Service Rules
Date: 1th April 2026
TABLE OF CONTENTS
1. INTRODUCTION 3
2. WORKING HOURS 3
2-1 Working Hours 3
2-2 Recording The Time 3
2-3 Punctuality 4
2-4 Attendance and Absenteeism 4
2-5 Lunch Break 4
2-6 Overtime 4
3. RECRUITMENT OF NEW EMPLOYEES 5
3-1 New Employment 5
3-2 Probationary Period 5
3-3 Transfer 5
3-4 Personal Particulars 5
4. REMUNERATION 5
4-1 Payroll Date 5
4-2 Overtime Payment 6
4-3 Deduction 6
4-4 Increment. 6
4-5 Annual Bonus 6
4-6 Transportation Allowance 6
4-7 Travelling Allowance 7
5. REIMBURSEMENT OF EXPENSE 7
6. HOLIDAYS AND LEAVE 8
6-1 General 8
6-2 Procedure for Taking Leave 8
6-3 Paid Annual Leave 9
6-4 Maternity Leave 9
6-5 Sick Leave 10
6-6 Casual Leave 10
6-7 Festival Leave and Compensatory Leave if the Employee had to Work on Festival Holiday or 10
Weekly Holiday 10
6-8 Leave Without Pay 11
6-9 Payment for Un-Availed Leave .
7. PERSONAL INCOME TAX 11
8. EXCLUSIVE SERVICE 11
9. ABSENCE 11
10. DISCIPLINARY ACTION AND INSTANT DISMISSAL 11
11. RESIGNATION FOR PWERSONAL REASONS 12
12. NOTICE OF TERMINATION 13
13. RETIREMENT………………………………………………………………………………………………15
14. CONFIDENTIALITY 13
15. BANGLADESH LIAISON OFFICE PROPERTIES 13
16. RETAREMENT ALLOWANCE 13
17. HARASSMENT……………………………………………………………………………………………
18. Others 13
Annex1. Regulations on Annual Leave and Retirement Allowance
Annex2.Travel Allowance
Annex3.Rules for the Prevention of Harassment in the Workplace
INTRODUCTION
1-1 This employee’s handbook sets our terms and conditions to help you (the “Employee”) learn more about Toyoshima & Co., Ltd. Bangladesh office. Its sole purpose is to summarize the Bangladesh Office’s personal policies and procedures and to set forth facts that will be useful to know throughout your employment here.
1-2 We suggest that you familiarize yourself with the contents of this Employee Handbook and keep it available for reference when you have any questions. If Bangladesh Liaison Office revises any of the provisions in this handbook, you may expect to receive a copy of such revisions. Bangladesh Office retains the right to revise or modify any policies or procedures in the handbook without advance notice and at its sole discretion.
1-3 We cannot anticipate every circumstance or answer every question, so the management will address situations that are not covered in this handbook on a case to case basis. Do feel free to approach the HR Representatives and Management if you have any questions, comments or concerns.
1-4 This handbook is the property of Bangladesh Liaison Office and shall be applicable to all employees under the Bangladesh Office employment. Please do not make copies or circulate without prior approval from the management.
WORKING HOURS
2-1 Working Hours
General working hours are Saturday to Thursday, 8:00 AM to 5:00 PM.Regarding Saturday work, employees will have alternating working Saturdays and Saturdays off every other week.
*The Bangladesh Office reserves the right to revise the above time by giving prior notice to Employees.
2-2 Recording The Time
All employees including management are required to maintain an accurate record of all time worked with the Bangladesh Office working form format.
Employees will be responsible for recording their own hours at the beginning and end of work shift, for meal breaks, and when employees enter and leave the office for personal reasons.
Working time record form in-out is one of the important evidence for calculation of wages, overtime pay and holiday work pay. Therefore, the working time record form is the duty and responsibility of employees to show good faith by recording the working time form by own self. All employees must record both start working and return on the working time form arranged by the Bangladesh Office by own self.
Recording the working time form for or by others will be deemed dishonestly and will be considered for serious disciplinary penalty action, inclusive the dismissal of both employees.
Working time record form should be submitted to manager by 1st week of the following month.
2-3 Punctuality
The Management expects all the employees to be at work on time and considers punctuality to be one of the most important disciplines for the employees to observe strictly.
2-4 Attendance and Absenteeism
Attendance is a key factor in your job performance. Regular Absenteeism from work is unacceptable as it affects the Bangladesh Office’s operations. Excessive absences (whether excused or unexcused), Tardiness or leaving early is unacceptable. If you are absent for any reason or plan to arrive late or leave early, you must notify your supervisor and the Accounts/Administration Department as far in advance as possible and no later than the start of office start working hour.
2-5 Lunch Break
One (1) hour between 13:00 PM to 14:00 PM. Due to the preference of the completion of work lunch time will start after the completion of work.
2-6 Overtime
From time to time, it may be necessary for you to work on altered work schedules, which may include evening, weekends and gazette public holidays according to The Bangladesh Labor Act, and the Bangladesh Labor Act, as well as the Bangladesh Labor Rules of 2015. If the occasion arises that you will be required to work on altered work schedule, you will be given as much advance notice as possible. All overtime work must be pre-authorized by your supervisor or the Management.
RECRUITMENT OF NEW EMPLOYEES
3-1 New Employment
The Bangladesh Office shall evaluate, select and employ, at its own discretion, those persons(s) who meet the requirements and selection criteria of the Bangladesh Office. New Employees shall submit the following documents within one (1) week from the date of joining for registration.
National Identity Card
Appointment Letter which is signed by Employee.
Any other documents required by the Bangladesh Office.
Change, if any in information & details as contained in the documents above mentioned, shall be immediately reported by the Employees without delay to his/her supervisor.
3-2 Probationary Period
Probation period shall be 3 (Three) months from the commencement date. However, the period of probation may be extended by an additional period of three months if, for any circumstances, it has not been possible to determine the quality of your work within the first three months’ period of probation.
During the probationary period, the Bangladesh Office may terminate the employment by giving at least 30 days’ notice.
3-3 Transfer
The Bangladesh Office shall have the right to transfer you to work in any section and department at any time during the term of employment. Such a transfer does not entail a change to the determent of your terms of employment unless caused by negative performance appraisal.
3-4 Personal Particulars
Any change of your personal particulars, please inform Accounts/Administration Department.
Example: Home Address, Marital Status and etc.
REMUNERATION
4-1 Payroll Date
Generally, all employees shall be paid their monthly salaries by 7th working days of each month. Your monthly salary shall be paid by fund transfer through Bangladesh Office’s Bank account.
4-2 Overtime Payment
Overtime works must be requested and approved by Head of Department or in-charge. All overtime claims must be recorded on a staff attendance sheet and verified by Head of Department or authorized Manager on the same day or the next working day.
Overtime calculation is based on the basic salary of the Bangladesh Office excluding incentive fee and allowance. But Bangladesh Office is allowed to record the overtime hours which must not exceed total 60 hours per week.
4-3 Deduction
No deduction shall be made from the wages except those that are permitted under the payment of The Bangladesh Labor Act, and the Bangladesh Labor Act, as well as the Bangladesh Labor Rules of 2015
4-4 Revision
Salary shall be reviewed annually. However, the basic policy of the Bangladesh Office is to assess every Employee's salary based on individual performance, the market conditions in the Bangladesh business community from time to time by the Office.
4-5 Annual Bonus
The Employees shall receive two festival bonuses on each year on the occasion of Eid-ul-Fitr and Eid-ul-Azha. Each Bonus payment shall be 1 basic salary if the Employees completed 12 months. If not completed 12 months, Employee shall follow the suitable condition under this section.
Every Employee, who has worked as Probationer may not be eligible to get bonus.
4-6 Transportation Allowance
As the transportation allowance is different for each Employee, please refer to your Letter of Appointment.
4-7 Travelling Allowance
The Employees shall be provided by the following content:
Eligible classes of transport
Air Flight --- Economy,
Ship --- 2nd cabin,
Train --- Standard class
Handling and Miscellaneous fees
The Bangladesh Office will provide handling charges for passport, visa, vaccination charges, & necessary handling charges.
Transport
The Bangladesh Office will cover driver to and from airport. All Transport for work related purpose in overseas will be paid for by the Office.
Overseas Travelling Allowance
Based on the travel allowance revised in January 2024.
Travel Insurance
The Bangladesh Office will cover travel insurance for employees who are travelling overseas.
Approval & Requirement for Business Trip
All Domestic & International travel needs prior approval from the Management. This approval should be obtained before making any travel booking & arrangements.
REIMBURSEMENT OF EXPENSE
Every Employee may be entitled to the reimbursement of the expenses incurred. Any false claims in the expense statement will lead to termination of the employment. All travel & conveyance expenses will be claimed based on attached receipts.
Any discrepancies noticed in the expense sheet will not be considered for payments. The same will be rejected and returned to the respective Management.
HOLIDAYS AND LEAVE
6-1 General
Every employee may be granted, at the sole and absolute discretion of the Bangladesh Office, the following leaves subject to supervisor’s approval:
Paid Annual Leave;
Maternity Leave;
Sick Leave;
Casual Leave;
Compensatory leave;
Leave Without Pay.
Any leave taken in excess of that stated in succeeding No. 6-3, 6-4, 6-5, 6-6 and 6-7 shall be treated as an unpaid leave.
6-2 Procedure for Taking Leave
Employees who seek to take leave shall obtain the prior permission of his/her supervisor in the specified form and the Bangladesh Office may alter the timing of the Employee's leave in view of the requirements of the Bangladesh Office. Written applications should be submitted to the respective head of department for approval.
(a) 5 consecutive days or more: in advance
(b) Less than 5 consecutive days: 1 week in advance.
(c) If due to urgent reasons the leave applied for is to commence on the date of application, it will be approved by the decision of Country Manager. At the time of urgent reasons, the order of leave shall be given on the same day.
In the event of absence from work due to illness or other causes, the employee may take sick leave.
In this case, the employee must endeavor to inform the Management on or before 8:00AM
the same day and must produce a medical certificate issued by the government medical officer or a Bangladesh registered general medical practitioner and/or acceptable reasons, otherwise disciplinary action shall be taken.
If the employees taking leave, for justifiable reasons, is unable to take prior permission as abovementioned, he/she shall communicate or notify the Bangladesh Office, by any means personally or by due representative within the first 2 days of his/her leave and shall report the same clearly stating the reasons within the day upon resuming work. In absence of such notification or report, the leave shall be treated as no pay leave, and the employees may be subject to disciplinary action, at the discretion of the Bangladesh Office.
6-3 Paid Annual Leave (Based on the provisions regarding annual paid leave and retirement
allowance revised in June 2025.)
Every Employee who has completed a period of 12 months continuous service with Bangladesh Office shall be entitled to, during the subsequent period of 12 months, take paid Annual Leave of 16 days per year. The period of leave includes any holiday which may occur during such period.
If an Employee does not, in any period of 12 months, take the leave wholly or partly to which he is entitled as mentioned above, any such un-availed leave shall be added to the leave to be allowed to him, in the succeeding period of 12 months. However, an adult Employee shall cease to earn Annual Leave, when the earned leave due to him amounts to 60 days. However, this limit does not include any leave refused upon application by an Employee.
Operations shall be conducted in accordance with the Bangladesh Labor Act, and the Bangladesh Labor Rules
6-4 Maternity Leave
The female employees under continuous contract shall be granted the statutory number of maternity leaves. For example, a total of 120 days with pay during maternity period. Such maternity leave normally begins 60 Days before the expected date of confinement and ends 60 Days after the actual date of confinement.
There will be no annual leave charged against the maternity leave.
The female Employees requesting maternity leave shall furnish to the Bangladesh Office a medical certificate issued by a registered midwife or a registered medical practitioner certifying that she is pregnant and specifying the expected date of her confinement.
Leave taken on the grounds of illness or disability or in any matters arising out of the pregnancy or confinement before or after the 60 Days maternity leave shall be charged to annual leave and/or no pay leave.
Upon return to work, the female Employees shall furnish the Bangladesh Liaison Office a medical certificate issued by a registered midwife or a registered medical practitioner indicating her actual date of confinement.
6-5 Sick Leave
If sick leave is taken, medical certificate is required. The Employees shall be entitled to 14 days as sick leave per year. Such leaves shall not be accumulated and carried forward to the succeeding year.
6-6 Casual Leave
Every Employee shall be entitled to paid casual leaves for 10 days in a calendar year. Such leaves shall not be accumulated and carried forward to the succeeding year.
With Bangladesh Office policy, casual leave is consumed mainly for ceremonial occasions as below and the limitation of consumption is set by occasion. For the exceptions or special occasions, the Employee shall confirm the management.
The principal Marriage: 3 days
Wife's delivery: 1day
Son or daughter marriage: 1day
Brother or sister marriage: 1day
Death of parent, spouse, child: 3 days
Death of spouse parent: 1day
6-7 Festival Leave and Compensatory Leave if the Employee had to Work on Festival Holiday or
Weekly Holiday
Every Employee is entitled to enjoy 13 days (Section 118 of Bangladesh Labor Act of 2006, 2013, 2018, and its 2025 amendment, as well as the Bangladesh Labor Rules of 2015.) in a calendar year as festival holiday as per schedule to be circulated by the Bangladesh Liaison Office at the beginning of the year.
If any Employee works on festival holidays, he/she will be entitled to 2 additional day’s holidays per day of work as compensatory with full pay and a substitute holiday.
If any employee works on weekly holiday, he/she may get a substitute holiday for the said holiday.
6-8 Leave Without Pay
Any leave taken in excess of that stated in preceding No.6 or which are not paid in nature as per The Bangladesh Labor Act, and the Bangladesh Labor Act, as well as the Bangladesh Labor Rules of 2015. shall be treated as an unpaid leave.
PERSONAL INCOME TAX
The Bangladesh Liaison Office shall withhold Individual income tax as required by Bangladesh Income Tax Act 2023 from monthly salary if his salary fall under the minimum Tax limit. The personal income tax is comply to the Bangladesh Labour Act and Labour Rules requirement if any revisions.
EXCLUSIVE SERVICE
While employed by the Bangladesh Office, you shall devote your whole time and attention to the service of Bangladesh Office and shall not be engaged in any other business, company or concern without the written consent of the Bangladesh Office.
ABSENCE
In the event of absence from work through illness or other cases, the employee must endeavor to inform the Management on or before 8:00AM of the same day and must produce a medical certificate issued by the government medical officer and/or acceptable reasons; otherwise disciplinary action shall be taken.
DISCIPLINARY ACTION AND INSTANT DISMISSAL
The Employer may give punishment to the Employees as stipulated by Section 23 and 24 of the Labour Act 2006 amended on 2013 for the criminal conviction or misconduct on employee’s part. Prior to giving the punishment for misconduct, the employer shall conduct the enquiry and formalities according to the following procedure as per Section 24 of the Act:
you have obligation to inform your superior if you did conviction or illegal act before;
The allegations against him are recorded in writing;
A copy of such allegation is given to him and he is given a period of at least seven days for hearing;
He/she is given an opportunity of being heard;
The enquiry needs to be conducted within 60 (sixty) days;
He/she is found guilty, after enquiry;
The Employer or the manager approves of such order;
The Employees being convicted for criminal offence, violating the Rules (which may get considered as willful disobedience) or falling into any of the following cases which are stipulated by Section 23 of the Act shall be subject to the above procedure for Disciplinary action.
Willful disobedience to any lawful or reasonable order individually or in group altogether of a superior;
Any theft, fraud, dishonest appropriation (grabbing) or dishonesty in case of business or property of the Employer;
Taking or giving bribe in relating to job of his/her or any other worker under the Employer;
Habitual late attendance
Habitual absence without taking leave or being absent from work for more than 10 (ten) days without taking leave/permission from the employer;
Habitual breach of any law or rule or regulation applicable to the establishment;
Riotous or disorderly behavior in the establishment, or any activity subversive of discipline;
Habitual negligent work;
Habitually violation of any rule or discipline or conduct as approved by the chief inspector
Falsifying, tampering with, damaging or causing loss of the Employer official records.
The Employees may be dismissed without prior notice or pay in lieu in case which is stipulated by Section 23 (1) (a) [being convicted for criminal offence] or (b) [being guilty of misconduct, the aforementioned conducts (A-J)] of Labour Act.
RESIGNATION FOR PERSONAL REASONS
The Permanent employees desiring to resign from the Bangladesh Office on his/her own accord shall submit a written notice to the Bangladesh Office at least 60 days in advance or the time required by his/her employment letter if different or can make a payment in lieu of such notice at the rate of the final month's basic salary.
The Temporary employees desiring to resign from the Bangladesh Office on his/her own accord shall submit a written notice to the Bangladesh Liaison Office at least 30 days in advance or the time required by his/her employment letter if different or can make a payment in lieu of such notice at the rate of the final month's basic salary.
RETIREMENT
Retirement age for all employees is 60 years.
NOTICE OF TERMINATION
The Employer may terminate an Employee according to the following procedure which is stipulated by Article 26 of the Labour Act.
When the Bangladesh Office intends to terminate the employment of temporary Employees, the Bangladesh Liaison Office shall typically give such Employees a 30 days’ notice, or in lieu thereof, pay him/her 30 day's basic salary.
When the Bangladesh Office intends to terminate the employment of permanent Employees, the Bangladesh Office shall typically give such Employees a 120 days’ notice.
CONFIDENTIALITY
Employees shall not, at any time during their employment or afterwards, disclose to any person information as to the practice dealing or affairs of Company or any of its business associates, customers or clients or as to any other matters which may come to their knowledge by reasons of their employment, except so far as necessary and proper in the course of their employments.
BANGLADESH OFFICE PROPERTIES
In case of under mention offences, the Bangladesh Office can deduct from wages of the Employee totally or partly. In that case, the deduction from the wages of Employee shall be made only in accordance with relevant provisions of . The Bangladesh Labor Act, and the Bangladesh Labor Act, as well as the Bangladesh Labor Rules of 2015.
・Deduction for damage or loss of goods and equipment
According to the payment of wages Act, Deduction for damage or loss of goods and equipment expressly entrusted to the employed person for custody, or for loss of money, for which he/she is required to account, where such damage or loss is directly attributable to his/her neglect or default:
The amount of deduction from wages will be equivalent to the value of damage or loss of goods and equipment.
The total deduction for any wage period, exclusive of deduction on account of the absence from duty, shall not exceed 50% of wages payable to the employed person during that wage period. Its deduction should be made as per . The Bangladesh Labor Act, andthe Bangladesh Labor Rules
Retirement Allowance
According to the provisions regarding annual paid leave and retirement allowance revised in June 2025.
harassment:
Based on the ”Rules for the Prevention of Harassment in Workplace”
(effective February 1,2024)
Others
Any matter not covered by this service rules and any point not clearly understood shall be settled or clarified by the employer based on the relevant laws and regulations of Bangladesh in consultation with Toyoshima & Co., Ltd. Head Office in Japan or Bangladesh Office.
年次有給休暇及び、退職金に関する規定 附則 2025年6月1日
Regulations on Annual Leave and Retirement Allowance Supplementary Provisions June 1, 2025
6-3 年次有給休暇
当事業所への勤務期間が連続１２ヶ月に達した従業員は、次年度の１２ヶ月間で年間
１５日間の年次有給休暇を取得する事が出来ます。休暇期間と重なる祝祭日は、年次有給休暇の日数に含まれます。
従業員が前項の条件で得た有給休暇の全部又は一部を、権利期間中に行使しなかった場合、その未行使日数は次年度にて加算される事が認められます。但し、成人従業員の
繰越休暇日数が６０日に達した場合、超過分は認められないものとします。尚、従業員の申請により取り下げられた休暇については、その制限に含まないものとします。
バングラディッシュの労働法に準じた運用を行うものとします。
6-3 Paid Annual Leave
Every Employee who has completed a period of 12 months continuous service with Bangladesh Liaison Office shall be entitled to, during the subsequent period of 12 months, take paid Annual Leave of 15 days per year. The period of leave includes any holiday which may occur during such period.
If an Employee does not, in any period of 12 months, take the leave wholly or partly to which he is entitled as mentioned above, any such un-availed leave shall be added to the leave to be allowed to him, in the succeeding period of 12 months. However, an adult Employee shall cease to earn Annual Leave,
when the earned leave due to him amounts to 60 days. However, this limit does not include any leave refused upon application by an Employee.
Operations shall be in alignment with Bangladesh's labor laws.
16 退職金
バングラディッシュの労働法に準じた運用を行うものとします。
16. Retirement Allowance
Operations shall be in alignment with Bangladesh's labor laws.
豊島株式会社
Toyoshima & Co.,Ltd.
職場におけるハラスメントの防止に関する規定（豊島株式会社 海外拠点）
Rules for the Prevention of Harassment in the Workplace
（Overseas offices of TOYOSHIMA & CO., LTD.）
（目的）
第１条 本規定は、職場におけるパワーハラスメント、セクシュアルハラスメント及びマタニティハラスメント・パタニティハラスメント（妊娠・出産・育児休業等に関するハラスメント）を防止するために従業員が遵守するべき事項を定める。以下前記の３つのハラスメントを総合して「職場におけるハラスメント」という。
なお、この規定にいう従業員とは、正社員だけではなく、運転手や掃除係などの非正規社員も含まれるものとする。
（Purpose）
Article１This provides the rules for preventing employees from power, sexual, and maternity and paternity harassment (harassment related to pregnancy, childbirth, childcare leave, etc..) in the workplace. The three types of harassment described above are referred to as " harassment in the workplace".
The term "employee" as used in this provision shall include not only regular employees but also non-regular employees such as drivers and housekeepers.
（パワーハラスメント、セクシュアルハラスメント及びマタニティハラスメント・パタニティハラスメントの定義）
第２条
１ パワーハラスメントとは、優越的な関係を背景とした言動であって、業務上の必要かつ相当な範囲を超えたものにより、就業環境を害することをいう。なお、客観的にみて、業務上必要かつ相当な範囲で行われる適正な業務指示や指導については、職場におけるパワーハラスメントには該当しない。
２ セクシュアルハラスメントとは、職場における性的な言動に対する他の従業員の対応等により当該従業員の労働条件に関して不利益を与えること又は性的な言動により他の従業員の就業環境を害することをいう。また、相手の性的指向又は性自認の状況にかかわらないほか、異性に対する言動だけでなく、同性に対する言動も該当する。
３ 前項の他の従業員とは直接的に性的な言動の相手方となった被害者に限らず、性的な言動により就業環境を害されたすべての従業員を含むものとする。
４ マタニティハラスメント・パタニティハラスメント（妊娠・出産・育児休業等に関するハラスメント）とは、職場において、上司や同僚が、従業員の妊娠・出産及び育児等に関する制度又は措置の利用に関する言動により従業員（性別を問わない）の就業環境を害すること並びに妊娠・出産等に関する言動により女性従業員の就業環境を害することをいう。なお、業務分担や安全配慮等の観点から、客観的にみて、業務上の必要性に基づく言動によるものについては、マタニティハラスメント・パタニティハラスメントには該当しない。
５ 第１項、第２項及び第４項の職場とは、社内のみならず、従業員が業務を遂行するすべての場所をいい、また、就業時間内に限らず、実質的に職場の延長とみなされる就業時間外の時間を含むものとする。
（Definition of Power, Sexual, and Maternity and Paternity Harassment）
Article２
1 Power harassment means the words and actions based on a superior relationship that go beyond the necessary and reasonable scope of work and harm the working environment. However, from an objective standpoint, appropriate work instructions and guidance that are necessary and within a reasonable scope for work do not fall under power harassment in the workplace.
２ Sexual harassment means the act of causing a disadvantage regarding the working conditions of other employees by responding to sexual words and actions in the workplace or the act of harming the working environment of other employees by sexual words and actions. In addition, this applies regardless of the other person's sexual orientation or gender identity, includes not only words and actions toward the opposite sex but also words and actions toward the same sex.
３ The other employees mentioned in the preceding paragraph shall not be limited to the victims of direct sexual words and actions but shall also include all employees whose working environment is impaired by sexual words and actions.
４ Maternity harassment and paternity harassment (harassment related to pregnancy, childbirth, childcare leave, etc.) means that a superior or colleague in the workplace harms the working environment of an employee (regardless of gender) by words and actions regarding the use of systems or measures related to pregnancy, childbirth, childcare, etc., and harms the working environment of a female employee by words and actions regarding pregnancy, childbirth, etc.
From the viewpoint of job assignment and safety considerations, words and actions based on business necessity do not fall under maternity harassment and paternity harassment.
５ The workplaces set forth in Clauses 1, 2, and 4 shall mean not only the workplaces within the Company but also all places where employees perform their duties and shall include not only during working hours but also hours outside working hours deemed substantially to be an extension of the workplace.
（禁止行為）
第３条
1 すべての従業員は、他の従業員を業務遂行上の対等なパートナーとして認め、職場における健全な秩序並びに協力関係を保持する義務を負うとともに、その言動に注意を払い、職場内において次の第２項から第５項に掲げる行為をしてはならない。また、自社の従業員以外の者に対しても、これに類する行為を行ってはならない。
２ パワーハラスメント(第２条第１項の要件を満たした以下のような行為)
①殴打、足蹴りするなどの身体的攻撃
②人格を否定するような言動（他の社員の前で大きな声で叱責）をするなどの精神的な攻撃
③自身の意に沿わない従業員に対して、仕事を外し、長期間にわたり、別室に隔離するなどの人間関係からの切り離し
④長期間にわたり、肉体的苦痛を伴う過酷な環境下で、勤務に直接関係ない作業を命じるなどの過大な要求
⑤管理職である部下を退職させるため誰でも遂行可能な業務を行わせるなどの過小な要求
⑥他の従業員の性的指向・性自認や病歴などの機微な個人情報について本人の了解を得ずに他の従業員に暴露するなどの個の侵害
３ セクシュアルハラスメント(第２条第２項の要件を満たした以下のような行為)
①性的及び身体上の事柄に関する不必要な質問・発言
②わいせつ図画の閲覧、配付、掲示
③うわさの流布
④不必要な身体への接触
⑤性的な言動により、他の従業員の就業意欲を低下せしめ、能力の発揮を阻害する行為
⑥交際・性的関係の強要
⑦性的な言動への抗議又は拒否等を行った従業員に対して、解雇、不当な人事考課、配置転換等の不利益を与える行為
⑧その他、相手方及び他の従業員に不快感を与える性的な言動
４ マタニティハラスメント・パタニティハラスメント(第２条第４項の要件を満たした以下のような行為)
①部下の妊娠・出産、育児･介護に関する制度や措置の利用等に関し、解雇その他不利益な取扱いを示唆する言動
②部下又は同僚の妊娠・出産、育児･介護に関する制度や措置の利用を阻害する言動
③部下又は同僚が妊娠・出産、育児･介護に関する制度や措置を利用したことによる嫌がらせ等
④部下が妊娠・出産等したことにより、解雇その他の不利益な取扱いを示唆する言動
⑤部下又は同僚が妊娠・出産等したことに対する嫌がらせ等
５ 部下である従業員が職場におけるハラスメントを受けている事実を認めながら、これを黙認する上司の行為
(Prohibited Acts)
Article３
1 All employees shall be obligated to recognize other employees as equal partners in the performance of their duties and to maintain sound order and cooperative relationships in the workplace, and shall pay attention to their words and actions, and shall not engage in any of the acts listed in Clauses 2 to 5 below in the workplace. No similar acts shall be performed to any person other than the company’s own employees.
２ Power Harassment (Acts that satisfy the requirements of Article 2(1) as follows)
① Physical attacks such as beating, slapping, punching and kicking.
② Mental attacks such as words and actions that deny personality. (for example, scolding with a loud voice in front of other employees）
③ Separating employees from personal relationships, such as removing jobs and isolating them in separate rooms for a long period of time, for employees who disagree.
④ Excessive demands, such as ordering work that is not directly related to work, in a severe environment with physical distress over a long period of time.
⑤ Understated demands for managerial subordinates to perform tasks that anyone can perform in order to retire.
⑥ Individual infringement, such as exposing sensitive personal information of other employees without obtaining their consents, such as sexual orientation, gender identity, or medical history
3 Sexual Harassment (Acts that satisfy the requirements of Article 2(2) as follows)
① Asking unnecessary questions and utterances about sexual and physical matter.
② Posting, viewing, and distributing obscene images.
③ Circulating rumor.
④ Unnecessary body touch.
⑤ Conduct that impairs the motivation of other employees to work and impedes the exercise of abilities through sexual words and actions .
⑥ Coercion of romantic relationships and sexual relationships.
⑦ Conduct that causes disadvantages such as dismissal, unjust personnel evaluation, and job. relocation to employees who protest or reject sexual words or actions.
⑧ Other sexual words and actions that may cause discomfort to the other party and other employees.
4 Maternity Harassment and Paternity Harassment (Acts that satisfy the requirements of Article 2(4) as follows)
① Words and actions suggesting dismissal or other disadvantageous treatment regarding the use of systems and measures concerning pregnancy, childbirth, childcare or nursing care for subordinates.
② Words and actions that interfere with the use of systems and measures concerning pregnancy, childbirth, childcare or nursing care for subordinates or colleagues.
③ Harassment due to the use of systems and measures concerning pregnancy, childbirth, childcare, or using care by subordinates or colleagues.
④ Words and actions suggesting dismissal or other disadvantageous treatment due to pregnancy or childbirth of subordinates.⑤ Harassment, etc. towards a subordinate or colleague due to their pregnancy, childbirth, etc..
5 Behavior of a superior who acquiesces the fact that an employee who is a subordinate is harassed in the workplace.
（懲戒）
第４条 次の各号に掲げる場合に応じ、当該各号に定める懲戒処分を行う。
第３条第２項（①を除く。） 、第３条第３項①から⑤及⑧及び第４項の行為を行った場合
けん責、減給、出勤停止又は降格・降職
前号の行為が再度に及んだ場合、その情状が悪質と認められる場合、第３条第２項①や第３項⑥⑦の行為を行った場合は、諭旨退職又は懲戒解雇とする。
(Disciplinary Action)
Article4
In accordance with the cases listed in each of the following items, the company takes disciplinary action on each of the following items.
1 In the event of committing the acts stipulated in Article 3(2) (excluding ①), Article 3(3)① to ⑤ and ⑧ and (4), the penalties may include reprimand, reduction in pay, suspension from work, or demotion.
2 In the event that the act set forth in the preceding item reappears, if the circumstances are deemed to be malicious, or if the act set forth in (2) ① or (3) ⑥ ⑦ of Article 3 is committed, the employee shall be subject to resignation under instruction or disciplinary dismissal.
（相談及び苦情への対応）
第５条
１ 職場におけるハラスメントに関する相談窓口は所長とする。
２ 職場におけるハラスメントの被害者に限らず、すべての従業員は、パワーハラスメントや性的な言動、妊娠・出産・育児休業等に関する就業環境を害する言動に関する相談窓口の担当者に申し出ることができる。
３ 所長は相談者からの事実確認の後、本社の担当役員に報告する。本社の担当役員や所長は相談者のプライバシーに配慮した上で、必要に応じて行為者、被害者、その他の従業員等に事実関係を聴取する。
４ 前項の聴取を求められた従業員は、正当な理由なくこれを拒むことはできない。
５ 所長は問題解決のための措置として、第４条による懲戒の他、行為者の異動等被害者の労働条件及び就業環境を改善するために必要な措置を講じる。
６ 相談及び苦情への対応に当たっては、関係者のプライバシーは保護されるとともに、相談をしたこと又は事実関係の確認に協力したこと等を理由として不利益な取扱いは行わない。
（Consultation and Response to Complaints）
Article5
1 The consultation desk for harassment in the workplace shall be the country manager.
2 Not only victims of harassment in the workplace but all employees are entitled to report to the person in charge at the consultation desk about power harassment, sexual words and actions, and words and actions that harm the working environment related to pregnancy, childbirth, and childcare leave, etc.
3 After confirming the facts from the consultant, the country manager will report to the director in charge at the head office. The director in charge at the head office and the country manager will consider the privacy of the consultant and, if necessary, hear the facts from the perpetrator, the victim, and other employees, etc..
4 Employees who are requested to be heard as stated in the preceding clause may not refuse such request without justifiable grounds.
5 In addition to the disciplinary action stipulated in Article 4, the country manager shall take necessary measures to improve the working conditions and working environment of the victims, such as the transfer of the perpetrator, as a measure to resolve the problem.
6 In responding to consultations and complaints, the privacy of the parties involved shall be protected, and no disadvantageous treatment shall be given for reasons such as having consulted or cooperated in confirming the facts.
（再発防止の義務）
第６条 所長は、職場におけるハラスメント事案が生じた時は、周知の再徹底及び研修の実施、事案発生の原因の分析等、適切な再発防止策を講じなければならない。
(Obligation to Prevent Recurrence)
Article 6 The country manager shall take appropriate measures to prevent recurrence, such as re-emphasizing awareness and conducting training, as well as analyzing the causes of the incident, when a harassment case occurs in the workplace.
（その他）
第７条 性別役割分担意識に基づく言動は、セクシュアルハラスメントの発生の原因や要因になり得ること、また、妊娠・出産・育児休業等に関する否定的な言動は、マタニティハラスメント・パタニティハラスメントの発生の原因や背景となり得ることから、このような言動を行わないよう注意する。
（Other）
Article 7 Words and actions based on the perception of gender roles can cause sexual harassment, and negative words or actions related to pregnancy, childbirth, or childcare leave, etc. can cause or contribute to the occurrence of maternity harassment or paternity harassment. Care should be taken not to make such words or actions.
第8条 所長は、妊娠・出産、育児や介護を行う労働者が安心して制度を利用し、業務との両立ができるようにするため、所属における業務配分の見直し等を行うこととする。
Article 8 The country manager shall review the distribution of duties within the organization to ensure that employees who are pregnant, giving birth, taking care of children or other family members can use the system with peace of mind and balance it with their work.
附則 本規定は2024年2月1日より実施する。
Supplementary Provision: These rules shall come into force as of February 1, 2024.
豊島株式会社 ダッカ事務所
Toyoshima & Co., Ltd. Dhaka office
上記すべて確認し、同意いたします。I have reviewed and agree with all of the above.
Name： Date： D M Y