1. Human rights and Labor

a. Prohibition of forced labor 

①Partners must assign executives and employees to work in accordance with the labor standards laws of the country in which they conduct business, and must not force any form of forced labor (slavery, human trafficking, etc.) against the will of executives and employees.

②When hiring, partners must conclude an employment contract in a language that the recruit can understand and provide a copy of the contract to the worker, and must check the original documents related to identity and immigration, such as ID cards, passports, or work permits, and ensure that workers themselves keep them so as not to restrict workers' personal activities.

③Partners must not engage in physical or mental bondage for the purpose of forced labor. In addition, they must not be supplied goods and services from trading companies that engage in such forced labor, and must take appropriate measures if such facts are confirmed.

④Partners must not unreasonably restrict the movement of executives and employees, and executives and employees must be able to freely leave the company at will.

b. Prohibition of child labor

① In principle, partners must not engage in any form of child labor. (Children: Persons under the minimum age for employment determined by their country and local laws) Partners must verify the age of executives and employees and job applicants through legal documents such as ID cards and birth certificates.

② When hiring young workers, partners must not employ them in processes that are hazardous to safety and health, or in overtime or night work. During practicum, students must be separated from general workers and receive separate management and support according to the practicum program.

③ Partners must not be supplied goods and services from trading companies that engage in child labor or violate relevant laws, and must take appropriate measures if such facts are confirmed.

c. Prohibition of discrimination

① Partners must not discriminate against executives and employees in terms of hiring, wages, compensation, promotion, training, and welfare system on the grounds of gender, race, skin color, ethnic origin, nationality, religion, disability, political orientation, age, family status, social status, union membership, and political opinion.

② When hiring executives and employees, partners must not require conditions that are not necessary for the performance of their duties.

d. Compliance with working hours 

① Partners must comply with the legal working hours of the country in which they conduct business, and must ensure to take breaks, weekdays off, vacation requests, and paid/unpaid leave in accordance with legal requirements.

② Partners must avoid unwanted overtime work by executives and employees, and provide fair compensation when unavoidable overtime work occurs.

③ Partners must guarantee executives and employees an average of at least one paid holiday per week.

e. Wages and welfare 

① Partners must pay wages in compliance with the laws and institutions of the country in which they conduct business. Wages must be paid on a designated date, and pay slip written in a language that executives and employees can understand must be provided.

② Partners must strive to provide a pleasant work environment for executives and employees and to operate a welfare system to improve the quality of life.

③ Partners must provide mandatory training prescribed by the laws and institutions of the country in which they conduct business. In addition, they must strive to develop the careers and strengthen the capabilities of their executives and employees. 

f. Humane treatment 

① Partners must respect the human rights of all executives and employees and must not give unnecessary work instructions outside of working hours.

② Partners must prohibit threats/harassment of any harsh or inhumane treatment, including violence, sexual violence, sexual harassment or abuse, corporal punishment, mental/physical coercion, harassment, public shaming, and verbal abuse, to other executives or employees beyond the scope of work by using superiority in workplace status or relationship between executives and employees.

③ Partners must take appropriate measures upon request, such as change of work location or change of assignment, to executives and employees who are victims of workplace harassment, and must take necessary measures, such as disciplinary action or change of work location, against the offending executives and employees.

g. Guaranteeing freedom of association 

① Partners must guarantee the rights of executives and employees to association and collective bargaining in accordance with the laws and institutions of the country in which they conduct business, and must allow the establishment and operation of legitimate bargaining units.

② Partners must faithfully engage in consultations so that executives and employees or their representatives can communicate with management about collective bargaining matters without fear of discrimination, retaliation, threats, etc.