DCM Holdings
Human Rights Policy

We understand that there is a chance that our corporate activities will have an effect on human rights, and are aware that fulfilling our responsibility towards respecting human rights is our most important priority as a corporation. Additionally, we observe all laws, ordinances and regulations in every country and region in which we conduct business activities.

We understand that the following international declarations and principles are the standard for thinking about human rights, and we support these.

Our human rights policy is applicable to all of our executives and all employees. All executives and employees understand the human rights policy and conduct themselves in a manner that is respectful of the human rights of others. When it has become clear that any client or other parties related to our business are having a negative effect on human rights, we request that the relevant client or other party mend their ways. Additionally, we will not start dealings with a company that is clearly participating in human rights violations.

• Prohibition of Discrimination
  We prohibit any discrimination on the basis of race, nation, sexuality, language, age, religion, political or other opinions, thoughts and beliefs, nationality, social background, assets, birthplace or any other factors (sexual orientation, gender identity, health status, presence of disability). Additionally, we prohibit compulsion to work through violence, derogatory remarks, abuse, slander or coercion and prohibit infringement upon human rights through things such as bullying. Additionally, in hiring and employment, we will not disadvantage anyone for any attributes that are not related to work.
• Prohibition of Excessive and Undue Labor
  We prohibit excessive labor in line with international declarations and principles, and domestically, in addition to a 40 hour work week, when exceeding the limitation of overtime work hours laid out in the labor-management agreement based on Article 36 of the Labor Standards Act (hereinafter, “Agreement 36”), employees will not be asked to work aside from temporary, extraordinary situations. Even if the situation falls within the scope of Agreement 36, consideration will be given to the health and safety of employees. Additionally, we will ensure those employees have suitable break time.
• Prohibition of Compulsion to Work
  We respect the fundamental human right of allowing employees to work of their own freewill, and to choose their work freely. We prohibit labor compelled through threat of penalty and all labor that the employee did not willingly undertake of their own volition.
• Prohibition of Child Labor
  We prohibit labor performed by children under the minimum age of employment laid out in the law.
• Prevention of Insufficient / Unpaid Wages
  We observe laws related to wages and make payments equivalent to the wages laid out beforehand in employment contracts and work regulations on the prescribed pay dates. We give consideration to prices of commodities in the regions where employees and their families live and make revisions to wages as is necessary.
• Guaranteeing Safety and Health of Labor
  We offer opportunities to confirm mental and physical health, such as health checkups and stress checks. We offer a safe and hygienic labor environment in line with laws and ordinances. We actively implement measures to prevent against infection.
• Prohibition of Harassment
  We prohibit any and all forms of harassment. We will secure opportunities to periodically educate our employees with the aim of preventing harassment before it occurs.
• Freedom of Association
  We respect the right of employees to enter labor unions, and prohibit acts that would put employees at a disadvantage like having not joining as an employment condition or dismissal as a result of having participated in a labor union. Additionally, we will not prevent employees from forming their own union. We respond to requests from collective bargaining from labor unions and deliberate appropriately.

Based on our human rights policy, the organization to promote human rights engages in human rights initiatives under the supervision of the board of directors.

We will construct mechanisms for due diligence for human rights in line with the Guiding Principles on Business and Human Rights, and work to prevent and mitigate negative effects on human rights.

We appropriately and fairly operate grievance mechanisms so anyone that may have their human rights infringed upon by our business activities can access effective relief. Substantively, we will establish a service center that employees and customers can contact for consultations, and ensure that anyone can contact it. Additionally, the information gathered through consultations and reports will be handled with consideration given to the protection of personal information and an appropriate response will be implemented. We do not accept nor overlook human rights infringements, and, in the event we receive a report or statement that human rights are not being respected, we will perform an appropriate investigation and engage in initiatives and the promotion of corrections.

We engage in education and developmental activities so that all executives and employees are well-versed in our human rights policies. We regularly engage in close talks and negotiations with our stakeholders to prevent human rights violations before they occur. And, through having external experts on human rights weigh in, we will improve our initiatives towards respecting human rights. We also conduct educational activities for our clients so that they can support our human rights policies.

We periodically monitor the state of observance of our human rights policies.

We disclose information related to our human rights policies and initiatives towards the respecting of human rights through our DCM Holdings Co., Ltd. website.