Adopted: April 2025
JAC Recruitment Co., Ltd.
The JAC Group (JAC Recruitment Co., Ltd. and its consolidated subsidiaries; hereinafter referred to as “the Group”) is committed to connecting people, companies, the economy, and society through our recruitment services, and to continuously contributing to their growth.
Guided by our corporate Philosophy (Freedom & Discipline / Fairness) and Policy (Speed / Sincerity / Attitude), the Group strives to respond sincerely to all stakeholders, earn their trust, meet their expectations, and deliver higher-quality services.
However, in rare cases, our employees may be subjected to behaviour that undermines their dignity—such as verbal abuse, violence, and sexual harassment—or to demands and conduct that exceed what is considered reasonable by social norms.
To respect the human rights of our employees and create a safe and secure working environment, we have established this basic policy. While we will continue to respond to all customers with sincerity, we will take a firm and resolute stance against demands and conduct as described below.
Within the Group, based on the definition set out in the Ministry of Health, Labour and Welfare’s “Customer Harassment Corporate Countermeasures Manual”, we define “customer harassment” as follows:
“Complaints or conduct by customers (including business partners), where (i) the substance of the demand lacks reasonable grounds, or (ii) the means or manner used to pursue the demand is socially inappropriate, and where such means or manner adversely affects the working environment of employees and others working within the Group.”
The following examples are illustrative only and are not limited to those listed below.
- Where no defect or negligence is identified in the services we have provided
- Where the content of the demand is unrelated to the services we provide
- Physical attacks (assault, injury)
- Psychological attacks (threats, slander, defamation, insults, abusive language, demanding that someone kneel to apologise, etc.)
- Repeated and persistent conduct
- Restrictive conduct (refusing to leave, loitering, unlawful confinement)
- Sexual remarks or behaviour, stalking, and similar conduct
- Unreasonable demands for product exchange
- Demands for monetary compensation and other unreasonable claims
- Defamatory or abusive posts on social media or the internet
The Group will take a firm stance against conduct that falls within the scope described above, protecting the safety and health of our employees while striving to continue providing appropriate services to customers.
Where the Group determines that the conduct is malicious, we will consult the police and/or legal counsel and take appropriate action.
To address customer harassment, the Group will implement the following measures:
- Provide training to ensure employees understand customer harassment and learn appropriate response methods
- Establish consultation channels and build an organisational response framework for incidents
- Prioritise care and support for employees who have been affected
- Collaborate with external specialists to ensure responses are appropriate and effective