Purpose

Article 1. These Rules shall establish the items to be observed by employees in order to prevent harassment in the workplace, such as violent or intimidating language or behavior, sexual harassment, and cultural or religious harassment (hereinafter referred to as "harassment in the workplace").

　 The term "employees" as used in these rules shall include not only regular employees but also other staff members such as senior buddies, facilitators, and supporters who participate in our programs. 

Definition of: violent or intimidating language or behavior, sexual harassment, and cultural or religious harassment

Article 2.
  1. Violent or intimidating language or behavior in the workplace shall mean any violent or intimidating behavior that disadvantages an employee in terms of his/her working conditions or harms the working environment of other employees.
  2. Sexual harassment means to cause disadvantage to an employee in terms of his/her working conditions in the workplace, or to impair the working environment of other employees due to sexual harassment.　
  3. Harassment related to culture, religion, etc. means to disadvantage an employee of a particular culture or religion in the workplace by discriminatory behavior, or to harm the working environment of other employees.
  4. Workplace in paragraphs 1, 2, and 3 shall mean all places where employees perform their work, and shall include not only during working hours but also during commuting time and break time necessary for the operation of the programs.

Prohibited Conduct

Article 3. All employees shall recognize other employees as equal partners in the performance of their duties, respect each other's backgrounds, and have an obligation to maintain sound order and cooperation in the workplace. Employees shall not engage in any of the acts listed in paragraphs 2 through 4 below in the workplace.

  1. Violent and intimidating language or behavior (the following acts fulfill the requirements of Article 2, Paragraph 1)
    1. Physical attacks
    2. Mental aggression such as words or behaviors that deny one's personality
    3. Use of insulting words and phrases such as offensive slangs
    4. Intimidation such as violent shouts and intimidating attitude

  2. Sexual harassment (the following acts that fulfill the requirements of Article 2, Paragraph 2)
    1. Unnecessary questions or remarks concerning sexual and physical matters
    2. Viewing, distributing, or posting obscene pictures
    3. Unnecessary physical contact
    4. Sexual language or behavior that discourages other employees from working and prevents them from performing to their full potential
    5. Coercion into a dating or sexual relationship
    6. Voyeurism (taking photography and video without permission)
    7. Any other sexual words or actions that may cause discomfort to the other party or other employees, even said or done as part of a joke.

3. Harassment related to culture, religion, etc. (the following acts that meet the requirements of Article 2, Paragraph 3)
    1. Language or behavior that is offensive to the other party's culture or country, such as nicknames, teasing, or foul language
    2. Judgemental questions or remarks about the other person's religious beliefs

Actions

Article 4. In the event of any of the above situations, Tomonokai Global Education Team shall take the necessary measures such as Article 4. Paragraphs 1, 2, and 3 to improve the working environment in order to resolve the problem.
    1. Withdrawal of job offer for accepted programs
    2. Prohibition of participation in upcoming programs
    3. Legal measures

Consultation and Response to Complaints
Article 5. The consultation office for consultation and complaint handling regarding harassment in the workplace shall be established as follows.
    1. Tomonokai Global Education Team "Workplace Safety Report Form"
    2. Tomonokai Global Education Team, Phone number: 050-1741-1243

In the event of a consultation or complaint, the privacy of the person concerned will be protected, and the person will not be treated unfairly because of having consulted with the company or having cooperated in confirming the facts.

After receiving the report, Tomonokai Global Education Team will objectively verify the facts.

Obligation to prevent recurrence
Tomonokai Global Education Team shall, in the event of a case of harassment in the workplace, take appropriate measures to prevent recurrence, including analysis of the cause of the incident and prevention of recurrence.

These rules shall come into effect as of December 27, 2023.