General Provisions

Article 1 (Purpose)
The purpose of this Code of Conduct (hereinafter referred to as the “Code”) is to establish standards of conduct to be observed by executives and employees of KOTITI Testing & Research Institute (hereinafter referred to as the “Institute”) in order to prevent corruption and ensure fair and lawful performance of duties, in accordance with the Improper Solicitation and Graft Act and other relevant laws and regulations.
Article 2 (Scope of Application)
This Code shall apply to all persons working for the Institute, including executives, employees, appointed personnel, and non-regular employees (hereinafter referred to as “employees”), who shall faithfully comply with this Code.
Article 3 (Definitions)
The terms used in this Code shall be defined as follows:
1.1. “Public Institution” refers to any institution or organization falling under one of the following categories:
  • The National Assembly, courts, Constitutional Court, National Election Commission, Board of Audit and Inspection, National Human Rights Commission, central administrative agencies (including agencies under the President or the Prime Minister), and local governments
  • Public service-related organizations under Article 3-2 of the Public Service Ethics Act
  • Institutions under Article 4 of the Act on the Management of Public Institutions
  • Schools and school foundations established under relevant education laws
  • Media organizations as defined in the Press Arbitration Act
2.“Public official, etc.” refers to any of the following public officials or persons engaged in public duties
  • Persons recognized as public officials under the State Public Officials Act or Local Public Officials Act, and others recognized as public officials under other applicable laws.
  • Heads and employees of organizations listed under item 1(b) and (c).
  • Presidents, faculty members, and employees of schools and school corporations listed in item 1(c).
  • Representatives and employees of press organizations listed in item 1(d).
3.“Public duty” means duties performed by delegation or entrustment from a public institution.
4.“Persons performing public duties (public-service agents)” refers to any of the following:
  • Members of committees established under the Act on the Establishment and Operation of Committees within Administrative Agencies or other relevant laws, who are not public officials.
  • Corporations, organizations, or individuals delegated or entrusted with authority by a public institution.
  • Individuals dispatched from the private sector to a public institution to perform public duties.
  • Individuals or organizations conducting deliberations or evaluations related to public duties under applicable laws.
5.“Job-Related Persons” refers to individuals or entities related to the duties of employees, including but not limited to:
  • Individuals or organizations clearly related to public duties performed by the Institute.
  • Individuals or organizations subject to permits, inspections, audits, crackdowns, guidance, or evaluations by the Institute.
  • Individuals or organizations that directly gain or lose benefits from decisions, appraisals, tests, assessments, or adjustments of the Institute.
  • Individuals or organizations that have entered into or intend to enter into a contract with the Institute.
  • Individuals or organizations whose financial interests are affected by specific actions requested of the Institute or the exercise/non-exercise of authority by employees.
  • Individuals or organizations directly benefiting or harmed by the Institute’s policies or projects.
  • Former employees falling under items a–f.
  • Any other individuals or organizations designated by the President of the Institute to prevent corruption.

Improper Solicitation &
Gift Ban

Article 4 (Prohibition of Improper Solicitation)
Employees shall not directly or indirectly make any improper solicitation to public officials or persons performing public duties, as listed in the following items
  • Soliciting to process applications (e.g., permits, licenses, approvals, tests, certifications) in violation of statutory requirements.
  • Soliciting mitigation or exemption of administrative dispositions or penalties (e.g., cancellation of permits, taxes, fines, charges, disciplinary actions).
  • Interfering in personnel decisions (e.g., recruitment, promotion, transfers) in violation of laws.
  • Influencing the selection or exclusion of members of deliberative, decision-making, or evaluation committees.
  • Influencing awards, recognitions, or excellence selections in violation of relevant laws.
  • Soliciting disclosure of confidential information related to bids, taxation, development, patents, military affairs, testing, etc.
  • Influencing contract awards in violation of related laws.
  • Interfering in allocation of subsidies, grants, contributions, investments, deposits, or loans in violation of laws.
  • Providing goods or services managed by public institutions at unjust prices or conditions.
  • Manipulating admissions, grades, or evaluations in schools in violation of laws.
  • Improperly influencing military service decisions.
  • Manipulating evaluations or judgments conducted by public institutions.
  • Influencing selection or exclusion from inspections, audits, investigations, or administrative guidance.
  • Influencing investigations, trials, adjudications, mediation, arbitration, or analogous procedures.
  • Acting beyond authorized authority or causing public officials to do so regarding items 1–14.
Article 5 (Prohibition of Acting on Improper Solicitation)
Employees shall not perform duties based on improper solicitations.
Article 6 (Reporting and Handling Improper Solicitation)
Upon receiving an improper solicitation, employees must clearly state that it is improper and refuse it.
If the solicitation is repeated, the employee must report it to the President using Form 1.
The President shall promptly verify whether the reported matter constitutes improper solicitation.
If the President becomes aware of the fact that an improper solicitation has occurred, or if it is determined during the reporting or verification process under Paragraphs 2 and 3 that the performance of the relevant duties may be hindered, the President may take any of the following measures against the employee who received the improper solicitation:
  • Temporary suspension from participating in the duties
  • Designation of a substitute to perform the duties
  • Reassignment (transfer)
Notwithstanding Paragraph 4, the President may allow the employee to continue performing duties if the employee falls under any of the following circumstances. In such cases, another employee must be assigned to periodically check and verify whether the employee is performing their duties fairly:
  • When it is extremely difficult to replace the employee performing the duties
  • When the impact on the employee’s performance of duties is not significant
Article 7 (Prohibition of Receiving Money, Gifts, etc.)
Employees shall not receive, request, or promise money, goods, or other benefits exceeding 1,000,000 KRW per instance or 3,000,000 KRW per fiscal year from the same person, regardless of whether it is related to their duties or the stated purpose such as donation, sponsorship, or gift.
Even below these limits, employees shall not receive such benefits if they are related to duties.
Exceptions include:
  • Benefits provided by the Institute or supervisors for consolation, encouragement, or rewards
  • Food, gifts, or condolence payments within limits in Appendix 1
  • Benefits provided under legitimate contractual relationships (excluding donations)
  • Benefits from family members under Civil Act Article 777
  • Benefits provided by mutual aid groups or long-term acquaintances providing help due to illness or hardship
  • Transportation, lodging, meals uniformly provided at official events
  • Souvenirs or promotional items distributed to many people, and prizes from contests or raffles
  • Other benefits permitted by laws or social norms
Employee spouses are also prohibited from receiving restricted benefits related to the employee’s duties.
Article 8 (Reporting and Handling of Restricted Benefits)
Employees shall immediately report in writing to the President using Form 1 if they fall under any of the following circumstances
  • When the employee himself/herself has received prohibited gifts or benefits, or has been offered such items or received an expression of intent to provide them.
  • When the employee becomes aware that his/her spouse has received prohibited gifts or benefits, or has been offered such items or received an expression of intent to provide them.
If an employee has received prohibited gifts or benefits, or has been offered such items or received an expression of intent to provide them, or becomes aware that his/her spouse has received or has been offered such items or received an expression of intent to provide them, the employee must immediately return the items to the provider (or ensure they are returned), or express a refusal (or ensure refusal is expressed).
However, if the received items fall under any of the following categories, the employee must deliver them to the President or ensure that they are delivered to the President
  • Where the items are likely to be destroyed, spoiled, or deteriorated
  • Where the provider of the items cannot be identified
  • Where there are other circumstances that make it difficult to return the items to the provider
If the President receives a report under Paragraph 1 or receives the items under the proviso of Paragraph 2, and determines that they constitute prohibited gifts or benefits, the President shall have them returned or delivered, or shall have a refusal expressed. If it is deemed necessary for investigation, the President shall promptly notify the investigative authorities.
If the President becomes aware that an employee or his/her spouse has received prohibited gifts or benefits, or has been offered such items or received an expression of intent to provide them, and determines that an investigation is necessary, the President shall promptly notify the investigative authorities.
If the President becomes aware that an employee or his/her spouse has received prohibited gifts or benefits, or has been offered such items or received an expression of intent to provide them, or if it is determined during the reporting, return/delivery, or notification process under Paragraphs 1 through 4 that performance of duties may be hindered, the President may take measures under Article 6(4) and (5) against the concerned employee.
If the President receives a report under Paragraph 1(2) and determines that the items refused to be returned by the employee’s spouse constitute prohibited gifts or benefits, the President shall require the spouse to return the items to the provider.

Fair Performance of Duties

Article 9 (Fair and Faithful Performance)
Employees must perform duties fairly and faithfully and must not request or instruct others to act unfairly for personal or others’ interests.
Article 10 (Prohibition of Favoritism)
Employees shall not provide preferential treatment or discrimination based on region, blood ties, school ties, religion, etc.
Article 11 (Prohibition of Misuse of Budget)
Employees shall not misuse budgets such as travel expenses, business-promotion expenses, etc., causing financial loss to the Institute.
Article 12 (Prohibition of Personnel Solicitation)
Employees shall not make solicitations to superiors or relevant personnel in order to unfairly influence their own appointment, promotion, transfer, or other personnel decisions.
Employees shall not use their position to improperly interfere in the appointment, promotion, transfer, or other personnel matters of other employees.
Employees shall not make personnel-related solicitations to stakeholders supported by the Institute for the purpose of securing employment for themselves or others.
Article 13 (Transparent Accounting Management)
Employees shall manage accounting accurately and transparently based on facts, laws, and generally accepted accounting principles.
Article 14 (Confidentiality)
Employees shall not leak or misuse personal or important information obtained through duties.
Article 15 (Prohibition of Improper Interests)
Employees must not use their positions to gain unjust benefits for themselves or others.
Article 16 (Prohibition of Private Use of Position)
Employees shall not use the Institute’s name or their position publicly or privately for personal gain.
Article 17 (Prohibition of Brokerage and Solicitation)/dt>
Employees shall not engage in brokerage, solicitation, or any other act that undermines another employee’s fair performance of duties for the unjust benefit of themselves or others.
Employees shall not, in connection with the performance of their duties, introduce stakeholders to other stakeholders or public officials for the unjust benefit of themselves or others.
Article 18 (Restriction on Use of Insider Information)
Employees shall not use non-public information obtained through duties for transactions or investments, nor help others do so.
Article 19 (Prohibition on Personal Use of Public Property)
Employees shall not use Institute-owned assets (vehicles, real estate, etc.) for personal purposes without justification.
Article 20 (Restriction on Sponsorship Requests)
Employees shall not request sponsorship from stakeholders during events unless jointly hosting and legally permissible.
Article 21 (Integrity in Contracting)
Employees must perform bidding and contracting duties lawfully, fairly, and transparently, and shall not:
  • Demand prohibited benefits
  • Impose unfair transaction conditions or interfere in management
Article 22 (Protection of Intellectual Property)
Employees shall perform duties related to bidding, contracting, and contract execution conducted by the Institute fairly and transparently in accordance with the procedures prescribed by relevant laws and regulations.
Employees shall not, in the course of bidding, contracting, or contract execution under Paragraph 1, use a superior transactional position to demand prohibited money, goods, or other benefits, or to make unfair demands such as imposing unjust contractual terms or interfering in management.

Fostering a Healthy Work Culture

Article 23 (Reporting External Lectures/Meetings)
Employees who intend to receive compensation for lectures, presentations, discussions, speeches, reviews, evaluations, advisory activities, decision-making, or other similar activities at seminars, public hearings, debates, presentations, symposiums, training programs, meetings, etc. (hereinafter referred to as “external lectures/meetings”) shall, based on official documents provided by the requesting party, report such activities in advance to the President using Form 2.
The President may restrict employees who violate the Code in relation to reporting external lectures/meetings from engaging in external lectures/meetings related to their duties.
Article 24 (Prohibition of Borrowing Money from Stakeholders)
Employees shall not borrow money from stakeholders (other than relatives within 4th degree) or receive real estate as free or significantly undervalued rental.
Article 25 (Restrictions on Golf and Gambling)
Employees shall not play golf with stakeholders who have a conflict of interest. However, if unavoidable circumstances require them to do so, they must report it to the President in advance; if prior reporting is not possible, they must report it without delay after the activity has concluded.
Employees shall not engage in gambling activities such as mahjong, hwatu, or card games with stakeholders.
  • “Gambling activities” refers to recreational activities conducted for the purpose of obtaining monetary or economic benefits based on chance or uncertain winning probabilities.
  • The scope of prohibited gambling activities shall be determined by the President based on the soundness of leisure culture and the nature of the Institute’s operations.
Article 26 (Prohibition of Sexual Harassment)
Employees shall not engage in any acts causing sexual temptation or humiliation.
Article 27 (Maintaining Dignity)
Employees must maintain dignity in speech, behavior, and decision-making, recognizing the impact on the Institute’s reputation and public trust.

Measures in Case of Violations

Article 28 (Consultation on Unclear Cases)
Employees must consult the Head of the Management Planning Division when uncertain about potential violations.
Article 29 (Reporting and Verification of Violations)
Anyone aware of violations may report them to the President.
Reports must include identities of the reporter and violator and details of the violation.
The President shall verify the violation and report findings to the Chairman along with explanations from the employee.
The President may take necessary measures to ensure effectiveness of the reporting system.
Article 30 (Protection of Whistleblowers)
The President shall ensure the confidentiality of the identity of the reporter and the details of the report made under Article 29, and shall ensure that the reporter does not suffer any disadvantages as a result of the report.
A reporter who has suffered disadvantages may request protective measures or remedies from the President or the Anti-Corruption and Civil Rights Commission, and in such cases, the President shall take appropriate measures as necessary.
If a reporter’s own violation is discovered through a report made under Article 29, the President may mitigate or exempt disciplinary action against the reporter.
Paragraphs 1 through 3 shall apply mutatis mutandis to consultations and internal reports made under the Code.
Article 31 (Disciplinary Actions)
The President shall take disciplinary action or other necessary measures against employees who violate the Code.
The types and procedures of disciplinary actions under Paragraph 1 shall be governed by the Institute’s relevant regulations.
Disciplinary standards for violations related to the prohibition of receiving money, gifts, or other benefits shall be determined in accordance with applicable laws and regulations.

Miscellaneous Provisions

Article 32 (Education)
The President shall establish and implement training plans to ensure compliance.
Training must be conducted at least annually and for all newly hired employees.
Article 33 (Compliance Inspection)
The President shall conduct regular inspections at least once a year.
Additional inspections may be conducted during corruption-prone periods or as deemed necessary.
Article 34 (Operation of the Code)
The President may enact detailed provisions necessary for operation of the Code.

Supplementary Provisions

This Code was enacted and has been effective since November 1, 2016.