Harassment will not be tolerated!!

• 1

  Harassment in the workplace is a socially unacceptable act that unfairly damages the individual dignity of workers.
  This is a problem that prevents workers from effectively utilizing their abilities and also disrupts workplace order and business execution for companies, affecting their social standing.
  Behavior based on gender role consciousness can be the cause or background of sexual harassment.
  In addition, negative words and actions regarding pregnancy, childbirth, childcare leave, etc. can be the cause or background of harassment related to pregnancy, childbirth, childcare leave, etc.
  Be careful not to behave in this way.
  In addition, the causes and background of power harassment are thought to be problems in the workplace, such as the weakening of communication between workers.
  Try to improve your work environment.

• 2

  Our company does not tolerate the following types of harassment, and you must not engage in similar behavior towards anyone other than our employees.
  (Note that the following power harassment is assumed to have taken place against the backdrop of superior-subordinate relationships.)

  Power harassment

  • ① Isolating the child from human relationships through isolation, ostracism, and ignoring
  • ② Excessive intrusion into private matters
  • ③ Forcing employees to do things that are obviously unnecessary or impossible to carry out, or interfering with their work.
  • ④ Giving or not giving low-level work that is far below the employee's capabilities or experience, without any business rationale.
  • ⑤ Assault, injury, or other physical attacks
  • ⑥ Threatening, defamation, insulting, or making harsh verbal abuse or other mental attacks
  Such

  Sexual harassment

  • 1. Sexual jokes, teasing, and questions
  • ② Viewing, distributing, or posting obscene images
  • ③ Any other sexual behavior that offends others
  • ④ Spreading sexual rumors
  • ⑤ Unnecessary physical contact
  • ⑥ Sexual remarks or actions that reduce employees' motivation to work and hinder their ability to perform
  • ⑦ Forcing someone into a relationship or sexual relations
  • 8. Detrimental treatment of subordinates or other employees who refuse sexual remarks or behavior
  Such

  <Harassment related to pregnancy, childbirth, childcare leave, family care leave, etc.>

  • ① Speech or behavior that suggests dismissal or other unfavorable treatment regarding the use of systems or measures related to pregnancy, childbirth, childcare, or elderly care of a subordinate
  • ② Behavior that hinders subordinates or colleagues from using systems and measures related to pregnancy, childbirth, childcare, and elderly care
  • 3) Harassment due to a subordinate or colleague taking advantage of systems or measures related to pregnancy, childbirth, childcare, or elderly care
  • ④ Speech or behavior suggesting dismissal or other unfavorable treatment due to a subordinate becoming pregnant or giving birth
  • ⑤ Harassment etc. regarding a subordinate or colleague's pregnancy, childbirth, etc.
  Such

  <Alcohol harassment>

  • ① Forcing someone to drink by exerting psychological pressure through hierarchical relationships or group bullying, forcing them into a situation where they have no choice but to drink.
  • ② To liven up the atmosphere, have people binge drink or have speed drinking contests.
  • 3) Holding a drinking party with the intention of getting people drunk
  • ④ Pressuring someone to drink alcohol despite their constitution or wishes, and not providing drinks other than alcoholic beverages at parties
  • ⑤ Being drunk and harassing others, verbally abusive or violent, or engaging in any of the above-mentioned acts of power harassment or sexual harassment.
  Such

  Social harassment

  • ① Forcing users to add you as a friend on social media, or forcing them to "like, share, or repost" posts
  • ② Unnecessarily spreading information about personal posts on social media
  • 3) Send frequent messages on social media, and only send messages about matters that are not urgent.
  • ④ Contacting outside of business hours (late at night, on holidays, etc.)
  • ⑤ Forcing a reply
  Such

• 3

  This policy applies to all employees working for our company, including full-time employees, temporary employees, part-time employees, and casual employees.
  Sexual harassment can be committed by superiors, colleagues, customers, employees of business partners, etc.
  This applies not only to acts against the opposite sex, but also to acts against the same sex.
  Additionally, any sexually-oriented behavior constitutes sexual harassment, regardless of the victim's sexual orientation or gender identity.
  Regarding harassment related to pregnancy, childbirth, childcare leave, family care leave, etc.,
  Perpetrators may be the superiors or colleagues of female workers who have become pregnant or given birth, or male or female workers who are taking advantage of systems such as childcare leave.
  Let's put ourselves in the other person's shoes, reflect on our usual words and actions, and create a comfortable workplace free of harassment.

• 4

  If an employee commits harassment, this will be in violation of Articles 40 and 42 of the company's rules of employment, which state "grounds for disciplinary action," and the employee may be subject to disciplinary action.
  In such cases, the following factors will be taken into consideration in deciding on the punishment:
  • 1) Specific aspects of the act (time, place (whether at work or not), content, extent)
  • ② Relationship between the parties (job titles, etc.)
  • 3) Victims' responses (file complaints, etc.) and feelings, etc.

• 5

  The person in charge of consultations (including complaints) regarding harassment in the workplace is as follows:
  We also accept consultations by phone and email, so please do not hesitate to contact us without worrying about anything alone.
  In addition to cases where harassment is actually occurring, cases where there is a possibility of harassment or where there is a risk that the working environment will deteriorate if left unattended,
  We respond to a wide range of consultations and deal with cases, including cases where it is unclear whether the matter constitutes harassment.
  
  

  Consultation desk	Yuko Tagata, Management Department Phone number: 03-6861-7880
  	Akiko Hatakeyama, General Affairs Division, Administration Department Phone number: 03-6861-7880

  
  We will respond to all enquiries fairly and respect the privacy of not only those seeking advice but also those who have committed the offence, so please feel free to contact us.

• 6

  We will not treat anyone who seeks advice, or who cooperates in verifying the facts, in a detrimental manner.

• 7

  When we receive a consultation, we will verify the facts promptly and accurately, and if the facts are verified,
  We will take appropriate measures to respect the victim and to deal with the perpetrator, including taking measures to prevent recurrence.

• 8

  Our company has various systems available for employees who are pregnant, giving birth, or raising children or providing nursing care.
  For dispatched workers, there are systems in place that can be used by the dispatching companies.
  First, check your company's rules and regulations to see what systems and measures are available to you.
  When using systems or measures, this may have some impact on the workplace, such as by reviewing work allocation if necessary.
  There is no need to hesitate to take advantage of the systems and measures, but to ensure that you can use the systems smoothly, please consult with your supervisor or management department as soon as possible.
  In order to use the system comfortably, users should make it a point to communicate with those involved in their work on a daily basis.
  In order to ensure that employees who are pregnant, giving birth, raising children, or caring for the elderly can use the system with peace of mind and balance their work and family life,
  Please review the work allocation within your department, etc. If you are having trouble dealing with the situation, please consult with the Management Department.

• 9

  Please actively participate in any training or courses on preventing harassment in the workplace.