SENSUS VERBORUM

EST ANIMA LEGIS

TRANSLATIONS BY:James M. Cohen
Cohen Legal Translations K.K.
Specialist in Legal Document Translationwww.jamescohenlaw.com

SAMPLE: WORK RULES

第 ６ 条 （試用期間）
1.従業員として採用された日から３ヵ月間は、試用期間とする。
2.会社は、試用期間中の従業員が次の各号のいずれかに該当し、従業員として不適当であると認めるときは、採用を取消し、本採用を行わない。ただし、改善の余地がある等、特に必要と認めた場合には、会社はその裁量によって、試用期間を６ヵ月まで延長することがある。
(1)遅刻及び早退並びに欠勤が多い等、出勤状況が悪いとき(2)上司の指示に従わない、同僚との協調性がない、意欲がない等、勤務態度が悪いとき(3)必要な教育は施したが会社が求める能力に足りず、また、改善の見込みも薄い等、能力が不足すると認められるとき(4)重要な経歴を偽っていたとき(5)必要書類を提出しないとき(6)健康状態が悪いとき（精神の状態を含む。）(7)当社の従業員としてふさわしくないと認められるとき
3.試用期間中は本規則第４８条に定める事由による休職を認めない。
4.試用期間は、勤続年数に通算する。
5.採用の日から１４日を経過した者の本採用拒否については、本規則第４３条（解雇予告）の規定を準用する。

Article 6(Probation Period)
1.
The probation period shall be a period of three (3)months from the date on which one is hired as anemployee.
2.
Employment will be cancelled and an employee
will not be hired when an employee corresponds
to any of the following respective items during theprobation period, and is found not to be suitable
as an employee; provided, however, that if there isroom for improvement or other special
circumstances exist, the Company may extend theprobation period up to six months at its own
discretion:(1)
When often tardy, leaving work early or
absent, or otherwise having a poor
attendance record;(2)
When not following the instructions ofsuperiors, when not being cooperativewith colleagues, when lacking ambition, or
when otherwise demonstrating a poor
work attitude;(3)
When lacking the skills required by theCompany after the implementation ofnecessary training, and there is little
expectation for improvement, or whenotherwise found to be lacking in ability;(4)
When materially falsifying one’s workhistory;(5)
When failing to submit the required
documentation;(6)
When in poor health (including one’s
mental status);(7)
When found to be unfit as an employee ofthe Company.
3.
Leaves of absence for the grounds prescribed in
Article 48 of these Rules shall not be allowed
during the probation period.
4.
The probation period shall be included in thecalculation of the term of continuous service.
5.
The provisions of Article 43 (Advance Notice ofDismissal) of these Rules shall govern the refusalof the employment persons for whom 14 days
have lapsed since their hiring date.

SENSUS VERBORUM

EST ANIMA LEGIS

TRANSLATIONS BY:James M. Cohen
Cohen Legal Translations K.K.
Specialist in Legal Document Translationwww.jamescohenlaw.com

第１１条 （育児時間）
生後満１ヵ年に達しない乳児を育てる女性従業員が育児時間を請求したときは、本規則第７条の休憩時間のほかに、午前に３０分と午後に３０分又は午前若しくは午後に１時間の育児時間を与える。ただし、この育児時間については有給とする。

Article 11

第１２条 （時間外及び休日勤務）
1.会社は、業務の都合により本規則第７条に定める所定労働時間を超えて、又は本規則第１５条に定める休日に労働させることがある。この場合において、法定の労働時間を超え、又は法定の休日における労働については、会社はあらかじめ従業員の過半数を代表する者と労使協定（以下「３６協定」という。）を締結し、これを所轄労働基準監督署長に届け出るものとし、当該協定の範囲内で時間外労働又は休日労働を行わせることとする。ただし、これらの時間を超えて労働時間を延長しなければならない特別の事情（臨時的なものに限る。）が生じたときは従業員の過半数を代表する者と協議の上、年６回を限度として延長することができる。

Article 12(Overtime Work and Holiday Work)
1.
The Company, for business reasons, may have
employees work above and beyond the prescribed
work hours set forth in Article 7 of these Rules orwork on the holidays prescribed in Article 15 ofthese Rules. In such instances, with regard towork beyond the statutory work hours or onstatutory holidays, the Company shall enter into aLabor-Management Agreement with a person
representing a majority of the employees(hereinafter, an “Article 36 Agreement”), shallsubmit this Agreement to the director of thecompetent labor standards inspection office, andshall cause employees to work overtime or on
holidays within the scope of this agreement;
provided, however, that if special circumstances(limited to temporary circumstances) arise which
require an extension of the work hours above andbeyond these hours, extensions may be made amaximum of six times per year upon mutual
consultation with a person representing amajority of the employees.
2.
Absent just grounds, employees shall not be
entitled to refuse overtime work or holiday workwithin the scope of the Article 36 Agreement.
3.
Female employees who are pregnant or havegiven birth within the past year (hereinafter,“Expectant and Nursing Employees”), whenrequested thereby, shall not be caused to engage
in the overtime work prescribed in Paragraph 1.

2.３６協定の範囲内の時間外労働又は休日労働については、従業員は、正当な理由なく拒否できない。
3.妊娠中の女性及び産後１年を経過しない女性（以下「妊産婦」という。）従業員が請求した場合には、第１項に定める時間外に労働させることはない。

(Childcare Time)
When childcare time is requested by a female
employee with an infant under the age of one (1)year old, the Company, in addition to the breakperiod of Article 7, shall grant the employee
childcare time of either 30 minutes in the morningand 30 minutes in the afternoon, or one hour
either in the morning or in the afternoon;provided, however, that wages shall be paid
during childcare time.

SENSUS VERBORUM

EST ANIMA LEGIS

TRANSLATIONS BY:James M. Cohen
Cohen Legal Translations K.K.
Specialist in Legal Document Translationwww.jamescohenlaw.com

第１９条 （年次有給休暇）
1.１２月１日から翌１１月３０日までを年次有給休暇年度（以下「休暇年度」という。）とし、毎年１２月１日に従業員に対して前休暇年度における出勤率と勤続年数に応じて次のとおり年次有給休暇を付与する。ただし、出勤率は出勤日数を所定労働日で除して算定し、勤続年数は、初年度については入社日から１１月３０日までを満１年とみなし、次年度からは毎年１２月１日を基準として算定する。なお、所定労働日とは、前年の１２月１日から当年の１１月３０日までの暦日総日数より本規則第１５条に定める休日数を控除した日数をいう。また、この節の定めにより現実に取得された休暇は、出勤率算定の際出勤したものとして取り扱う。
(1)管理職出勤率が５割以上の場合、勤続年数に拘らず、２０日を付与する。なお、出勤率が５割未満の場合は付与しない。
(2)一般職出勤率が５割以上の場合、勤続年数に応じて次のとおり付与する。なお、出勤率が５割未満の場合は付与しない。

Article 19(Annual Paid Leave)
1.
The year for annual paid leave shall be fromDecember 1st of each year through November 30thof the following year (hereinafter referred to as
the “Leave Year”), and employees shall be granted
annual paid leave on December 1st of each year as
follows, in accordance with their rate ofattendance in the preceding Leave Year and theircontinuous years of service; provided, however,that the rate of attendance shall be calculated by
dividing the number of days of attendance by thescheduled work days, and with the continuous
years of service, employees in their first year of
employment shall be deemed to have worked for
one full year as of the November 30th immediately
following their employment, and from thesubsequent year onwards shall be calculated using
December 1st as the record date. Furthermore,scheduled work days means the number of days
calculated by deducting the number of holidays
set forth in Article 15 of these Rules from the total
number of calendar days from December 1st of thepreceding year through to November 30th of thecurrent year. The leave actually taken inaccordance with the provisions of this Subchapter
shall be treated as days worked for the purposesof computing the rate of attendance:(1)
Management Employees
If the employee’s rate of attendance atwork is 50% or more, 20 days shall begranted, regardless of the number of yearsof continuous service. If the employee’s
rate of attendance at work is less than50%, no annual paid leave will be granted;(2)
Non-management Employees
If the employee’s rate of attendance atwork is 50% or more, the employee shallbe granted annual paid leave as follows inaccordance with their number of years ofcontinuous service. If the employee’s rateof attendance at work is less than 50%, noannual paid leave will be granted.

SENSUS VERBORUM

EST ANIMA LEGIS

TRANSLATIONS BY:James M. Cohen
Cohen Legal Translations K.K.
Specialist in Legal Document Translationwww.jamescohenlaw.com

第５１条 （復職及び休職期間満了による自動退職）
1.会社は、休職事由が消滅したときは直ちに復職させる。ただし、私傷病による休職の場合は、休職期間満了時までに治ゆ又は復職後ほどなく治ゆすることが見込まれると会社が認めた場合に復職させることとする。なお、治ゆとは、通常の業務を遂行できる程度に回復していることをいう。また、この場合にあたっては受診していた医師及び産業医の診断に基づき、会社が復職の可否を決定する。
2.会社は、従業員が本規則第４８条に定めたいずれの休職事由により休職する場合も、復職後は旧職務と異なる職務に配置することがある。
3.復職後６ヵ月以内に直前の休職と同一の事由にて欠勤するときは、その欠勤は直前の休職期間に算入する。
4.休職期間中にその事由が消滅せず復職を命ぜられないときは、休職期間の満了日をもって退職とする。

第５２条 （育児休業及び育児短時間勤務）
会社は、子の養育をする従業員のため、法令の定めるところにより育児休業制度及び育児短時間勤務制度を設ける。両制度の詳細は、別途「育児休業制度規程」及び「育児短時間勤務制度規程」に定める。

Article 51(Reinstatement and Automatic Retirement
by Expiration of Term of Leave of Absence)
1.
The Company shall immediately reinstate an
employ when the grounds for a leave of absence desist;
provided, however, that in the event the leave of absence
is taken for a Non-Work Related Illness or Injury, theemployee shall be reinstated if the employee recovers by
the expiration of the term of the leave of absence or theCompany finds there is an expectation that the employee
will recover shortly after reinstatement. Furthermore,recovery shall mean recovery to the extent the employee
is able to engage in ordinary work. In addition, in theseinstances, the Company shall decide whether or not toreinstate an employee based on the diagnoses of thetreating physician and industrial physicians.
2.
Even in the event an employee takes a leave ofabsence for any of the grounds for leave of absence
prescribed in Article 48 of these Rules, uponreinstatement, the Company may assign an employee to adifferent position than their former position.
3.
When an employee is absent for the same reasons
as a leave of absence in the six months immediately
following reinstatement, this absence shall be included in
the term of the immediately preceding leave of absence.
4.
If the reason for a leave of absence does not desist
during the term thereof and reinstatement is not ordered,an employee shall be retired as of the expiration date of
the term of the leave of absence.
Article 52(Childcare Leave and Shortened Work
Hours for Childcare)
The Company shall establish a childcare leavesystem and a shortened work hour system for childcare inaccordance with the provisions of the relevant laws andordinances for employees who are raising children. Detailsof both systems shall be separately prescribed in theChildcare Leave Rules and the Rules on Shortened Work
Hours for Childcare.