The Samty Group recognizes that its business activities may have potential or actual impacts on human rights.
We respect the human rights as set forth in the internationally recognized "International Bill of Human Rights" and the International Labour Organization's (ILO) "Declaration on Fundamental Principles and Rights at Work." We also conduct our business activities in accordance with the "United Nations Guiding Principles on Business and Human Rights."
We commit to understanding and complying with laws and regulations relevant to our business operations in all countries and regions where we conduct our activities. In the event that local laws and regulations differ from or conflict with international human rights standards in a given country or region, we will seek to respect internationally recognized human rights to the fullest extent possible within local laws and regulations.
Our Human Rights Policy applies to all officers and employees of each company within the Group. In order to realize our commitment to human rights in our business activities, we also expect our business partners to understand and support this policy.
The Board of Directors of Samty Co., Ltd. assumes the responsibility for the commitment to human rights and overseeing the initiatives in this regard.
We conduct due diligence in accordance with the "United Nations Guiding Principles on Business and Human Rights" to identify, prevent, and mitigate any negative human rights impacts associated with our business activities.
In addition to ensuring that we do not violate human rights ourselves, we strive to prevent our stakeholders, including our business partners, from contributing to human rights abuses. If we are found to have caused or contributed to human rights abuses, we will take corrective action.
We respect individual human rights and diversity. We do not engage in discriminatory practices based on nationality, race, ethnicity, religion, ideology, gender, age, disability, gender identity, sexual orientation, employment status or any other characteristic protected by the laws of any country or region. We also refrain from any actions that undermine the dignity of individuals.
We do not engage in any behavior, whether verbal or physical, that harms or injures others, including any form of harassment.
We do not engage in forced or child labor. We also do not tolerate any form of modern slavery, including human trafficking.
We respect the right to freedom of association and collective bargaining in accordance with the laws and regulations applicable in the countries and regions where we conduct our business activities.
We review the laws and regulations concerning workplace safety and health, along with their implementation, to provide a safe and healthy work environment.
We comply with all laws and regulations regarding working hours and wages applicable in the countries and regions where we conduct our business activities. We strive to ensure that employees receive wages that enable them to meet the minimum standard of living.
We are committed to promoting human rights among our business partners and throughout our supply chain. We share our human rights policy with suppliers and assess and evaluate their compliance with these principles.
We establish and maintain mechanisms and points of contact, available at all locations where we conduct business, to enable employees and business partners who have experienced human rights abuses to report their concerns at any time. We also implement a system that allows for anonymous reporting. We continually identify and address the human rights impacts of our business activities and work to take corrective action.
We are committed to not retaliating against employees and stakeholders who make reports, including whistleblowers. We strictly manage personal information and maintain the confidentiality of the content of reports. We view these mechanisms as an integral part of increasing transparency in our business activities and strengthening mutual trust with our stakeholders.
To disseminate this human rights policy and ensure compliance, we will translate the policy into the appropriate language used in the countries or regions where we operate. We will provide ongoing training and education to all officers and employees.
We will disclose the progress of our efforts to disseminate the human rights policy and initiatives to promote respect for human rights through communication channels such as the Samty Group website.
This policy was approved by the Sustainability Promotion Committee on January 25, 2024
Established on January 25, 2024
Yasuhiro Ogawa
Representative Director and President
Samty Co., Ltd.
For the prevention of sexual harassment and power harassment, which have become social issues, the Group provides training and awareness-raising programs to prevent discrimination and harassment, such as holding harassment prevention seminars by our legal advisors and outside consultants. To strengthen response measures, we have formulated a Compliance Manual, which also covers the prevention of harassment related to pregnancy, childbirth, childcare leave, nursing care leave, etc., and established and are operating internal and external reporting and consultation services.
The Group focuses on creating a workplace environment in which a diverse workforce, regardless of gender, can play an active role, leading to greater satisfaction for all employees. Especially for women, we have formulated childcare leave rules, and are working to establish various support systems (childcare leave benefits, Mom & Dad Child Care Leave Plus, shorter working hours for childcare, etc.) to encourage women to be active while giving birth and raising children. Aiming to increase the ratio of female managers, we will continue to respect the diversity of our employees, further raise awareness within the company, and promote the creation of a corporate culture in which a variety of human resources can play active roles.
| Childcare Leave Benefits | A system that allows employees who take childcare leave (including childcare leave at birth) and meet the eligibility requirements to receive childcare leave benefits of 67% of the wage at the start of the leave (50% after 180 days) in principle |
|---|---|
| Mom & Dad Child Care Leave Plus | A system that allows fathers as well as mothers to take childcare leave to participate in childcare, extending the previously one-year period of childcare leave by two months until the child reaches one year and two months of age |
| Childcare Leave at Birth | A system allows male employees to take up to two divided leaves of absence of up to four weeks within eight weeks from the birth of a child, as one of the measures to encourage men to take childcare leave |
| Shorter Working Hours for Childcare | A system that allows employees to reduce their prescribed daily working hours to 6 hours per day when taking care of a child up to the completion of the third year of elementary school |
| Limitation on Overtime Work | A system that enables employees to request a limitation on overtime work to 24 hours per month or 150 hours per year when taking care of a pre-elementary school child |
| Limitation on Late Night Work | A system that enables employees to request a limitation on late night work from 10:00 p.m. to 5:00 a.m. when taking care of a pre-elementary school child |
| Limitation on Extra Work | A system that enables employees to request a limitation on extra work when taking care of a child under the age of three |
| Child Nursing Care Leave | A system that allows employees to take up to five days (10 days for two children) of leave per year to care for a sick or injured child or to have the child receive vaccinations or medical checkups (hourly leave is also possible) when taking care of a pre-elementary school child |
| Babysitter Subsidy System | A system to subsidize a portion of babysitter fees to support the work and childcare balance of executives and employees raising small children, etc., adopting the Babysitter Usage Fee Subsidy System implemented by the Cabinet Office and All Japan Childcare Services Association |
The Group is promoting the employment of para-athletes with the aim of creating a society in which everyone can support each other through sports, regardless of their disabilities.
As our main support, we cover the activity expenses of the para-athletes and provide them with an environment in which they can concentrate on their competitions. Currently, the Group employs three athletes (of deaf swimming, deaf table tennis, and wheelchair rugby). We will continue to support the activities of these athletes and contribute to the development of sports for the disabled and the realization of a symbiotic society.
