Respect for Human Rights
The Tokyo Seimitsu Group established the “Tokyo Seimitsu Group Human Rights Policy” on October 3, 2022 based on international guidelines such as the UN Guiding Principles on Business and Human Rights with the aim of realizing sustainable growth of our business and organization and a sustainable society by striving to correctly understand and recognize the laws and regulations, cultures, religions, and values of the countries and regions in which we operate.
Tokyo Seimitsu Group Human Rights Policy
1.
Basic views on human rights
The Tokyo Seimitsu Group respects the human rights of all the people belonging to all its stakeholders, including socially vulnerable people, without regard for the attributes of individuals such as gender and nationality. We also promote the creation of safe, healthy, and rewarding workplaces where each member of our diverse workforce can demonstrate their capabilities to the utmost.
2.
Support and respect for international human rights norms; compliance with local labor laws and regulations
The Tokyo Seimitsu Group supports and respects the internationally recognized “International Bill of Human Rights,” “the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work,” which sets forth core labor standards, and “the UN Guiding Principles on Business and Human Rights (UNGPs).” We will commit ourselves to a respect for human rights. We also fully comply with all labor-related laws in the regions in which we operate, respect the basic rights of workers, and do not infringe on them. Should there be any inconsistencies between the laws and regulations of a given country or region and internationally recognized human rights, the Tokyo Seimitsu Group will seek ways to respect international human rights principles while complying with local laws.
3.
Scope
The Policy shall apply to all executives and employees of the Tokyo Seimitsu Group. The Tokyo Seimitsu Group will actively require its business partners and other stakeholders in its supply chain, as well as other business associates, to understand and cooperate with the Policy.
4.
Prohibition of child labor and forced labor
The Tokyo Seimitsu Group prohibits the use of child and forced labor in all aspects of its business activities. We will also actively require our business partners and other stakeholders to understand and cooperate with the prohibition of child and forced labor.
5.
Prohibition of discrimination and acceptance of diversity
The Tokyo Seimitsu Group prohibits its executives and employees from discriminating against anyone based on his/her gender, age, nationality, ethnicity, race, mental or physical disability, sexual orientation, cultural, religious, ideological or political beliefs, origins, family background, etc., respects the personality and individuality of each individual, and embraces diversity. We will also actively require our business partners and other stakeholders to understand and cooperate with the prohibition of discrimination.
6.
Respect for freedom of association and right to collective bargaining
The Tokyo Seimitsu Group respects rights of its employees, including, but not limited to, freedom of association and right to collective bargaining, as well as other civil and political rights. The Tokyo Seimitsu Co., Ltd. and its domestic affiliates with organized labor unions conclude labor agreements with their respective labor unions and respect each other’s positions to establish orderly labor-management relationships and appropriate working conditions, to maintain a good relationship between both sides through faithful compliance and performance of the agreements. Those companies shall discuss managerial issues and labor-management issues at the labor-management conferences held between management and labor union officers to remedy any such issues.
7.
Prohibition of harassment
The Tokyo Seimitsu Group prohibits its executives and employees from behaving in a way that would offend the dignity of an individual or ignore the personality of an individual through such actions as harassment, slander, jokes, sexual advances, etc. based on gender, job, status, etc. (i.e., sexual harassment, workplace bullying, maternity harassment, etc.) and from engaging in any other form of harassment.
8.
Human rights due diligence and relief efforts
The Tokyo Seimitsu Group protects the human rights of its stakeholders through a mechanism of human rights due diligence which aims to identify, analyze, assess, prevent, and rectify adverse impacts on human rights, thereby promoting sustainable corporate activities. Should it be discovered that the Tokyo Seimitsu Group has caused, or was involved in, any adverse impact on human rights, it will take appropriate action to rectify and remedy the adverse impact.
9.
Education on human rights
To ensure that the Policy is effectively implemented throughout its business activities, the Tokyo Seimitsu Group makes this Policy known to all of its business partners and other stakeholders, continuously provides appropriate education to all of its executives and employees, and continuously strives to raise their awareness of human rights.
10.
Information disclosure and dialog
The Tokyo Seimitsu Group publicizes its commitment to respect human rights on its website, in its sustainability report, and in other media. We will continue to strengthen our commitment to a respect for human rights, through obtaining external professional advice on the Policy and initiatives based on it as necessary.
Chairman Hitoshi Yoshida
System for Promoting Human Rights
The Tokyo Seimitsu Group has the “Human Rights Activities WG*” as a subcommittee of the Sustainability Committee to respect human rights in our value chain. This WG formulates and reviews activity plans based on the Tokyo Seimitsu Group Human Rights Policy and promotes human rights due diligence (DD) and other initiatives. Its main role is to report important issues to the Board of Directors via the Sustainability Committee. In addition, initiatives for respecting human rights at supplier locations are carried out in cooperation with the “Supply Chain Working Group,” another Sustainability Committee subcommittee.
* Human Rights Working Group
The Human Rights Activity Project, established under the “Sustainability Committee” in fiscal 2022, will be renamed Human Rights Working Group in fiscal 2024, and we will further develop systems formulated through the Human Rights Activity Project to respect human rights through our business activities.
Key Activities in Fiscal 2025
In fiscal 2025, the working group convened twice.
For major activities, refer to “Sustainability Promotion Structure/FY2025 Subcommittees/Human Rights Activities Working Group.”
Human Rights Due Diligence
We identify, prevent, and remedy risks to human rights posed by our group’s business activities based on the “Tokyo Seimitsu Group Human Rights Policy. We started human rights due diligence (DD) initiatives in fiscal 2022, referring to the Responsible Business Alliance (RBA) Code of Conduct and the online Self-Assessment Questionnaire (SAQ). In fiscal 2023, we conducted human rights impact assessments based on the results of DD at our company and group companies and identified “eight priority human rights issues.” At the same time, we formulated a “human rights due diligence procedure” to systematize the processes for assessing negative impacts. Moreover, to ensure human rights are fully protected in the supply chain, we hold briefing sessions for our major suppliers and conduct human rights DD with their understanding and cooperation. In fiscal 2024, as we transferred some business operations, we conducted due diligence on an ad hoc basis for 62 suppliers involved in our charge/discharge testing system business. Results of DD collected by fiscal 2025 reveal no serious risk or problem related to human rights.
Priority human rights issue
Prohibition of forced labor
Prohibition of child labor
Freedom of association
Prohibition of discrimination
Prohibition of inhumane treatment
Appropriate wages and allowances
Working hour awareness
Employee safety and health
Implementation of the status of human rights due diligence
| FY2023 | FY2024 | FY2025 | |||
| Target domestic and overseas group companies | 27 Companies | 26 Companies | 24 Companies | ||
| Identified serious human rights issues | 0 issue | 0 issue | 0 issue | ||
| Target suppliers | Targeted at the top 80% of suppliers in terms of procurement costs | Targeted at the top 80% of suppliers in terms of procurement costs | Targeted at the top 80% of suppliers in terms of procurement costs | ||
| Supplier selection criteria | 125 Companies | 121 Companies | 116 Companies | ||
| Responding suppliers | 113 Companies | 112 Companies | 104 Companies | ||
| Response rate | 90.4% | 92.6% | 89.7% | ||
| Identified serious human rights issues | 0 issue | 0 issue | 0 issue | ||
*The consolidated and non-consolidated subsidiaries are covered
Overview of Human Rights Due Diligence
Establishment of Whistleblowing/Consultation Contact Point
We have long maintained a whistleblower contact point to report violations of laws and regulations, misconduct, etc. We ensure the anonymity and protection of privacy of whistleblowers and take care to prevent them from disadvantageous treatment. In fiscal 2025, the number of notifications related to human rights violations such as harassment and discrimination was zero in Japan and zero overseas. If suppliers want to consult with us about human rights-related matters, we advise them to use the external whistleblower contact point site found within the contact form.
Human Rights Education and Training
We provide education and training on respecting human rights so that each and every employee understands and practices the “Tokyo Seimitsu Group Human Rights Policy.” In fiscal 2025, we provided education on human rights with the theme of “harassment.”
Target participants：
1,659(All the people directly employed by Tokyo Seimitsu Co., Ltd. (including directors; excluding employees on leave, secondees, etc.))
Participation rate：
100%
In our new employee training in fiscal 2025, we provided human rights education for improving the basic understanding of the respect for human rights. In this educational program, the participants deepened their understanding of the basic concept of human rights, the background of discrimination, reasonable accommodation, and our group’s “human rights policy,” along with particular human rights issues such as the Dowa issue (discrimination against certain social groups) and background checks.
New employee training participants：
85
Consideration of Human Rights and Compliance with Laborrelated Laws and Regulations
The “ACCRETECH Group Code of Conduct” addresses matters including compliance with laws and social norms related to labor standards, occupational safety and health, and the prohibition of acts that infringe on human rights. e-learning related to the “ACCRETECH Group Code of Conduct” is conducted on a regular basis.
The Company has a labor union whose collective bargaining rights are guaranteed by a collective bargaining agreement, and elected employee representatives are working directly with management to improve the workplace environment through discussions and consultations. We have confirmed that legal working hours and legal minimum wages are being observed.
Tokyo Seimitsu Group Basic Customer Harassment Policy
The Tokyo Seimitsu Group has established the "Tokyo Seimitsu Group Basic Customer Harassment Policy" to provide our customers with better products and services while ensuring a work environment in which employees can work with peace of mind.
Tokyo Seimitsu Group Basic Customer Harassment Policy
Introduction
Based on the purpose of "Gaging the future with Metrology, Creating the future with Semiconductors," the Tokyo Seimitsu Group has established a vision of "The Tokyo Seimitsu Group is always committed to building a 'future full of dreams'."
With a mission of "WIN-WIN relationships create the world's No. 1 products," we value our relationships of trust with all stakeholders.
At the same time, ensuring a work environment in which employees can work safely and with dignity is essential to providing high-quality products and services.
Accordingly, we have established our "Basic Customer Harassment Policy" to ensure the appropriate continuation of our business activities while maintaining relationships of trust.
(As it relates to this Policy, "stakeholders" refers to all parties having a connection to our business, including customers, shareholders and investors, local communities and society, business partners, and political and government organizations. "Employees" refers to all persons engaged in our business operations, including officers and staff.)
Definition of customer harassment
Complaints, demands, language, or other conduct by stakeholders where, given the reasonableness of the complaint or demand, the means or manner whereby the demand is presented is considered inappropriate according to generally accepted social norms and which will likely adversely affect the working environment of our employees.
(Based on the Ministry of Health, Labour and Welfare's "Corporate Manual on Measures against Customer Harassment," published in February 2022)
Conduct constituting customer harassment
The following are representative examples and are not exhaustive. Each case will be assessed comprehensively, taking into account the nature, frequency, and other circumstances of the conduct.
Physical attacks (assault or bodily injury)
Psychological attacks (threats, slander, defamation, insults, or abusive language)
Intimidating language or conduct
Demands for an apology (including demands to kneel and/or bow)
Ongoing (repeated) or persistent language or conduct
Restrictive conduct (refusal to leave, prolonged occupation of premises, or confinement)
Discriminatory language or conduct
Sexual language or conduct
Demands for product replacement without legitimate grounds or demands for monetary compensation that are excessive according to generally accepted social norms
Tokyo Seimitsu Group initiatives
We will ensure that employees are informed and educated about customer harassment and how to respond to it.
We will establish a consultation system for matters relating to customer harassment.
(Any disadvantageous treatment on the grounds of seeking consultation is prohibited.)
To protect the safety and dignity of our employees, we will attach the highest priority to providing care to employees who have experienced customer harassment.
We will educate employees to ensure that they do not engage in customer harassment toward business partners or other parties.
Request to stakeholders
The Tokyo Seimitsu Group places great importance on the relationships of trust with all stakeholders.
At the same time, we will not tolerate conduct toward employees that is considered inappropriate according to generally accepted social norms, including abusive language, threats, excessive demands, and/or slander or defamation on social media.
If such conduct is identified, we may, in accordance with this Policy, restrict communications, suspend services, review business relationships, or take necessary legal action.
Thank you for your understanding and cooperation.
Environment・Society・Governance
