Anti-Harassment Policy

Harassment in the workplace is an unforgivable act that unjustly violates the dignity of an individual
and hinders the effective performance of the employee's capabilities.
Harassment also disrupts the order of the workplace as well as the execution of our business operation,
thereby creating a problem that affects the social evaluation of the company.

Negative speech and conduct regarding leaves of absence
for pregnancy, childbirth, childcare, etc.
may become the cause or underlying source of harassment related to leaves of absence
for pregnancy, childbirth, childcare, etc.
Moreover, speech and conduct based on one's conceptions about the division of roles
by gender may become the cause or underlying source of sexual harassment.

Additionally, we shall not condone the deterioration of the workplace environment
as well as any speech or conduct that disrupts the order of the workplace,
including power harassment and bullying.

We shall aim to create a vibrant workplace where we will respect each individual
and build good interpersonal relationships based on mutual trust.

Conduct policy

  • The Company does not condone acts of harassment.

    Harassment regarding leaves
    of absence for pregnancy,
    childbirth, childcare, etc.

    (1) Speech or conduct that prevents the use of systems and measures related to pregnancy, childbirth, childcare, and nursing care

    (2) Harassment and other conduct toward those utilizing the systems and measures related to pregnancy, childbirth, childcare, and nursing care

    (3) Harassment and other conduct toward those experiencing pregnancy, childbirth, etc.

    (4) Dismissal or other acts that suggest unfavorable treatment regarding the use of systems and measures related to pregnancy, childbirth, childcare, and nursing care

    (5) Dismissal or other acts that suggest unfavorable treatment toward those experiencing pregnancy, childbirth, etc.

    Sexual Harassment

    (1) Jokes or teasing of sexual nature

    (2) Viewing, distribution, and displaying of inappropriate sexual images

    (3) Dissemination of sexual rumors

    (4) Unnecessary touching or contact with the body

    (5) Speech or conduct of sexual nature that causes a decline in the employees' willingness to work and prevents the employees from demonstrating their capabilities.

    (6) Coercive relationships and sexual coercion

    (7) Unfavorable treatment of subordinates and other employees who spurn a speech or conduct of sexual nature

    (8) Any other speech or conduct of sexual nature that causes discomfort to others

    Power harassment and
    other types of harassment

    (1) Acts arising from those who take advantage of their superior status in the workplace, such as their job position, business knowledge, interpersonal relationships, etc., that involves speech or conduct that infringes on an individual's personality or dignity, thereby causing mental or physical harm as well as a deterioration of the work environment and workplace atmosphere.

    (2) Acts by speech, behavior, gestures, or writing that infringes on an individual's personality or dignity, thereby causing mental or physical harm as well as a deterioration of the work environment and workplace atmosphere.

    (3) Any other acts such as harassment and annoyances that cause discomfort to others as well as giving the silent treatment to ignore the existence of an individual, among others.

    * Regarding harassment related to leaves of absence for pregnancy, childbirth, childcare, nursing care, etc., the potential harassers may be the supervisors and colleagues of female employees who are experiencing pregnancy, childbirth, etc., as well as of male and female employees who utilize the systems for childcare leave, nursing care leave, etc.
    Regarding sexual harassment, the potential victim or harasser may be the boss, colleague, customer, or an employee of a business partner.

    Sexual harassment not only applies to acts against the opposite gender but also to those of the same gender. Moreover, any speech or conduct of sexual nature is regarded as sexual harassment regardless of the victim's sexual orientation or gender identity.

    Let's be mindful of our speech and conduct, stand in the shoes of others, and create a comfortable workplace free of harassment.

  • This policy applies to all employees, whether regular or non-regular, who work for the Company.

    Regarding harassment related to leaves of absence for pregnancy, childbirth, childcare, nursing care, etc., the potential harassers may be the supervisors and colleagues of female employees who are experiencing pregnancy, childbirth, etc., as well as of male and female employees who utilize the systems for childcare leave, nursing care leave, etc.

    Regarding sexual harassment, the potential victim or harasser may be the boss, colleague, customer, or an employee of a business partner.
    Sexual harassment not only applies to acts against the opposite gender but also to those of the same gender.
    Moreover, any speech or conduct of sexual nature is regarded as sexual harassment regardless of the victim's sexual orientation or gender identity.

  • If an employee of the Company engages in harassment, we shall take disciplinary action under the Rules of Employment (Article 89).
    In such a case, we shall determine the punishment based on a comprehensive decision of the following factors:

    (1) Specific aspects of the act (time, place, content, degree)

    (2) Relationship of the parties (job positions, etc.)

    (3) Responses (filing of complaints, etc.), emotional state, and other conditions of the victim

  • Consultation

    If an employee of the Company engages in harassment, we shall take disciplinary action under the Rules of Employment (Article 89).
    In such a case, we shall determine the punishment based on a comprehensive decision of the following factors.

    The persons in charge of the consultations (including the filings of complaints) regarding harassment in the workplace are stated below.
    We also accept consultations by phone and e-mail, so please contact us and do not bear the burden alone.

    Furthermore, we will respond to all types of consultations and deal with those cases accordingly.
    Please feel free to contact us about cases that are not only occurring in real-time, but also those that may potentially occur in the future or deteriorate the work environment if left untreated.
    Please also communicate any concerns or uncertainties of whether the case may apply to Item (2) above.

    We also provide consultations to support your mental health as well as your career.

    Industrial Counselor
    and Career Consultant,
    General Affairs Department

    We will respond to the consultations with fairness and respect for privacy not only for the consulting individual but also for the harasser, so please feel free to consult with us.

    We will not give unfavorable treatment to the consulting individual nor to those who cooperated in the verification of the facts.

    When consulted, we will promptly and accurately confirm the facts.
    When the facts have been validated, we will take measures in consideration for the welfare of the victim as well as take action against the harasser.
    Additionally, we will take appropriate action by establishing measures to prevent its recurrence.

  • The Company has various systems that can be utilized by employees who are experiencing pregnancy, childbirth, childcare, and nursing care.
    For temporary employees, there is a system in place at their agency that they can also use.
    The first step is to review the "Regulations on Childcare and Nursing Care Leave" to see what systems and measures are available.
    When utilizing these systems and measures, please understand that it may have some impact on your supervisors and colleagues due to the need to reorganize the allocation of duties as necessary.
    While you should not hesitate to use these systems or measures, it is advised to consult your supervisor or personnel division as soon as possible to ensure that the system can be implemented smoothly.
    Moreover, in order to use the system with the best intentions for those involved, users should always make a point of communicating with individuals involved in their work.

    The head of the department should reorganize the allocation of duties in the department so that employees who are experiencing pregnancy, childbirth, childcare, and nursing care can use the system at ease and maintain a good balance between life and work.
    Should there be any issue in handling these systems and measures, please contact the above consultation desk

  • We will also provide training to prevent harassment in the workplace.