Governance
Board of Directors
Configuration
Category | Gender | Name | Main Career | Date of Appointment | Expiration date | Full-time status |
Insurance of directors¡¯ liability for damage |
---|---|---|---|---|---|---|---|
Executive Director |
male | Jaehong Heo | CEO of Seronics / ChairPerson of the Board, L&F | 2018.03.22 | 2027.03.19 | Yes | Uninsured |
male | Jehyeon Heo | Senior Vice President of L&F | 2018.03.22 | 2027.03.19 | Yes | Uninsured | |
male | SuAn Choi | CEO of L&F | 2021.03.17 | 2027.03.19 | Yes | Uninsured | |
Independent Director |
male | Jeomsu Kim | Professor, Department of Chemical Engineering, Dong-A University |
2021.03.17 | 2027.03.19 | No | Uninsured |
male | Giseon Park | CEO, LCD Division, LG Philips | 2023.03.22 | 2026.03.21 | No | Uninsured | |
female | Kyunghee Kim | Accountant, Jungjeong Accounting Corporation | 2023.10.25 | 2026.10.24 | No | Uninsured | |
male | Woogyun Park | Auditor, Gwangseong Automotive Co., Ltd. | 2025.03.19 | 2028.03.19 | No | Uninsured | |
male | Sungmin Park | Associate Professor, Department of Battery Engineering, Yonsei University |
2025.03.19 | 2028.03.19 | No | Uninsured |
Board Skills Matrix
Category | Name | Board Skils Matrix | ||||||||
---|---|---|---|---|---|---|---|---|---|---|
Industrial competency |
Economics and managemen |
Finance and Accounting |
Auditing | Legal and policy |
Risk managemen |
ESG | Global | |||
Internal Director |
Jaehong Heo | |||||||||
Jehyeon Heo | ||||||||||
SuAn Choi | ||||||||||
Independent Director |
Jeomsu Kim | |||||||||
Giseon Park | ||||||||||
Kyunghee Kim | ||||||||||
Woogyun Park | ||||||||||
Sungmin Park |
Governance Charter
L&F recognizes the value of establishing a sound governance structure to secure the trust of stakeholders.
Accordingly, we aim to establish a corporate governance charter and strive to achieve a transparent governance structure for the promotion of shareholder rights, protection of stakeholder rights, and sustainable growth.
Current status of the committee

The composition of a committee in Board
Category | Name | Gender | Audit committee | Outside Director Candidate Recommendation Committee |
Internal Transaction Committee | ESG Committee | Personnel and Compensation Committee |
---|---|---|---|---|---|---|---|
Internal Director | Jaehong Heo | male | ¡Û | ¡Û | |||
Jehyeon Heo | male | ||||||
SuAn Choi | male | ||||||
Independent Director | Jeomsu Kim | male | ¡Û | ¡Û | ¡Û | ||
Giseon Park | male | ¡Û | ¡Ü | ¡Û | ¡Û | ||
Kyunghee Kim | female | ¡Ü | ¡Ü | ¡Û | |||
Woogyun Park | male | ¡Û | ¡Û | ¡Û | ¡Ü | ||
Sungmin Park | male | ¡Û |
¡Ø ¡Ü : Chair, ¡Û : Commissioner
External Auditor
Corporate name | Term |
---|---|
Samjong Accounting Corporation | 2025.01.01 ~ 2027.12.31 |
Shareholders' meeting
Status of voting rights at general shareholders' meeting
The 25th anniversary of the founding (25.03.19) | The 24th anniversary of the founding (24.03.20) | |
---|---|---|
Issued shares | 36,249,174 | 36,247,825 |
Voting shares | 33,558,563 | 33,509,214 |
Shares attending the shareholders' meeting | 15,678,673 (46.7%) | 15,182,770 (45.3%) |
Major shareholder and related parties stocks | 8,609,628 | 7,269,190 |
Stocks excluding major shareholders and related parties | 7,069,045 (45%) | 7,913,580 (52%) |
Main Content
* 2025 Annual General Meeting of Shareholders Result
Agenda for the Resolusion Rights | Approval | Voting | Approval Rate | Opposite Rate | Abstention Rate | |
---|---|---|---|---|---|---|
Agenda1 | Approval of Financial Statements for the Fiscal Year 2025 | Approved | 15,678,673 | 94% | 5% | 0% |
Agenda2 | Proposal for Transfer of Capital Reserve to Retained Earnings | Approved | 15,678,673 | 98% | 2% | 0% |
Agenda3 | Election of Independent Director | |||||
3-1 | Election of Independent Director (Candidate : Wookyun Park) |
Approved | 15,678,673 | 97% | 3% | 0% |
3-2 | Election of Independent Director (Candidate : Sungmin Park) |
Approved | 15,678,673 | 98% | 2% | 0% |
Agenda4 | Election of Independent Director as Member of Audit Committee | |||||
4-1 | Election of Independent Director as Member of Audit Committee (Candidate : Wookyun Park) |
Approved | 10,194,401 | 96% | 4% | 0% |
4-2 | Election of Independent Director as Member of Audit Committee (Candidate : Kyunghee Kim) |
Approved | 10,194,401 | 96% | 4% | 0% |
Agenda5 | Approval of Director Remuneration Limit (including Outside Directors and Audit Committee Members) |
Approved | 15,678,673 | 83% | 17% | 0% |
Ethics and Compliance Management
Code of Ethics
Our company will strive hard for the growth and development of all related parties including our stock members and increase the company value by progressive and effective management activities. As a corporation, we will put our maximum effort to sincerely fulfill our duties and commitments. Our company respects all of laws and market system in the world & leads in establishment of fair transaction system. We also respect the cultural values and customs and contribute the development the country and the society by various social service activities.

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- 1. Protection of shareholder¡¯s benefit
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- The company respects the legitimate request and advice of its shareholders and protects their rights.
- The company will be sincere in sharing its management informations, establish mutually trusting relationship between shareholders and investors and put effort for the maximization of shareholders profit.
- 2. Equal Treatment
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- The company gives equal treatment to all its shareholders including the small shareholders.
- The company always have decision-making for all shareholder to prevent violation of the rights of the small shareholders.
- 3. Co-operation for giving information
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- The company will record and maintain the accounting documents according to IFRS and be clear in providing financial state
and business outcome information.- The company will provide management information timely according to the related laws and regulations so that the investors
and others can take reasonable investment decisions.
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- 1. Respect to Customers
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- The company always thinks from the point of view of customers, and by providing best products and services which satisfies the customer and increase their trust, the company strives for the fulfillment of customer satisfaction.
- The company provides detail products information and kind service to the customers and it restrains itself from exaggerated advertisements.
- 2. Customer Protection
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- The company protects the customer¡¯s personal informations, profit and safety and restrains from unjustified activities.
- The company respects and comply with the laws and regulations related customer protection.
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- 1. Fair competition with Competitor
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- Company is fair according to the free competition principle, respects the free market economy and has fair competition with competitors.
- Company respects the principles of fair trade and complies with all relevant fair trade laws and regulations.
- 2. Fair Transaction with Supplier
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- Company has constructed a mutually-trustable and cooperative relationship with its supplier through fair transactions and it pursues the joint development along with the partners.
- Company does not use its superior position to do any injustice conduct or influence.
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- 1. Prohibition of Discrimination and Fair Treatment
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- The Company does not discriminate in recruitment based on nationality, race, skin color, religion, gender, or social status.
- The Company ensures fair opportunities for all employees based on their abilities and qualifications, without any unjust
discrimination.- The Company evaluates and rewards employees fairly based on objective criteria such as their qualifications, capabilities, and
performance.
- 2. Creating a Supportive Work Environment
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- The Company endeavors to ensure the health and safety of employees by providing a secure and healthy working
environment.- The Company respects the autonomy and creativity of each employee and provides fair opportunities for skill development,
thereby supporting both talent cultivation and individual fulfillment.- The Company respects the individual dignity and fundamental rights of employees and fosters an environment where they
can freely make suggestions and express opinions.
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- 1. Compliance with Domestic and International Laws and Regulations
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- The company not only follows all of laws and regulations as a member of the country and local society, but also it complies with the international laws and regulation.
- 2. Contribution to the development of society and country¡¯s economy.
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- The company contributes to the development of society and country¡¯s economy by increasing productivity, hiring people, sincere payment of tax, social contributions etc.
- 3. Environment Protection
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- The company does its best for the protection of nature and preservation of clean environment.
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- 1. Prevention of Counterfeit Parts
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- The company strictly adheres to quality and safety standards to ensure the production and supply of the highest quality
and safest products.- Appropriate methods and processes are established and managed to prevent the inflow of counterfeit parts
and materials into products.- Ongoing monitoring activities are conducted throughout the production and distribution of raw materials and components.
- 2.Export Control and Economic Sanctions
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- The company complies with country-specific laws and international regulations related to export restrictions.
- The company does not engage in transactions with countries, regions, or individuals subject to export restrictions or economic sanctions.
- The company regularly reviews its compliance with relevant laws and regulations on export control and economic sanctions.
- 3. Protection of company property and confidential information
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- Employees must protect the company's physical property, intellectual property rights, and trade secrets, and must not use them for personal purposes.
- Employees are prohibited from using their positions to pursue personal interests or engage in unfair trade practices by utilizing non-public information obtained from the company.
- Employees are strictly prohibited from disclosing any confidential information that could affect the company¡¯s interests to unauthorized external parties.
- 4. Prevention of Sexual Harrassment
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- The employee abstains from any kind of sexual humiliation including physical, verbal, visual words or activities and those which harms the healthy relationship between co-workers.
- 5. Prohibition of Political Involvement
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- The employee does not get involved in political activities during work hour inside the company and does not use the organization, manpower and assets of the company for any political purpose
- The political right and political opinion of each and every employee should be carried out in personally. It should not be seen as a company¡¯s point.
- 6. Ban on Monetary gifts or Bribery
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- Employee does not receive money or gift and special treatment from the clients who have a profit-loss relationship with the company.
- Employee does not give any cash or any exceptional gift and treatment to the client which has business relationship with the company.
- Employee does not give or receive cash or excessive gifts and treatments each other.
- 7. Compliance with Ethical Principles.
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- All Employees should comply with ethical principles and in case of its violation they should take responsibility for their act.
- Employee who recognizes an activity or injustice behavior which against ethical principles, they should report it to the code of ethics department.
- The employee, in case of violation of ethical principles, should prevent from re-violation through examination of the cause and education.
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- 1. Fostering a Sound Corporate Culture
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- Employees share the company¡¯s management philosophy and align with its goals and values, faithfully fulfilling their assigned duties
in accordance with company policies.- Employees contribute to building an organizational culture based on smooth communication and mutual trust between superiors
subordinates, and colleagues.- Employees perform their duties with integrity and diligence, complying with all applicable laws and company regulations.
- Employees have the right to refuse any instruction involving improper conduct. If coercion persists despite refusal, they must report
the matter to a higher-level supervisor or, in accordance with Article 5 of the Internal Whistleblower Policy,
to the Head of the HR Division.- The company is committed to protecting employees who report violations of ethics or misconduct.
- 2. Prohibition of Conflicts of Interest
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- Employees must avoid any activity or relationship that may conflict with the interests of the company.
In situations where conflicts arise between personal or departmental interests and those of the company, employees are expected
to act in the company¡¯s best interest.
Anti-Bribery and Compliance
L&F has obtained ISO 37301 (Compliance Management) and ISO 37001 (Anti-Bribery Management) certifications in 2024 to
establish a culture of integrity and ethical business practices.
We will continue to enhance our compliance and anti-bribery systems, striving for sustainable growth through transparent
and responsible management.
Fair Recruitment
L&F does not engage in any unfair solicitation, pressure, or coercion for the purpose of hiring job seekers,
nor does it request any compensation or fees, such as money or gifts.
Respecting human rights and Developing Talent
L&F actively ensures and respects the dignity, freedom, and rights to happiness of individuals.
L&F implements this global human rights and labor policy across all its workplaces worldwide,
conducting ongoing monitoring to assess and improve human rights and labor-related risk factors.
Information Security Management
L&F prioritizes the safeguarding of information assets for both Internal and external stakeholders, especially partners directly involved in the value chain, making information security a paramount concern. Given L&F¡¯s possession of national core battery material technologies, we operate a data security management system covering the production, research, and management of core technologies in adherence to the Act on prevention of Divulgence and Protection of Industrial Technology. Additionally, we have acquired international certifications such as ISO 27001(Information Security Management System) and ISO/IEC 27701, continually elevating our Security management standards.
Information Security Board structure

Securlty Incident Response & Recovery System
Security Incident Response Process
We have established a security incident reponse process to promptly and effectively address incidents, minimizing associated damages. This process has been made public, and all employees are actively participating in the related training and procedures. By doing so, we are instilling a culture of information security into our daily routines.
Responsibilities and Authorities of Security Incident
The security incident response process stipulates the responsibilities and authorities of the Information Security Officer, the Information Security Manager, and the Security Personnel, respectively, in the event of a security incident.
The Information Protection Committee decides on the incident-handling direction on severe security accidents and requests cooperation from related external insititutions while revisioning and deliberating on information protection policies.
Follow-up Measures on Security Incidents
Following a security incident, we conduct a thorough review of the relevant processes to prevent any recurrence of the same issue. In our efforts to avoid recurrence, the Information Security Officer provides training, reviews the incident response system, and maintains a record of past incidents. Furthermore, we enhance the educational materials regarding security incident response to bolster our preparedness
Environmental, Health, and Safety Management
Environmental, health and Safety system establishment
Committed to these ideals, secured its Environmental Safety Management System ISO14001 certification in 2007 and has diligently maintained its certification status. Beginning in 2018, L&F also achieved the Occupational Health and Safety Management System ISO45001 certification. L&F has been tenaciously refining its environmental safety and occupational health and safety management systems, capitalizing on insights gained during the ISO 14001 and ISO 45001 certification processes. Moving forward, L&F is poised to fortify its integration with the overarching sustainable management infrastructure of the organization.
Environmental, health and Safety board structure

L&F conducts various campaigns and education programs to foster a culture of internal safety.
Through events and training, all employees actively participate to enhance safety awareness.
Additionally, monthly environmental safety days are organized to increase workers' awareness and interest in safety.
Ethics Hotline
- 1. Target
- 2. Type
- 3. Processing procedure
You may reports on unreasonable requests using employee positions and employee¡¯s receipt of reward (money or other valuables) from interested parties It must be reportedunder the real name of the informant, and non-factual slander and personal privacy matters will not be processed.
Any act that infringes on the right and dignity of an employee in the workplace, causing physical or mental pain to other employees or worsening the work environment by using the superior position in the workplace (refer to Article 5 of our workplace harassment prevention regulations)
Acts that make others feel sexually humiliated or disgusted by using their position in the workplace or by sexual verbal or sexual demands related to workActs that gives an employment penalty for the other party's sexual speech or non-compliance with a request
Violation of OECD guidelines for responsible supply chains to enable L&F to investigate and interact with suppliers in conflict areas when purchasing cobalt and other minerals.
In connection with the mining and extraction of raw materials, potential human rights violations such as child labor, forced labor, and all kinds of slavery and human trafficking are involved.
Collection and Use of Personal Information
* Personal information collected and the method to collect the information
Ethics Hotline of the L&F collects personal information for faith treatment of the report within the minimum required range. The information collected is ¡®Name, e-mail address, telephone (cell phone) number¡¯. If you do not want to provide personal information, you can report via ¡®Anonymity¡¯. But anonymous reporting may have some limitation in confirming the receipt of report and handling the case.
* Collection of Personal Information and Its Purpose
Collection of Personal Information and Its Purpose is for handling the report including additional check for the complaint when necessary, help for confirmation of receipt of report, etc.
* Treatment of Personal Information and Retention Period
Personal information collected via L&F Hotline system is to be kept in principle for 1 year after the closing of the case for the report, but exceptions apply to cases in need of additional retention.* Consent to provide personal information to a third party
In order to handle the report, the personal information may be provided to a related company; if you do not want this, you should use Anonymity Report system.
- Person receiving personal information : Young-chan Lee / Information Security team / phone : 82-53-580-0792 / Team leader / mail : admin@landf.co.kr
- Personal information provided: Name, e-mail address, telephone (cell phone) number
- Purpose of providing personal information: to handle the report including additional check for the complaint when necessary, help for confirmation of receipt of report, etc.
- Period of retention and use: the same as Treatment of Personal Information and Retention Period
¡¤ Employees' job-related misconduct, dishonor, and dignity and acts that damage the reputation of L&F
¡¤ Employees' embezzlement of money and commission
¡¤ Dissemination of false facts and rumors
¡¤ Cases of double employment of L&F¡¯s employees
¡¤ Acceptance of gifts and entertainment
¡¤ Harassment related to personnel such as promotion and hiring
¡¤ Leakage of corporate secrets and customer-related information
¡¤ Other acts that violate the company's code of ethics
¡¤ Unfair Handling of Employee Duties
¡¤ Serious Violation of Other Regulations and Company Policies
¡¤ A case of disorder caused by sexual harassment
