Fujiwork Group Human Rights Policy

Basic Policy on Human Rights

Guided by “Fujiwork Purpose” of believing in human potential, our ethical behavior, “Act with integrity in society” of treating all people as equals, and our “Management Philosophy” of respecting human dignity, Fujiwork will engage in dialogue with our stakeholders. By ensuring that every individual respects basic human rights, preventing human rights violations, and raising awareness of human rights, we will secure a healthy and stable life for our employees and fulfill our corporate social responsibility.

This policy applies to all employees and officers of the Fujiwork Group.
Furthermore, we will encourage the Fujiwork Group’s business partners to support this policy and strive to respect human rights.

The Fujiwork Group supports and respects the “International Bill of Human Rights” and the International Labor Organization’s “Declaration on Fundamental Principles and Rights at Work.”
Furthermore, we will fulfill our responsibility to respect human rights by implementing initiatives based on the United Nations “Guiding Principles on Business and Human Rights.”

We will also comply with the laws and regulations of each country and region where we conduct business.
In cases where internationally recognized human rights conflict with the domestic laws of a particular country, we will seek ways to respect international human rights principles to the greatest extent possible.

To realize this Human Rights Policy, we will advance initiatives to respect human rights through the Human Rights Promotion Committee.

Priority Issues for the Fujiwork Group

In fulfilling its responsibility to respect human rights, the Fujiwork Group will implement initiatives focused specifically on the following priority issues.

  • 1

    Prohibition of Forced Labor

    1. (1) We shall not use forced labor, debt or slave labor, or the labor of prisoners held without their free will.
    2. (2) When hiring, we must not require the payment of a deposit or the submission of original officially issued identification documents or passports. Furthermore, we must ensure that applicants are not charged any recruitment-related fees.
    3. (3) We must grant employees the right to leave the workplace during breaks or after the end of the workday, as well as the right to terminate their employment contract upon reasonable notice.
    4. (4) All employees must be provided with a written employment contract setting forth the terms of employment in a language they can understand.
  • 2

    Prohibition of Child Labor

    1. (1) Children must not be employed at any stage. The term “child” as used here refers to any person under the age of 15, or under the age at which compulsory education ends, or under the minimum age for employment permitted by local laws and regulations, whichever is the highest.
    2. (2) With regard to young employees (employees who are of child-working age but under 18 years of age), they must not be assigned to work that could endanger their health or safety—including overtime and night work—in accordance with the laws and regulations of each country.
    3. (3) An appropriate system must be established to verify the age of employees.
    4. (4) Student employees, interns, and trainees must be provided with appropriate support and training.
  • 3

    Compliance with Appropriate Working Hours

    1. (1) We must comply with applicable national laws and regulations regarding working hours (including overtime), holidays, and vacations.
    2. (2) Weekly working hours shall not exceed 60 hours, except in emergencies or extraordinary circumstances.
    3. (3) Employees must be granted at least one day off per seven-day period, and the number of consecutive working days shall not exceed six, except in emergencies or extraordinary circumstances.
  • 4

    Fair Wage Payment

    1. (1) Wages must be paid to employees on time, in full compliance with all wage-related laws, including those regarding minimum wage, overtime, and statutory benefits.
    2. (2) As a general rule, equal pay shall be provided for equal work and equal qualifications.
    3. (3) A breakdown of wages and allowances must be provided regularly, clearly, and in detail, in a language the employee can understand. Compensation shall be paid in a manner convenient for the employee, either in cash or by bank transfer.
    4. (4) Wages shall not be deducted or withheld for disciplinary reasons.
    5. (5) In the event of overtime work, premium pay based on applicable national laws must be provided for all overtime hours worked.
  • 5

    Prohibition of Employment Discrimination

    1. (1) We shall not discriminate against or encourage discrimination based on race, skin color, nationality, language, ethnicity, social origin, religion, disability, age, gender, sexual orientation, gender identity or gender expression, pregnancy, marital status, union membership, political orientation, military service experience, protected genetic information, or HIV status in hiring, compensation, training opportunities, promotion, termination, or retirement.
    2. (2) We shall not conduct medical examinations, pregnancy tests, or similar procedures on applicants or employees that could be used for discriminatory purposes.
    3. (3) We shall provide reasonable accommodations for religious customs and disabilities.
  • 6

    Prohibition of Inhumane Treatment

    1. (1) We shall not engage in or condone any unpleasant or inhumane conduct, including violence, sexual harassment or abuse, corporal punishment, mental or physical coercion, bullying, public humiliation, or verbal abuse.
    2. (2) Disciplinary policies and procedures must be clearly defined in the employment regulations and communicated to employees.
  • 7

    Freedom of Association

    1. (1) In accordance with the laws and regulations of each country, we must respect employees’ rights to freely associate, join labor unions, participate in protests, and join workers’ councils without fear of retaliation, intimidation, or harassment; we must also respect the right to refrain from such activities. Furthermore, depending on applicable laws and regulations, it is permissible to address these matters through appropriate alternative measures (such as labor-management social gatherings or labor-management roundtable discussions).
  • 8

    Ensuring Health and Safety

    1. (1) We must provide a safe and hygienic workplace environment. We must also ensure the health and safety of stakeholders. Reasonable accommodations must be provided for pregnant women and nursing mothers.
    2. (2) We must identify workplace risks in anticipation of emergencies and take measures to mitigate those risks.
    3. (3) We must monitor the status of work-related accidents and illnesses, investigate and analyze their causes, and implement corrective measures.
    4. (4) We must take appropriate safety measures for machinery and equipment used by employees.
    5. (5) Clean restrooms and safe drinking water must be provided. When providing a cafeteria, clean dining facilities and food storage equipment must be provided.
    6. (6) When providing dormitory housing, it must be clean and safe, and meet basic requirements.

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    Methods for Implementing Initiatives to Respect Human Rights

    To implement initiatives to respect human rights, we will carry out the following:

    • 1

      Implementation of Human Rights Due Diligence and Remedies

        We will establish a human rights due diligence framework and implement it on an ongoing basis. Through this process, we will identify potential adverse human rights impacts arising from the Fujiwork Group’s business activities, implement measures to prevent or mitigate such impacts, and continuously disclose information regarding progress and results.

    • 2

      Establishment of a Complaint Handling Mechanism and Protection of Whistleblowers

      1. (1) We will establish a complaint handling mechanism that allows individuals to promptly report to the company any suspected violations (or potential violations) of our human rights policy or related regulations regarding company policies, business activities, or other conduct.
      2. (2) We will treat Fujiwork Group officers and employees who report concerns in good faith fairly and with respect. Unless such a reporter has been complicit in the violation, we will not tolerate any retaliatory measures against them, and we will endeavor to maintain their anonymity to the greatest extent possible while complying with the law.
    • 3

      Implementation of Training on the Human Rights Policy

        To ensure that all officers and employees are fully aware of this policy, we will conduct orientation training for new hires as well as ongoing refresher training.

End

Date of Enactment: July 2017
Date of Revision: September 2025

Quality Policy