawful acts must be reported to the inspection division. Failure to make a report although one is aware of such conduct is deemed equivalent to aiding and abetting that behavior.
  • The company has the responsibility of protecting individuals from being subject to disadvantages ensuing from making such reports.