Article 1 (Purpose)
The Company shall take measures to prevent sexual harassment and respond appropriately to any incidents thereof, in order to ensure that applicants, internship participants, and all other individuals involved in the Company's recruitment activities or related activities (hereinafter collectively referred to as "Job Seekers") are provided with opportunities in a safe and respectful environment.
These Guidelines set forth the Company's basic policy and specific measures with respect to Job Seekers.
Article 2（Scope of Application）
These Guidelines shall apply to all recruitment-related activities in which the Company is involved, including the following:
- (1)Recruitment selection activities (interviews, meetings, and document screening)
- (2)Internships, company tours, and company introduction sessions
- (3)Casual interviews
- (4)Follow-up activities and events for prospective employees
- (5)All points of contact, whether online or offline
Article 3（Basic Policy）
The Company shall interact with Job Seekers in accordance with the following policies:
- (1)Respect the personality and dignity of Job Seekers
- (2)Refrain from taking advantage of a superior position in recruitment activities to force or induce inappropriate relationships
- (3)Establish an organizational management system to prevent harassment
Article 4 (Rules Concerning Recruitment Activities)
The Company has established the following rules to ensure fairness and transparency in its recruitment activities.
- (1)Interviews and meetings shall, in principle, be conducted during the Company’s regular business hours. However, if it is unavoidable due to circumstances on the part of the Job Seekers or other relevant reasons, interviews and meetings may be conducted outside of regular business hours.
- (2)Interviews and meetings shall, in principle, be conducted at Company facilities or through online communication tools. However, if a Job Seeker wishes to use a location other than those specified above due to personal circumstances, the Company shall permit such location, provided that the location is disclosed to the Company in advance and is not a private room.
- (3)In connection with recruitment activities, the Company shall not engage in the exchange of personal contact information, nor arrange individual meals or gatherings involving the consumption of alcohol with Job Seekers. However, exceptions may be made where the Company deems such arrangements necessary, including for post-offer follow-up activities. In such cases, the following requirements shall be observed:
- - Such activities shall not be related in any way to selection decisions.
- - In principle, such activities shall be conducted by two or more Company representatives.
- - No relationships beyond the scope of business purposes shall be established.
- - Any conduct that may lead to the development of a personal or private relationship is prohibited.
- (4)The Company shall not ask Job Seekers questions regarding their private life or sexual matters that are unrelated to the selection process. Interviews shall be limited to matters concerning job suitability and professional competence.
- (5)This Guideline and these Rules shall also apply to meetings with Job Seekers conducted by employees other than recruitment personnel.
- (6)If requested by a Job Seeker, the Company shall accommodate requests for changes in the interview format or for the participation of multiple Company representatives in a meeting.
- (7)If you experience or become aware of any conduct that violates these Rules, please contact the consultation channel set out below.
Article 5 (Prohibited Conduct)
All employees engaged in recruitment activities are prohibited from engaging in any of the following conducts.
(1)Inappropriate conduct
- a)Remarks or questions of a sexual nature
- b)Unnecessary physical contact or inappropriate behavior
(2)Improper relationship requests
- a)Requests that could be perceived as being linked to interview results or selection decisions
- b)Request to exchange personal contact information or develop a personal relationship
- c)Pressuring Job Seekers to attend private meals or gathering involving alcohol
(3)Adverse treatment
- a)Unfavorable evaluations or selection decisions based on a Job Seeker’s refusal to submit to or report harassment
(4)Abuse of a superior position (power harassment)
- a)Conduct that causes mental distress to Job Seekers by exploiting a superior position in the recruitment or evaluation process.
- b)Excessive demands or inappropriate restrictions beyond what is reasonably necessary for the recruitment process, including forcing Job Seekers to withdraw from other recruitment processes.
Article 6 (Consultation and Reporting System)
The Company has established a system that enables Job Seekers to seek consultation in a safe and secure manner.
(1)Consultation contact
- a)Job-seeking harassment consultation desk
Address: harassment.support@jrcs.co.jp
(2)Anonymity and confidentiality
- a)Job Seekers may seek consultation or make reports anonymously.
- b)All consultation details and personal information shall be handled with strict confidentiality.
(3)Prohibition of Adverse Treatment
- a)The Company shall not subject Job Seekers to unfavorable treatment in selection evaluations on the grounds that they have sought consultation or made a report.
Article 7 (Response to Incidents)
In the event that a suspected harassment case arises, the Company shall take the following actions.
- (1)Conduct prompt and impartial fact-finding investigations
- (2)Respect the wishes of the person reporting the harassment
- (3)Provide guidance to and take disciplinary action against the persons concerned, as necessary
- (4)Implement measures to prevent recurrence
Article 8 (Establishment of an Internal Framework)
The Company shall thoroughly implement measures to prevent harassment through the following initiatives:
- (1)Conducting regular training for personnel involved in recruitment activities
- (2)Establishing a multi-person interview process and maintaining appropriate records
- (3)Ensuring the proper use of online interview tools
- (4)Monitoring risks associated with recruitment activities
Article 9 (Request to Job Seekers)
In order to create a better recruitment environment, the Company requests the cooperation of Job Seekers with respect to the following:
- (1)If you have any concerns or questions, please do not hesitate to contact the consultation desk.
- (2)In order to ensure an accurate understanding of the facts, please provide an explanation of the circumstances to the extent possible.
Article 10 (Review of These Guidelines)
These Guidelines shall be reviewed as appropriate in consideration of revisions to laws, regulations, and guidelines, and the status of their implementation.
（Supplementary Provisions）
These Guidelines shall come into effect on September 1, 2026.