1

SCHOOL REGULATION
OKINAWA INTERNATIONAL SCHOOL

PREAMBLE

These Regulations are established in a spirit of mutual trust between Okinawa International School Corporation (hereinafter "OIS") and employees, and are set forth with the objectives of improved employee welfare and development of the school. Accordingly, OIS and employees must each take responsibility for the operation and duties under their respective purviews, and make effort to accomplish these objectives by performing these duties in good faith.

Chapter 1: General Rules

()

OBJECTIVES ARTICLE 1

These rules of employment (hereinafter "Rules") set forth matters relating to the duties and working conditions of employees of the school in accordance with the OIS Policy Manual.
2. Matters not set forth in these Rules are in accordance with the Labor Standards Law, other related legislation, and collective agreements.

() () () () () () ()()()()()() ()()() ()
TYPES OF EMPLOYEES ARTICLE 2 The types of employees shall be as follows: A person employed through a regular employment examination and other screening, being other than a contract employee, part-time worker, commissioned worker, or temporary employee. (2) Contract employee A person who works the same hours as a regular employee but who is employed for a predetermined period. (3) Part-time worker A person who works shorter hours than a regular employee and is employed for a predetermined period. (4) Commissioned worker A person past retirement who is employed for a predetermined period. (This includes persons past retirement age who are newly employed.) (5) Temporary worker (6) Interns Types of staff shall be as follows: Headteacher Head of Department Teacher Assistant Teacher Nursery Teacher Assistant Nursery Teacher Office Worker Caretaker Programme Coordinator System Engineer A person who is employed for a predetermined period of two months or less due to temporary work-related need. (1) Regular employee

(11) ICT Director

()
SCOPE OF APPLICATION ARTICLE 3 These Rules apply to regular employees as specified in the preceding article 2. However, the provisions relating to working hours, work breaks, and holidays do not apply to persons in a position of supervision or oversight or persons engaged in confidential tasks as specified in the Labor Standards Law. 2. For contract employees, part-time workers, commissioned workers, and temporary workers, the provisions of the employment contract apply.

() 4
OBLIGATION TO COMPLY WITH RULES ARTICLE 4 The School and employees are to comply with these Rules, perform their duties in good faith, and cooperate with one another to promote the School's business.

Chapter 2: Employment
() 5
SCREENING ARTICLE 5 OIS hires as employees those persons who pass a screening and/or an interview process and carry out prescribed procedure.

() () () ()() () ()(3 ) ()

DOCUMENTATION FURNISHED ARTICLE 6 Persons desiring employment at the School must submit the following documentation. Note, however, that this is not the case for documentation which the School deems as unnecessary. Curriculum Vitae or Resume Job History Official transcript of scholastic performance andcertificate of prospective graduation if the person is going to graduate. Official transcript of scholastic performance and a diploma (for those who have graduated, and whom OIS deems as necessary) Medical Certificate (issued within 3 months) Any other documentation deemed necessary by OIS (for example, a letter of guarantee) License certificate

()
10 () () () () ()
PROCEDURES AFTER NOTICE OF HIRING BY THE SCHOOL ARTICLE 7 A person who has been hired by OIS must submit the following documentation within ten calendar days of the date the hiring notice or by the due date that OIS appoints. Note, however, that

this is not the case for documentation already submitted at the time of screening or for which OIS deems as unnecessary. 2. Any change in the matters entered on the submitted documentation of Article 6 or 7 must promptly be reported through the period of employment. 3. Failure to carry out the procedures described in preceding paragraphs 1 and 2 may result in

revocation or termination of employment

() 3 14 55 30 30
PROBATIONARY PERIOD ARTICLE 8 The School establishes a probationary period of three calendar months for regular employees. Depending on circumstances, however, this period may be shortened or extended. 2. The probationary period is included in calculation of the number of years employed. 3. Any person deemed to be an unfit employee during the probationary period, for reasons relating to skills, work attitude, character, health, or the like, is subject to dismissal. In the event of termination or dismissal during the first 14 calendar days of the probationary period (calculated as the number of calendar days from the first work day), no 30-days notice of dismissal will be made, nor will average wages for 30 days be paid as prescribed in the article 55.

Chapter 3: Work Rules

() 9
EMPLOYEE ATTITUDE ARTICLE 9 Employees must maintain thorough awareness of their responsibilities regarding their duties as members of the School and conduct their duties with diligence. Employees must comply with rules set forth by the School and cooperate with one another to create a positive workplace.

() 10 (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12) (13) (14) (15) (16) (17) (18) (19) (20) (21) (22)
MATTERS FOR COMPLIANCE IN PERFORMANCE OF DUTIES ARTICLE 10 Employees must comply with the following matters: (1) Employees must give consideration to their health at all times, and carry out their duties

diligently and with a positive attitude. (2) While working, employees must diligently carry out their duties in accordance with supervisor instructions, reporting or otherwise conveying requisite matters, as well as cooperating with coworkers in efforts to help the School develop. (3) (4) (5) (6) (7) (8) (9) Employees must treat and handle the School's facilities, materials, tools, mechanical equipment,and the like with care. Employees must keep the workplace neat and organized at all times, and must make every effort to prevent theft or fire. While working, employees must not discontinue work or engage in non-work activities without permission, and must not leave the workplace without due cause. Employees must not imbibe alcohol while working. Employees must not engage in activity that exceeds their job authority, and must not use their position at work for the purpose of personal gain for themselves or a third party. Employees must not make use of the School's grounds or facilities for non-school related events or admit non-School persons into the School without the permission of the School. With respect to work duties, employees must not engage in behavior that defrauds the School, that damages confidence in or the reputation of the School, or that inflicts damage in the course of operations. (10) Employees must not divulge to any third party matters deemed to be work-related confidential matters or matters which may be disadvantageous to the School. (11) Employees must not defame or slander the School or any person affiliated with the School, or damage the reputation or trust thereof. (12) With respect to work-related matters, employees must not apply for any patent or the like, or engage in writing, lecturing, or the like regarding such matters without the permission of the School. (13) Employees must not lend to a third party or remove from the premises any material, product, merchandise, tools, mechanical equipment, money, or any other such article belonging to the School without permission of the school. (14) With respect to work-related duties, employees must not unlawfully or improperly provide or accept any money, goods, entertainment, or services. (15) Employees must not fail to execute the reports, procedures, and the like prescribed by the School. (16) Employees must not engage in oratory or gatherings, distribute or display non-school-business related printed material, or engage in any other similar activity on the premises of the School without the permission of the School. (17) Employees must not use the School's name in any personal business transactions or other documents of a personal nature without prior approval of the School. (18) During working hours, employees must wear clothing appropriate to the jobs prescribed for them, and wear any uniform, name badge, or the like, if they are specified by the School. (19) Employees must not accept employment at another corporation, become self-employed, become an officer of another organization, or become a public official without the permission of the School.

(20) Employees must not engage in any kind of sales, solicitation, or canvassing activities on School premises without the permission of the School. (21) Employees must not engage in religious proselytizing on School premises. (22) Employees must not disturb any student or any other employee through sexual harassment or other such behavior.

() 11 (1) ( ) (2) (3) (4) (Smart) ( )

COMPUTER USAGE ARTICLE 11 Employees must comply with standard practice in the following matters when using computers. (1) The School's computers must not be used for personal purposes. (The School may, without seeking employee consent, investigate to ensure that the School's computers have not been used for personal Web access or e-mail transmission.) (2) (3) (4) Backed-up/saved School records or documents and the like must not be deleted without the permission of the School. Data made and saved by IOS or records and documents and the like must not be deleted from computers without the permission of the school. The passwords set for computers must not be altered or changed without the permission of OIS. (The passwords are set up by OIS)

() 12 () ()
TELEPHONE USAGE ARTICLE 12 Employees must comply with standard practice in the following matters when using telephones. The School may, for purposes of expense management, obtain telephone-company

records indicating the phone numbers of parties to which phone calls have been placed (1) (2) The School's telephones must not be used for personal purposes. Personal mobile phones must be switched off during work. Personal calls must not be placed or received during work.

() 13
INTELLECTUAL PROPERTY ARTICLE 13 In the event that an employee creates an invention or device relating to his or her own work duties in the course of normal work duties, under a group-work system, using the School's facilities, the School retains any patent rights, rights of usage, and other such intangible asset rights therefore. (changes order)

() 14
Duty of confidentiality ARTICLE 14 Employees must not divulge to any third party matters deemed to be work-related confidential matters, such as individual information on employees or students, records and documents and teaching materials made by OIS, during or after employment.

15
Prohibition of Sexual harassment ARTICLE 15 Employees must not inflict emotional, mental or physical pain or pressure on any other employee or any student, nor disturb the working environment through sexual harassment or othersuch behaviour.

16
Prohibition of Power harassment

10

ARTICLE 16

Employees must not inflict emotional, mental or physical pain or pressure on any

other employee through power harassment, in the background of taking advantage in the workplace or abusing the position, which exceed appropriate range, or other such behaviour.

Chapter 4: Work Duties

SECTION 1: WORKING HOURS, WORK BREAKS, ABSENCES, AND ENTERING/LEAVING THE WORKPLACE

() 17 4 1 40 (1) (2) (3) 7 30 40 15 45 20 7 45 40 15 45 20 8 00 8 45 17 15

17 30

17 45 40 15 45 20 (4) 8 30

18 15 10

11

40 15 45 20

(5) 8 45 18 30 40 15 45 20 (1) (2) 8 45 6 30 8 00 8 30 1 10 00 19 00 1

17 30

18 15 11 15 14 15 3

1 8 45 51 45 1 8 00 48 40 220 240 230

WORKING HOURS AND WORK BREAKS

11

12

ARTICLE 17 On the basis of written agreement concluded between OIS and a person representing a majority of employees, a year based modified working hour system is adapted that takes April 1st of each year as the beginning date of calculation for the non-instructional employees. The specified number of working hours per week shall be the number of hours established through the said labour management agreement, within a range that does not exceed an annual average of 40 hours per week; and to which employee this working hour system is applied shall be set by the said labour management agreement. Work days, the specified number of working hours per day, work start and work end times, and work breaks shall be as follows. Teacher, Assistant Teacher and Librarian Working days: Monday through Friday Specified working hours: 8 hours 45 minutes (1) Work shift 1 start time: 7:30 am Work shift 1 end time: 5:15 pm Lunch break for 40 minutes and tea break for 20minutes after 3:45 pm. (2) Work shift 2 start time: 7:45 am Work shift 2 end time: 5:30 pm Lunch break for 40 minutes and tea break for 20minutes after 3:45 pm. (3) Work shift 3 start time: 8:00 am Work shift 3 end time: 5:45 pm Lunch break for 40 minutes and tea break for 20minutes after 3:45 pm. (4) Work shift 4 start time: 8:30 am Work shift 4 end time: 6:15 pm Lunch break for 40 minutes and tea break for 20minutes after 3:45 pm. (5) Work shift 5 start time: 8:45 am Work shift 5 end time: 6:30 pm Lunch break for 40 minutes and tea break for 20minutes after 3:45 pm. Office worker Working days: Monday through Friday Specified working hours: 8 hours (1) Work shift 1 start time: 8:30 am Work shift 1 end time: 5:30 pm 1 hour for lunch (2) Work shift 2 start time: 10:00 am

12

13

Work shift 2 end time: 7:00 pm 1 hour for lunch Caretaker Working days: Monday through Friday Specified working hours: 8 hours 45 minutes Work start time: :30 am Work end time: 6:15 pm Break time: 11:15 am ~ 2:15 pm for 3 hours

2.

The foregoing work start and work end times are subject to change according to the circumstances of OIS operations, traffic conditions, electrical power conditions, or the like, with prior notice thereof and within the range of the specified working hours for the corresponding day, for the entire workplace, a portion thereof, or on an individual person basis. However, the specified number of working hours for a teacher and a caretaker is 8 hours 45 minutes per day, and the upper limit of working hours per week is 51 hours 45 minutes. The specified number of working hours for a office worker is 8 hours per day, and the upper limit of working hours is 48 hours per week. The work start and work end times of employees are subject to discussion as long as within a range that does not exceed an annual average of 40 hours per week.

3.

Annual number of work days will be no more than 220 for teachers, and no more than 240 for office workers, and 230 for caretakers, and shall be set by the labor management agreement in the paragraph 1 to be within a range in which the number of consecutive working days, in principle, does not exceed six days.

4. 5. 6.

The starting and ending points for break times are decided through discussion between OIS and the employee. Work start and work end times and the starting and ending points of work break times may be advanced or postponed owing to the work situation or other unavoidable circumstances. Employees must arrive at work by the work start time and, if a uniform has been specified, finish changing into the uniform and be prepared to start work by the work start time. Before leaving work, employees must leave documents, tools, equipment, and the like neat and orderly. Any changing of clothing must be performed after the work end time.

() 18 (1) 6 30 (2) 11 00 (3) 11 00 13

14

(4)
Typhoon or in the event of severe weather ARTICLE 18 (1) (2) (3) (4) The instructions for the employees, in the event of severe conditions (typhoon and/or high winds) are as follows: If the public transport is not running at the point of 6:30 am, classes and school facilities may be closed, and the employees are instructed to standby at home. If the public transport is running at the point of 11:00 am, employees will be expected to be at school promptly. If the public transport is not running at all at the point of 11:00 am the school will be closed. Employees will not be expected to be at school. If the school is closed after the work day has started, instruct students to go home promptly, and after that employees should also go home carefully.

() 19
IRREGULAR WORK A RTICLE 19 Depending on work-related circumstances, the School may order irregular work, such as shift work, intermittent work, staggered-time work, flex-time, or the like, while still maintaining prescribed working hours. 2. The start, end, and work-break times for persons engaged in irregular work will be established elsewhere.

() 20
RECORDS OF WORKING HOURS ARTICLE 20 All employees must confirm the total monthly hours worked through either their department head by signing the monthly work-log.

2.

Except in cases where special permission is given, an employee must not ask another person to make the foregoing record on behalf of the employee, or make such a records on behalf of another employee.

14

15

() 21 4
ABSENCE, TARDINESS, LEAVING EARLY, AND LEAVING THE WORKPLACE ON PERSONAL BUSINESS ARTICLE 21 In the event of absence, tardiness, leaving early, or leaving the workplace on personal business due to illness or other unavoidable reason, an employee must follow prescribed procedures to report the reason and number of days or amount of time to his or her department head and obtain approval in advance. 2. When prior permission cannot be obtained because of unavoidable circumstances, an employee must follow prescribed procedures to promptly report the reason and number of days or amount of time to his or her department head and obtain approval after the incident. 3. In the event of absence for four days or longer, in addition to the report described above, the employee must also submit a medical certificate from a physician or a written statement of the reason. 4. When the cause of tardiness is deemed to be force majeure, such as a train accident or the like, as evidenced by the provision of an accident certificate or the like, the incident will not be treated as tardiness. 5. In cases where the procedures described above in this article are not followed, the incident will be considered to be one of unauthorized absence, tardiness, leaving early, or leaving the workplace on personal business.

() 22 4 1. 3 2 1 6 a. b. c. 15

16

a c 2. 2

In the event absence for medical care for illness or injury (non work related injury) ARTICLE 22 In the event absence for sick leave continues for 4 days or more, employees who are insured by the social insurance, may apply for the health insurance/sick and wound allowance. 1. Benefit Amount The amount equivalent to two thirds of the applicable Standard Daily Remuneration is paid for up to 18 months; provided, however, that payment of the benefits will be suspended or reduced if any of the following conditions apply: a. b. You receive all or part of the remuneration from your employer. You are entitled to disability basic pension, disability benefits, or disability employees pension, based on the same disease/injury for which you claim an accident and sickness benefit. c. You have already lost eligibility for the health insurance program, and are entitled to employees' old-age pension, basic old-age pension or retirement mutual pension. If the daily amount of your remuneration/benefit/pension as stipulated in Items a) through c) is higher than the daily amount of the accident and sickness benefit, then the latter benefit is not paid. If lower, the difference between the former payment and the latter benefit will be paid. 2. How to Claim Benefits Submit a Claim for Payment of Accident and Sickness Benefits to the competent Kyokai Kenpo prefectural branch office. You need to obtain certification from your employer and a comment from your attending physician, both of which must be entered in the claim form. When making the first claim for the disease/injury, you must attach photocopies of your payroll book and attendance record to the claim form. Claims must be made within two years from the date subsequent to each date for which you are entitled to the benefit.

() 23 () () () 16

17

() () ()
ENTERING AND LEAVING THE WORKPLACE ARTICLE 23 be paid. (1) (2) (3) (4) (5) (6) A perceived risk or hazard in terms of safety or hygiene. Refusing to submit to a search of belongings, or bringing or attempting to bring a weapon or other apparently dangerous article to the workplace. Actually or potentially impeding work or disrupting the order or School spirit of the workplace. Coming to work while under the influence of alcohol. Attempting to enter the workplace for reasons other than work without the Schools permission, or failing to leave the workplace after the end of work. Any other circumstances deemed to be equivalent to the preceding items. When any of the following items apply, employees may be prohibited from entering or may be ordered to leave. Such cases will be considered to be non-working times, and no wages will

SECTION 2: OVERTIME WORK, WORK ON HOLIDAYS, AND LATE-NIGHT WORK

() 24 10 5 30 24 150 () ()
OVERTIME WORK, WORK ON HOLIDAYS, AND LATE-NIGHT WORK ARTICLE 24 Owing to work circumstances, employees may be instructed, based on a labormanagement agreement, to work beyond specified work-end time or on holidays. Further, the working hours thereof may extend into late night (the period from 10:00 pm until 5:00 am.)

17

18

2.

When employees work as described in the preceding paragraph, such work will be performed in increments of 30 minutes as instructed by a supervisor. In the event of working without such instructions, employees must submit a "Request for Permission for Overtime Work" for prior approval by the School. Any time spent at the School without approval of the request after specified work-end time will not be construed as working, and no wages will be paid therefore.

3.

The preceding paragraph 1 notwithstanding, in the event of a request from any of the following employees, instructed overtime work, work on holidays, and late-night work shall not exceed 24 hours per month or 150 hours per year, except in cases in which normal execution of operations would be impaired. (1) (2) An employee raising a child who has not yet reached the age to enter elementary school An employee caring for a family member requiring long-term care

() 25

EXEMPTIONS FROM OVERTIME WORK AND WORK ON HOLIDAYS ARTICLE 25 The provisions of the preceding article notwithstanding, the following employees shall not be instructed to work overtime or on holidays. Pregnant or postpartum women (women who are pregnant or have given birth within the past year) who request.

() 26 24 () ()
EXEMPTIONS FROM LATE-NIGHT WORK ARTICLE 26 (1) (2) The provisions of article 24 notwithstanding, the following employees shall not be instructed to work late at night. Pregnant or postpartum women (women who are pregnant or have given birth within the past year) who request exemption. Employees who are caring for a baby or providing long-term care and request exemption. 2The scope of employees to whom this applies, periods of exemption, procedures, and the like shall be as set forth in the Law Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave.

() 27 18

19

SHIFTED HOLIDAYS ARTICLE 27 In cases where the year-based modified working-hour system is applied, in principle the shifting of a holiday to a different day is avoided, but in the event of unexpected circumstances, such shifting may unavoidably be made. 2. 3. A person who works on holidays may be assigned, with prior notice, a shifted holiday. When a shifted holiday is assigned, the work of the preceding paragraph is not considered work on a holiday.

() 28
NIGHT AND HOLIDAY WATCHES ARTICLE 28 The School may, owing to the circumstances of operations, order employees to perform night watches or holiday watches.

() 29 () ()
EXEMPTIONS FOR WORKING HOURS, WORK BREAKS, AND HOLIDAYS ARTICLE 29 (1) (2) Employees to whom either of the following items applies are exempted from the provisions relating to working hours, work breaks, and holidays set forth in this chapter. Employees in supervisory or managerial position or employees engaged in confidential tasks. Employees engaged in keeping watch or intermittent tasks and for whom the School has received authorization from government authorities.

SECTION 3: HOLIDAYS, LEAVES, ETC.

() 30 145 125 135 19

20

Holidays ARTICLE 30 Holidays are Sundays and days that OIS defines as holidays by a yearly calendar. The number of holidays per year for the teachers shall be no more than 145, and the number of holidays per year for the office workers shall be no more than 125 and the number of holidays per year for the caretakers shall be no more than 135. The number of consecutive working days shall not exceed six. 2. 3. OIS shall create a yearly calendar for each type of work and notify employees of holidays at least one month before the start of the academic school year. The preceding paragraphs notwithstanding, this article does not apply to persons whom the regulations in the Labor Standards Law define as exempt from the modified working-hour system, or to persons whom the labor-management agreement cited in paragraph 1 defines as exempt.

() 31
CHANGES TO HOLIDAYS ARTICLE 31 The holidays defined in the preceding article may be changed in cases where the work circumstances make such changes unavoidable.

() 32 (1)(2) (3)(4) (5)(6) (7)(8)(9)

TYPES OF LEAVE TIME ARTICLE 32 (1) (2) (3) (4) (5) (6) (7) The types of leave time are as follows: Annual paid leave Bereavement leave Maternity / Paternity leave Child-care Leave Child-care time and menstrual leave Maternity Health and Management leave Family health care leave

20

21

(8) (9)

Leave to take care of a sick child Citizen-judge Leave

() 33 12

30 4 216 32
ANNUAL PAID LEAVE ARTICLE 33 shown below. Years of service First year: After more than 1 year: After more than 2 years: After more than 3 years: After more than 4 years: After more than 5 years: After more than 6 years: 2. Number of days 10 11 12 14 16 18 20 Annual paid leave is granted each year to employees who have worked at least 80% of the preceding 12 months, the number of days depending on each employee's years of service, as

The preceding paragraph not withstanding, employees whose assigned working hours are less than 30 per week, and whose assigned working days are less than four per week or whose yearly working days are less than 216, are granted proportional leave time as prescribed by the Labor Standards Law.

3.

The wages paid during annual paid leave are the normal wages paid for the assigned working hours.

21

22

4. 5.

Unused annual paid vacation may be carried over only through the following year. In the calculation of an employee's actual working days in paragraph 1, the types of leaves listed in the article 32 and/or the medical leave due to illness or injury resulting from work are counted as working days.

6.

Note that misuse of leave time above may result in those days not being counted as working days.

() 34
PROCEDURE FOR REQUESTING ANNUAL PAID LEAVE ARTICLE 34 (2) (3) Employees who want to use annual paid leave must request it at least seven working days in advance so that it would not interfere with OIS or class operations. When granting the leave requested as prescribed in the preceding paragraph would interfere with Schools operation, the employee may be requested to change the timing of the leave. Should the employee fail to follow the procedure in this article, the time is treated as an unauthorized absence from work. However, even when the employee does not notify the School, if the School acknowledges that the failure to notify was unintentional, the School may, after due deliberation, choose not to treat the matter as an unauthorized absence from work. Please look at article 22.

() 35 7 () 12 () 4 4 1 22

23

BEREAVEMENT LEAVE ARTICLE 35 Bereavement leave is applicable when a spouse, child or parent dies. When an employee requests a leave, the OIS grants the applicable number of days as a maximum, starting on the day that the situation in question arises. days for employees travelling within Japan (Including Saturday and Sunday but excluding public holidays) 12 days for employees travelling outside Japan (Including Saturday and Sunday but excluding public holidays) However, an employee wishes to request the bereavement leave in partition, the decision will be left to OIS's discretion. 2. Employees wishing to take bereavement leave must request either in advance or promptly after the fact and receive approval from the School. However, when the School requests that documents be presented as proof of the employee's reason, the employee must respond immediately. 3. When an employee starts a bereavement leave during working hours, if the amount of time worked that day is less than four hours, the day is treated as one full day of bereavement leave; if the amount of time is more than four hours, the day is counted as one full work day. 4. 5. When a School holiday occurs during a period of bereavement leave, the holiday is included in the days of bereavement leave. Bereavement leave is construed to be paid leave.

() 36 14 2
MATERNITY/PATERNITY LEAVE ARTICLE 36 When a female employee who will give birth requests a leave and furnishes

23

24

documentary proof of the birth, the School grants leave starting six calendar weeks before the birth (14 calendar weeks in the case of a multiple birth). The date of birth is included in the six-week period. 2. A female employee who has given birth is granted eight calendar weeks of leave after the birth, and must not, under any circumstances, resume work until at least six calendar weeks after the birth. However, if the female employee asks to resume work at least six calendar weeks after the birth, and if her doctor has no objection, she will be allowed to do so. 3. 4. Female employees wishing to take maternity leave must apply in advance. No wages are paid to the employee during the period of maternity leave. However, an employee who has given birth and has worked more than 6 months before the beginning of maternity is entitled to 20 work days of wages. 5. 6. 7. The period of a maternity leave is not included in the employee's total years of service. A female employee who is on maternity leave must report her situation to the School at least once a calendar month. When a male employee whose spouse gives birth, requests a leave and furnishes documentary proof of birth, the School grants up to a maximum of two days unpaid paternity leave during the period of six calendar weeks before the birth and eight calendar weeks after the birth. 8. Female employees who are insured by the social insurance, may apply for the health insurance/maternity allowance.

() 37 () () 2 14 () 1 () 2 ()(2) 14 24

25

1 () ()
CHILD-CARE LEAVE ARTICLE 37 If an employee with a child less than one year old requests a leave for child care, the School will grant the leave for the period that the employee requests, or until the child is one year old, whichever comes first. However, when a labor-management agreement is concluded, leave will not be granted in the cases listed below. (1) (2) An employee with less than one year of service All listed below apply to an employees spouse who is also the parent of the child: 1 the spouse does not work (including those who are on child-care leave or any other leave and those whose number of regular work days per week is less than two) 2 3 the spouse is mentally and physically able to take care of the child the spouse is not considered to give a birth within 6 calendar weeks (14 calendar weeks in the case of a multiple birth) or the spouse has not given a birth within 8 calendar weeks 4 (3) (4) (5) the spouse lives with the child When it is clear that the employment will be finished within one year after the time of the request. An employee with less than 2 days per week The employees number of specified work days per week is less than two All 1) to 4) as listed in item (2) apply to a parent of the child, who is not the spouse of the employee. 2. An employee on child-care leave may take additional child-care leave only for the necessary number of days during the period from the child's first birthday until the child reaches the age of one year and six months, but only under the circumstances listed below. The request must be made at latest 14 calendar days before the childs first birthday. Note that the additional child-care leave must begin on the child's first birthday. (1) (2) Where the employee wishes to place the child in day care, but is unable to do so Where the employee's spouse is the parent of the child for whom child care leave

25

26

is requested, and the spouse who planned to care of the child after its first birthday can no longer do so due to circumstances such as death, injury, illness, or the like 3. Where an employee is eligible for child-care leave, but does not request it, or where an employee with a child less than three years old requests child-care leave, the School will make arrangements such as, for example, allowing the employee to work shorter hours. 4. The requirements concerning who is eligible for child-care leave, the procedures of the request and the like shall be as prescribed in the Law Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave. 5. 6. 7. Wages are not paid to an employee on child-care leave or for the times during which she does not work due to the shortened working hours as prescribed in the preceding paragraph 3. The period of a child-care leave is not included in the employee's total years of service. An employee who is on child-care leave must report his or her situation to the School at least once a calendar month.

() 38 30
CHILD-CARE TIME ARTICLE 38 If an employee who is caring for a child less than one year old requests in advance, the School will grant the employee two periods of 30 minutes each per day for child care, in addition to the specified work break times. 2. Wages are not paid to an employee for child-care time.

() 39
MATERNAL HEALTH MANAGEMENT ARTICLE 39 A female employee who is pregnant or has given birth within the preceding 12 months may request time during her specified working hours to go to a hospital or clinic to receive medical examinations and guidance in maintaining her health, as prescribed in the Maternal and

26

27

Child Health Law. 2. Where a female employee has received instructions from her doctor as result of a medical examination covered under the preceding paragraph, she may, upon request and submission of a written verification of the doctors instruction, be granted shorter working hours, be allowed to work different hours, have her work break times extended, or the like. 3. Where a female employee is granted such concessions as those cited in the preceding paragraphs 1 and 2, no wages are paid for the times during which she does not work.

() 40 93 3
Family health care leave ARTICLE 37 If an employee who must provide constant care for a family member requests leave for long-term care, the School will grant leave for long-term care for an accumulated period of up to 93 calendar days, with one period of leave being granted for each time that a single family member who requires care enters a state in which constant care is necessary. Documentation verifying the need for such care must be provided at the time of request for such leave. 2. The requirements concerning who is eligible for leave for long-term care, the procedures for applying for it, and the like shall be as prescribed in the Law Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave. 3. 4. 5. 6. Employees who are eligible for leave for long-term care may, on request, be provided with special considerations such as shorter working hours. Wages are not paid to an employee on leave for long-term care or for hours not worked due to shortened working hours prescribed in the preceding paragraph 3. The period of leave for long-term care is not included in the employee's total years of service. An employee who is on long-term care leave must report his or her situation to the School at least once a calendar month.

() 41 27

28

5
LEAVE TO TAKE CARE OF A SICK CHILD ARTICLE 41 An employee who is caring for a child who has not reached the age to enter elementary school may request leave in the event that the said child is sick or injured to take care of the said child up to 5 days per academic year. 2. The requirements concerning who is eligible for this leave, the procedures for applying for it, and the like shall be as prescribed in the Law Concerning the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave. 3. Wages are not paid to an employee on leave to take care of a sick child.

42
Citizen-judge Leave ARTICLE 42 In case of being appointed as a jury, replacement for the jury or possible jury A jury or a replacement jury A possible jury candidate 2. necessary number of days necessary number of days candidate, OIS grants unpaid jury duty leave for the period list below.

Wages are not paid during the jury duty leave.

SECTION 4: REASSIGNMENTS AND BUSINESS TRAVEL

() 43
REASSIGNMENTS, ETC.

28

29

ARTICLE 43 2. 3. 4.

The School may order the reassignment or transfer of employees, or order employees

to work at other organizations, as the circumstances of School operations may require. Employees may not refuse any order covered under the preceding paragraph. Employees who are reassigned, transferred, or ordered to work at other organizations must assume their new positions by the day that the School designates. When the School orders an employee to work at another organization, the School will inform the employee in advance of its reasons, the new duties, the planned term, the working conditions, and any other necessary information.

() 44
BUSINESS TRAVEL ARTICLE 44 2. The School may order employees to travel on business, as the circumstances of School operations may require. Business travel is regarded as working during assigned working hours. However, this does not apply in cases where the School issues special instructions.

() 45
TRAVEL EXPENSES ARTICLE 45 The School will pay employees business-travel expenses and relocation expenses that it deems to be necessary.

Chapter 5: Wages and Retirement Allowance

()
46
WAGE STANDARDS ARTICLE 46 Employee wages and retirement allowance shall be in accordance with separately prescribed wage and retirement allowance regulations.

Chapter 6: Suspension
29

30

() 47 () 20 () ()
TYPES OF SUSPENSION ARTICLE 47 necessary. (1) If the employee is absent from work for more than one month working days due to an injury or illness sustained outside of work or personal reasons and require continuous medical treatments. This condition also applies if an employee is repeatedly absent from work on an intermittent basis and the total number of days missed adds up to more than 20 (2) (3) If OIS orders a suspension due to circumstances at the school In any situation other than those cited above where the School decides that a suspension is necessary due to special circumstances An employee shall be suspended in the situations listed below if OIS deems it

() 48 () ()() 52 ()
TERM OF SUSPENSION ARTICLE 48 The term of a suspension ordered in accordance with item (1) in the preceding article is for one month. However, the term may be shortened or extended as the OIS deems as appropriate. The term is to start on the day which exceeds one month's absence. 2. 3. 4. The term of a suspension ordered in accordance with items (2) or (3) in the preceding article shall be determined by OIS. As a rule, wages are not paid during the term of a suspension. However, the fee of social insurance, residence tax and the like must be paid to the OIS. Where an employee can not return to work even after the term of the suspension has been fulfilled, the employee will be deemed to have resigned as prescribed in item (2) of article 52.

() 30

31

49
REPORTING DURING A TERM OF SUSPENSION ARTICLE 49 2. During a term of suspension, an employee must report his or her situation to the OIS at least once a calendar month. Where the reason for the suspension is personal injury or illness, a certificate of diagnosis from a doctor must be attached to the monthly report.

()
50 2
RETURN TO WORK ARTICLE 50 When the reasons for a suspension cease to exist before the term of the suspension has expired and the employee judges himself/herself to be capable of working with sufficient diligence, the employee must describe in writing the specific circumstances that make it possible to return to work, attach the document to a request to return to work, deliver it to OIS at least one calendar week prior to the date on which the employee wishes to return to work, and obtain permission from OIS. However, where the employee is suspended due to personal injury or illness, if OIS determines that a return to work is inappropriate based on the results of an examination by a doctor designated by OIS, OIS may refuse to allow the employee to return to work. Additionally, even if the employee is allowed to return to work, he or she may be assigned to different duties other than assigned before the suspension. 2. If, within six months after returning to work, the employee is absent from work for the same reason that brought the immediately preceding suspension, the period of absence will be included in the term of the immediately preceding suspension; the absence is not paid, and the period is not included in the employees total years of service. Also, where an employee has been suspended due to an injury or illness sustained outside of work, if the employee is absent from work for six working days or more due to a different illness during the first two weeks after returning to work, the period of absence will be included in the term of the suspension,

31

32

regardless of the type of illness; the absence is not paid, and the period is not included in the employees total years of service.

Chapter 7: Retirement, Resignation, and Termination

() 51 60 65
RETIREMENT AGE ARTICLE 51 2. The retirement age for employees is 60, and employees shall retire on the last day of the school year in which they reach age 60. Irrespective of Article 57, he or she wishes to be employed continuously, who are also excluded from the article 54, must enter into a new employment contract with OIS. The term will be on the last day of the school year which he or she reaches age of 65.

() 52 () () 48 () ()
RESIGNATION STANDARDS ARTICLE 52 (1) (2) (3) (4) Where any one of the following items is applicable to an employee, the employee shall resign normally on the appointed day and forfeit all employee rights as of the following day. If the employee requests resignation and the request is accepted. If the employee can not return to work immediately upon the completion of a term of suspension, stated in the article 48. If the employee has died. If the employee has become a member of the board of directors (other than the headmaster).

() 53 ( 11 30 )

32

33

RESIGNATION AT THE EMPLOYEE'S REQUEST ARTICLE 53 Employees wishing to resign must notify OIS at least four calendar month in advance (every year by November 30) in writing and leave only after transferring all their duties to remaining employees.

() 54 (1) (2) (3) (4) (5) 69 (6) (7) (8)

TERMINATION STANDARDS ARTICLE 54 Any one of the following will be considered cause for termination: (1) (2) (3) (4) (5) (6) If his or her work performance is noticeably poor and there is no prospect of improving the work performance nor discharge his or her duties. If his or her work performance or work efficiency are noticeably poor and there is no prospect of improving theseconditions nor possible to assign to different duties. If the employee is determined to be unqualified as a result of an examination of his or her work performance during a trial period. If he or she is demed to be unqualified as a result of an examination of his or her work efficiency or work performance during a trial period. Any one of the conditions stated in the article 69 will be considered cause for termination. If there is a decline in the work available, if it becomes difficult to continue the operation of the school due to a natural disaster, if it is not possible to assign to different duties or any other unavoidable cause (7) An employee shall be terminated if the employee is not recovered from injury or illness after three years have elapsed since the employee's absence for injury or illness incurred in the course of employment, while he or she is receiving or due to receive a disability pension (including an employee on the said absence receives a severance compensation from OIS). (8) If the employee engages in any other equivalent to those listed items above.

33

34

() 55 30 30 14 30
NOTICE OF TERMINATION ARTICLE 55 Where an employee is to be terminated, notice shall be given at least 30 calendar days in advance. Where an employee is terminated without notice, 30 calendar days' worth of the employee's average wages shall be paid. However, the requirement to give notice does not apply if it becomes impossible to continue the operation of the School due a natural disaster or any other unavoidable cause, or if the employee is terminated for reasons for which the employee bears responsibility, and if the approval of the appropriate government office has been obtained. 2. Where an employee is terminated on less than 30 calendar days' notice, the employee's average wages for the number of days short of 30 calendar days shall be paid.

() 56 30 3
RESTRICTIONS ON TERMINATION ARTICLE 56 No employee shall be terminated during an absence from work due to injury or illness incurred in the course of employment, during an absence from work due to maternity leave, or for a period of 30 calendar days after returning to work from such absences. However, this does not apply if an employee receives a disability pension along with worker's accident compensation after three years have elapsed since the employees absence for injury or illness incurred in the course of employment began; if an employee on the said absence receives a severance compensation from the School; or when it becomes impossible to continue the operation of the School due a natural disaster or any other unavoidable cause, and if the approval of the appropriate government office has been obtained.

34

35

() 57
RETURN/REPAYMENT OF BORROWED FUNDS, GOODS, ETC. ARTICLE 54 When employees retire, resign, or are terminated, they must turn in their healthinsurance card and identification card and immediately return or repay any money or property borrowed from the School. 2. In addition to the above requirement, retired, resigned, or terminated employees who reside in School housing or housing the School rents must vacate the premises by the date that the School designates. 3. Where an employee has retired, resigned, or been terminated and either the employee or the employee's survivors so request, the School shall pay any money and transfer any property to which the employee is entitled within seven calendar days after the day on which the employee forfeits all employee rights. However, if there is any dispute concerning money or property, only that portion to which there is no objection shall be paid. The ranking of rights-holders shall be as prescribed by the applicable laws and ordinances.

8
Chapter 8: Safety and Sanitation
() 58
IMPROVING SAFETY AND SANITATION ARTICLE 58 Employees must cooperate with all measures the School implements with regard to safety and sanitation and work to ensure safety and promote the maintenance of good health.

() 59 35

36

Handling of the OIS keys ARTICLE 59 2. If an employee requires keys for the school facility they must obtain them from the office each time. The keys must be returned by your arrival at the school next day. An employee must not copy or possess the keys belong to OIS.

() 60 (1) (2) (3) (4) (5) (6) (7) (8) (9) (10)
SAFETY STANDARDS ARTICLE 60 (1) (2) (3) (4) (5) (6) Employees must observe the following safety standards: Objects shall not be placed in aisles, in front of emergency exits, or where they will obstruct access to fire-fighting equipment. Fire shall not be used without the Schools permission, and ample care shall be taken in the handling of oil, gas, and electricity. Access to specified hazardous locations is restricted to authorized employees. The safety of any machinery or equipment shall be checked whenever it is used. Where a fire occurs or there is concern that a fire may occur, appropriate measures shall be taken immediately, and the necessary persons shall be promptly notified. Safety equipment, fire-fighting equipment, sanitation equipment, and all other facilities and equipment for preventing harm shall not be removed or modified without the Schools permission or handled in such a way as to impair its effectiveness. (7) (8) (9) Employees must be sure to wear and use the prescribed work clothes, headgear, shoes, and other protective gear intended to prevent the risk of injury. Smoking is prohibited in the School site. The operation of motors and other hazardous machinery or equipment and hazardous substances such as oil, kerosene, etc. is restricted to the persons in charge of such equipment

36

37

and substance and other specially designated persons. (10) All safety-related regulations not cited above shall also be observed.

() 61 1
MEDICAL EXAMINATIONS ARTICLE 61 The School requires a medical examination for all employees once a year, either through examinations provided by the School or through the employees own physician. In the latter case, it is the employees responsibility to provide the physicians report to the School . 2. In addition to the examinations specified in the preceding paragraph, the School may, as necessary, provide special medical examinations or preventive vaccinations for all or some employees. 3. When deemed necessary based on the results of the medical examination prescribed in preceding paragraphs 1 and 2, the School may re-assign an employee or take other necessary measures to maintain the employee's health. 4. Employees may not refuse medical examinations prescribed in the preceding paragraphs without a legitimate reason. Regarding vaccinations, employees may not refuse unless there is a danger of causing allergic symptoms.

62
Handling of individual information on health care ARTICLE 62 Documents and personal information and other individual information (including family conditions) submitted to OIS will be used for the following purposes. OIS Labour Management, Wages Management, Health Care Management and Personnel

37

38

Management (transfer of domicile and the like) 2. As a result of employee's annual medical examination, any documents submitted by employees on his or her health care such as, the medical report from a doctor, the guidance report from the interview on heavy labour measures, or any other information on employee's health care, will be utilised and will be provided to a doctor when it is necessary to have medical reports and opinions.

63
Ban from work or employment ARTICLE 63 2. An employee who has illness or disease that could be transmitted or harm others, and a doctor diagnoses "unfit to carry out duties", will be banned (or barred) from work. An employee must report to his or her supervisor promptly and seek for instructions if his or her family member or lodger has a case of contagious disease or is suspected to have.

() 64 22 50 3
Workers compensation ARTICLE 64 In the event that an employee is injured, becomes ill, or dies in the course of employment or in commuting, shall qualify for accident compensation as prescribed by the Labour Standards Law and the Worker's Compensation Insurance Law. However, if the employee who is due the compensation receives an insurance benefit for the same reason in accordance with the Worker's Compensation Insurance Law, the Compulsory Automotive Liability Insurance Law, or other laws, the compensation paid by OIS shall be reduced by the amount of said benefit. 2. In the event that an employee demands accident compensation from the School under civil law and payment is ordered by the court, if the employee has already received a solatium from the

38

39

School and/or a benefit from supplementary worker's compensation insurance for the same reason, the compensation paid by the School shall be reduced by the total amount of such payments. 3. An Employee who uses his or her own car for commuting should submit each copy of the safety check certificate, motor vehicle liability certificate and driver's license to the general affairs department in March every year.

9
Chapter 9: Staff development
65

Staff Training ARTICLE 65 2. OIS offers necessary training to support staff and enhance their skills and knowledge to improve the quality of their work. In cases where an employee is instructed to attend staff training, they must do so unless he or she has sought and been granted formal permission not to.

10
Chapter 10: Rewards & Punishments
Section 1: Commendations

() 66 () 5 3 10 3 5 15 5 10 () () () 39

40

()
Commendation ARTICLE 66 1 Where any of the situations described below is applicable to an employee; the employee may receive a commendation. If the employee is recognized as a model for others for his or her integrity in his or her job. 5 full years continuous service Bonus 30,000 Yen 10 full years continuous service 3 day special leave Bonus 50,000 Yen 15 full years continuous service 10 day special leave Bonus 100,000 Yen Regarding the special leave, it should be taken in the period that OIS specifies (2) (3) (4) (5) If the employee has performed with particular distinction in the area of disaster prevention, or disaster rescue, etc. If the employee has devised an invention or made an improvement that is useful on the job. If the employee's actions have brought socially recognized honor to the School. If the employee is recognized for any similar accomplishment to those listed above.

Section 2: Disciplinary Measures

() 67 () () () () 10 1 () 7 () () () ( 30 )

40

41

TYPES OF DISCIPLINARY MEASURES ARTICLE 67 (1) (2) (3) (4) Where any of the situations described in the article 68, by the light of the circumstances, OIS may take disciplinary action listed below to an employee. Verbal reprimand will be given Written reprimand will be given Reprimand: The employee may be asked to present a written apology and be admonished about future conduct. Wage deduction: The employee may be asked to present a written apology. The amount of the wage deduction shall be one-half of 1 day's portion of the average wage in any one instance, with the total deductions to amount to no more than 10% of the total wages for any one pay period. (5) Probation: The employee may be asked to present a written apology. The employee shall also be placed on probation for no more than seven working days, and wages shall not be paid for the period of the probation. (6) (7) (8) Demotion: The employee shall be demoted. Forced resignation: The employee may be asked to submit a letter of resignation. If it is not submitted, disciplinary termination shall be applied. Disciplinary termination: The employee shall be terminated immediately without advance notification, and if the approval of the appropriate government office has been obtained, no termination notification allowance will be paid.

() 68 () () () () () () () () () (10) (11) (12) (13) (14) (15) (16) 41

42

(17) (18)() ()
CAUSES FOR DISCIPLINARY MEASURES ARTICLE 68 Where any of the situations described below are applicable to an employee, the employee shall be subject to reprimand, wage deduction or demotion. However, where the infraction is slight, or there is room for consideration of the circumstances, or the employee is clearly repentant, disciplinary measures may be withheld and only a warning issued. (1) If the employee fails to follow the rules established by the OIS.

(2) If the employee repeatedly arrives late for work, repeatedly leaves work early, or repeatedly leaves the premises on personal business without giving notice and appropriate reasons.
(3) (4) (5) (6) (7) (8) (9) If the employee is absent from work without approval. If the employee is uncooperative or disrespectful of fellow employees or his/her supervisor(s). about work related matters. If the employee's work performance is noticeably poor. If the employee fails to follow work-related administrative procedures or reporting requirements, or files a false report. If the employee slanders or defies fellow employees, administrator, directors, or trustees of OIS. If the employee asks another person to sign in for him or her on the work log, or complies with such a request from another person. If the employee gives a speech, holds a meeting, puts up posters, distributes printed materials, or engages in any similar activities with OIS operation without permission. (10) If the employee behaves in such a way as to noticeably disrupt the good order and discipline of OIS. (11) If the employee engages in sexual harassment or behaves in a manner that is contrary to public order and decency. (12) If the employee engages in religious proselytizing within the OIS (13) If the employee engages in any sort of commercial activity within the School without permission from OIS. (14) If the employee's negligence as a supervisor creates a major problem for which the employee's subordinates are disciplined. (15) If the employee engages in outside work during his/her work hours. (16) If the employee drives a motor vehicle without a valid license or while intoxicated. (17) If the employee violates any of the work regulations or safety and sanitation regulations prescribed in this document. (See chapters 3 and 8) (18) If the employee engages in any other improper behavior equivalent to those listed in items above. (19) School uniforms instill a sense of discipline into the school day. A school uniform is a vital part of respecting one's school and the start of a more disciplined approach to learning.

42

43

a.

Pants Black slacks or khaki or black/dark colored training pants from Monday to Friday ( no jeans, cargo pants pockets, short pants)

B. Shirts OIS white shirt or yellow shirt Polo Shirts, blouse (girls) every Friday ,only OIS shirt is acceptable

() 69 () () () () () 14 () () () () (10) (11) (12) (13) (14) (15) (16)( 10 19 ) (17) (18)

CAUSES FOR DISCIPLINARY TERMINATION ARTICLE 69 Where any of the situations described below is applicable to an employee, the employee may be subject to a reprimand, wage deduction, suspension from work, salary reduction, demotion, or forced resignation, as befits the circumstances. (1) (2) (3) If the employee creates a major problem at work, either intentionally or through negligence. If the employee acts contrary to the School's work orders or refuses to perform his or her duties. Schools information is private and confidential. Under no circumstances should contact

43

44

information be given to any third parties without the express permission of the person concerned. (4) (5) (6) (7) (8) (9) If the employee is absent from work without permission for 14 consecutive calendar days or longer. If the employee is often late without informing the school, leave early or repeat the absence and was not changed even warned three times. If the employee is deemed to have no intention of submitting to disciplinary measures, while disciplinary measures have been taken. If the employee engages in behavior that warrants disciplinary measures within one year after having already been subject to disciplinary measures. If the employee misrepresents his or her work experience, educational degrees/credentials, or engages in any other fraudulent behavior in order to gain employment with the School. (10) If the employee engages in violence, makes threats, inflicts bodily injury, or engages in any similar behavior, either in the school site or in any other comparable situation. (11) If the employee steals another person's property. (12) If, either intentionally or through major negligence, the employee damages or destroys any facilities, materials, products, goods, machines, equipment, tools, or any other property belonging to the School, or causes a major disaster to occur. (13) If it is obvious that the employee engages in criminal activity or is found guilty for criminal behavior in a court of law. (14) If the employee commits embezzlement or misappropriates funds of OIS in the course of work. (15) If the employee engages in malicious sexual harassment or any other behavior that is noticeably contrary to public order and decency. (16) If the employee violates the rule that prohibits having a second job without the Schools permission. (article 10- item 19) (17) If the employee is deemed to have committed more than one of the infractions listed in the preceding article (article 60), particularly if the infractions are major. (18) If the employee engages in any other improper behavior equivalent to those listed in items above.

() 70
COMPENSATION FOR DAMAGES ARTICLE 70 If, either intentionally or through major negligence, the employee inflicts damage on the School, the employee will be made to pay compensation for all or part of the damage. However, the payment of compensation shall not exempt the employee from disciplinary measures.

44

45

2006 4 1 2007 2007 10 2013 4 1

Rider These rules shall come into effect as of April 1, 2006 These rules have been amended and shall come into effect as of January 1, 2007. These rules have been amended and shall come into effect as of October 1, 2007. These rules have been amended and shall come into effect as of April 1, 2013.

45