Rules of Employment for Temporary Workers

Rules of Employment for Temporary Workers

Chapter 1 General Provisions

Article 1. (Purpose)
These rules of employment (hereinafter referred to as the “Rules”) shall be applied to temporary employees of Konishi Sangyo Co. (hereinafter referred to as the “Employer”), in accordance with Paragraph 2 of Article 2 of the Employment Regulations of Konishi Sangyo Co. (hereinafter referred to as the “Employer”), in order to maintain order in the management of the organization and to ensure the smooth operation of the business of Konishi Sangyo, the Rules shall be applied to dispatched staff (hereinafter referred to as “dispatched employees”). Article 2 (Definitions of Dispatched Workers)

Article 2. (Definition of Dispatched Worker)
The term “dispatched worker” as used in these Rules shall mean an employee who is dispatched to a client company (hereinafter referred to as “client”) under the “Act for Securing Proper Operation of Worker Dispatching Undertakings and Improved Working Conditions for Dispatched Workers” (hereinafter referred to as “Worker Dispatching Act”). The term “dispatched worker” means an employee who is dispatched to a client company (hereinafter referred to as “client”) under the “Act for Securing Proper Operation of Worker Dispatching Undertakings and Improved Working Conditions for Dispatched Workers,” who is dispatched under the instruction of an employer and works under the client’s direction.

Article 3. (Obligation to Comply with the Rules)
Dispatched employees shall comply with these Rules, faithfully perform their duties and fulfill their obligations, and strive for the smooth development of the Company’s business.

Article 4. (Compliance with Laws and Regulations)
Matters not provided for in these Rules shall be governed by the Labor Standards Law and other applicable laws and regulations.

Chapter 2 Personnel

Article 5. (Recruitment)
In hiring temporary employees, the Employer shall examine and decide on a case-by-case basis whether or not to hire those who match the work to be dispatched, and conclude a labor contract with them.
The following documents shall be submitted upon employment as a dispatched worker. However, some of the documents may be omitted if the employer so directs.
(1) Photograph (taken within 3 months prior to submission)
Pension handbook, application form for social insurance procedures (for those enrolled in social insurance)
(iii) Employment insurance card and application form for employment insurance procedures (for those enrolled in employment insurance)
(4) Health checkup (at the time of hiring or within the past three months)
(v) Personal information protection, confidentiality, and loss/theft consent form
(vi) Certificate of residence (certificate of residence) and reference form
(However, for foreign nationals, a copy of passport, a copy of residence card, and a copy of certificate of employment eligibility)
(7) A copy of the bankbook to which salary is paid
(viii) Application for permission to commute to work and use a vehicle
(9) Application form for deduction of dependents for salaried employees
(10) Documents proving eligibility for employment
(11) Other documents deemed necessary by the employer
3. If there is any change in the information in the documents submitted in the preceding paragraph, the change must be promptly notified.
In addition, if the resident card is renewed, a copy must be submitted promptly.

Article 6. (Conditions for Enrollment in Social Insurance)
Those who fall under any of the following items shall be enrolled in social insurance.
(i) If the term of the employment contract exceeds two months (including the case where the contract is renewed for more than two months)
(ii) When a worker works for shorter hours, but his/her prescribed weekly working hours reach 20 hours or more and satisfies the preceding item.
2) The employer shall notify the dispatched worker of his/her social insurance coverage by means of a written statement of the dispatched worker’s working conditions and a written notice of employment.

Article 7. (Conditions for Enrollment in Employment Insurance)
Any person who falls under any one of the following items shall be enrolled in employment insurance.
(i) a worker who is expected to be employed by the employer for 31 days or more (including the case where the period of employment is renewed for 31 days or more) and who works under dispatching on a continuous and repetitive basis
(ii) where the prescribed weekly working hours are 20 hours or more.
(2) The employer shall notify the dispatched worker of his/her enrollment in employment insurance by means of a written statement of clear conditions of employment for dispatched workers and a written notice of hiring.

Article 8. (Clear Indication of Working Conditions)
Upon hiring, the employer shall clearly indicate the working conditions at the time of hiring by delivering a written statement of working conditions for dispatched workers, a written notice of working conditions, and a copy of these Rules.
In principle, the place of work, working hours, rest periods and working days shall be clearly indicated in the written notice of working conditions for dispatched workers and the written notice of employment, but if it is difficult to do so, a work schedule may be used. However, there may be cases where a change of workplace is ordered due to unavoidable reasons, such as the termination of a dispatch contract with the client. In such cases, the place of work, working hours, rest periods, working days, working conditions, etc. shall be discussed separately.

Article 9. (Probationary Period)
The probationary period for newly hired employees shall be two (2) months from the date of employment. However, the period may be shortened or extended if approved by the Employer. 2.
2. a worker who continues to be employed after the probationary period shall be deemed to have been employed from the beginning of the probationary period.

Article 10. (Dismissal during probationary period)
A probationary employee who falls under any of the following items shall be dismissed even if he/she is still in the middle of his/her probationary period.
(i) When a probationary employee repeatedly misses work, arrives late, or leaves early three or more times without justifiable reason
(ii) When the employer judges that the worker is not qualified as a dispatched employee due to problems with work attitude, work performance ability, aptitude, etc.
(iii) When an employee does not submit the prescribed documents
(iv) When an employee falls under the grounds for dismissal stipulated in Article 13 or the grounds for disciplinary dismissal stipulated in Article 53.

Article 11. (Resignation)
In the event that a dispatched employee falls under any of the following items, his/her retirement shall be effective as of the date specified below
(i) when the dispatched worker has applied for retirement for his/her own reasons and has been approved by the employer, the day of approval
(ii) When the term of the labor contract has expired, the date of expiration of the contract period
(iii) If the reason for the leave of absence does not expire by the expiration date of the leave of absence, the date of expiration of the leave of absence
(iv) In case of death, the date of death
(v) When an employee is absent from work without notification and the employer is unable to contact the employee because the employee’s whereabouts are unknown, etc., and 14 calendar days have elapsed since the day the absence began, the day 14 calendar days have elapsed.
2. a temporary employee who wishes to resign for his/her own reasons must submit a resignation application at least one month prior to the date of resignation. Those who have tendered their resignation shall complete the necessary handover before retirement.

Article 12. (Mandatory retirement age)
The mandatory retirement age for temporary employees shall be 65 years of age, and retirement shall take place at the end of the month containing the day on which the mandatory retirement age is reached (the day before the employee’s birthday).
2. In the event that a dispatched employee who has reached the mandatory retirement age wishes to do so and the employer agrees, measures shall be taken to continue his/her employment until the age of 70 if the reasons for dismissal (including disciplinary dismissal) or retirement stipulated in these Rules are not applicable.
Working conditions for continued employment may be changed upon individual consultation.

Article 13. (Dismissal)
When a dispatched employee falls under any of the following items, he/she shall be dismissed after examination with an opportunity for explanation. However, if the case is minor, or if the circumstances warrant, the dismissal may be limited to a warning.
(1) When an employee is deemed mentally or physically incapable of performing his/her duties due to a disability
(2) When a worker’s work performance and work record are poor, his/her efficiency is extremely low, and he/she is deemed to be unsuitable as a dispatched employee
(iii) When it becomes difficult to continue the business due to unavoidable reasons in the operation of the business, or due to natural disasters or other similar unavoidable reasons, or when it becomes necessary to downsize or change the business and it becomes necessary to reduce the number of employees
(iv) In the event of disciplinary dismissal
(v) When the employee is found to be unqualified during the probationary period or by the expiration of the probationary period
(vi) When there are other unavoidable reasons equivalent to the preceding items.

Article 14. (Notice of Dismissal)
When dismissing a dispatched employee, the employer shall give the employee thirty (30) days’ notice or pay a notice allowance equivalent to thirty (30) days’ pay of the average wage. However, in the case of a person who falls under any of the following items or in any of the following cases, he/she shall be dismissed immediately without giving notice of dismissal.
(i) Those hired on a daily basis for a period not exceeding one month
(ii) Those who have been employed for a fixed period of two months or less (excluding those who have been continuously employed beyond that period)
(iii) Those employed for seasonal work for a fixed term of 4 months or less
(iv) Those who are in the probationary period and have been employed for less than 14 calendar days from the date of hiring.
(v) In the case of disciplinary dismissal or other dismissal for reasons attributable to the dispatched employee, when the dismissal is certified by the relevant government agency
(vi) When it becomes impossible to continue the business due to a natural disaster or other unavoidable reasons, as certified by the relevant government agency.
In the event that the notice period set forth in the preceding paragraph is shortened, one day’s pay of the average wage shall be paid for each day of shortened notice.

Article 15. (Restriction on Dismissal)
The Employer shall not dismiss an employee for any of the following reasons
(i) with respect to a dispatched worker employed for an indefinite term, dismissal solely because of the termination of the contract with the client
(ii) with respect to a dispatched worker employed for a definite term, dismissal within the term of the definite-term employment contract solely because of the termination of the contract with the client
2. a temporary employee shall not be dismissed during the period when he/she falls under any of the following items
(i) The period of absence from work due to work-related injury or illness and for 30 days thereafter.
However, a dispatched employee may be dismissed when the injury or illness has not been cured even after three years have passed since the start of medical treatment and the employee has been paid compensation for termination, or when the employee is eligible to receive an injury and illness compensation pension from the Workers’ Accident Compensation Insurance.
(ii) The period of leave before and after childbirth for female temporary employees and for 30 days thereafter.
(3) When it becomes impossible to continue the business due to a natural disaster or other unavoidable reasons, the preceding paragraph shall not apply.
4. If the term of the employment contract expires during the period of limitation on dismissal set forth in the preceding paragraph, the employee shall retire on that date.

Article 16. (Leave of Absence)
A temporary employee who falls under any of the following items after the end of his/her probationary period may be ordered to take a leave of absence. However, in the event that the reason for the leave of absence as stipulated in items (i), (ii) and (v) is due to non-work-related injury or illness, if the probability of the injury or illness being cured (recovered to the point where the dispatched employee can provide his/her previous labor service) through medical treatment during the period of leave of absence is deemed low, or if the dispatched employee has acted against his/her duty to self-health, the leave of absence may not be ordered and the employee may be dismissed from the employment normally. (1) Absence from work due to injury or illness outside the scope of employment
(i) When an employee has been absent from work for a total of 30 working days due to an injury or illness outside of work within 3 months (the starting date is determined by the employer’s certification) and the injury or illness is not cured. However, depending on the circumstances, the employee may be ordered to take a leave of absence before the total of 30 working days of absence.
(2) When the employee is unable to work the prescribed working hours due to an injury or illness outside of work, although not so severe as to cause frequent absences from work, or when the employee is unable to provide full labor due to a marked decline in the ability to perform his/her duties and a certain period of time is required for the employee to recover.
(iii) When the employee’s commuting accident is not the fault of the employer
(iv) When an employee is transferred to another business due to a work order
(v) In addition to the preceding items, when the employer deems it necessary to place the employee on leave.
2. In the case of items (1) and (2) of the preceding paragraph, the employer may order a medical examination at a medical institution designated by the employer. 3.
3. In the case of an industrial accident, the leave of absence shall not be applied until the employee is cured, but shall be treated as a public injury leave of absence.

Article 17. (Period of Leave of Absence)
The period of leave shall be as follows
In the case of Article 16, Paragraph 1, Items (1) and (2): Employees who have been in service for less than three (3) years: Not more than 90 days per leave
Employees who have been in service for 3 years or more: 180 days or less per leave
1) This leave period may be extended depending on circumstances.
2) Short-term leaves of absence may be renewed consecutively within the period of this leave of absence.
In the case of Article 16, Paragraph 1, Item 4), the period of secondment
In the case of Article 16, Paragraph 1, Items 3) and 5), the period approved by the employer
2. No wages shall be paid during the period of leave.
3. For leaves of absence other than those provided for in Article 16, Paragraph 1, Item (iv), the following number of times and days shall apply in principle, depending on the length of service.
(1) Those who have been in service for less than 10 years as of the first day of leave: …… 2 times in total (maximum total of 180 days)
(ii) Those who have been in the company for 10 years or more as of the first day of leave: …… 3 times in total (maximum total of 360 days)
The period of leave shall not be counted as years of service. However, the leave of absence stipulated in Article 16, Paragraph 1, Item (iv) shall be counted as years of service. 5.
5. The employee on leave of absence shall be obligated to devote himself/herself to medical treatment during the period of leave of absence.
6. The employer shall request a report from the employee on leave of absence at regular intervals.

Article 18. (Reinstatement)
1. In the case of reinstatement to work pursuant to items (i) and (ii) of paragraph (1) of Article 16, the dispatched employee shall, in principle, be examined at a medical institution designated by the Employer, the results of which shall be used to determine whether or not the employee should be reinstated to work. 2.
(2) When a dispatched employee requests reinstatement to work on the grounds that the reason for leave under item (i) or (ii) of Paragraph 1 of Article 16 has ceased to exist, or when the reason for leave under item (v) of the same Paragraph is due to an injury or illness outside of work and the employee requests reinstatement to work on the grounds that the reason for leave has ceased to exist, the employee shall submit a doctor’s certificate of cure (including a letter from the employer) by the date specified by the employer before the expiration of the leave period. The employee must submit a doctor’s certificate of cure (such as a medical certificate stating that the employee can provide the same labor as before the leave) by the date designated by the employer before the expiration of the leave period. The period of leave may be extended depending on the circumstances between the date of the request and the expiration date of the leave period. 3.
(3) When submitting the medical certificate in accordance with the preceding paragraph, if the employer requests an opinion hearing with the physician who issued the medical certificate, the dispatched employee shall cooperate in achieving such an opinion hearing.
4. Even if the medical certificate under paragraph 2 is submitted, the employer may order a medical examination by a physician designated by the employer, but if the dispatched employee refuses the examination without justifiable reason, the medical certificate under paragraph 2 shall not be adopted as a basis for determining whether or not the reason for the leave of absence has been extinguished.
5. when the reason for the leave of absence has been extinguished, the dispatched employee shall, in principle, be reinstated to the position he/she held prior to the leave of absence, but may be assigned to a different position depending on the circumstances of the work or the dispatched employee’s situation. In this case, the working conditions may be changed after consultation with the employee. 6.
6. before returning to work, the temporary staff member may be allowed to go to work for a certain period of time to see how things go after consultation with the employee. In this case, only commuting allowance will be paid. 7.
7. After returning to work, the employee may be required to work for a certain period of rehabilitation, in which case, upon consultation with the employee, working hours, wages, and other working conditions may be temporarily changed.

Article 19. (Procedures upon expiration of leave period)
If the reason for a leave of absence does not expire before the expiration of the leave of absence, the employee shall retire as provided for in Article 11 on the date of expiration of the leave of absence.

Chapter 3 Service

Article 20. (Clothing)
When arriving at or leaving work, temporary employees shall immediately punch their time cards or keep a record of their arrival and departure in lieu of a time card. 2.
2. Those who arrive at work after the starting time shall be considered tardy, and those who leave before the ending time shall be considered early leaving.
3. If a worker is tardy, he/she shall report immediately; if he/she intends to leave early, he/she shall report in advance, stating the reason on the designated form, and obtain permission from the supervisor.
4. When leaving work for personal reasons during working hours, the employee must obtain permission from the supervisor.
5. Temporary employees shall comply with instructions and orders, be aware of their responsibilities on the job, perform their duties faithfully, and endeavor to maintain order on the job.
6. Temporary employees may file a complaint with the responsible person at the client or the immediate supervisor if the instructions, etc. concerning working conditions differ from the conditions and content clearly indicated by the employer at the time of employment. If appropriate action is not taken, the dispatched employee shall report and inform the employer without delay.

Article 21. (Absence from Work and Absenteeism Procedures)
Employees may be absent from work for any of the following reasons
(i) Inability to attend to work due to injury or illness
(2) When an employee is unable to work due to nursing care for an injury or illness of a parent, spouse, or child
(iii) When an employee is unable to work due to unavoidable reasons other than those listed above. 2.
2. In the case of the preceding paragraph, in principle, the employee must report in advance, or in urgent cases, promptly after the fact, and obtain approval from the Minister of Health, Labour and Welfare.
3. In the case of absence from work due to items 1 and 2 of paragraph 1 exceeding 4 days, a medical certificate must be submitted by a physician.
4. When a temporary employee is absent from work without following the prescribed procedures, when a temporary employee is absent from work for a false reason, or when a temporary employee is absent from work despite having changed his/her request for annual paid leave by exercising his/her right to change the time, all of these cases shall be considered as unauthorized absences.

Article 22. (Late Arrival, Early Leaving, Going Out, and Visits)
In case of late arrival or early departure, the employee shall notify the employer in advance and obtain his/her approval. 2.
2. In the event that the preceding paragraph cannot be reported in advance due to unavoidable circumstances, it must be reported promptly after the fact and approval must be obtained.
3. Private outings and visits must not be made during working hours. However, this provision shall not apply when approved by the person in charge of the client company.

Article 23. (Service Discipline)
Dispatched employees shall comply with these Rules, devote themselves to their work in accordance with their work orders, and endeavor to improve their work efficiency and self-improve.
(i) Observe the rules and regulations as well as those stipulated in the employment contract, and follow instructions and orders regarding job duties.
(2) Do not divulge to others any confidential information obtained in the course of duties. (2) Do not divulge to others confidential information obtained in the course of duties, and be attentive to prevent outsiders from perceiving the contents of such information through chatting, etc.
(iii) Do not seek personal gain in the course of duties. (iii) Not to seek personal gain in the course of one’s duties, and not to accept favors, receive money or goods from others without permission, or borrow money or goods for personal use in the course of one’s duties.
(iv) Do not use the name of the employer or client in monetary transactions or other documents relating to private matters.
(v) While at work, do not engage in chatting, singing, or any other conduct that interferes with work, disturbs others, or causes discomfort to others. In addition, personal use of smartphones, etc., is prohibited.
⑥ Do not use raw materials, products, equipment, facilities, fixtures, documents (including electronic records), company vehicles, etc. without permission, except in the case of an emergency disaster.
⑦ Do not be absent from work, arrive late, or leave early without just cause, and always take care of your health.
(viii) Do not leave the workplace without permission while on duty. (viii) Never leave the work site without permission during working hours.
(ix) Treat the facilities (including company housing), equipment, etc. of the employer and the client with care.
(10) Do not engage in political activities, donations or other fund-raising, sales of goods, posting or distribution of documents, speeches, broadcasts, rallies, etc. in the buildings or premises of the employer or client without permission.
(11) While on duty, the employee shall wear the prescribed work clothes, cap, nameplate, etc., and shall pay attention to his/her personal appearance.
(12) Do not divulge confidential information related to the duties of the employer or client.
(xi) Do not violate the orders or rules of the employer or client. Do not defy the head of the department, etc., or disregard work-related instructions or plans.
⑭ Do not borrow or lend money or accept or demand gifts from the employer or client in the workplace.
⑮ Never drive under the influence of alcohol.
⑯ Never work under the influence of illegal drugs, dangerous drugs, or alcohol.
⑰ Never smoke during breaks or outside of designated areas.
(iv) Not to engage in the work of other companies without permission.
(⑲) not to engage in any acts to injure the honor or credit of the employer and the client
⑳ Comply with the provisions on health and safety stipulated in Chapter 8.
()ry not to engage in any other acts that interfere with the normal operation of the work or disrupt the public morals and order in the workplace, in addition to the acts listed in the preceding items.

Article 24. (Definition of Harassment)
Harassment shall mean the following acts
(1) Harassment related to pregnancy, childbirth, childcare leave, etc. shall mean any conduct in the workplace by a supervisor or colleague that interferes with the normal operation of the workplace or disrupts the public morals and order of the workplace for all employees, including management employees and temporary employees (hereinafter referred to as “employees”). Harassment related to pregnancy, childbirth, childcare leave, etc. means that a supervisor or colleague harms the working environment of an employee by saying or doing something about the use of systems or measures related to pregnancy, childbirth, childcare, etc. by all employees (hereinafter referred to as “employees”), including management employees and dispatched employees, in the workplace, or harms the working environment of female employees by saying or doing something about pregnancy and childbirth, etc. In addition, from the viewpoint of work assignment, safety considerations, etc., if the words or actions are objectively based on business necessity, they do not fall under harassment related to pregnancy, childbirth, childcare leave, etc.
(2) Sexual harassment is defined as any harassment that causes disadvantages to an employee’s working conditions due to the employee’s response to sexual harassment in the workplace, or any harassment that harms the working environment of other employees due to sexual harassment. In addition to being unrelated to the sexual orientation or gender identity status of the other employee, the term applies not only to words or actions toward the opposite sex, but also to words or actions toward the same sex. (2) The term “other employees” in this item shall not be limited to the victim who is the direct recipient of sexual harassment, but shall include all employees whose working environment is impaired by sexual harassment.
(3) Power harassment means, as a general rule, any verbal or physical harassment in the workplace that infringes on the personality or dignity of an individual employee against the background of his/her position such as authority or superiority in the workplace, thereby causing physical or mental distress to that employee or other employees, or deteriorating the employee’s health or working environment.
2. “Workplace” in the preceding paragraph shall mean not only the place of work but also any place where an employee performs his/her duties, and shall not be limited to working hours but shall include any time outside of working hours that is regarded as effectively an extension of working hours.

Article 25. (Prohibited Harassment)
All employees shall recognize other employees as equal partners in the performance of their duties and shall be obligated to maintain sound order and cooperative relationships in the workplace.
(1) Harassment related to pregnancy, childbirth, childcare leave, etc.
(i) Language or actions that suggest dismissal or other disadvantageous treatment with respect to a subordinate’s pregnancy, childbirth, or use of systems or measures related to childcare or nursing care
(ii) Words or deeds that hinder a subordinate or colleague from using systems or measures related to pregnancy, childbirth, childcare, or nursing care
(iii) Harassment of a subordinate or colleague for using systems or measures related to pregnancy, childbirth, child care, or nursing care
(iv) Words or deeds suggesting dismissal or other disadvantageous treatment of a subordinate due to pregnancy, childbirth, etc.
(v) Harassment due to the pregnancy or childbirth of a subordinate or colleague
(2) Sexual harassment
(i) Unnecessary questions or remarks concerning sexual or physical matters
(2) Reading, distribution, or posting of obscene pictures
(iii) Spreading rumors
(iv) Unnecessary physical contact
(v) Sexual language or behavior that discourages other employees from working and prevents them from exercising their abilities
(vi) Forcing employees to associate or have sexual relations
(vii) Acts of giving disadvantages such as dismissal, unfair personnel evaluation, or reassignment to an employee who protests or refuses to accept sexual words or actions.
(viii) Any other sexually explicit behavior that makes the other party or other employees feel uncomfortable.
(3) Power harassment
(i) Verbal or physical violence that is offensive to the personality of the employee.
(ii) Persistently and unilaterally blaming an employee for a work-related mistake, or continuously blaming the employee in front of a large number of employees.
(iii) Shouting loudly.
(iv) Banging the desk violently.
(v) Deliberately denying work.
(vi) Ignoring an employee.
(vii) Forcing an employee to do something that is against the law.
(viii) Forcing an employee to resign or transfer unfairly.
(ix) Making a threat of dismissal.
(x) Unilaterally assigning duties that are clearly impossible to accomplish.
(xi) Intentionally withholding necessary information or communication.
(12) Forcing employees to do things that are not necessary for work (e.g., running private errands).
(4) Managers are not to take measures to remedy or leave unattended any of the behaviors specified in (1) through (3) above despite the fact that such behaviors are taking place in the workplace under their control and supervision.
2. Employees shall immediately report to their supervisors when they discover that any of the behaviors specified in (1) through (3) above is taking place or is likely to take place.

Article 26. (Consultation Service for Harassment and Response)
1. The employer shall establish a consultation desk for consultation and handling of complaints concerning harassment at each workplace, designate a person in charge of the consultation desk at each workplace, make his/her name known to all employees, and provide necessary training to the person in charge.
2. All employees, not just victims of harassment, may offer consultation and complaints to the person in charge of the consultation counter if they fear harassment may occur.
3. The person in charge of the consultation service shall, after confirming the facts from the person who has asked for help, report the matter to the head of the department at each workplace. Based on the report, the section manager shall interview the offender, the victim, the supervisor, and other employees, etc., as necessary, while giving consideration to the human rights of the person making the report. 4.
4. An employee who is requested to make an inquiry as described in the preceding paragraph may not refuse to do so without justifiable reason.
5. If an employee is found to have engaged in harassment, the employer shall take necessary measures to improve the working conditions and working environment of the victim, such as disciplinary action and transfer of the harasser, as measures to solve the problem.
6. In responding to consultations and complaints, the employer shall protect the privacy of those involved and shall not treat them disadvantageously because they have consulted with the employer or cooperated in confirming the facts.
7. In the event of an incident of harassment, the Employer shall take appropriate measures to prevent recurrence, including re-emphasizing public awareness, conducting training, and identifying the causes of the incident and preventing its recurrence.

Article 27. (Use of the Internet)
When temporary employees use the Internet (including e-mail) for their work using computers, telecommunications equipment, and their auxiliary equipment loaned by the employer or client, they shall endeavor to receive and transmit information in good faith based on mutual trust between users, and shall not engage in any of the following acts (1) Private use of the Internet
(i) Private use of the Internet
(ii) Acts that infringe on intellectual property rights or other rights of others, such as copyrights, or acts related to system intrusion or destruction, or acts that cause disadvantage or damage to other users or others
(iii) Acts that offend public order and morals
(iv) Acts that violate laws and regulations
(v) Acts that infringe on the property or privacy of others
(vi) Acts that defame or slander others
(vii) Acts that interfere with Internet operation and management operations
(viii) Acts that cause disadvantage to the employer or client, or to employees or other persons related to the company
(ix) Acts that do not follow the instructions or guidance of the supervisor or Internet administrator
(x) Other acts that the Employer deems inappropriate.
(2) The preceding paragraph shall apply even to privately-owned computers used within the company.
3. The User shall be able to check and investigate the contents of Internet and e-mail at any time.
4. In the event that a fact is recognized as stipulated in Paragraph 1, the Employer shall take measures such as deletion of the relevant information, prohibition of use of the Internet, compensation for expenses incurred, and other disciplinary action in accordance with the provisions of Article 51 and following.

Article 28. (Compliance with Management of Confidential Information)
Temporary employees shall observe the following items in order to prevent the leakage of important management information (management information, sales information, technical information, information on the client, etc., as designated by the Employer).
(i) Dispatched employees shall not divulge confidential information obtained to a third party or use it for private purposes without the employer’s permission. In addition, they shall be attentive to prevent outside persons from detecting said information from chatting, etc. The same shall apply after retirement.
(2) Dispatched employees shall not copy, reproduce, photograph, or otherwise use any media containing information designated as confidential without the permission of their department head.
(iii) With regard to confidential information that can be accessed from a personal computer, etc., dispatched employees shall not copy, print, or otherwise reproduce or transmit data to another personal computer or network without permission.
(iv) Similarly, even after the dispatch ends, they shall not disclose, leak or use the information they have obtained.

Article 29. (Commuting by Car)
1. A person who wishes to commute by car must obtain permission by submitting an “Application for Permission to Commute and Use a Vehicle.
2. A person making an application under the preceding paragraph shall attach the following documents
(i) A copy of the driver’s license
(2) A copy of the automobile inspection certificate in the applicant’s name
(iii) A copy of voluntary automobile insurance card and certificate of compulsory automobile liability insurance
3. The employer shall not be liable for any accident that occurs to the driver on the way to work by car. For injuries, the liability insurance and voluntary insurance that the driver has subscribed to shall apply, and the Employer shall not be liable for any damage to the personal vehicle.

Chapter 4 Working Conditions

Section 1 Working Hours, Rest Periods and Holidays

Article 30. (Working Hours and Rest Periods)
The working hours of temporary employees shall not exceed 8 hours per day and 40 hours per week, with a 45-minute break in the middle of the workday if the working hours exceed 6 hours, and a 1-hour break if the working hours exceed 8 hours.
2. The starting and ending times of work and rest periods shall be determined for each individual temporary employee at the time the employment contract is signed.
3. For shift work, the working days and hours specified for the shift shall be the working days and hours.
4. Depending on the client company, a variable working hour system (monthly, yearly, or flextime) may be applied, in which case the details shall be stipulated in the labor-management agreement.
5. temporary employees may freely use break time.

Article 31. (Days Off)
Temporary employees shall be given at least one day off each week or at least four days off in a four-week period. However, in the case of an annual variable working hour system, holidays shall be provided so that the working hours shall not exceed 40 hours per week on average over the year.
2. Holidays shall be determined for each individual temporary employee at the time of signing the employment contract.
3. For shift work, days off shall be provided on days other than those specified in the shift.
4. In case of unavoidable business reasons, the holidays stipulated in the preceding paragraph may be replaced by other days.

Section 2 Overtime and Holiday Work

Article 32. (Overtime, Holiday Work, and Late-Night Work)
When business necessity requires it, the Company may order temporary employees to work overtime, on holidays, or late-night work (work between 10:00 p.m. and 5:00 a.m. the next day) by concluding a written agreement with the employee’s representative and notifying the director of the labor standards office having jurisdiction over the matter.
2. When overtime or holiday work is ordered as described in the preceding paragraph, if it exceeds the legal working hours or falls on a legal holiday, it shall be within the scope of a written agreement with the employee’s representative, which has been submitted to the director of the Labor Standards Inspection Office.
No employee who is ordered to work overtime or on holidays may refuse to do so without justifiable reason.

Article 33. (Limitation of Working Hours for Minors and Expectant and Nursing Mothers)
No employee under 18 years of age shall work more than 48 hours per week in any week.
No employee under the age of 18 years shall be required to work on statutory holidays. 3.
Workers under 18 years of age shall not be required to work late at night between 10:00 p.m. and 5:00 a.m. However, this shall not apply when men 16 years of age or older are employed on a shift basis. 4.
4. expectant and nursing mothers (pregnant women and women less than one year postpartum) shall not be required to work more than 40 hours per week and 8 hours per day, and shall not be required to work on legal holidays or late at night.
Article 34. (Exemption from application in case of emergency disaster, etc.)
In the event of a disaster or other unavoidable circumstances that make it temporarily necessary, the prescribed working hours may be extended, or employees may be required to work on holidays.

Article 35. (Overtime Allowance, Holiday Allowance, and Late-Night Work Allowance)
In the event that employees are required to work extended working hours, on holidays, or late at night in accordance with the provisions of Article 32 or the preceding Article, overtime, holiday, and late-night work allowances shall be paid.

Section 3. Leaves of Absence

Article 36. (Annual paid leave)
The following annual paid vacations shall be granted in accordance with the number of scheduled working days or scheduled working hours per year or week and years of service. However, the leave shall be granted to those who have worked continuously for six months from the date of commencement of employment, and thereafter for one year or more from the date of continuous service exceeding six months, and who have worked at least 80% of the total working days required to be worked during the first six months and thereafter during the previous year.
(1) Those who work 5 or more prescribed working days per week, or 30 or more prescribed working hours per week, or 217 or more prescribed working days per year.
<Length of service and number of days granted
6 months: 10 days
1. year and 6 months: 11 days
2 years and 6 months: 12 days
3 years and 6 months: 14 days
5 years and 6 months: 18 days
6 years and 6 months or more: 20 days
(ii) For temporary employees whose prescribed working days per week are 4 days or less, or whose prescribed working hours per week are less than 30 hours, or whose prescribed working days per year are 216 days or less, the proportional number of days granted as shown in the table below shall apply.
<Prescribed number of working days per week, prescribed number of working days per year, and length of service>
4 days (169 to 216 days)
6 months: 7 days
1. year and 6 months: 8 days
2 years and 6 months: 9 days
3 years and 6 months: 10 days
5 years and 6 months: 12 days
5 years and 6 months: 13 days
6 years and 6 months or more: 15 days
[3 days (121-168 days)
6 months: 5 days
1 year and 6 months: 6 days
2 years and 6 months; 6 days
3 years and 6 months: 8 days
5 years and 6 months: 9 days
5 years and 6 months: 10 days
6 years and 6 months or more: 11 days
[2 days (73-120 days)
6 months: 3 days
1 year and 6 months: 4 days
2 years and 6 months: 4 days
3 years and 6 months: 5 days
5 years and 6 months: 6 days
5 years and 6 months: 6 days
6 years and 6 months or more: 7 days
[1 day (48-72 days)
6 months: 1 day
1 year and 6 months: 2 days
2 years and 6 months: 2 days
3 years and 6 months: 2 days
5 years and 6 months: 3 days
5 years and 6 months: 3 days
6 years and 6 months or more: 3 days
2. Employees may be allowed to take more than 5 days of the annual paid vacation days in a fiscal year that they are entitled to, by a written agreement with a worker representative, with the portion of the annual paid vacation days in excess of 5 days of each worker’s annual paid vacation days to be designated in advance as the time of the year.
3. for temporary employees who have been granted 10 or more days of annual paid leave (excluding leave carried over from the previous year), the employer may allow them to take up to five of those days by designating the season within one year from the base date (the date of grant). However, for dispatched employees who have taken annual paid leave through their own designation of the season or planned granting of leave before the employer designates the season, the number of days so taken shall be deducted from the five days to be designated by the employer.
4. In principle, annual paid leave shall be granted at the time requested by the dispatched employee, but may be changed to another time when it is unavoidable because it interferes with the normal operation of the business.
5. Annual paid leave may be requested on days during the dispatch contract period when the dispatched employee is obligated to work, but may not be requested on vacations or during vacation periods at the client company.
6. If all or part of the annual paid vacation days for the fiscal year in question are not taken, the remaining days may be carried over to the following fiscal year only. However, the number of paid vacation days used in the following year shall be deducted from the number of days granted in the previous year. 7.
7. Employees shall be paid for the annual paid leave at the regular wage paid for working the contracted scheduled working hours per day.
8. In the event that an employee wishes to take annual paid leave, he/she shall apply in advance to the employer and notify the client.

Article 37. (Statutory Leave)
The hours for childcare, hospital leave, time off for exercising civil rights, maternity leave, leave before and after childbirth, menstrual leave, shortened hours for childcare and shortened hours for nursing care as stipulated by law shall be unpaid. The subjects of shorter working hours for childcare and nursing care, as well as those who are subject to restrictions on overtime and late-night work for childcare and nursing care, and their treatment during these periods shall be in accordance with the “Regulations Concerning Childcare and Nursing Care Leave, etc.” separately stipulated.
(1) Leave before and after childbirth
Employees may request leave for 6 weeks before childbirth (14 weeks in the case of multiple pregnancies) and 8 weeks after childbirth.
(2) Leave on menstrual period
When requested by a female dispatched employee who has extreme difficulty working on menstrual days
(iii) Time for exercising civil rights
Time necessary for exercising civic rights
(iv) Childcare leave
A female dispatched employee raising a child under one year of age may request up to 30 minutes twice a day.

Article 38. (Maternal Health Care)
When a female dispatched employee who is pregnant or has given birth for less than one year requests leave for the necessary time to receive health guidance or medical examinations based on the Maternal and Child Health Care Act during her scheduled working hours, leave shall be granted within the following limits.
In the case of prenatal care
・To 23 weeks of pregnancy: …………………… once every 4 weeks
From 24 to 35 weeks of pregnancy: ……… once every 2 weeks
From 36 weeks of pregnancy to delivery: ………… once a week
However, if a doctor or midwife (hereinafter referred to as “doctor, etc.”) gives different instructions from the above (i) When a doctor or midwife (hereinafter referred to as “doctor, etc.”) gives different instructions from the above, the time required according to such instructions.
(ii) Within 1 year after childbirth
The time required in accordance with the instructions of the physician, etc.
When a female dispatched worker who is pregnant or has given birth less than one year ago requests that she has been instructed by a physician, etc. on working hours, etc. based on health guidance or medical examination, the following measures shall be taken.
(i) Easing of commuting during pregnancy
In cases where employees are instructed to avoid congestion when commuting to work, they may, in principle, shorten their working hours by one hour or stagger their work hours by one hour or less.
(2) Special provisions for breaks during pregnancy
(iii) Other special provisions for rest periods during pregnancy and after childbirth
(iii) Measures for various symptoms during pregnancy and after childbirth
In the event that an employee is instructed that she is suffering from pregnancy or postpartum symptoms or is at risk of suffering from such symptoms, she may be required to reduce her workload, shorten her working hours, take leave, etc. to enable her to comply with the instructions. 3.
3. The leave, etc. described in this Article shall be paid without pay.
4. A person who wishes to take leave under this Article shall fill out the prescribed application form and submit it to the Employer.

Article 39. (Childcare and Family Care Leave, etc.)
The treatment of dispatched employees who are taking care of a child up to the age of school entry and who wish to take leave for childcare and to return to work thereafter, or who wish to take leave to care for a family member in need of nursing care, shall be in accordance with the “Regulations Concerning Childcare and Nursing Care Leave, etc.” provided separately.
Chapter 5 Wages

Article 40. (Composition of Wages)
Wages shall consist of the following
Basic wage
Overtime, holiday, and late-night work allowances, etc.
In addition to the above, allowances may be paid depending on the dispatch office where the worker works. The details of such allowances shall be in accordance with the employment contract of each worker.

Article 41. (Method of Determining Allowances, Including Wages)
The wages and other benefits of dispatched employees shall be determined by either the “client equal/balanced system” or the “labor-management agreement system”. Specifically, the following methods shall be adopted. 2.
2. “Client Equal and Balanced Approach
(i) The client’s equal and balanced treatment shall be determined by the method that achieves equal and balanced treatment in comparison with the client’s regular workers, and shall cover all treatment such as basic salary, bonus, commuting allowance, etc.
(2) Whether equal or balanced treatment is to be applied shall be determined by whether or not the nature of the job, the nature of the duties, and the scope of the change in assignment are the same between the dispatched employee and the regular worker of the client to be compared.
3. “Labor-Management Agreement Method”
(i) Various allowances including wages for dispatched employees shall be determined by a method based on a labor-management agreement between the employer and a representative of the majority of the workers that meets certain requirements and based on said labor-management agreement.
(2) Basic salary, commuting allowance, and bonus shall be determined as follows.
Basic salary: Based on the method of the labor-management agreement at ・・・・, the basic salary shall be determined so that it is equal to or higher than the average wage of general workers engaged in the same type of work in the same region as the dispatched employee, as indicated in the notice of the Director-General of the Employment Security Bureau.
Commuting Allowance・・・・The amount of commuting allowance shall be ensured to be equal to or more than the amount equivalent to the commuting allowance for general workers, and the amount equivalent to the hourly commuting allowance for general workers as determined by the Notification of the Ministry of Health, Labor and Welfare shall be paid as the general commuting allowance, converted into an hourly wage.
Bonuses・・・・・ shall be determined and paid based on the results of semiannual work evaluations. However, the amount of bonus may be reduced or forfeited depending on the performance of the employer’s business.

Article 42. (Allowance for Overtime, Holidays, Late Night Work, etc.)
(1) Overtime Work Allowance
When working hours exceed eight (8) hours per day or forty (40) hours per week, a premium allowance calculated in accordance with the following method shall be paid.
Hourly wage hourly rate x 0.25 x number of overtime hours
2) Holiday work allowance
When employees work on legal holidays, they shall be paid a premium allowance calculated by the following method: ・Hourly wage hourly unit price × 0.25 × number of hours worked in excess of 40 hours per week
The premium allowance shall be calculated as follows: – Hourly wage hourly rate × 0.35 × number of hours worked on holidays.
(iii) Late-night work premium allowance
When working between 10:00 p.m. and 5:00 a.m., a premium allowance calculated according to the following method shall be paid.
Hourly wage hourly rate × 0.25 × number of late-night working hours
(4) Under the variable working hour system and flex-time system, hours worked in excess of the legal total working hours shall be treated as overtime work.

Article 43. (Wage Cutoff and Payment Dates)
Wages of temporary employees shall be paid once a month directly to the employees themselves with their pay slips. However, the closing date and payment date shall be in accordance with the employment contract. In addition, if the employee has designated a bank account of his/her choice, payment shall be made by wire transfer to a bank account in his/her name.

Article 44. (Deductions from Wages)
Notwithstanding the provisions of the preceding Article, the Employer shall deduct from wages the following items
Income tax and inhabitant tax
Health insurance premiums, long-term care insurance premiums, employee pension insurance premiums, and unemployment insurance premiums
Other items agreed upon in writing by the employer and the employee representative.

Article 45. (Severance Pay)
(1) In the case of the “dispatched worker equal and balanced system
The severance payment shall be determined by taking into consideration the respective duties of the dispatched employee and the regular worker at the client, the nature of his/her duties, the extent of his/her assignment and other circumstances which are deemed appropriate in light of the nature and purpose of said severance payment.
(ii) In the case of the “labor-management agreement method
The cost of severance pay for temporary employees is converted to an hourly wage and added to the wages of the temporary employees to calculate the amount. The amount is then determined by comparing it to the wage level of a general worker engaged in the same type of work, plus the cost of severance. The determined amount shall be added to the monthly salary.

Article 46. (Allowance for absence from work)
In the event of absence from work due to reasons attributable to the employer, the absence allowance shall be 60/100 of the average wage per day of absence from work.
(2) The provisions of the preceding paragraph shall also include the case where a dispatched worker for an indefinite term or a dispatched worker for a definite term whose worker dispatch contract is terminated within the period of the labor contract is made to take leave due to reasons attributable to the employer, such as inability to find another dispatched worker.

Article 47. (Wages for Leave, etc.)
1. hours not worked due to the taking of legally required leave shall be unpaid.
2. for annual paid leave, the regular wage paid for working the contracted prescribed daily working hours shall be paid.

Chapter 6 Education and Training

Article 48. (Education and Training)
(1) The Employer shall provide step-by-step and systematic education and training to dispatched employees for the purpose of their career development.
(2) The educational training referred to in the preceding paragraph shall be paid and free of charge.
(3) In the event that the employer finds it difficult, for reasonable reasons, to provide the education and training referred to in paragraph (1), the employer may provide the education and training referred to in paragraph (1) by taking measures such as giving dispatched employees voluntary teaching materials for career development. In this case, the employer shall pay the dispatched employee a salary commensurate with the number of hours required for learning the materials.
4. No person who has been instructed by the Employer to receive educational training may refuse to do so without justifiable reason.

Chapter 7 Rewards and Punishments

Article 49. (Purpose of Awards and Punishments)
In order to improve labor efficiency and maintain good order within the Company by strictly and appropriately enforcing the principles of reward and punishment, rewards and punishments shall be administered in accordance with the provisions of this Chapter.

Article 50. (Awards)
Temporary employees shall receive commendations when they have contributed to the Company or society, such as when they have achieved outstanding business results or have made meritorious contributions to accident prevention.

Article 51. (Types of Disciplinary Action and Extenuating Circumstances)
Disciplinary actions shall be classified into the following categories according to the degree of disciplinary action. However, if the disciplinary action is not deemed sufficient, it shall be limited to a strict oral warning.
Admonition …… A severe warning shall be given in writing to warn the offender against the future.
Reprimand …… A written reprimand shall be issued and the employee shall be warned for the future.
Suspension from work…… written notice and suspension from work for a period not exceeding 14 working days without pay.
Admonition to retire …… and recommend that the employee accept an agreement to retire. However, if agreement is not reached within three working days of the recommendation, the employee shall be dismissed on disciplinary grounds.
Dismissal by disciplinary dismissal…… dismissal immediately with notice of dismissal; provided, however, that if the dismissal is approved by the administrative authority, the dismissal shall be immediate without notice of dismissal.

Article 52. (Reprimand and Suspension of Work)
If a dispatched employee falls under any of the following items, he/she shall be given an admonition, reprimand, or suspension from work, depending on the circumstances. However, depending on the circumstances, a verbal warning may be given. In addition, if the degree of the conduct is extremely serious, the employee may be punished as stipulated in Article 53.
(i) When an employee repeatedly arrives late, leaves early, or is absent from work without just cause or fails to report to work.
(2) Frequently leaves the workplace without permission during working hours or abandons work without justifiable reason
(iii) When an employee violates the rules or instructions of his/her supervisor without justifiable reason
(iv) Willfully neglects to notify the employer or client or follow procedures
(v) When an employee has mishandled or allowed someone else to mishandle his/her attendance records
(vi) When a worker handles firearms carelessly or smokes in a prohibited place
(vii) When the employee disrupts the order and public morals of the workplace due to quarrels, arguments, or poor conduct while at work
(viii) When the employee has engaged in gambling or similar activities at the employer’s or client’s premises
(ix) When a worker intentionally damages or loses facilities (including company housing and dormitories), equipment, furniture, fixtures, books (including electronic records), or products or raw materials of the employer or client
(x) Instigating or inciting others to commit or assist in committing an act detrimental to the company.
(xi) Negligently causes a business accident or disaster, resulting in serious damage to the employer or client.
(12) When an employee violates Article 25 (Prohibited Harassment) and harms the working environment for female employees through words or actions related to pregnancy, childbirth, childcare or nursing care, or through words or actions related to pregnancy, childbirth, etc.
(iv) When an employee violates Article 25 (Prohibited Acts of Harassment) and uses obscene language or other sexual language or conduct with the knowledge that it is against the will of the other party.
(iv) In violation of Article 25 (Prohibited Acts of Harassment), harassing behavior with the background of authority
(xv) When an employee violates the service discipline stipulated in the articles of Chapter 3, or when other acts are deemed inconvenient to the same degree as the preceding items.

Article 53. (Disciplinary Dismissal)
(1) When a dispatched employee falls under any of the following items, the dispatched employee shall be subjected to an admonitory retirement or disciplinary dismissal, depending on the circumstances
(i) when the dispatched worker has been absent without leave for more than seven (7) calendar days continuously and cannot be contacted or does not respond to a demand for attendance
(ii) When the employee’s attendance or attitude toward work is poor and has not been corrected after the punishment described in the preceding article, and the employee repeats the same behavior.
(iii) When the employee has been employed by falsifying important circumstances or using other dishonest methods
(iv) When the employee has been convicted of a criminal case and the conviction becomes final and binding, and the employee is deemed to be unsuitable as a dispatched worker
(v) When an employee causes a disaster or work-related accident intentionally or through gross negligence and causes serious damage to the employer or client
(vi) The employee frequently disobeys the attention, instructions, or orders of his/her supervisor, or engages in insubordinate behavior or other acts of overstepping his/her authority, and has not changed his/her behavior even after receiving the punishment as described in the preceding article, and repeats the same acts.
(vii) When the employee has taken or attempted to take money or goods (including electronic records, customer data, etc.) of the employer or the client without authorization.
(viii) When a worker has taken or attempted to take money or goods (including electronic records, customer data, etc.) of the Employer or the Client illegally
(ix) When the employee assaults, threatens, or insults another person and obstructs his/her work, and such assault, threat, or insult is deemed malicious
(x) Instigating or inciting others to commit an act detrimental to the company, and the act is deemed to be as malicious as the other acts stipulated in each item.
(xi) When an employee violates Article 25 (Prohibited Acts of Harassment) and harms the working environment of an employee through words or actions related to pregnancy, childbirth, or the use of systems or measures for childcare or nursing care, or harms the working environment of a female employee through words or actions related to pregnancy, childbirth, or the like, and persistently repeats such acts, etc., which cause the other party to suffer from mental illness due to the accumulation of severe emotional stress. (iii) When a female employee suffers from a mental illness due to the accumulation of severe mental stress.
(12) In violation of Article 25 (Prohibited Harassment), an employee commits an indecent act by assault or threat, or commits an indecent act such as forcing a sexual relationship by using influence based on the relationship between superiors and subordinates in the workplace.
⑬ When an employee violates Article 25 (Prohibited Harassment) and commits an assault or threats against another employee by oppressing him or her against his or her authority, or when an employee persistently and repeatedly harasses another employee, causing the other employee to suffer from mental illness due to the accumulation of severe emotional stress. (iii) When the other party suffers from a mental illness due to the accumulation of severe mental stress
(iv) In addition to the preceding items, if, despite having been punished for the conduct described in the preceding article, the employee engages in further conduct that constitutes grounds for disciplinary action of the same or greater degree, and there is no prospect of improvement
⑯ When an employee’s conduct violates the service discipline stipulated in the articles of Chapter 3, or when other conduct is deemed inconvenient to the same extent as the preceding items.

Article 54. (Compensation for Damages)
When a dispatched employee has caused damage to the Employer, either intentionally or through gross negligence, the Employer may require the dispatched employee to compensate for all or part of such damage. No dispatched employee shall be exempted from this by being dismissed on disciplinary grounds.

Article 55. (Settlement and Return)
When a dispatched employee intends to resign (including termination of contract, dismissal, or disciplinary dismissal), he/she shall promptly return the items supplied by the employer and the client and settle his/her debts to the employer.
Chapter 8 Conversion to an indefinite-term labor contract

Article 56. (Conversion to indefinite-term labor contract)
A dispatched worker employed under a labor contract with a definite term (fixed-term labor contract) who is expected to be continuously employed in the same organizational unit for a period exceeding three years, or a dispatched worker whose total contract period exceeds five years, may, upon application in the form prescribed separately, be converted to an indefinite-term labor contract with no definite term from the day following the last day of the contract period of the current fixed-term labor contract. (2) The total contract period set forth in the preceding paragraph shall not exceed the period of the current fixed-term labor contract.
2. The total contract period set forth in the preceding paragraph shall be the total contract period of the fixed-term labor contract that begins on or after April 1, 2013. However, with respect to a dispatched worker who has been without a labor contract for a period of six consecutive months or longer due to retirement or other reasons accompanying the expiration of the contract period, the contract period prior to such period shall not be included in the total contract period.
(3) The working conditions stipulated in these Rules shall continue to apply after an employee is converted to employment under an indefinite labor contract pursuant to the provisions of Paragraph 1. However, if the employee’s age at the time of conversion to an indefinite labor contract exceeds the retirement age stipulated in Article 11, the retirement age pertaining to said employee shall be 70 years of age, and the employee shall retire at the end of the month containing the date of reaching the retirement age.
Chapter 9 Safety and Health

Article 57. (General Rules for Safety and Health)
The Employer shall endeavor to improve the environment, prevent hazards, maintain and promote health, and take other necessary measures with respect to safety and health. Dispatched employees shall cooperate with other employees to comply with the provisions of this Chapter, maintain the safety and health of the work environment (prevention of industrial accidents), and maintain and promote health.

Article 58. (Safety Obligations)
Dispatched employees shall observe the following items in particular in order to maintain safety in the workplace
(i) Participate in various safety and prevention drills conducted by the employer and client in accordance with laws and regulations.
(ii) Strive to prevent fires and do not smoke except in designated areas.
(iii) Not to remove or render ineffective any safety devices or hazard prevention measures of equipment without permission.
(iv) Not to use equipment or other facilities outside their charge without permission.
(v) Always inspect the prime mover, machinery, tools, vehicles, etc., and take care to prevent accidents from occurring. If any malfunction or dangerous point is found, immediately report it to the person in charge and receive instructions from him or her.
(6) Wear the prescribed work clothes, footwear, protective equipment, etc.
(7) When leaving the work area, the operation of vehicles, machinery, and equipment, etc., in charge of the work must be stopped.
(viii) Always keep the workplace neat and tidy, and do not leave items in aisles, exits, or fire extinguishing equipment.
(ix) When handling fire or items that can easily induce fire, take the utmost care, inspect the remaining fire carefully, and clean up the fire each time it is used so that there is no danger.
(10) Do not move fire extinguishing equipment or devices without permission or use them for other purposes.
(11) At the end of the workday, make sure that all gas, electricity, water, machinery and appliances are turned off or shut off at the main hydrants to ensure safety.
(12) If a fire is found in the workplace or near the workplace, immediately call 119 to report it to the relevant personnel and work to extinguish the fire.
⑬ In addition to the preceding items, do not act contrary to the instructions, orders, or cautions of the person in charge or his/her supervisor with regard to safety.

Article 59. (Hygiene Obligation)
Dispatched employees shall keep their workplaces neat and clean at all times. 2.
Temporary employees shall practice moderation in their daily activities, take moderate exercise as appropriate, prevent illness, undergo medical examinations as stipulated in the following Article, follow the instructions of the physician or health supervisor, and follow any other instructions concerning insurance and hygiene deemed necessary by the Employer.

Article 60. (Medical Examination)
Periodic medical examinations shall be conducted at the time of hiring and once a year.
In addition to the medical examinations prescribed in the preceding paragraph, medical examinations prescribed by the law shall be conducted for those who work late at night or for other special medical examinations. 3.
3. When deemed necessary as a result of the medical examination, the Company may take necessary measures to maintain health, such as shortening working hours and reassignment of employees.

Article 61. (Prohibition of Working for the Sick)
A dispatched employee who falls under any of the following items shall immediately notify the employer and be absent from work. Even in the absence of such notification, the employer may order the dispatched worker to be absent from work after hearing the opinion of an industrial physician.
(1) Patients with or suspected to have legally or notifiably contagious diseases
(2) Patients with psychosis such as schizophrenia and depression
(iii) Patients with pulmonary tuberculosis, contagious skin disease, contagious eye disease, or other diseases that may be extremely contagious to a similar degree
(iv) Patients with tuberculosis, heart disease, beriberi, or other illnesses that may be significantly aggravated by attendance at work
(v) Other patients with illnesses equivalent to those listed in the preceding items, who are deemed inappropriate to work by a physician. 2.
2. As a general rule, the preceding paragraph shall apply without pay. 3.
(3) A dispatched worker shall immediately notify the employer and receive necessary instructions if a family member or a person living with him/her is suffering from, or is suspected of suffering from, a disease that may be contagious to others.

Article 62. (Reinstatement of Work by Persons Prohibited from Working)
When a dispatched worker who has been prohibited from working under the preceding Article requests to resume work, the employer shall decide whether or not the worker may resume work after requesting a medical examination by a physician.

Article 63. (Filing of Complaints)
In the event that the employer receives a complaint from a dispatched worker, the responsible person at the dispatching undertaking shall immediately coordinate with the responsible person at the client undertaking, and in good faith, without delay and in an appropriate and expeditious manner.
Chapter 10 Disaster Compensation

Article 64. (Accident Compensation)
If a dispatched employee is injured, becomes ill, or dies as a result of work-related reasons, compensation shall be paid in accordance with the provisions of the Labor Standards Law and the Employees’ Accident Compensation Insurance Law.
Chapter 11 My Number (Personal Number)

Article 65. (Notification of My Number)
A dispatched employee shall notify the Company of his/her personal number by presenting a personal number card, a notification card, or a copy of the certificate of residence containing his/her personal number to the Company at the time of employment. 2.
2) Employers may request temporary employees to present a photo identification card (e.g., driver’s license, etc.) to verify their identity. In such cases, the dispatched employee shall promptly present the identification card designated by the employer. 3.
3. Temporary employees who have dependents and notify the employer of their dependents’ personal identification numbers must ensure that there are no falsehoods in the notification.
4. When a dispatched employee notifies the employer of his/her own number, including that of his/her dependents, he/she may submit a copy of his/her notification card or personal number card.

Article 66. (Use of My Number)
A dispatched employee may use his/her own personal number for the following procedures with respect to the dispatched employee and his/her dependents.
Notification of health insurance and welfare pension insurance
Notification of employment insurance
Notifications related to the Employee’s Accident Compensation Insurance Act
Notifications related to National Pension Plan No. 3 insured persons
(6) Clerical work related to withholding tax certificates for salaried income and retirement income

Article 67. (Provision of My Number to Third Parties)
1. The Employer may provide My Number of temporary employees and their dependents to a tax accountant or a labor and social security attorney, etc. acting on behalf of such employees and their dependents in the administrative procedures, etc.
The Employer shall conclude a memorandum of understanding regarding the handling of specified personal information with the entrusted party when providing the third party with the personal information.
Supplementary Provisions

(Date of implementation)
These regulations shall come into effect on June 1, 2022.

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