The RareJob group has been committed to respecting human rights in all aspects based on “Guiding Principles on Business and Human Rights” of the United Nations.
The RareJob group recognizes that it is essential to respect human rights of all stakeholders involving our business in all aspects to realize the group vision, “Chances for everyone, everywhere.” The group has been committed to respecting human rights of all stakeholders in all aspects.
2. Prohibition of Discrimination and Harassment
Any discriminatory behavior on the basis of race, color, creed, religion, gender, nationality, age, or physical or mental disability are prohibited in order to respect the dignity of all individuals and organizations. In addition, all forms of harassment, such as sexual harassment and power harassment, which involve inhumane words, actions, and behaviors, are strictly prohibited.
3. Respect for human rights and safety of employees
The group has been committed to creating a rewarding work environment where employees can work with peace of mind and in good mental and physical health in accordance with laws and regulations.
4. Prohibition of Forced Labor and Child Labor
All parties involved in any business activity of the RareJob group are prohibited to get involved in forced labor and child labor.
5. Ensuring Effectiveness
The compliance regulations stipulate that employees are obliged to report to their management or use a whistleblowing system if they find a violation case against human rights in the RareJob group. In addition, the compliance committee investigates cases considered serious and reports to the board of directors once a quarter.
Health and Safety for Employees
The group strives to create a safe and healthy work environment for all employees in the group.
1. Health Committee
The health committee holds to discuss the status of employee overtime and paid leaves and efforts are made to improve the situation.
2. General Employer Action Plan for Act on the Promotion of Women’s Active Engagement in Professional Life
Monthly monitoring of overtime hours and interviews with employees who work overtime too much are conducted with the goal of reducing overtime hours.
3. Stress Checks
Stress checks are conducted once a year for all employees of the group. Those who are considered to need care based on stress check results are provided with opportunities to see industrial physicians in an effort to detect and remedy mental health problems as early as possible.
4. Communication with Employees
Employee representative system is introduced. An employee representative is selected by nomination or candidacy and should be responsible for concluding labor-management agreements and listening to employee opinions.
1. Compliance with Laws and Regulations
The group complies with the relevant laws and regulations of all countries and regions in which we operate in accordance with our taxation policy.
Tax-related information is appropriately disclosed to all stakeholders in accordance with applicable laws, regulations, and accounting standards in all countries and regions where we conduct business.
3. Transfer Pricing Regulation
The appropriate system to ensure compliance with appropriate pricing and price verification processes for all applicable foreign-related transactions is established. In addition, profits are distributed appropriately in accordance with the contributions of subsidiaries and affiliates in each country.
4. Appropriate Tax Payment
Appropriate tax payment is always implemented by making the most reasonable decision within the scope of our business objectives and legislative intent. Usage of tax havens for the purpose of tax avoidance and tax planning with the intention of avoiding taxation are not committed.
5. Relationship with Tax Authorities
Appropriate communication with tax authorities in all countries and regions where we conduct business activities are kept as necessary and a relationship of trust.
Prevention of monopoly and unfair competition
1. Compliance with Applicable Laws and Regulations
Fair and equitable transactions are conducted in compliance with applicable prevention of monopoly and unfair competition laws in all countries and regions where we conduct business.
2. Application Scope
The policy applies to all executives and employees of the RareJob group. We also ask all stakeholders involved in all business activities of our group to understand and cooperate with the policy.
3. Prohibited Activities
All activities that violate prevention of monopoly and unfair competition laws are prohibited such as refusing or terminating specific entities or new entrants by cooperating with competitors or in industry associations.
Regular internal training programs are conducted for all employees of the RareJob group to let them understand prevention of monopoly and unfair competition policy.
1. Whistleblowing policy
The Whistleblowing system is operated in the RareJob group for the purpose of preventing, early detection and handling of misconduct due to inappropriate behavior and so on.
2. Rules of Whistleblowing system
The rules for the system apply to all employees including part-time workers, temporary workers, outsourced workers, resigned workers and retirees who have engaged in the business of the RereJob group. Internal and external contacts are available. Full name is required when people report a case to conduct appropriate investigations, but anonymous whistleblowing is also possible. Whistleblowers shall not be treated unfavorably because of their reporting. If they were treated unfairly, disciplinary action will be taken against violators in accordance with internal regulations.
3. Dissemination of the Whistleblowing System
The rules and information about the system are available to all employees at any time on the portal site of the Rarejob group. In addition, all employees are informed about the system through induction sessions.
The RareJob group is committed to preventing all forms of corruption such as extortion and bribery. The group promotes awareness of ethical and honest behavior in accordance with the compliance regulations, which set standards of conduct for employees.
1. Anti-Corruption Policy
Any improper money, goods, benefits, or other economic advantages should not be provided to public officials or equivalent parties in all countries and areas where we conduct our business. When serious compliance violations such as corruption happen, the compliance committee discusses whether or not disciplinary action is necessary and measures to prevent recurrence of such violations should be implemented. The status of compliance is reported to the Board of Directors once a quarter.
2. Incidents Report
In the fiscal year ended March 31, 2023, there were no incidents of fines, penalties, or monetary settlements due to corrupt practices.
An e-learning training on compliance for employees to ensure that they comply with anti-corruption policies is regularly conducted.
It is important to provide appropriate information at the right time from an objective point of view in our marketing communications.
1. Appropriate and Understandable Expressions
Relevant laws and regulations should be complied and we will make every effort to use accurate and understandable expressions that are free from any risk of misinterpretation or misunderstanding in any service descriptions, advertisements and promotions.
2. Fair Representation
Legitimate proofs should always be presented and unsuitable expressions and conducts that infringe on the honor or rights of third parties, including the products and services of other companies should not be engaged.
3. Compliance with Public Order and Morals
If any of our outsourcing businesses or individuals for our advertising activities causes or is likely to cause a problem that offends public order and morals or has a negative impact on society, measures have been taken to stop outsourcing.
4. Respect for Diversity
Communication with due consideration of race, nationality, gender, age, occupation, religion, creed, disability, or other differences should be conducted for all kinds of customers. Discriminatory or offensive expressions that may evoke unpleasant feelings should be avoided.
5. Consideration for Children
The group provides products and services for children. Plain language and expressions to provide information will be used as much as possible for children, then they can understand it correctly.