Matters Concerning Job Placement

Company Name: Howtelevision, Inc. (License Number 13-Yu-308977)

Appropriate Personal Information Management Regulations

1. The scope of personnel within the business office who handle personal information shall be all personnel responsible for the employment placement business. The Personal Information Handling Manager shall be Hiroshi Togawa, the Employment Placement Manager.
2. The Employment Placement Manager shall conduct education and guidance on the handling of personal information once a year for staff within the business office specified in 1 who handle personal information. Furthermore, the Employment Placement Manager shall attend the Employment Placement Manager training course at least once every five years.
3. The Handler shall, when a request for disclosure of personal information is made by the individual to whom the information pertains, disclose, without delay and based on that request, information founded on objective facts such as the individual's qualifications and professional experience. Furthermore, if a request for correction (including deletion; hereinafter the same) is made based on this, and if said request aligns with objective facts, the Handler shall make the correction without delay. In addition, the Job Placement Manager shall endeavor to make the handling of personal information disclosure or correction known to job seekers and others.
4. Regarding the personal information of job seekers and others, should a complaint be received from the individual concerned, the complaint handling officer shall handle it appropriately and in good faith. Furthermore, Hiroshi Togawa, Chief of Job Placement Services, shall be the officer responsible for handling complaints concerning the handling of personal information.

2. Regulations on Business Operations

1. Job Openings

1. The Agency will accept any application for job offers, as long as they are for domestic positions across all job categories with an annual salary of 4 million yen or more. However, we will not accept applications if their content violates laws and regulations, if working conditions such as wages and working hours are significantly inappropriate compared to normal working conditions, if there is a violation of certain labor-related laws and regulations (such as the Labor Standards Act and the Employment Security Act), or if the job offer is made by a yakuza member or similar individuals.
2. Job posters or their agents should apply by visiting our office in person and submitting the prescribed job application form. If an in-person visit is not possible, applications may also be submitted by mail, phone, or email.
3. When making a job offer, the job description, wages, working hours, and other working conditions must be clearly specified in advance by means of a written document or email, etc. However, if there is an urgent need to proceed with the referral and it is not possible to clearly specify these matters in advance by means of a written document or email, etc., then the matters that should be specified must be clearly specified in advance by methods other than these.

2. Job Seeking

1. We accept all job applications for positions in Japan across all job categories with an annual salary of 4 million yen or more. However, we will not accept applications whose content violates laws and regulations.
2. To apply for job seeking, please visit our office in person and submit the designated job application form.
3. Individuals wishing to regularly engage in day-labor or temporary work may make a special registration with this office, and upon presentation of a registration card as separately prescribed, the job application procedure will be waived.

3. Introduction

1. For job seekers, in accordance with the principle of freedom of occupational choice as stipulated in Article 2 of the Employment Security Act, we will provide our utmost support to enable them to promptly secure employment that aligns with their aspirations and capabilities.
2. For employers, we will make every effort to introduce job seekers who meet their specific requirements.
3. When making a referral, we will clearly state in advance to job seekers the content of the work they will be engaged in through the referral, wages, working hours, and other working conditions, either by delivering a document or, if requested, via email or similar means. However, if there is an urgent need to make the referral and it is not possible to clearly state the conditions in advance by delivering a document or via email or similar means, the conditions will be clearly stated in advance by other methods.
4. When introducing job seekers to employers, we will issue a letter of introduction. Job seekers are then requested to take this letter to the employer.
5. Upon receiving applications for job openings and from job seekers, we are committed to responsibly facilitating introductions.
6. In order to maintain a neutral stance regarding labor disputes, the office will not make referrals to employers while a strike or lockout is in progress.
7. Upon successful placement, we will charge a referral fee to the recruiting company or the relevant employer, based on the fee schedule provided in the attached table.

4. Other

1. This office, in cooperation with public employment security offices and other employment placement service providers, will promptly and appropriately address complaints from job seekers and others concerning this business.
2. Regarding the results of job placements made by the Agency, both recruiting companies and job seekers are requested to report them to the Agency. Additionally, recruiting companies are requested to report to the Agency whether job seekers who entered into an indefinite-term employment contract through job placement by the Agency left employment within six months of starting (excluding cases of dismissal).
3. We will appropriately handle personally identifiable information obtained from job seekers or recruiters in accordance with our Regulations for Proper Handling of Personal Information.
4. When the Company provides information regarding job openings, etc., through advertisements or other means, in relation to services based on the Employment Security Act, it will not make any false or misleading representations regarding such information. Furthermore, to ensure such information remains accurate and up-to-date, if a job advertiser, job seeker, or other party requests to cease providing or to correct the content of such information, or if the Company confirms that such information is not accurate or up-to-date, it will respond without delay. Concurrently, the Company will take measures to periodically confirm with job advertisers or job seekers whether such information is up-to-date, or to clarify the effective date of such information.
5. This office will not discriminate against job seekers or job providers in any aspect of its services, including the acceptance of applications, interviews, guidance, and referrals, based on race, nationality, creed, gender, social status, family origin, previous occupation, or membership in a labor union.
6. Our services cover job openings across all domestic industries with an annual salary of 4 million yen or more.
7. The regulations concerning the operation of our services are as outlined above. Please be aware that all of our services are conducted strictly in accordance with the laws, regulations, and notifications related to the Employment Security Act. Should you have any questions, please feel free to ask our staff for further details.

3. Fee Schedule

Please refer to the fee schedule and refund system below.

• Fee Schedule Fee Schedule (Howtelevision, Inc.)_20241114.pdf ↗
• Refund System Refund System (Howtelevision, Inc.)_20250204.pdf ↗