We comply with the many different laws relating to human rights in the countries in which we do business. We understand and support international norms such as the Universal Declaration of Human Rights, the International Bill of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work and we respect basic human rights. Also, our business activities are in accordance with the UN Guiding Principles on Business and Human Rights.
We respect basic human rights by understanding and supporting various international norms related to human rights in each one of the countries where we operate business. We have established policies to prohibit discrimination, respect freedom of association and collective bargaining rights, prohibit harassment, prohibit child labor and forced labor, to pay wages without fail and other policies and are committed to respecting human rights.
In all of our corporate activities, we act fairly without tolerating any form of discrimination or human rights violation based on race, age, nationality, gender, background, sexual orientation, gender identity, place of origin, social status, creed, religion, ethnicity, political orientation, medical history, disabilities, physical characteristics, or other attributes.
We respect and protect the freedom of association, rights to organize, and collective bargaining rights as workers' rights and strive to improve the workplace environment.
We do not tolerate any form of harassment, including sexual harassment and power harassment.
Our office regulations define specific points related to harassment (matters that can result in disciplinary actions). We also include harassment education in the job-class-specific compliance training provided to our executive employees, including heads of departments and offices, new managers and others. Moreover, we assign a compliance officer in each department, and our departments take the lead in the implementation of training programs.
We do not tolerate child labor and forced labor. We strive to prevent them by complying with laws and conducting monitoring regularly.
We pay minimum or higher wages to our employees by following regional and industrial minimum wages stipulated in the Minimum Wage Act.
Our overseas Group companies also stipulate their own employees' wages by following laws on the minimum wages of each country and comply with relevant laws and regulations.
Our employees are encouraged to take the universal manners test course so that they can acquire a mindset that enables them to see things from the perspectives of people other than themselves such as elderly people or people with disabilities, and so they can act accordingly. Moreover, our employees participate in LGBT service manners training and learn about how to interact with people who are diverse.
In addition to eliminating child labor in Japan and other countries, we take initiatives to address problems faced by children in the aspects of education, environment, and others. To create a prosperous future for the next generation, we respect and support children’s rights through initiatives such as the “School Visit: SAISON TEACHER” financial education program and nature education through hands-on classes for parents and children at Akagi Nature Park (certified for forest therapy).
The Saison Group has established a whistleblowing system that can be used by employees of the Group's companies in accordance with the Whistleblower Protection Act. Organized by our department responsible for compliance, this system permits employees to blow the whistle to a whistleblowing office by e-mail, mail or other means. In December 2020, we set up an overseas hotline, which enables whistleblowing from Group companies located outside Japan. This hotline is available for consultation and whistleblowing concerning human rights issues and sexual, power and other types of harassment. An information center, Saison Counters and other customer support points are available to customers and other people outside the Group who wish to consult us.
We ensure strict, fair selection without any form of discrimination based on race, age, nationality, gender, background, or other attributes.
We take measures including regular internal training sessions as a part of our compliance training, in our efforts to keep our employees thoroughly informed about compliance.
We monitor holidays and leave of absence taken by employees and their overtime work, on a daily basis.
In addition, Time Management Committee meetings are held by the labor and management to take initiatives for improving working hours.
We conduct irregular questionnaires and on-site surveys of our suppliers. Where a violation has been revealed, we conduct internal investigations, take appropriate corrective measures, and take punitive action against the doer.
・Financial education
We visit schools around Japan to give classes, aiming to help children acquire correct financial knowledge and grow into independent consumers.
・Activities at the Akagi Nature Park
We promote hands-on activities for instilling the value of nature in children widely. They include hands-on classes for parents and children given by using the field that is richly endowed with nature.
The Union of Credit Saison Workers was established in January 1963 as Zen Midori-ya Roudou Kumiai, which is its predecessor. Through a company name change and other changes, it began to operate as the Union of Credit Saison Workers in 1989. It consists of union members from Saison Personalplus Co., Ltd. and SAISON COLLECTION SERVICE CO., LTD., which are Group companies, in addition to those from Credit Saison Co., Ltd. This union regularly holds labor-management consultations for sharing information about labor conditions and workplace issues, thus creating better workplaces. In addition, it organizes recreational activities for deepening exchanges between its members and engages in social contribution activities for revitalizing local economies.
In the regular labor-management consultations for sharing information about labor conditions and workplace issues, proposals are made and specific initiatives are suggested for creating motivating workplace environments for union members. The union side consists of the administration office while the company side comprises Directors. The main objectives are sound development of the companies and improvement of labor conditions.