5. Employment Regulations for
Indefinite-Term Temporary Employees

Employment Regulations for Indefinite-Term Temporary Employees(Purpose)
Article 1

This defines the service regulations and employment conditions ofindefinite-term temporary employees of ISA Co., Ltd. (hereinafterreferred to as a company).

2.

Indefinite-term temporary employee must comply with the terms of
employment etc. clarified both in the employment contract and a clear
letter of the terms of employment, issued by the company, and must follow
business instructions, concentrate on his / her work, and maintain goodorder at the workplace, making efforts to improve work efficiency andcooperating each other.

3.

What is not stipulated in this employment regulation shall be governedby the Labor Standards Act and other laws.

(Definition of Indefinite-Term Temporary Employee)
Article 2
In this employment regulation, indefinite-term temporary employee is an
employee employed by the company without fixing a period of employment,
and works under the command order at the dispatch destination by the
direction of a company.

(Employment)
Article 3

Among temporary employees employed under fixed-term employment contracts,
those with a total contract period of more than 5 years may move theiremployment from current fixed-term employment contract to theindefinite-term employment contract from the day after the last day ofcurrent contract by applying in a separately defined form.

2．

Apart from the preceding Paragraph, among temporary employees employed
under fixed-term employment contracts, those with a total contract periodof more than a year might move their employment to indefinite-term
employment contract at the discretion of a company if temporary employees
agree.

3．

The total contract period set forth in paragraph 1 of this Article shallbe the total of the contract period of the fixed-term employment contractthat started or renewed on or after April 1, year of Heisei 25 (2013).
As for the currently concluded fixed-term employment contract, the period
shall be up to the last day. Provided, however, that if there is a period(cooling period) in which the employment contract stipulated in thisEmployment Regulation has not been concluded, the previous contract period
before the cooling period shall not be included in the total contract
period.

4.

The period not included in the total contract period in the preceding－ １ －paragraph shall be as follows.

Contract Period of
Fixed-Term Labor Contract

Period Without Contract

To be Added in The Total
Less than 2 months

1 month or more

Over 2 months – 4 months or less2 months or more

Ove 4 months – 6 months or less3 months or more

Over 6 months – 8 months or less

4 months or more

Over 8 months – 10 months or less

5 months or more

Over 10 months

6 months or more

5.

Company might employ as an indefinite-term temporary employee from the
beginning if necessary, separately from preceding items.

(Probation Period)
Article 4
Probation period shall not be applied to those employed due to move fromfixed-term temporary employees.
2.

As a general rule, probation period for an employee employed underParagraph 5 of the preceding Article shall be 3 months.

3.

Company might extend the probation period within the period not beyond
1 year in total from the original probation period, if necessary, todetermine the aptitude as the indefinite-term temporary employee.

4.

In the case the probation period described in the preceding paragraph isset, a company may immediately terminate the employment contract if thecompany determines that the temporary employee is disqualified during theprobation period.

(Dismissal During Probation Period)
Article 5
When a probation period is set, if an employee falls under any of following
items, he/she will be dismissed even if it is in the middle of the period.
（1）

When repeating absence, lateness, early leaving without a justifiablereason（2）

When a company determines that a temporary employee has problems especiallyin the work attitude, approach to work, adequacy, etc. at a dispatch
destination and at a company, and that he/she is not competent as atemporary employee（3）

When falling under the reasons for disciplinary dismissal stipulated in－ ２ －Article 38 or the reasons for dismissal stipulated in Article 43
2.

When a company dismisses a temporary employee pursuant to the provisionof the preceding paragraph, the company shall give at least 30 days priorwarning or pay a dismissal warning allowance of at least 30 days of average
wage. The number of days for dismissal warning shall be shortened by the
number of days the average wage is paid for. Provided, however, that thisshall not apply to the case of dismissal certified by the Chief of local
Labor Standards Office, and in the case of dismissal of temporary employees
during probation period (except those who have been continuously employed
after 14 days passed).

(Documents to Be Submitted)
Article 6
Temporary employee employed as indefinite-term temporary employee must
submit the following documents within one week after employed date.
However, those moved from fixed-term employment can omit to submit certain
documents admitted by the company.
（1）

Basic Pension Number Notice (Pension Handbook)（2）

Personal Number Card, Notification Card or a copy of Residence Certificate
on which a personal number is written or a Certificate of Items Stated in
Residence Certificate. (In case of presenting Personal Number Card or
Notification Card, it must be the original. In case of mailing those
document, a copy is accepted.）（3）

Personal Reference Letter (specified by the company)（4）

Various Pledges (specified by the company)（5）

Other documents required by the company

2.

There must be two guarantors whom the company deems appropriate.

3.

The period of identity guarantee is limited to 5 years. Company may request
to renew the period of the identity guarantee if company deems it
necessary.

4.

If the guarantor dies, receives a declaration of disappearance, or goesbankrupt, and/or if the company finds the guarantor to be ineligible, thetemporary employee shall change the guarantor immediately and report toa company.

(Clarification of Working Conditions)
Article 7
When hiring an indefinite-term temporary employee, a company shall clearly
indicate working conditions, by showing the employment contract which
describes basic working conditions such as date of employment, period of
employment, wage etc., and a clear letter of the terms of employment which－ ３ －describes place to work, work hours, overtime work, details of working
conditions at dispatch destination, and also this regulation.

(Relocation/Change of Duties)
Article 8
A company may order a change of dispatch destination, workplace, and duties.
Other working conditions will be discussed between a company and thetemporary employee.
2.

In case of relocation or change of duties, working conditions may bechanged in consultation with the temporary employee.

3.

As a general rule, temporary employees are not allowed to refuse the orderof change of Paragraph 1 of this Article.

4.

With regard to an indefinite-term temporary employee whose labor contract
is still in place at the end of the Worker Dispatch Contract, the company
shall make an effort to dispatch him/her to another dispatch destination
promptly, and if it is unable to secure new employment opportunity for
him/her, the company shall give them a leave of absence etc. and maintainemployment of the temporary employees.

(Service)
Article 9

Indefinite-term temporary employee must work in accordance with thisEmployment Regulations, Employment Contract, and working conditions
described on a clear letter of the terms of employment.

2.

Indefinite-term temporary employee must work in accordance with the
instruction from the dispatch destination.

3.

Indefinite-term temporary employee must comply with the following mattersregarding temporary employment.
（1）

Indefinite-term temporary employee must comply with precautions formaintaining discipline and using facilities at the work place（2）

Indefinite-term temporary employee must not divulge the secrets thathe/she has acquired in business（3）

In case of absence, lateness or early leaving, indefinite-term temporary
employee must request permission from both a dispatch destination and acompany in advance. If he/she could not report in advance, immediately
clarify the reason why and report both a dispatch destination and thecompany.

(Rules at Work)
Article 10
Indefinite-term temporary employee must observe the following items whenworking.
－ ４ －

（1）

Start working immediately at the starting time, and work until ending time.

（2）

Make clear your whereabouts to the head of your office when you have tobe away from your workplace for business reason.

（3）

Do not be away from your workplace for private reasons.

（4）

If you have to be away from your workplace for unavoidable reasons, obtain
permission from the head of your office in advance.

（5）

Always keep your work organized so that the work can be acted by others
in case of your absence.

（6）

If you have a private visit, it must be held during breaktime at the placedesignated by a dispatch destination.

（7）

Do not smoke outside the smoking area.

（8）

Do not go into places where the company prohibits entry.

（9）

Do not engage in acts that fall under sexual harassment or maternity
harassment, whether inside or outside the workplace, during work hours.

（10） In the work place, do not engage in power harassment act that exacerbates
the health and work environment of other temporary employees by behaviors
and demands that ignore the personalities of other temporary employees,
beyond the appropriate range of business by using your authority.
（11） Do not engage in harassment related to Childcare Leave or Family Care Leave
during work hours, whether inside or outside the workplace.

(Intellectual Property Rights)
Article 11
When an indefinite-term temporary employee invents, discovers, improves,or devises regarding the work of the dispatch destination, the right ofintellectual property concerning it belongs to the dispatch destination.

(Starting Time/Ending Time etc.)
Article 12
The starting/ending time and breaks shall be determined for eachindefinite-term temporary employee and clearly stated in the employment
contract.
2．

As for the starting/ending time, working hours excluding break time might
be moved up or moved down within a range that does not exceed 8 hours aday, 40 hours a week.

3.

Working hours might be changed when necessary for business. In this case,as a general rule, the details will be notified to the indefinite-term－ ５ －temporary employee by the day before.
4.

At least 45 minutes break time for actual work hours that exceed 6 hours
and at least 60 minutes break time for work hours that exceed 8 hours will
be given during work hours.

(Variable Working Hour System on Monthly Basis)
Article 13
Pursuant to Article 32-2 of the Labor Standards Act, a company might
require temporary employees to work by variable working hours system onmonthly basis if necessary due to the working conditions or otherconditions of the dispatch destination.
2.

If variable working hour system is adopted in accordance with theprovisions of the preceding Article, the provision concerning the limits
of working hours for a week and for a day set forth in Paragraph 2 of Article
12 is not applied during that period.

3.

The starting day of the variable working hours system is the 1st day ofeach month. However, in case the dispatch destination adopts variable
working system, if the starting date is different from that of the dispatch
destination, it shall conform to the starting date of the dispatch
destination.

4.

Working hours, starting/ending hours in a specific week or day will be
determined individually considering the working patterns of the dispatch
destination.

(Variable Working Hour System within One Year)
Article 14
Pursuant to Article 32-4 of Labor Standards Act, a company might adopt
the variable working hour system by the unit of the period stipulated in
the Labor-Management Agreement (within one year) if necessary due to theworking conditions or other conditions of the dispatch destination.
2.

When adopting the variable working hour system specified in the preceding
paragraph, the scope of covered temporary employees, the covered period,
the working days during that period, the working hours on each working
day, starting / ending time shall be determined according to thelabor-management agreement, and also other matters stipulated by laws
shall be determined.

3.

In case the variable working hour system is adopted pursuant to theprovisions of paragraph 1 of this article, the provision concerning thelimits of working hours for a week and for a day set forth in Paragraph
2 of Article 12 is not applied during that period.

(Holiday/Substitute Holiday)
Article 15
Holidays shall be given more than a day per week or four days per four－ ６ －weeks, and shall be specified in the employment contract and a clear letterof the terms of employment in advance.
2.

A company might shift the holiday set forth in the preceding paragraphto another day for business reasons. In case of shifting holiday, a company
notifies the temporary employee of the change at least by the previous
day.

(Overtime and Working on Non-Working Days)
Article 16
Due to the unavoidable circumstances of the dispatch destination, acompany might impose temporary employees some overtime work and work on
non-working days within the scope described in the agreement between acompany and the employee representative and a clear letter of the termsof employment.
2.

Overtime work and work on non-working days will be directed by thecommander of the dispatch destination.

(Report on Working Days and Working Hours)
Article 17
Indefinite-term temporary employees fill the working days and working
hours in the prescribed form and submit it to a company and the dispatch
destination by each determined date.

(Annual Paid Leave)
Article 18
If an indefinite-term temporary employee works continuously for six months
starting from the day of hiring and works for more than 80% of theprescribed working days, annual paid leave as provided for in the Labor
Standards Act will be granted.
PrescribedWorking
Days per
week
５days
４days
３days
２days
１day

PrescribedWorking Days per
year(1)217days
andover(2)16～216 days(3)121～168 days
(4)73～120 days
(5)48～72 days

0.5

1.5

Length of Service (year)
2.5
3.5
4.5
5.5

10

11

12

14

16

18

20

7
5
3
1

8
6
4
2

9
6
4
2

10
8
5
2

12
9
6
3

13
10
6
3

15
11
7
3

6.5 years
and over2.

Regardless of the number of working days of a year, (1) in the above tableapplies to the indefinite-term temporary employees whose averageprescribed working hours per week are 30 hours or more.

3.

The effective period of annual paid leave is two years from the date of
grant.
－ ７ －4.

If a temporary employee intends to take annual paid leave, he/she willreport to the dispatch destination and a company in advance.

5.

If giving annual paid leave on the requested day interferes with the normal
operation of the company’s business, designated day might be shifted toanother day.

6.

For an indefinite-term temporary employee who has been given annual paid
leave of more than 10 days, a company shall let him/her take at least 5days of paid annual leave within a year from the granted date upon his/herrequest. However, that in the case of an indefinite-term temporary
employee having taken annual paid leave pursuant to the provision of thepreceding Item, the number of days obtained shall be deducted from 5 days.

7.

Annual paid leave is in units of one day or half a day.
The annual paid leave of half a day can be claimed up to 20 times (10 days)of the leave granted in the current year.
The boundary of half -day unit is based on the lunch break.

(Maternity Health Care Leave)
Article 19
If an indefinite-term temporary employee is pregnant or one year has notpassed after childbirth, the temporary employee may apply for leavepursuant to the Equal Employment Opportunity Act. The period and hours
the temporary employee do not work shall be unpaid.
(Special Leave)
Article 20
If an indefinite-term temporary employee falls under any of the following
items, a special leave for the days as follows may be requested.
(1) You are ordered to move and need to change your address(2) You are married(3) Spouse gives birth(4) Spouse dies(5) The child of the person himself dies
(6) The child of the person himself dies at birth(7) Your parents or your adopted parents dies
(8) The spouse's parents or adoptive parents die(9) Your grandparents, siblings and sisters die

2.

2 days
5 days2 days
5 days
5 days3 days
5 days2 days2 daysWhen an indefinite-term temporary employee gives birth, maternity leaveis given as follows.
(1)

The period requested by the female employee who is due to give birth within
6 weeks (14 weeks for multiple pregnancy)（2）

8 weeks after childbirth (However, if 6 weeks have passed and the employee
wishes, it does not prevent her from getting the work approved by thedoctor)－ ８ －3.

Period required for menstruation when requested by indefinite-term
temporary employee who is extremely difficult to work on a menstrual day.

4.

If an indefinite-term temporary employee falls under any of the following
items, a special leave for Citizen Judge will be granted upon request.
（1）

When notified as a citizen judge candidate and appear in the court（2）

When appointed as a citizen judge and participate in a trial hearing

5.

Indefinite-term temporary employee who raises a pre-school child may takeleave to care for sick or injured child up to 5 days a year (10 days for
two or more pre-school children). In this case, the 1year period shallbe from April 1 to March 31 of the following year. However, request fromfollowing temporary employee may be rejected. The nursing care leave tocare children can be obtained on a half-day basis.
（1）

Indefinite-term temporary employee of less than 6 months since hired（2）

Indefinite-term temporary employee with a prescribed working days of lessthan 2 days per week6.

An indefinite-term temporary employee who cares for a family member inneed of nursing care or other care, in addition to the annual paid leave
prescribed in the employment regulations, may have 5 days leave per year,or 10 days at maximum if cares two or more family members. In this case,
1 year period shall be from April 1 to March 31 of the following year.
However, request from following temporary employee may be rejected. The
family care leave can be obtained on a half-day basis.
（1）

Indefinite-term temporary employee less than 6 months since hired(2)

Indefinite-term temporary employee with a prescribed working dayof less than 2 days per week.

7.

Those who requesting special holidays must obtain the approval of thecompany in advance according to predetermined procedures. The number of
special holiday days is determined by the company within the rules.

8.

The period for special leave described in section 1 is paid, but
the period for special leave described in from section 2 to 6 ofthis Article shall be unpaid.

(Childcare Leave)
Article 21
Matters concerning Childcare Leave shall be governed by the regulations－ ９ －concerning Childcare and Family Care Leave, etc. prescribed separately.

(Family Care Leave)
Article 22
Necessary matters such as procedures for indefinite-term temporary
employees to take family care leave, to apply restriction on midnight workfor family care, and to work short time for family care, etc. are governedby the regulation concerning childcare and family care leave which isseparately provided.

(Leave of Absence)
Article 23
Temporary employee shall be put on leave of absence if he/she falls under
any of the following items. However, in case of Item 2 and 3, it is limited
to the case where there is a probability of being cured by medical treatment
during the absence period.
(1)

Occupational injury and sickness

When absence becomes over 12 months(2)

Non-occupational injury and sickness(3)

When carrying out regular work is difficult, and a company determines that
medical treatment for a certain period of time is necessary.

(4)

If other special circumstances such as the appointment of official duties
are recognized, the period of leave of absence will be determined on eachoccasion.

When absence becomes over 1 month2．

Absence from work in Item 2 of the preceding Article does not require
neither continuity, nor total number of days. In addition, when it isrecognized that the absence of work from the first day of the absence day
will continue for approximately one month or more, it is determined whether
leave is required or not.

3.

In determining the necessity of leave of absence set forth in the preceding
Article, the company requires the indefinite-term temporary employee tosubmit a medical certificate of the attending doctor or a medical
certificate of a designated company doctor.

4.

When ordering a leave of absence under paragraph 1, Item 2, the company
may request an indefinite-term temporary employee to submit a pledge
concerning the leave period. If the submission of pledge is not made, theleave of absence will not be given and may be dismissed based on the reasonsfor dismissal stipulated in this Regulation.

(Period for Leave of Absence)
Article 24
The period of Leave of Absence set in the preceding Article shall be as
follows.

－ １０ －

(1)In case of occupational injury

According to the Labor Standards Act(2)

In case of Item 2 and 3 of Paragraph 1 of the preceding Article

Length of Service is less than 3years

1 monthLength of Service is more than 3 years andless than 5 years

3 months

Length of Service is more than 5years and6 months

less than 10years
Length of Service is more than 10 years and9 months

less than 15years
Length of Service is more than 15years

1 yearHowever, the length of service above does not include the period before
the move to the indefinite-term contract.
（3） If other special circumstances such as the appointment of official duties
are recognized, the period of leave of absence will be determined on eachoccasion.

(Extension of Period of Leave of Absence)
Article 25
The period of the preceding Article may be extended if the company deems
it particularly necessary after comprehensively considering the following
items.
（1）

Contribution to the company, including his/her work details, position,
length of service years, performance results, evaluation before the leaveof absence.

（2）

The prospect of healing the injury or illness at the end of the current
absence period.

（3）

Total leave period due to the injury or illness at the end of current absence
period.

（4）

Opinion of industrial physician on the need to extend the absence period.

(Total Period and Payment of Wage)－ １１ －

Article 26

If the employee temporarily goes to work during the period of Article 23,
Paragraph 1, Item 2 and 3, and also Article 25, Item 2 and 3, and is absent
again due to the same reason within 6 month, the absence period will besummed up.

2.

Period of leave of absence is not counted in the length of service years,
and the wage during absence period will not be paid.

3.

The company issues an invoice when there are social insurance premiums,
resident tax, and other things incurred during the leave period that must
be borne by the indefinite-term temporary employee, and theindefinite-term temporary employee shall pay the company by the method
and by due date indicated on the invoice.

(Reinstatement)
Article 27
The reinstatement of indefinite-term temporary employee who is on theleave of absence pursuant to Article 23, Paragraph 1, Item 1 and 2, will
be determined after submission of a Letter of Reinstatement by the employee
and reviewing the medical certificate of the company’s designated doctor
and other reasons. In addition, the cancellation of the reason for leaveof absence due to non-occupational injury and sickness means, by thehealing of the injury or disease, the recovery to the state that the normalrole required by the organization can be executed or that normal labor
required in the employment contract is possible. Also, a company may
conduct interviews with the doctor who issued the medical certificate
and/or with family members of the employee to make decision of his/her
reinstatement. Indefinite-term temporary employee must cooperate with
this.
2.

Reinstatement of indefinite-term temporary employee who is on the leaveof absence pursuant to Article 23, Paragraph 1, Item 3, will be decided
after submission of a Letter of Reinstatement and reviewing reasons forthe leave. If a company requires his/her reinstatement, a company may order
the employee to return to work even before the expiration of the periodof leave of absence.

3.

If the indefinite-term temporary employee is unable to return to work after
the period of leave of absence expires, he/she shall retire from thecompany.

4．

As for reinstatement, assignment to the original duty is the general rule,
but he/she may be assigned to another duty considering the state justbefore the reinstatement, and business circumstances, and the wage may
be reduced in line with the duty.

(Social Insurance and Employment Insurance)
Article 28
A company enrolls indefinite-term temporary employees, who meet therequirements for joining of social insurance, as the insured of social－ １２ －

insurance.
2.

The insured status will be lost from the day after the retirement due topersonal reasons (employment insurance will be lost on the day), and on
the day when it is recognized as a temporary employment that does not meetthe requirements to be insured. (Employment insurance will be lost the
day before).

(Wage)
Article 29

The wage of indefinite-term temporary employee is subject to theemployment contract.

(Base Salary)
Article 30

The base salary of indefinite-term temporary employee shall be an hourly
rate system as a general rule, and is determined on an individual basis,in consideration of the abilities, experience, skills, and the duties of
the temporary employee. However, there are cases where the daily salarysystem or monthly salary system is adopted depending on the work style.
In addition, the salary may be changed by the change of the duty at the
dispatch destination or the change of dispatch destination.

2.

In the preceding paragraph, if the monthly salary system is adopted, wage
shall be base salary plus assignment allowance and adjustment allowancethat are based on the dispatch destination and job description. If theovertime work for a certain time is unavoidable due to the nature of thework at dispatch destination, a fixed overtime allowance for a certain
hour may be paid. The hours and amount in that case will be notified
separately. If the amount based on the calculation specified by the Labor
Standards Act exceeds this amount, the difference will be paid.

(Allowance for Overtime and Working on Non-Working Days)
Article 31
If overtime or working on non-working days performed by an indefinite-term
temporary employee falls under the overtime or working on non-working days
stipulated in the Labor Standards Act, extra wage will be paid as specified
below.
(1)

(2)

(3)

OvertimeWorkbase salary per hour x overtime hours x 125%Work onbase salary per hour x hours worked on non-working days x

Non-Working

135%

Days

However, there will be no extra wage when holiday is(Statutory)

substituted.

Late Nightbase salary per hour × hours for late night work × 25%

Work(Extra-only)－ １３ －

(Training, etc.)
Article 32
Indefinite-term temporary employees must work on the development ofabilities required to carry out their duties, and strive forself-development.
2．

A company provides indefinite-term temporary employees with necessary
educational training in order to improve the knowledge, skills, andqualities required for their work.

3.

If a company instructs indefinite-term temporary employees to takeeducational training, they must receive the instructed educational
training unless there are particular reasons.

4.

If a company orders indefinite-term temporary employee to participate ineducational training related to career development, the tuition fee shallbe free of charge, and the time spent for the educational training shallbe treated as working hours and equivalent wage will be paid.

(Wages for Temporary Suspension of Work)
Article 33
The company will pay 60/100 of the average wage for the three months prior
to the closing date for the latest wage, under Article 26 of the Labor
Standards Act., if a company suspends an indefinite-term temporary
employee from work due to the reasons that should be attributed to thecompany, such as not being able to find the next dispatch destination for
him/her. Provided, however, that wage will not be paid for absence due
to natural disasters, occurrence of transportation paralysis etc. or suchrisks, or other reasons not attributable to a company.

(Bonuses)
Article 34

As a general rule, bonuses will not be paid to indefinite-term temporary
employees except as provided for in the Labor Contract.

(Health and Safety)
Article 35
A company checks the safety and health measures of the dispatch
destination, and takes the necessary measures to prevent disasters andto ensure health of indefinite-term temporary employees.
2．

Indefinite-term temporary employees must comply with the health and safetymeasures implemented by a company and the dispatch destination.

(Medical Checkup)
Article 36
A company shall conduct regular medical checkup at least once a year for
indefinite-term temporary employees who are engaged constantly. However,for those constantly engaged in late-night work, it shall be implemented
once every six months pursuant to the provisions of the Industrial Safety－ １４ －

and Health Act.
2.

The results of the medical checkup shall be notified to each temporary
employee and recorded in the individual results table.

3.

A company might take measures such as shortening working hours, changing
duties, issuing leave of absence or other measures if it finds it necessary
for the health of the indefinite-term temporary employee as a result of
medical checkup.

4.

Indefinite-term temporary employee must undergo medical checkup conductedby a company, cooperate with other measures as well as paying attention
to his/her own daily health management, and make efforts for healthmaintenance.

(Accident Compensation, etc.)
Article 37
Indefinite-term temporary employees may receive compensation under the
Labor Standards Act, Workers ‘Accident Compensation Insurance Act., etc.
in the event of injury or illness due to a business accident or commuting
accident.
2．

If a temporary employee intends to receive compensation etc. prescribedin the preceding paragraph, he/she will request to a company.

(Disciplinary Action, etc.)
Article 38
A company may give punishment of warning, suspension from work,
disciplinary dismissal or reduction of wage when the indefinite-term
temporary employee falls under any of the following items.
（1）

When there are many cases of lateness, early leaving, escaping from work
and/or absence from work for no justifiable reason（2）

When divulged a serious secret of a company or dispatch destination that
was acquired in business（3）

When damage was caused to a company or dispatch destination by anintentional act or the gross negligence（4）

When violated company rules or instruction of dispatch destination（5）

When misrepresented personal history such as the name, age, career,
educational background, rewards and punishments etc.

（6）

When disturbed order or morals at dispatch destination（7）

When engaged in an unworthy act as a temporary employee of a company, suchas performing violence against others, whether inside or outside the－ １５ －

company（8）

When did not comply with the company’s transfer order and did not engage
in new duty without a reasonable reason（9）

When did not engage in the duty without taking the article 22 procedure
for leave of absence（10） When performed any other unfavorable act equivalent to each item

(Retirement)
Article 39

Indefinite-term temporary employee will retire from a company if fallingunder any of the following items.

（1）

When the indefinite-term temporary employee asked for his/her retirement
and the company approved it, or when 30 days have passed since the day theindefinite-term temporary employee asked for his/her retirement.

（2）

When there is no contact to the company, and 14 days have passed, and thecompany does not know whereabouts of the indefinite-term temporary
employee（3）

When reached retirement age（3）

When it is not possible to return to work after the period of leave ofabsence expires, pursuant to Article 29, Paragraph 3(Retirement Age)
Article 40
The retirement age of the indefinite-term temporary employee shall be 60
years old, and he/she will retire from a company at the end of the monthof when he/she reaches the retirement age.
2.

Those who have moved to indefinite-term employment after the date ofreaching the age of 60 will retire at the end of the month of when he/shereaches the age of 65.

3.

Pursuant to the provisions of Paragraph 1 of this Article, if a retired
person wishes to be reemployed as a fixed-term temporary employee, acompany will re-employ him/her under new employment conditions. The
handling is based on the Employment Regulations for Temporary Employees.

(Reemployment)
Article 41

Re-employment contracts after retirement will be made only for those who
do not fall under the reasons of Article 45, Paragraph 1 of this Regulation,
and will be judged based on the following circumstances.

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（1）Business conditions of the Company（2）

Management conditions of worker dispatching business

2.

Regardless of the preceding paragraph, a reemployment contract will not
be made if the working conditions presented by the company cannot be agreed
with the temporary employee.

3.

Renewal of the reemployment contract under this Article shall be until
the end of the month of when the re-employed temporary employee reaches
65 years old. Provided, however, that this shall not apply if an agreement
for renewal is reached between the company and this temporary employee.

(Retirement Allowance)
Article 42
Retirement Allowance will not be provided to indefinite-term temporary
employees.

(Dismissal)
Article 43

2.

If an indefinite-term temporary employee falls under any of the following
items, he/she will be dismissed.

（1）

When work performance of an indefinite-term temporary employee is poor orhe/she violates the employment regulations, and there is no room for
improvement（2）

When a temporary employee is deemed impossible to carry out the duty due
to physical and mental disorders (except the case of occupational accident)（3）

When there is an unavoidable reason by the abolition or reduction ofbusiness（4）

When an indefinite-term temporary employee refused to be dispatched to theother dispatch destination without reasonable reasons despite that acompany introduced him/her a new dispatch destination due to thetermination of the dispatching contract with the previous dispatch
destination.

（5）

When an indefinite-term
regulations

temporaryemployeeviolates

employment

The company will not dismiss indefinite-term temporary employee solely
because of the termination of the worker dispatch contract.

(Dismissal Warning)
Article 44
A company may dismiss an indefinite-term temporary employee under thepreceding Article, by warning more than 30 days in advance or by paying
an average wage for 30 days.
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2.

(Settlement)
Article 45

The days for warning can be reduced if the average wage per day is paid
to the temporary employee, by the number of days the average wage is paid
for.

When an indefinite-term temporary employee intends to resign from acompany (including disciplinary dismissal or dismissal), he/she must
promptly return goods which were provided by a company and settle the debts
toward company.

(Liability for Damages)
Article 46
If an indefinite-term temporary employee causes damage to the company byan intentional act or negligence, he/she must compensate for the damage.
(The percentage is determined by the company each time.)

Supplementary ProvisionThis rule takes effect on June 1, 2018.
This rule takes effect on July 1, 2019.
This rule takes effect on April 1, 2020.
This rule takes effect on May 1, 2021.

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