We place the highest priority on respect for human rights and will never tolerate harassment. Acts that injure or undermine individual dignity could deteriorate the workplace order and environment, deprive employees of opportunities to play an active role, and undermine the company’s social reputation. We will work to create a safe and comfortable work environment where all employees respect each other.
The “employees” to whom this policy applies include the following. The company and its directors, auditors, executive officers, employees, contract employees, other employees (part-time workers, part-time workers, etc.), temporary employees, and applicants for employment. In addition, any conduct that constitutes harassment must not be committed against any person other than employees of the company. In addition, any person, whether female, male, or of the same sex, shall not engage in any conduct that constitutes harassment.
Harassment in the workplace includes power, sexual, and maternity harassment. Even words and actions outside the company or outside working hours are covered if they are considered an extension of work duties. Not only employees, but also words or actions toward or by persons outside the company, such as business partners, subcontractors, and job-seeking students, may be subject to this law.
(1) Power harassment
Power harassment is defined as inflicting physical or mental pain or harming the working environment beyond the proper scope of work based on a superior relationship and against the background of superiority. Specifically, the following are considered to be harassment.
■ Physical attacks such as assault and injury
■ Mental attacks such as threats, defamation, insults, and abusive language
■ Disconnection from human relations such as isolation, ostracism, and neglect
■ Forcing employees to do things that are clearly unnecessary or impossible to do on the job, and obstructing work
■ Ordering employees to do work that is unreasonable and out of line with their abilities and experience
Not only words or actions from a superior to a subordinate, but also between senior and junior employees or between colleagues, as long as it is done against the backdrop of a superior relationship.
(2) Sexual harassment
Sexual harassment is defined as sexual harassment in the workplace in which an employee is sexually harassed or disadvantaged against his/her will, or in which sexual harassment causes a poor work environment and has a serious negative impact on the employee’s ability to perform his/her job. Specifically, the following are assumed.
■ Use of language that is offensive or degrading
■ Forcing, distributing, or presenting sexually explicit pictures
■ Sexually explicit jokes or teasing that makes it difficult for the other person to respond
■ Talking or listening to persistent advances, sexual rumors, or stories of sexual experiences against the other person’s will
■ Forcing sexual relations, unnecessary physical contact, indecent acts, etc
■ Other unwanted sexual words or actions that are deemed to interfere with the smooth performance of duties
(3) Harassment related to pregnancy, childbirth, childcare leave, etc.
Harassment related to pregnancy, childbirth, childcare, nursing care, etc. is defined as unwanted words or actions, disadvantageous treatment without business necessity, or harm to the working environment of an employee who is involved in pregnancy, childbirth, childcare, or nursing care, or who uses company systems related to these matters.
Specifically, the following are assumed.
■ Harassment due to pregnancy, childbirth, childcare, or nursing care
Not only Maternity harassment (harassment against pregnancy and childbirth) as well as Maternity harassment (harassment against pregnancy and childbirth), paternity harassment (harassment against male and paternal participation in childcare) and care harassment (harassment against nursing care leave, vacation, etc.) are also included.
It is prohibited for a harasser to retaliate or take any action that could be taken as retaliation against a person who consulted with the harasser or a person who cooperated in confirming the facts. It is also prohibited to contact the harasser by any means, including telephone or e-mail, to the person who consulted with the harasser or cooperated in confirming the facts.
In addition, if an employee other than the harasser asks the person who consulted the harasser about the details of the incident or spreads rumors about it, thereby harming the working environment, this constitutes second harassment and is prohibited. This may be subject to disciplinary action in accordance with the Employment Regulations.
(1) In-house support
If an employee engages in harassing behavior, he/she may be subject to disciplinary action in accordance with the Employment Regulations. The following factors will be comprehensively considered in determining the disciplinary action.
■ Specific manner of the conduct (time, place [workplace or not], content, and degree)
■ Relationship between the parties (position, etc.)
■ Response(complaint, etc.) by the victim, emotional state, etc.
(2) External support
If an employee is harassed by a person outside the Company, the Company shall take appropriate measures to protect the employee’s physical and mental health and to ensure that the working environment is not impaired. If an employee is asked by an external party to cooperate in confirming the fact of harassment committed by an external party, the Company will respond appropriately.
The following is the contact information for consultation on harassment in the workplace.
System I Consultation Counter:
compliance@systemi.co.jp
No disadvantageous treatment will be given to those who have consulted with us or cooperated in confirming the facts. In addition, we will respond in a manner that protects their privacy. In addition, we will provide a wide range of consultation services and deal with cases where harassment is not actually occurring, but where there is a possibility of harassment, where the working environment may deteriorate if left unchecked, or where it is difficult to determine whether or not the situation constitutes harassment.