Miki Shoko Policy on Migrant Worker for Suppliers
Miki Shoko (including Group companies) has established this policy, based on “Policy on HumanRights,” “CSR Procurement Policy,” and “Code of Conduct for Suppliers,” in order to indicate ourpolicy regarding the employment of migrant workers as a part of our efforts to create an environment
in which all workers manufacturing of our products in Japan and overseas can vibrantly work.
For the purpose of this policy, migrant workers (foreign workers, domestic migrant workers, etc.)
refer to “individuals who move from the country of origin to another or beyond a jurisdictional
region in a country for the purpose of securing a job.”
This policy applies to all migrant workers employed by suppliers, and all suppliers are required to act
in compliance with this policy in relation to the employment of all migrant workers manufacturing
our products.
Migrant workers are said to be exposed to a relatively high risk of being placed under forced labor ormodern slavery on such grounds as unethical practices in the hiring and employment processes,
language barriers in workplace communication, and unique nature of moving between different
countries or regions.
This policy conveys our company’s thoughts to our stakeholders, especially to our suppliers, on theresponsible actions companies should take based on international standards and guidelines
concerning the vulnerability related to the hiring and employment of migrant workers.
Suppliers are required to strive to comply with the following concerning the responsible employmentof migrant workers.
1. Definitions and subjects
The definition of “migrant workers” above shall apply to this policy as well as Miki Shoko’s “Policyon Human Rights for Suppliers,” “CSR Procurement Policy,” “Code of Conduct for Suppliers” and“Supplier Standards.”
2. Fairness and transparency in employment contracts
An individual or organization which mediates employment between a supplier and migrant workers
shall perform each process of recruiting, screening, hiring, training and employing based on theprinciple of mutual agreement with the worker. In order for the migrant workers to correctly
understand the details of the contract and work conditions (work duties, workplace, working hours,wages, etc.) before concluding the contract, the employment contract and notice of work conditions
must be prepared in a language which the worker can understand, and a copy of such documents
must be provided to the worker. In this process, the other documents that stipulate the work
conditions (work rules, human resources regulations, wage regulations, labor law and guidelines in
the country or region of employment, etc.) should also be prepared in a language which the worker
understands, and by giving a verbal explanation prior to concluding the contract, consideration
should be given to avoiding any misunderstanding after conclusion of the contract.

Moreover, such rules and regulations written in a language which the immigrant worker understands
must be kept in the workplace and dormitory so that they are available for confirmation by theimmigrant worker at any time.

3.

Minimization of cost beared by migrant workers in recruitment and employment processes
Supplies shall, with respect to any costs in their processes of employing migrant workers, endeavor
to minimize such cost that is borne by workers. Additionally, in cases where any individual ororganization is involved as an agency in an employment process, Suppliers shall request them for thecooperation for such purpose.

4.

No discrimination and appropriate treatment
Suppliers shall not discriminate between migrant workers and other workers on the basis of race,religion, age, nationality, sexual orientation, gender, political opinion, pregnancy, marriage, ordisability. Suppliers shall guarantee appropriate treatment of such workers in regard to any aspect of
employment practices, including granting of annual paid leave, application of employee benefits, andpayment of proper wages that are provided under employment rules. Wages for migrant workers
shall be paid on time by cash or bank transfer. For the avoidance of doubt, in case of cash payment,
Suppliers shall obtain dated confirmation stamps or signatures from the workers upon payment, issue
wage statements and provide its copy to the workers.

5.

Freedom of movement
Suppliers shall guarantee that, unless when unavoidable for a purpose of operation or employment
process, any documents of migrant workers (such as passport and identification) will be possessedand stored by the migrant workers themselves. For the avoidance of doubt, in the event of suppliers
performing any visa related procedure, suppliers shall obtain written consent by the applicablemigrant workers for the supplier to temporarily hold, responsibly store and return such document tothe applicable migrant workers upon completion of the process.
Suppliers, as employers, are required to approve any temporary homecoming or travelling of migrant
workers on their annual paid leave or extended leave, unless there are compelling reasons to dootherwise.
Additionally, suppliers shall acknowledge the freedom to choose an occupation of migrant workers
and respect their rights. Especially in country/region where the freedom to choose an employment(change jobs) is not fully granted, suppliers shall support exercise of such rights by implementing
appropriate measures.

6.

Access to remedy and labor-management communication
Suppliers shall, by official and unofficial means, implement measures to ensure smoothcommunications with their migrant workers.

Additionally, Suppliers are required to, in consideration of possible disturbance to internal
communication, ensure that legal remedies and trustworthy grievance mechanism are accessible bymigrant workers without fear of retaliation, punishment, dismissal or deportation.

7.

Labor union and union representative
Suppliers shall introduce migrant workers to the representative of their labor union or representativeof their workers upon commencement of the employment contract of migrant workers, and holdopportunities to explain workers’ rights in the country or region where the suppliers are operating
their businesses. Supplier must endeavor to guarantee that any materials used for such explanationand procedures to exercise such rights are available in the languages understood by the migrantworkers.
For clarity, the decisions as to whether or not to join such labor union, and whether or not toparticipate in election of labor representatives shall always be left up to the workers themselves.

8.

Hygienic and safe accommodation
Suppliers shall prepare housing regulations and make them available in languages understood by themigrant workers. Additionally, dormitory and housing shall be clean, safe and have appropriate
space for living. Wi-Fi shall also be provided as a part of generally basic infrastructure.

9.

Safe return
Suppliers shall, upon expiry of employment contract of migrant workers, or in the event of earlytermination of contract for some reason (except for those due to significantly wrongful or illegal actsby the migrant workers themselves), make arrangements of and pay for the trip for the migrantworkers to return to their country, in cooperation with related organizations. However, with respect
to temporary homecoming trip that migrant workers wish to make, suppliers shall make re-entry andflight arrangements in cooperation with appropriate organizations, though the travel cost shall beborne by the migrant workers themselves.