Kukje Pharma Co., Ltd. (the "Company") pursues compliance management and socially responsible management to achieve its vision of "designing value to create a healthy world." This Policy sets standards of conduct for executives and employees regarding corruption and aims to embed an anti-bribery management system.

Executives and employees of the Company shall not, under any pretext, accept bribes—including money, valuables, or entertainment—from relevant stakeholders, and shall not engage in conflicts of interest.

In performing their duties, executives and employees shall comply with all applicable anti-corruption laws and regulations of the Republic of Korea—including the Criminal Act, the Pharmaceutical Affairs Act, the Monopoly Regulation and Fair Trade Act, and the Improper Solicitation and Graft Act—as well as applicable overseas anti-corruption laws and the Company's internal regulations. Executives and employees shall not engage in any act that violates, or could reasonably be suspected of violating, these requirements.

Executives and employees shall comply with this Policy and the anti-bribery management system to mitigate corruption risks arising from violations of the regulations referred to in Article 3, thereby contributing to the achievement of the Company's objectives.

To prevent and reduce corruption risks arising from violations of the regulations referred to in Article 3, the Company shall establish and operate an effective anti-bribery management system and shall continuously improve it. In addition, all executives and employees shall sign an anti-bribery pledge at least once per year and shall comply with it.

The Company shall appoint an Anti-Bribery Compliance Officer. The Anti-Bribery Compliance Officer shall be granted independent responsibility and authority for anti-bribery matters and shall provide and oversee advice and guidance to address issues relating to the Company's anti-bribery management system.

The Company shall maintain the confidentiality of whistleblowers' personal information. Where the whistleblower is an executive or employee, the Company shall protect the whistleblower from disadvantageous treatment in HR-related evaluations, assignments, or financial matters on the basis of such reports.

Where an executive or employee violates this Policy or related laws and regulations, or fails to take reasonable measures after discovering a violation, and is therefore subject to sanctions (e.g., fines) under applicable laws, the Company shall not assume such sanctions on the individual's behalf and may take disciplinary action in accordance with the Company's regulations.