Democratic Party Demands Resignation of Incheon Mayor Candidate Over Crypto Allegations The Democratic Party on May 21 publicly demanded the resignation of Yoo Jeong-bok, the People Power Party's candidate for Incheon mayor, following the release of recordings that suggest he may have concealed virtual assets. The party also indicated plans to file a complaint against him. During a press conference at the National Assembly, lawmakers representing Incheon, including Heo Jong-sik, Noh Jong-myeon, Park Sun-won, and Lee Hoon-ki, unveiled recordings involving an individual identified as A, who is believed to have managed Yoo's virtual assets, and Yoo's spouse, Choi. According to Noh, the recordings indicate that during Yoo's tenure as mayor in April 2024, A and Choi discussed how to handle asset declarations, including a suggestion to receive virtual assets through the overseas exchange Binance. He further revealed an additional recording, likely made in December 2024, stating, "It is presumed that virtual assets were maintained in an overseas account from April to December. Yoo's claim of 'managing his brother's money' lacks credibility." Lee added, "Despite the obligation to disclose virtual assets for public officials established in 2023, Yoo failed to report accurately and misled the public with flimsy lies. Immediate compulsory investigations should be conducted, and Yoo must apologize and resign from his candidacy." The Democratic Party also mentioned that the campaign for Incheon mayor candidate Park Chan-dae is considering additional legal actions, including a formal complaint. Noh stated, "The campaign's complaint is expected to be filed on May 22. We have been verifying the matter and reviewing legal actions."* This article has been translated by AI. 2026-05-21 20:27:00

Emerging Drugs Transform South Korea's Pharmaceutical Landscape The landscape of South Korea's pharmaceutical industry is changing. The focus has shifted from domestic and wholesale markets to global sales and royalties from new drugs in markets such as the United States, Europe, and Japan. Major companies like Yuhan, GC Green Cross, HK Inno.N, and SK Biopharm are increasingly competing on the international stage.According to the pharmaceutical industry on May 21, the sales performance of new drugs approved in advanced markets and the accompanying licensing and royalty income have become key components of annual results for domestic pharmaceutical companies.Yuhan is a leading example of this trend, having joined the "2 trillion won club" last year. Its non-small cell lung cancer treatment, Lecare (known as 레이저티닙 in Korea), received approval in major markets like the U.S. and Europe, leading to stable overseas sales and royalty income that boosted the company's revenue. Analysts expect Lecare's milestones and royalty income to drive growth, projecting operating profit to exceed 100 billion won this year, following a similar performance last year.In 2018, Yuhan licensed Lecare to Johnson & Johnson's subsidiary Janssen for approximately $950 million, of which it has received about $300 million to date. This agreement also anticipates additional milestones and over 10% in sales royalties as global sales expand.GC Green Cross aims to enter the "2 trillion won club" this year, led by its immunoglobulin product, Aliglo. The company is currently collaborating with local pharmaceutical firms for co-commercialization in major markets, particularly showing strong sales growth in the U.S. Analysts project Aliglo's U.S. sales to reach around $300 million by 2028.SK Biopharm is fundamentally changing its performance structure through its product, Cenobamate. Since its launch, Cenobamate has rapidly gained market share in the U.S., achieving annual sales between $400 million and $600 million, establishing itself as a key product in the global market.In the first quarter of this year, Cenobamate's U.S. sales reached 197.7 billion won, a 48.4% increase compared to the same period last year. As of March, the total monthly prescriptions (TRx) for Cenobamate reached approximately 47,000 and continues to trend upward.HK Inno.N entered the "1 trillion won club" for the first time last year, driven by its gastroesophageal reflux disease treatment, K-Cab. The domestic product, K-Cab, recorded prescription sales of 58.5 billion won in just the first quarter, contributing significantly to its growth.An industry insider stated, "Companies with new drugs targeting global markets are becoming the performance leaders. The structure is such that domestic prescriptions serve as a foundation, while overseas performance creates the premium, indicating a shift in the domestic pharmaceutical industry towards R&D and global commercialization capabilities."* This article has been translated by AI. 2026-05-21 20:24:00

Samsung and SK Hynix Labor Disputes Intensify Over Profit-Linked Bonuses Following an agreement between Samsung Electronics and its labor union to link bonuses to operating profits, demands for profit-sharing bonuses based on a percentage of operating income are expected to grow louder. Concerns are rising that escalating labor disputes and feelings of relative deprivation could undermine the competitiveness of South Korea's industries. On May 21, industry sources indicated that the tentative agreement on bonuses at Samsung Electronics could signal a new phase in labor relations. The focus of negotiations has shifted from wage increases and job security to the previously secondary issue of profit-linked bonuses. Professor Hwang Yong-sik of Sejong University expressed concern that the Samsung union's approach, which mirrors that of SK Hynix, may encourage other unions to adopt a similarly hardline stance. He stated, "This has essentially ignited a new spark of labor conflict in the industry." The demand for profit-linked bonuses is already spreading across various sectors. Industries entering a so-called supercycle, such as shipbuilding, power equipment, and defense, are particularly vocal about these demands. The integrated union of HD Hyundai Heavy Industries has proposed that over 30% of operating profits be allocated for bonuses. Similarly, unions at Hyundai Motor and LG Uplus plan to prioritize profit-sharing bonuses in their collective bargaining agreements. The union at Samsung Biologics is requesting 20% of operating profits, while Kakao's subsidiaries are asking for 13-15%. Emeritus Professor Choi Jun-sun of Sungkyunkwan University Law School explained, "The original intent of profit-sharing bonuses was to provide a flexible compensation mechanism that could reduce labor costs during downturns. However, the current discussions lack any consideration of shared responsibility when operating losses occur." Currently, among South Korea's top 30 companies, only Samsung Electronics, SK Hynix, and KT are operating or planning to implement profit-linked bonus systems. SK Hynix agreed in 2021 to allocate 10% of its operating profits for bonuses and decided to distribute the full amount of that percentage last September, coinciding with the onset of a semiconductor supercycle. KT also reached an agreement in 2021 to allocate 10% of its operating profits for bonuses. Experts widely agree that a profit-based bonus system is not suitable for South Korea's manufacturing sector, which is characterized by cyclical booms and busts. A CFO from a mid-sized company remarked, "From a financial perspective, a profit-based bonus system is only applicable in industries like telecommunications, where annual revenue and operating profit can be accurately predicted based on ARPU (average revenue per user). In cyclical industries like semiconductors, automobiles, shipbuilding, steel, petrochemicals, and shipping, this system could severely diminish funds for research and development, mergers and acquisitions, shareholder returns, and crisis management during downturns." Previous implementations of such systems at SK Hynix and KT have faced criticism for lacking sophisticated financial modeling. In fact, SK Hynix introduced its system in response to employee dissatisfaction over lower bonuses during semiconductor downturns, while KT's decision was influenced by employee grievances regarding lower compensation compared to competitors and issues surrounding executive reappointments. In contrast, Samsung Electronics has set a financial safety net, stipulating that bonuses linked to operating profits will only be paid if profits exceed a specific threshold (100 trillion to 200 trillion won). As industries entering a boom period receive bonuses in the hundreds of millions, feelings of deprivation among workers in struggling sectors like steel and petrochemicals are likely to intensify. These sectors have reported little to no bonuses or only minimal consolation payments in the past year due to oversupply issues stemming from China. Employees at Yeocheon NCC, once known for its high salaries, now face large-scale layoffs due to restructuring in its naphtha cracking facility.* This article has been translated by AI. 2026-05-21 20:16:54

Samsung Electronics Faces Internal Strife Despite Wage Agreement Samsung Electronics has narrowly avoided a total strike by reaching a tentative wage agreement, but internal labor conflicts are intensifying. Tensions are rising not only between the Semiconductor (DS) and non-Semiconductor divisions but also within the DS division itself, particularly between memory and non-memory sectors, complicating efforts to stabilize the situation.As of May 21, anonymous posts on Samsung Electronics' internal community have escalated, with employees criticizing the performance bonus criteria outlined in the tentative agreement. Many in the excluded mobile and consumer electronics (DX) division are expressing feelings of betrayal, alienation, and deprivation. The fallout from the negotiations aimed at preventing a total strike is shaking the organization to its core.The conflict between the DS and DX divisions is particularly acute, with employees in these sectors representing a 60-40 ratio. DX employees argue that their contributions helped sustain overall company performance during the semiconductor downturn, and they feel that the recent agreement undermines their efforts. Some are advocating for the establishment of a separate union for the DX division, especially as certain DS sectors, despite posting losses, are expected to receive substantial bonuses.Internal divisions within the DS sector are also significant. Tensions are growing between the memory division, which has driven performance, and the non-memory sectors, such as foundry and system LSI. Expected bonuses for the non-memory division, projected to be around 160 million won, are only a quarter of the 600 million won bonuses anticipated for memory employees. Non-memory staff claim that the union has neglected their interests, while memory employees argue that guaranteeing bonuses for loss-making divisions is unfair.For Samsung Electronics' management, resolving these internal conflicts has become a top priority. Critics point out that the synergy that once characterized the company has dissipated, leaving behind a culture of departmental self-interest. The discord between the DS and DX divisions is likely to persist. Currently, DX union members have filed a court petition to halt collective bargaining, claiming that the leadership of the Samsung Electronics branch of the labor union acted unilaterally without the consent of all members.* This article has been translated by AI. 2026-05-21 20:14:35

Samsung's New Compensation Model Raises Concerns Over Profit Sharing Samsung Electronics, South Korea's largest company, has avoided a total strike but has accepted a tentative agreement that ties a portion of its operating profit to long-term performance bonuses. This move has raised concerns that it could set a new standard for compensation practices across South Korean companies. According to industry sources on May 21, Samsung Electronics' management and labor union reached a dramatic agreement around 10:30 p.m. the previous day, postponing a planned total strike and agreeing on wage and performance bonus terms. The agreement will be put to a vote among union members from May 23 to 28. The anticipated first strike in the company's history has been halted. However, if the agreement passes the union vote, Samsung will be obligated to pay special management performance bonuses annually for the next ten years, contingent on achieving a minimum operating profit threshold. This effectively institutionalizes the allocation of some operating performance to long-term compensation. Allowing bonuses for loss-making divisions poses a larger issue. During negotiations, both sides reportedly found common ground by recognizing a certain level of distribution for loss-making units, deferring penalties for one year. Despite management's insistence on the principle of rewarding performance, they ultimately conceded. Professor Hwang Yong-sik of Sejong University expressed concern, stating, "Institutionalizing performance bonuses in loss-making situations could undermine the principle of meritocracy. Compensation should be the result of performance, and broadly recognizing losses could lead to moral hazard, increased cost rigidity, and weaken companies' investment capacity." In the business community, there are concerns that this agreement could serve as a 'new normal' for labor relations in South Korea, given the tendency of local companies to benchmark Samsung's practices. A precedent has been set where unions may demand a share of corporate profits. Despite government mediation, the agreement tilted in favor of the union, raising the likelihood of similar demands in low-performing or loss-making divisions in the future. This is particularly concerning in cyclical industries such as refining, shipbuilding, batteries, automotive, and steel, where performance-based bonuses tied to peak results could severely impact corporate management. A representative from a major corporation noted, "Samsung has effectively served as a benchmark for the compensation system in Korean manufacturing. This agreement is likely to lead to other large companies facing similar demands, with unions arguing, 'If Samsung can do it, why can't we?'" If the tentative agreement is approved by union members, the total strike will be called off. However, the 'Samsung situation' may not be over but rather just beginning, as internal conflicts over performance bonuses and compensation pressures across industries are expected to intensify. Kim Yong-seok, a distinguished professor at Gachon University's Semiconductor School and a former Samsung employee, cautioned, "Fixing temporary performance due to market improvements into a decade-long system is quite risky, especially with a structure that distributes bonuses to loss-making divisions, which could weaken motivation across the entire organization." He added, "The compensation structure created by Samsung could influence other corporate unions, making it difficult to rule out demands for minimum compensation even in loss-making situations across other industries."* This article has been translated by AI. 2026-05-21 20:12:00

Samsung's Performance Bonuses Could Increase Severance Pay by Sixfold Samsung Electronics and its labor union have agreed to a performance bonus system that will allocate more than 10% of business performance as bonuses, including a special management performance bonus based on 10.5% of the semiconductor division's (DS) business performance, to be maintained for the next decade. While the company has specified conditions for bonus payments, such as achieving an operating profit of 200 trillion won in the DS division, concerns remain that these bonuses could be included in the average wage used to calculate severance pay, potentially increasing the company's severance obligations by more than eightfold, which could negatively impact the South Korean economy. According to industry sources on May 21, the special management performance bonuses agreed upon by Samsung and its union are not expected to be included in the regular wage calculations. The Supreme Court's full bench ruling in 2024 stated that for bonuses to be considered part of regular wages, they must meet criteria of regularity, uniformity, and fixity. The general consensus is that this agreement does not satisfy all three conditions. Specific conditions outlined in the agreement, such as achieving 200 trillion won in operating profit in the DS division from 2026 to 2028 and 100 trillion won annually from 2029 to 2035, along with unspecified minimum payment amounts and the variability of the total fund based on 10.5% of business performance, do not qualify as 'value of labor' according to recent court rulings on regular wages. Despite the expectation that the special management performance bonuses will not be included in regular wages, there are concerns that they could still be factored into average wages in the future. Severance pay is calculated by multiplying the average wage over the last three months before retirement by the length of service. If bonuses amounting to several hundred million won are included in the average wage, the severance pay burden on companies could increase significantly. Recently, the Supreme Court ruled that if bonuses are predetermined based on individual employee standards and exhibit a degree of 'fixity,' they should be considered in the calculation of average wages for severance pay. If Samsung's promised separate bonuses are perceived as predetermined wages, they could indeed be included in average wages. A legal expert noted, "If this agreement is explicitly stated in the collective bargaining agreement and operates for ten years, the court may interpret that the payment obligation has been institutionally confirmed beyond mere practice. In this case, there could be an increase in lawsuits from retirees claiming average wages." A simulation conducted by Aju Economic Research based on the performance bonuses calculated under the Samsung Electronics labor agreement indicates that the average severance pay per employee could increase sixfold compared to current levels. Assuming an average annual salary of 100 million won and one year of service, the severance pay per employee, currently at 8.2 million won, could rise to 56.7 million won, reflecting a 592% increase when factoring in the special management performance bonuses. When converted into severance pay based on years of service, the severance pay for employees at the assistant manager and manager level with five years of service would increase from 41 million won to 283.5 million won when including bonuses. For employees with ten years of service (senior manager and department head level), severance pay would rise from 82 million won to 567 million won, and for those with twenty years of service (senior managers and executives), it would increase from 164 million won to 1.134 billion won. Last year, Samsung Electronics had 78,000 employees in the DS division, with an average length of service of 12 years. This implies that Samsung could face an additional severance pay burden of 582 million won per employee. The total severance pay liability could increase from approximately 8 trillion won to 45 trillion won, a 463% rise. While the likelihood of this scenario materializing is low, given the court's ruling and the assumption of all employees leaving, it raises concerns within the business community about potential legal disputes in the future. Looking ahead, a key issue will be the extent to which the conditions for performance bonuses are linked to labor outcomes. An industry source commented, "The specific conditions proposed by Samsung, such as achieving 200 trillion won in annual operating profit in the DS division, are dependent on external factors like the AI semiconductor big cycle and surging memory prices, rather than labor outcomes. If bonuses are paid under such circumstances, the connection to labor compensation may be diluted, making it less likely to be included in average wages."* This article has been translated by AI. 2026-05-21 20:06:35

Samsung Electronics Reaches Wage Agreement Amid Performance-Based Pay Focus Samsung Electronics has reached an agreement on wage and collective bargaining negotiations this year. The fact that both labor and management found common ground amid prolonged conflicts and the potential for strikes is a positive development. This resolution could signal a meaningful shift in the industrial landscape, demonstrating that a leading domestic company can find solutions through negotiation rather than extreme confrontation. However, for this agreement to be regarded as a true success, it must also gain the trust of shareholders and investors, beyond merely satisfying labor interests. In recent years, Samsung has emphasized a performance-based compensation system. The goal is to differentiate rewards based on performance and contributions rather than seniority and tradition, thereby enhancing the organization’s innovative capabilities. In the context of intensifying global technological competition, this approach is seen as an unavoidable choice. It is natural for companies competing in the global market to manage labor costs as an investment linked to productivity rather than merely an expense. The challenge lies in whether this performance-based system instills confidence in the market that it is indeed generating results. If the expansion of compensation appears unrelated to performance and leads to increased fixed costs, investors are likely to express concern. Samsung Electronics is currently facing a challenging reality. Despite expectations for a recovery in the semiconductor market, the competitive landscape remains fierce, and the burden of future business investments is growing. In this context, the market's criteria are straightforward: do increased costs lead to enhanced competitiveness and profitability? Particularly regarding this compromise, some market observers have raised concerns that the principles of performance-based pay may have been compromised. While it is possible for a company to adjust its compensation system for short-term organizational stability and internal satisfaction, if this process occurs without clear principles and explanations, the market may interpret it as a signal of rising costs and declining profitability. This sensitivity among domestic and international institutional investors to corporate governance and capital efficiency is a key factor. It is crucial that the goal of labor-management compromise does not become an end in itself. The purpose of a corporation is not merely to satisfy specific stakeholders but to achieve sustainable growth. Employees seek stable compensation and growth opportunities, while investors expect reasonable returns on their capital. A structure that satisfies only one side is unlikely to endure. Particularly for publicly traded companies, operations rely on the trust of both labor and capital. For Samsung to successfully implement its performance-based pay experiment, what follows this agreement is even more critical. The company must transparently explain to the market the performance metrics on which compensation is based, how additional labor costs are linked to productivity, and the impact on research and development and business competitiveness. Without proving this through numbers and results, performance-based pay risks being criticized as merely a cost-driven approach. Moreover, performance-based pay should not simply be a system of giving more or less bonuses. It must create a belief that the entire organization can compete and grow under fair standards. A structure that employees can accept and investors can trust is essential for long-term competitiveness. When there is confidence that performance is linked to compensation, and that these results will lead to increased corporate value, the market will support the company’s choices. Shareholders are not merely entities demanding short-term profits. There must be capital that supports future investments and patiently awaits the company’s long-term growth for innovation to be possible. Conversely, companies must respond to investors with predictability and responsible management. Trust is built not only during earnings announcements but also at critical decision-making moments. Samsung's recent labor-management compromise marks not an end but a beginning. Only when performance-based pay is accepted by employees and secures market trust can it truly become a competitive advantage. The assurance must be that the compensation is not just for performance but is designed to create performance. Achieving satisfaction among labor and trust from capital is the challenge Samsung must prove it can meet.* This article has been translated by AI. 2026-05-21 20:01:08

Hanwha Q CELLS to Supply 640,000 Solar Modules for Major Solar Project in Jeollanam-do Hanwha Solutions Q CELLS (hereafter Hanwha Q CELLS) will supply high-efficiency solar cells and modules manufactured in South Korea for a record-breaking 400MW solar power project by Korea Southern Power at a single domestic site. According to industry sources on May 21, Korea Southern Power plans to develop a large-scale solar power plant in the Munnae-myeon area of Haenam-gun, Jeollanam-do. The project aims to complete the solar power plant on approximately 1.4 million pyeong (4.79 km²) of land by June 2028. On May 20, Korea Southern Power selected a preferred bidder for the EPC (engineering, procurement, and construction) contract for this project. Hanwha Q CELLS plans to install about 640,000 solar modules using cells produced domestically. The solar cells and modules supplied for this project will be entirely produced at Hanwha Q CELLS' largest manufacturing facility located in Jincheon, Chungbuk. Yoo Jae-yeol, head of Hanwha Q CELLS' Korea division, stated, "By supplying high-efficiency solar cells and modules made in Korea for this large-scale project, we have an opportunity to demonstrate the technological competitiveness of our solar industry. Especially with the government's policies to expand renewable energy and the ongoing trend to utilize domestically produced products, we expect positive impacts on the restoration of the domestic solar industry ecosystem and increased related investments." He added, "We hope this project will revitalize the solar market, which has been stagnant, and establish a virtuous cycle leading to increased investments and job creation, laying the foundation for the growth of South Korea's renewable energy industry." Meanwhile, Hanwha Q CELLS has launched a solar module recycling initiative called EcoRecycle by Q CELLS in the United States, operating a recycling center near the solar hub in Cartersville, Georgia, capable of processing up to 500,000 discarded modules annually. The company is actively expanding its business both domestically and internationally, providing resource recycling solutions.* This article has been translated by AI. 2026-05-21 19:52:35

AJP Watch: Samsung still unpatched as CEO and union plea exposes internal strife SEOUL, May 21 (AJP) -Samsung Electronics may have pulled back from the brink of an unprecedented general strike with a dramatic last-minute wage agreement, but the company is not yet out of trouble as internal divisions continue to simmer over a bonus structure that many employees say has shattered the sense of balance inside South Korea’s biggest company. The tentative 2026 wage agreement, reached late Wednesday after marathon negotiations involving the labor ministry, still requires approval through a union vote scheduled to conclude next Wednesday. Its fate remains uncertain as resentment spreads among non-chip employees and even within parts of the union itself. The deal prevented what would have been an 18-day strike involving tens of thousands of workers, largely from Samsung’s semiconductor operations, at a time when the company is riding a historic AI-driven boom in memory chips. But the structure of the agreement — particularly the scale of payouts for semiconductor employees — has exposed widening tensions between Samsung’s highly profitable chip division and its other businesses. In an unusually direct message to employees on Thursday, Samsung Electronics Device Solutions chief Jun Young Hyun issued a formal apology and appealed for unity, acknowledging the strain created during months of labor conflict. “Although there were differences during the negotiations, we confirmed that our shared commitment to the company remained the same,” Jun said in a companywide message. “What matters now is moving beyond the time of conflict and joining forces as one.” He also described the agreement as “a new beginning” and urged employees to support the ratification process for “the future of both the company and its members.” Union leadership separately moved Thursday to appease internal complaint and muster support ahead of next week’s ratification vote. Choi Seung-ho, head of Samsung Electronics’ chapter of the Samsung Group Super Enterprise Labor Union who led the negotiations, described the tentative agreement as “the result that the union and the joint struggle headquarters achieved with their best efforts,” adding that the vote outcome would serve as “a report card” from members on the union leadership. Choi stressed that the dispute went beyond wages, calling it “a fight where the company’s principles and the union’s principles collided head-on", assuring that the union “continued to demand the values it pursued until the very end.” The back-to-back appeal reflected growing concern inside Samsung that the deal, while avoiding a disruptive strike, may have deepened internal fractures. Under the tentative agreement, Samsung will maintain the existing Overall Performance Incentive system capped at 50 percent of annual salary across both the semiconductor-focused Device Solutions (DS) division and the Device Experience (DX) division, which includes smartphones, TVs and home appliances. But the agreement also introduces a separate special management bonus exclusively for DS employees, funded with 10.5 percent of semiconductor operating profit without an upper ceiling. With Samsung’s semiconductor business generating record profits from the AI memory boom, the numbers quickly became explosive inside the company. Samsung reported first-quarter operating profit of 57.2 trillion won ($38 billion), an all-time high, with the DS division alone contributing 53.7 trillion won. Industry estimates cited during negotiations projected that if the semiconductor division were to generate around 300 trillion won in annual operating profit, the special bonus pool could reach roughly 31.5 trillion won. Distributed among approximately 78,000 DS employees, some memory division workers could receive payouts approaching 600 million won based on a 100 million won salary. Meanwhile, employees in the DX division — contributing roughly 3 trillion won in first-quarter operating profit — would remain limited to the existing capped incentive system, with maximum payouts around 50 million won. The widening gap has triggered backlash among non-chip employees who argue the compensation structure now treats Samsung as two separate companies under one name. According to industry officials, dissatisfaction inside the DX division has intensified since last month, with some employees leaving the union in protest. Membership in Samsung Electronics’ largest union reportedly fell from around 77,000 members to closer to 70,000 recently. Some DX union members have also filed for an injunction challenging the legitimacy and procedural fairness of the negotiations, arguing the bargaining process disproportionately reflected the interests of semiconductor workers. Even Samsung’s attempt to soften the divide by offering DX employees company stock worth about 6 million won has done little to ease frustration, with some workers viewing the measure as symbolic compensation compared with the potentially massive DS payouts. The internal discord highlights how the AI boom is reshaping traditional corporate compensation structures across Korea’s technology sector. While semiconductor profits have surged amid explosive demand for high-bandwidth memory and AI infrastructure, other divisions inside Samsung continue to face slower growth, higher costs and tariff pressures. The imbalance has increasingly complicated how one of the world’s largest conglomerates distributes rewards among businesses operating under vastly different market realities. Samsung has avoided the immediate economic and reputation damage from a prolonged strike that had alarmed investors, policymakers and global supply-chain partners alike. Shares hit all-time high on Thursday by gaining more than 8 percent and lifting the main index by the same scale. Inside the company, the harder test of uniting employees across Samsung’s sprawling businesses amid uneven fruits of AI bonanza persists. 2026-05-21 19:51:42

Actress Kim Kyu-ri's Home Burglarized; Roommate Injured A burglary occurred at the home of actress Kim Kyu-ri. According to a report by Channel A on May 21, a man in his 40s unlawfully entered Kim's residence in Bukchon Hanok Village, Jongno District, Seoul, around 9 p.m. the previous night, attempting to commit robbery before fleeing the scene. A woman living with Kim discovered the intruder, who reportedly attempted to steal money but was caught in the act and fled. During the incident, the woman sustained injuries. Police began their pursuit after receiving a report from Kim's side stating that the burglar was trying to bind them. The suspect surrendered to authorities approximately three hours after the incident. This incident follows a similar case in November of the previous year, when actress Nana was also victimized by a home invasion alongside her mother. Kim Kyu-ri has previously showcased her traditional hanok home on a television program, where she also shared insights into her work as a Korean artist. As more programs feature celebrity homes, concerns are rising about the potential for such residences to become targets for violent crimes like burglary. Meanwhile, police have arrested the man who turned himself in on charges of robbery and injury, and they will determine whether to seek an arrest warrant after investigating the premeditated nature of the crime.* This article has been translated by AI. 2026-05-21 19:51:00