* The Japanese version is the authoritative version, and this English translation is intended for reference purposes
only. Should any discrepancies or doubts arise between the two versions, the Japanese version will supersede
the English version.

Working Regulations for Employees of Tokyo University ofForeign Studies
April 1, 2004
Regulation No. 52
Amended

October 19, 2005: Regulation No. 83
November 25, 2008: Regulation No. 59
March 23, 2010: Regulation No. 11
March 27, 2012: Regulation No. 36
November 19, 2013: Regulation No. 51
February 1, 2016: Regulation No. 1
March 21, 2017: Regulation No. 27
March 26, 2021: Regulation No. 12

Table of contents
Chapter 1 General provisions (Article 1–6)
Chapter 2 Personnel
Part 1

Employment (Articles 7–10)

Part 2

Promotion and demotion (Articles 11–14)

Part 3

Personnel reshuffle (Articles 15 and 16)

Part 4

Administrative leave (Articles 17–21)

Part 5Retirement and dismissal (Articles 22–29)

Chapter 3 Service disciplines (Articles 30–35)
Chapter 4 Service (Article 36)
Chapter 5 Salary and retirement allowance (Articles 37 and 38)
Chapter 6 Business travel (Article 39)
Chapter 7 Training (Article 40)
Chapter 8 Safety and health (Articles 41–48)
Chapter 9 Female employees (Articles 49–53)
Chapter 10 Accident compensation (Article 54)
Chapter 11 Recognition (Article 55)
Chapter 12 Disciplinary measures (Articles 56–60)
Chapter 13 Welfare, mutual aid (Articles 61 and 62)
Chapter 14 Complaint handling (Article 63)
Chapter15 Supplementary regulations (Article 64)
Supplementary provisions

Chapter 1 General Provisions
Article 1

Purposes1

April 1, 2008: Regulation No. 30
March 31, 2009: Regulation No. 25
March 29, 2011: Regulation No. 2
March 26, 2013: Regulation No. 16
March 27, 2015: Regulation No. 79
March 25, 2016: Regulation No. 26
January 30, 2020: Regulation No. 11
January 29, 2024: Regulation No. 6

These Working Regulations shall specify the necessary matters concerning employment of the employees who
work for Tokyo University of Foreign Studies (hereinafter, the “University”), based on the provisions of Article
89 of the Labor Standards Act (Act No. 49 of 1947; hereinafter, the “Labor Standards Act”).
Article 2

Relation with laws and ordinances

The services of the employees shall be performed in accordance with the provisions of these Regulations aswell as those set forth in the Labor Standards Act, the Industrial Safety and Health Act (Act No. 57 of 1972;
hereinafter referred to as the “Safety and Health Act”), and other relevant laws and ordinances.
Article 3

Definition of employees

In these Regulations, an employee means the person employed as employee of Tokyo University of Foreign
Studies by the President.
Article 4
1

Scope of application

These Regulations shall be applied to those defined in the preceding article. However, the services performedby those who are employed by the President on a temporary basis for a fixed period or the services performedby rehired employees working on a reduced schedule shall be as provided for in the Working Regulations forPart-Time Employees of Tokyo University of Foreign Studies (Regulation No. 68, 2004).

2

The salary, commissioned period, etc. for the part-time lecturer and part-time physician shall be as defined in
the Working Regulations for Part-Time Lecturers of Tokyo University of Foreign Studies (Regulation No. 70
of 2004).

3

Any matters not set forth in these Regulations concerning the salary, etc. for the foreign researcher shall be asprovided for in the Regulations Concerning Foreign Researchers at Tokyo University of Foreign Studies(Regulation No. 67 of 2004).

4

The services performed by the specified fixed-term employee shall be as provided for in the Working
Regulations for Specified Fixed-Term Employees of Tokyo University of Foreign Studies (Regulation No. 26
of 2008).

5

The services performed by the specified fixed-term employee with shorter working hours shall be as provided
for in the Working Regulations for Specified Fixed-Term Employees with Shortened Working Hours of Tokyo
University of Foreign Studies (Regulation No. 90 of 2012).

6

Any matters not set forth in these Regulations the handling of the teachers to whom cross-appointments areapplicable shall be as provided for in the Regulations Concerning the Cross-Appointment System at Tokyo
University of Foreign Studies (Regulation No. 3 of 2016).

7

When an employee hired by the University for a fixed period applies for conversion into an employment
contract with no fixed period for providing labor based on the Labor Contract Act (Act No. 128 of 2007) andother relevant laws and ordinances and thereby his/her contract is converted into a permanent (or non-fixedterm) labor contract, the mandatory retirement age, etc. of such employee shall be, notwithstanding theprovisions of paragraphs 1 to 6, as provided for in the Regulations Concerning Mandatory Retirement Age, etc.
for Those Converted into Permanent Labor Contract of Tokyo University of Foreign Studies (Regulation No.
25 of 2017).

Article 5

Delegation of authority

The President may delegate part of its authority defined in these Regulations to other employees.
2Article 6

Observation of Regulations

The President and the employees shall use their best efforts to observe and implement these Regulations ingood faith in their respective capacity.
Chapter 2 Personnel
Part 1
Article 7

Employment
Employment

1

The employment of employees shall be determined by competitive examination or selection.

2

The placement of the recruited employees shall be determined taking account of the business necessity of the
University and qualifications of the relevant employee.

3

Any necessary matters relating to the employment shall be as defined in the Regulations Concerning
Employment, Separation from Employment, etc., for Employees of Tokyo University of Foreign Studies(Regulation No. 56 of 2004; hereinafter, the “Employment Regulations”).

Article 81

Starting for the new post

An employee, when hired, shall take his/her new post on the date of announcement thereof; provided, however,that in the event of any unavoidable circumstances, the employee shall take the new post within a week
subsequent to the announcement, inclusive the date thereof.

2

The travel expenses necessary for moving to the place of assignment as defined in the preceding paragraphshall be as provided for in the Travel Policy of Tokyo University of Foreign Studies (Regulation No. 128 of
2004; hereinafter, the “Travel Policy”).

Article 9

Clear statement of working conditions

The president shall clearly specify the working conditions by delivering documents indicating the following
matters when employing the employee:(1)Matters relating to salary;(2)

Matters relating to the place of assignment and duties;(3)

Matters relating to the term of employment contract;(4)

Matters relating to the start and finish times, presence or absence of work in excess of predeterminedworking hours, rest periods, holidays, and leave of absence; and(5)

Matters relating to retirement (including grounds for dismissal).

Article 10
1

Probationary period

A person employed as employee shall be hired on probation for a period of six (6) months subsequent to thedate of employment. However, this shall not apply to those who become employees of the University
continuously from the position of employees of other national universities or similar institutions concerned.

2

Those who are deemed inappropriate as regular employee by the University during or after such probationary
period shall not come into regular employment.

3

Such probationary period shall be counted in the period of service.
Part 2

Article 11

Promotion and demotion
Promotion3

1

The promotion of an employee shall be determined as a result of selection based on the assessment of such
employee’s work performance and other abilities.

2

Any necessary matter relating to the promotion shall be as provided for in the Employment Regulations.

Article 12
1

Conditional promotion period

The promotion of an employee shall be conditional and such promotion shall become official in the event thepromoted employee engages in his/her new duties for a period of six (6) months and completes such periodwith a good work performance.

2

In the event such employee who is on conditional promotion is deemed inappropriate to continue to engage in
his/her new duties because of poor work performance or physical or mental disabilities or otherwise, suchpromotion shall be cancelled.

Article 13
1

DemotionIn the event an employee falls under any one of the following, such employee may be demoted despite his/her
intention:(1)in the event work performance is extremely poor;(2)in the event such employee has some difficulty in the performance of assigned duties or is unable to performthe assigned duties because of physical or mental disabilities; or(3)
2otherwise, in the event such employee lacks the qualifications required for such duties.

In the event any one of the preceding items applies to such employee, such demotion shall be implemented bydelivering to the employee a statement describing the grounds therefor.

3

Any necessary matter relating to the demotion shall be subject to the provisions provided in the Employment
Regulations.

Article 13-2
1Upper Age Limit for Managerial or Supervisory Positions

The President shall, with regard to employees who hold managerial or supervisory positions (Occupations
stipulated in Article 14, Paragraph 1 of the Salary Regulations for Employees of Tokyo University of Foreign
Studies (Regulation No.54 of 2004, hereinafter referred to as ‘Salary Regulations’)), demote such employees
who have reached the upper age limit to a position other than a managerial or supervisory position. The
demotion will take place on the first April 1st (hereinafter referred to as the ‘Transfer Date’) upon reaching theupper age limit.

2

The upper age limit for managerial or supervisory positions, as set forth in the preceding paragraph, shall besixty (60) years of age.

3

The President may not hire or promote someone who has reached the upper age limit for managerial orsupervisory positions after the Transfer Date.

4

The provisions set forth in the preceding paragraphs do not apply to teachers specified in the Appended Table
1 of the Recruitment Regulations (hereinafter referred to as ‘Teachers’).

Article 14

Performance evaluation

The evaluation of work performance of employees (hereinafter, “Other Employees”) other than teachers shallbe provided for in the Personnel Evaluation Implementation Regulations for Employee of Tokyo University ofForeign Studies (Regulation No. 127 of 2009). The evaluation of work performance of the Teacher shall be as

4

provided for in the Personnel Evaluation Implementation Regulations for Teachers of Tokyo University ofForeign Studies (Regulation No. 37 of 2013).
Part 3
Article 15
1

Personnel reshuffle
Transfer

The president may order an employee to change his/her place of work or type of work if there are any businessnecessities.

2

In ordering such transfer, the president must notify the relevant employee of the new unit, duties, title, time,and related matters in advance.

3

The employee may reject such order in paragraph 1 if he/she has a valid reason therefor.

4

Any necessary matter relating to the transfer shall be as provided in the Employment Regulations.

Article 16

Sending an employee on loan

1

The president may send an employee on loan if there are any business necessities.

2

In sending the employee on loan, the president must notify the relevant employee of the terms and conditionsof such loan in advance and obtain the approval thereof.
Part 4

Article 17

Administrative leave, etc.
Administrative leave and reinstatement

The administrative leave and reinstatement of employees shall be as provided for in the Employment
Regulations.
Article 18 Deleted
Article 19 Deleted
Article 20 Deleted
Article 21 Deleted
Part 5
Article 22
1

Retirement and dismissal
Retirement

The employee shall retire from office in the event such employee falls under any one of the following:(1)

In the event intent to retire is expressed and the President accepts the request, or in the event fourteen (14)days elapse subsequent to the date when resignation notice is submitted;(2)

In the event the employee reaches retirement age;(3)

In the event the employee is employed for a fixed period and the period expires; or(4) In the event the employee is deceased.
2

If the employee wishes to express intent to retire as set forth in item 1 of the preceding paragraph, such
employee shall notify such intent in writing at least thirty (30) days prior to such resignation date. However,in the event such employee is unable to submit such resignation notice for unavoidable circumstances, such
employee shall submit it at least fourteen (14) days prior to such resignation date.

3

Any necessary matter relating to the retirement shall be subject to the provisions of the Employment
Regulations.

Article 23

Mandatory retirement age
5

1

The mandatory retirement age for employees shall be any of sixty-three (63) through sixty-five (65) years ofage as selected by each employee (hereinafter, the "Selective Retirement Age System") in the case of Teachersand sixty-five (65) years of age in the case of Other Employees.

2

The date of retirement due to the mandatory retirement age in the preceding paragraph shall be the first March
31 subsequent to the date such employee reaches his/her mandatory retirement age.

3

Any necessary matters relation to the Selective Retirement Age System in paragraph 1 shall be specified
separately.

Article 24
1

Reemployment

Employees (excluding teachers) who have retired pursuant to the provisions of Item 1 or 2 of Paragraph 1,
Article 22, after the last day of the fiscal year in which they reached sixty (60) years of age, , may continue tobe reemployed up to the last day of the fiscal year in which they reach sixty-five (65) years of age, for those
who wish to be reemployed and that do not fall under any of the grounds for dismissal in Article 25.

2

Notwithstanding the provisions of the preceding paragraph, any person who fails to meet any of the standards
specified in the labor-management agreement under Article 9, paragraph 2 of the Act on Stabilization of
Employment of Elderly Persons before amendment which is said to be still effective, based on paragraph 3 of
the Supplementary Provisions of the Act to Partially Revise the Act on Stabilization of Employment of Elderly
Persons (Act No. 78 of 2012) shall be employed until the age eligible for such standards.

3

In the case of the preceding paragraph, the standards for the period set forth in the left-hand column of thefollowing table shall be applied to the persons who are older than the age set forth in the right -and column
corresponding to each of the categories set forth in the left-hand column.
From April 1, 2023 through March 31, 2025

61 years old

From April 1, 2025 through March 31, 2027

62 years old

From April 1, 2027 through March 31, 2029

63 years old

From April 1, 2029 through March 31, 2031

64 years old

4

The period of reemployment under the preceding three (3) paragraphs shall not exceed one (1) year.

5

The time limit set forth in the preceding paragraph shall be renewed within a period not exceeding one (1) yearwith the upper limit on the last day of the fiscal year in which the employee reaches the age of sixty-five (65).
However, in the case of applying paragraph 2, any person who is beyond the age set forth in paragraph 3 andfails to meet any of the standards specified in the labor-management agreement shall not be eligible for renewal.

6

Any necessary matter relating to the reemployment shall be subject to the provisions of the Employment
Regulations.

Article 25
1

Grounds for dismissal

In the event any employee falls under any one of the following, the President may dismiss such employee:(1)

In the event the work performance of such employee is extremely poor;(2)

In the event such employee has difficulty in the performance of assigned duties or is unable to perform the6assigned duties because of physical or mental disabilities;(3)

In the event there still exists any of the grounds for administrative leave as set forth in items 1 to 4 ofparagraph 1 of Article 21 of the Employment Regulations, even after expiration of the maximum period of
the relevant administrative leave as set forth in items 1 to 4 of paragraph 1 of Article 22 of the Employment
Regulations;(4)

Otherwise in the event such employee materially lacks the qualifications required for the employee; or(5)

In the event the reduction of employee is objectively deemed reasonable in the course of business
management and is approved as a reasonable measure under normal social conventions.

2

Any necessary matter relating to the dismissal shall be subject to the provisions of the Employment
Regulations.

Article 26

Restriction of dismissal

Notwithstanding the provisions in the preceding article and paragraphs 4 and 5 of Article 57, no dismissal shallbe made during the period of time that falls under any one of the following. However, this shall not apply in theevent of item 1 if the employee fails to recover from an injury or disease even after three (3) years from thecommencement date of medical treatment, and the compensation for discontinuation is paid pursuant to theprovisions of Article 81 of the Labor Standards Act.
(1)

Period of leave for the treatment of any occupational injury or disease and thirty (30) days subsequent; or(2)Period of maternity leave for female employee pursuant to the provisions of Article 65 of the Labor
Standards Act and thirty (30) days subsequent.

Article 27
1

Prior notice of dismissal

In the event of dismissal pursuant to the provisions of Article 25 and items 4 and 5 of Article 57, notice shallbe provided at least thirty (30) days in advance or a payment in lieu of notice equivalent to thirty (30) days ofaverage pay under the provisions of Article 12 of the Labor Standards Act shall be made to the relevant
employee. However, this shall not apply to the case of dismissing any employee on probation (except for those
who are continuously hired for more than fourteen (14) days) or the case as approved by the head of thecompetent Labor Standards Inspection Office.

2

The dismissal set forth in the preceding paragraph shall be implemented by delivering the statement specifying
the grounds for dismissal.

Article 28
1

Return of money and goods

Upon receipt of the request from the rightful claimant at the time of retirement or dismissal of the employee,
the President must pay the salary within seven (7) days and return money and goods that are rightfully owned
by such employee, whether reserve fund, guarantee deposit, savings, or whatsoever regardless of the nature
thereof.

2

In the event of any dispute in relation to the salary or money or goods specified in the preceding paragraph,the president shall pay or return the portion thereof that is not subject to such dispute within the period definedin the preceding paragraph.

3

The employee must return to the University any items borrowed from the University at the time of retirement
or dismissal.

Article 29

Delivery of leaving certificate
7

The President shall, upon request of the retired employee (including dismissed employee) pursuant to theprovisions of Article 22 of the Labor Standards Act, promptly deliver the leaving certificate to such employee.
Chapter 3 Service disciplines
Article 30

Obligation to devote to the duty

The employee shall realize the public nature of the University and perform the assigned duties in good faithand in a fair manner in compliance with these Regulations and the relevant regulations and in accordance with
the instructions of supervisory managers (i.e., those who have authority to issue work orders; hereinafter, thesame shall apply).
Article 31

Items to be observed

The employee shall observe the following:(1)

The employee shall not commit any act to bring discredit on the University’s name;(2)

The employee shall not disclose any secret information he/she comes to know in the performance of theassigned duties. This shall apply even after retirement. In the event the employee is required to publish any
job-related secret information as a witness or appraiser under laws and regulation, such employee shall doso with the approval of the President;(3)

The employee shall not commit any act to impair the educational and research projects of the University
and shall use best efforts to maintain the order of workplace; and(4)

The employee shall at all time keep in mind the distinction between private and public matters and shallnot take advantage of the assigned duties or position for private purposes.

Article 32
1

Subsidiary businessIn the event any employee intends to perform any subsidiary business, such employee shall obtain the approvalof the President.

2

Any necessary matter relating to the subsidiary business of the employee shall be as provided in the Regulations
Concerning Subsidiary Business of Employees at Tokyo University of Foreign Studies (Regulation No. 57 of2004).

Article 33

Ethics of employee

The maintenance of ethical standards relating to the work shall be as provided in the Employee Ethics
Regulations for Tokyo University of Foreign Studies (Regulation No. 61 of 2004).
Article 34
1

Prevention of harassment

The employee shall not commit harassment in any manner whatsoever and shall use best efforts for theprevention thereof.

2

Such measures as are relating to the prevention, etc. of harassment shall be as provided in the Harassment
Prevention Guidelines for Tokyo University of Foreign Studies.

Article 35

Use of original family name

The employee may express the intention to use such employee’s original family name with regard to the namedescribed in papers and documents.
Chapter 4 Service
Article 36

Working hours, etc.
8

1

The working hours, rest periods, holidays, leave, etc. for employee shall be as provided in the Regulations
Concerning Working Hours, Leave, etc. for Employee of Tokyo University of Foreign Studies (Regulation No.
53 of 2004).

2

The childcare leave for the employee shall be as provided in the Childcare Leave Regulations for Employeesof Tokyo University of Foreign Studies (Regulation No. 58 of 2004).

3

The caregiver leave for the employee shall be as provided in the Regulations Concerning Caregiving Leave
for Employees at Tokyo University of Foreign Studies (Regulation No. 59 of 2004).

Article 36-2
1

Teleworking

The employee may work at their own homes, etc. (hereinafter, "Teleworking") in principle, away from theirusual place of work.

2

Necessary matters pertaining to teleworking shall be stipulated separately.
Chapter 5 Salary and retirement allowance

Article 37

Salary1

The salary for the employee shall be as provided in the Salary Regulations.

2

Notwithstanding the provisions of the preceding paragraph, the salary for the employee to whom the annual
salary system is applicable and who are subject to the measures of annual salary system introduction promotion
expenses shall be as provided for in the Salary Regulations for Annual Salary Basis Employees of Tokyo
University of Foreign Studies (Regulation No. 86 of 2014) as separately specified.

3

Notwithstanding the provisions of the preceding paragraph, the salary for the employee to whom the annual
salary system is applicable and who are paid retirement allowance at the time of retirement shall be as provided
for in the Salary Regulations for Employee under the New Salary Regulations for Annual Salary Basis
Employees of Tokyo University of Foreign Studies (Regulation No. 8 of 2020) as separately specified.

Article 38
1

Retirement allowance.

The retirement allowance for the employee shall be as provided for in the Regulations for Retirement
Allowance for Employee of Tokyo University of Foreign Studies (Regulation No. 63 of 2004).

2

Notwithstanding the provisions of the preceding paragraph, no retirement allowance shall be paid in the caseparagraph 2 of the preceding article is applicable.
Chapter 6 Business travel

Article 39

Business travel1

The president may order the employee to travel on business if deemed necessary for business reasons.

2

The employee ordered to travel on business shall report to the president promptly after completion of suchbusiness travel.

3

The expenses necessary for such business travel shall be as provided in the Travel Policy.
Chapter 7 Training

Article 40
1

Training

The President shall use best efforts for the provision of training opportunities to the employee including theestablishment of such system as to encourage the training of the employee and other training-related programs.

2

In the event the employee is ordered to participate in the training courses in order to improve the quality
9necessary for the performance of the assigned duty and to promote efficiency, such employee must receive
such training.
3

The expenses necessary for the training set forth in the preceding paragraph shall be as provided in the Travel
Policy.

4

The Teacher may, with the approval of the President, take training at a place other than the usual work location
if such training does not interfere with its operations.

5

The Teacher may take special training with the approval of the President.
Chapter 8 Safety and health

Article 41
1

Safety measures

The President shall take such measures as required for securing the safety, hygiene, and health of the employee
under the Safety and Health Act and other laws and ordinances concerned.

2

Any matter necessary for taking such measures as defined in the preceding paragraph shall be as provided in
the Regulations Concerning Employee Safety and Health Management at Tokyo University of Foreign Studies(Regulation No. 60 of 2004).

Article 42

Obligation to cooperate

The employee must observe the Safety and Health Act and other laws and ordinances concerned and follow
the instructions of supervisory managers in order to secure safety, hygiene, and health and cooperate with suchmeasures relating to safety and health as undertaken by the University.
Article 43

Safety and health education

The employee shall receive such education and training program for securing of safety, hygiene, and health asprovided by the University.
Article 44
1

Disaster prevention

In the event the employee discovers the occurrence of fire or other emergencies or recognizes situations where
emergencies may arise, such employee shall take temporary measures and use best efforts to minimize any
possible damage.

2

The University’s disaster prevention measures shall be as provided in the Regulations Concerning Fire
Prevention and Control at Tokyo University of Foreign Studies (established on May 30, 1977).

Article 45

Matters to be observed in relation to safety and health

The employee shall observe the following:(1)

The employee shall at all times attempt to keep the workplace clean and tidy and try to prevent disasters
and improve public health; and(2)

The employee shall not move safety and health devices, fire control equipment, sanitary installations, andother safety facilities by preference or enter such areas unauthorized.

Article 46

Health examination

The employee shall undergo regular or occasional health examinations provided by the University every year
unless such employee has a health examination by a physician and submits a document to certify the results ofsuch health examination.
Article 47

Post-health examination measures10

1

If deemed necessary based on the results of the health examination, the president shall restrict the services tobe performed by the employee and take such measures as required for the preservation of such employee’s
health including a change of position or otherwise.

2

The employee may not reject such measures as described in the preceding paragraph without reasonable cause.

Article 48
1

Suspension from work

In the event the employee is or is threatened to be affected by such infectious diseases as separately specified,such employee shall immediately notify the president of such fact and receive instructions of the president.

2

If deemed necessary based on the results of such notification as set forth in the preceding paragraph, thepresident may order the suspension from work to such employee.

3

The period of time during which the employee is ordered suspension from work and does not attend work
pursuant to the provisions of the preceding paragraph shall be considered as if the employee attended its work.
Chapter 9 Female employee

Article 49

Restriction of services by expectant or nursing female employee

The President may not order any female employee who is pregnant or has given birth in the past year
(hereinafter, the “Expectant or Nursing Female Employee”) to attend work that may be harmful to thepregnancy, childbirth, childcare, and otherwise.
Article 50(Restriction of Expectant or Nursing Female Employee’s midnight shift and overtime)

The President may not order any Expectant or Nursing Female Employee to attend work between the period
from 10:00 p.m. to 5:00 a.m. or in excess of statutory working hours upon request of such Expectant or Nursing
Female Employee.
Article 51

Health examination for Expectant or Nursing Female Employee

The President shall permit the Expectant or Nursing Female Employee not to attend work in order to have such
health guidance as prescribed in Article 10 of the Maternal and Child Health Act (Act No. 141 of 1965) or such
health examination as prescribed in Article 13 of such Act upon request of such Expectant or Nursing Female
Employee.
Article 52
1

Reduction of work load of Expectant or Nursing Female Employee

The President shall reduce the workload of the Expectant or Nursing Female Employee or transfer such
employee to other easy and simple duties upon request of such Expectant or Nursing Female Employee.

2

In the event the duties of any expectant female employee is determined to have any adverse influence on thepreservation of health of such employee’s body or unborn child, the President must, upon request of suchexpectant female employee, permit said employee not to attend work for such period of time as necessary forher to take an appropriate rest or to eat.

3

In the event the degree of congestion of any transport facility used for commuting by any expectant female
employee is determined to have any adverse influence on the preservation of health of such employee’s bodyor unborn child, the President must, upon request of such expectant female employee, permit her not to attend
work at the beginning or end of the regular defined working hours for less than an hour of the period of time
per day.

Article 53

Measures for employee with extreme difficulty in attending work on menstrual dates

11

The president shall not, upon request of any female employee that has extreme difficulty in attending work on
her menstrual dates, order such female employee to attend work on such menstrual dates.
Chapter 10 Accident compensation
Article 54

Accident compensation

Accident compensation in the event any employee suffers any disaster (i.e., any injury, disease, disability, or
death; hereinafter, the same shall apply) in the course of working or commuting, promotion of rehabilitation of
the afflicted employee, and welfare service necessary for the support of such afflicted employee and family
shall be as prescribed in the Industrial Accident Compensation Insurance Act (Act No. 50 of 1947) as well as
the Regulations Concerning Non-Statutory Compensation for Employees of Tokyo University of Foreign
Studies (Regulation No. 91 of 2012).
Chapter 11 Awards
Article 55

Awards

The recognition of employee shall be as defined in the Awards Regulations for Employee of Tokyo Universityof Foreign Studies (Regulation No. 64 of 2004).
Chapter 12 Punishments
Article 56
1

Grounds for discipline

In the event employee falls under any one of the following, the president may take disciplinary measures
including reprimand, salary reduction, or suspension from work according to the circumstances:(1)

In the event the employee skips work for not more than twenty (20) days without valid reason;(2)

In the event the employee neglects work as the result of frequent absences from work, coming late, andleaving work early without valid reason;(3)

In the event the employee causes damage to the University due to negligence;(4)

In the event the employee debases the University’s order or morals due to bad behavior;(5)

In the event the employee breaches the provisions of any of Articles 31 to 34; or(6)Otherwise, in the event the employee violates these Regulations or commits any improper act similar to
those defined in each of the preceding items.

2

In the event employee falls under any one of the following, the President may dismiss such employee
immediately. In this case, if authorized by the head of the labor standards supervision office, the pay in lieu of
notice set forth in Article 27 shall not be paid. However, in consideration of everyday work attitude of such
employee and other circumstances, the University may take such measures as dismissal under instruction,
salary reduction, or suspension from work.
(1)

In the event the employee gains employment by misrepresenting any important personal history;(2)

In the event the employee skips work for twenty-one (21) days or more without valid reason and ignores
the order to get back to work;(3)

In the event the employee is frequently absent from work, is late for work, and leaves work early without
permission and fails to remedy such behavior after repeated reprimands;(4)

In the event the employee often fails to follow the business-related instructions or orders without valid
reason;12

(5)In the event the employee causes serious damage to the University intentionally or by gross negligence;(6)

In the event the employee commits any act in violation of any provisions of the Penal Code or other penal
laws in the University and the fact constituting a crime becomes apparent (except where such act constitutes
a minor violation);(7)

In the event the employee seriously debases the University’s order or morals due to bad behavior;(8)

In the event the employee is determined that he/she has no intention to improve the work attitude despite
the fact that the said employee has received disciplinary punishment repeatedly;(9)

In the event the employee interferes with the smooth job performance or deteriorates the workplaceenvironment through sexual behavior that is disliked by other persons or commits such acts as to put such
person at a disadvantage depending on the response of such person to such sexual behavior;(10) In the event the employee looks after his/her own interests or accepts or demands money or goods or accepts
entertainment from people concerned taking advantage of the professional position;(11) In the event the employee commits any act to impede the reputation and credit of the University andseriously affects the operation thereof through illegal acts in personal life or through libel or slander against
the University;(12) In the event the employee discloses important business secrets of the University to others; or(13) In the event the employee commits such level of inappropriate acts as is similar to those set forth in any ofthe preceding items.
3

The president shall take any disciplinary measure after sufficient investigation and deliberation and shallspecify the reason for the discipline to the relevant employee in writing.

4

Notwithstanding the foregoing, in the event the president takes any disciplinary measure, such measure must
be approved after deliberation thereof by the Educational Research Council.

Article 57

Type and nature of disciplinary measures

The type and nature of disciplinary measures shall be as stipulated in each of the following items:(1)

Reprimand: Caution the employee for the future;(2)

Salary reduction: Reduce salary. In this case, each salary reduction shall not exceed fifty (50) percent ofone (1) day’s average salary and total salary reduction per month shall not exceed ten (10) percent of themonthly salary for the relevant month;(3)

Suspension from work: Place on suspension and not allow the employee to attend work for the period of
maximum one (1) year with no payment of the salary during such period;(4)

Dismissal under instruction: Suggest submission a notice of resignation. However, in the event the relevant
employee fails to accept such suggestion, the president may dismiss such employee by providing thirty(30) days prior notice or dismiss immediately by paying average salary equivalent to thirty (30) days’
average salary or more.

(5)

Punitive dismissal: Dismiss immediately without setting any period of notice.

Article 58

Admonitory warning

In addition to these measures set forth in the preceding article, the president may give the employee admonitory
warning, strict warning, or warning if necessary for the maintenance of discipline.
Article 59

Supervisory manager’s responsibility13

In the event of any disciplinable act committed by the employee under the supervision and management of any
supervisor, such supervisor may be subject to the discipline due to supervisory responsibility; provided,
however, that in the event such supervisor takes any measure to prevent such act, such discipline may be
exempted depending on the circumstances.
Article 60
1

DamagesIn the event any employee causes damage to the University intentionally or by gross negligence, the president
may claim damages in whole or in part against such employee.

2Such liability for damages as set forth in the preceding paragraph shall not be exempted even after theretirement of such employee.
Chapter 13 Welfare, mutual aid

Article 61

Use of dormitory

The use of dormitory by the employee shall be as provided in the laws and ordinances concerned andInternational Residence Regulations for Employee of Tokyo University of Foreign Studies (Regulation No.
170 of 2004).
Article 62

Mutual aid

The mutual aid system for the employee shall be as prescribed in the National Public Officers Mutual Aid
Association Act (Act No. 128 of 1958) and the Act for Enforcement in Relation to Long-term Benefit under
the National Public Officers Mutual Aid Association Act (Act No. 129 of 1958).
Chapter 14 Complaint handling
Article 631

Complaint handling

The president shall establish an appropriate organization to handle complaints from the employee relating to
work.

2

The president shall establish a grievance committee as the organization set forth in the preceding paragraph,members of which includes any person nominated by the person representing the majority of the employee andcause such committee to settle the issues on a neutral, impartial, and fair ground.
Chapter 15 Supplementary regulations

Article 64

Any matter necessary for the implementation of these Regulations, apart from such matters as

separately determined, shall be subject to the regulations applied to the government officials.

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