The Core Concept Technologies Group believes that our business activities contribute to the sustainable development of industry itself, and we have established Our Group’s Sustainability Basic Policy as “Driving sustainable industrial development through the power of our technology and people,” which serves as Our Purpose. To achieve Our Purpose and Sustainability Basic Policy, our Group has formulated and published a Human Rights Policy and promotes initiatives to respect the human rights of all stakeholders, including directors, executive officers, employees, and dispatched workers ("employees"). As part of this effort, our Group will strive to prevent harassment in accordance with this policy, the Employment Regulations, and other regulations.

• Basic Principles
  Our Group will not tolerate harassment in the workplace or in business relationships. Harassment is an act that violates an individual’s human rights and dignity and lacks social reasonableness. Furthermore, it disrupts the healthy order and cooperative relationships in the workplace, hinders the performance of duties, and can damage our Group’s social reputation.
  Our Group will address harassment strictly. Harassment is prohibited by this policy, the Employment Regulations, and other regulations, and is subject to disciplinary action. Our Group will take necessary measures to ensure that all workers are respected as individuals and can work without experiencing harassment.
  
• Scope of Application
  This policy applies to employees of our Group. Furthermore, freelancers with whom our Group has contracted for work (including those in contract negotiations) will be subject to this policy as necessary, and appropriate measures will be taken.
• Definition of Harassment
  Harassment in the workplace or in business relationships includes the following: sexual harassment, power harassment, maternity harassment and paternity harassment, care harassment, and other harassment. For the purposes of this section, “workplace” refers to not only the place of work but also all places where duties are performed, and includes not only working hours but also times outside of working hours that are substantially considered an extension of the workplace.
  
  • Sexual Harassment
    This refers to sexual advances or verbal conduct, and taking adverse action based on a response to such conduct, as well as conduct that creates a hostile work environment, such as the following. It applies regardless of the individual’s sexual orientation or gender identity, and includes conduct directed towards both opposite and same genders.
    • Unnecessary questions or comments about sexual or physical matters
    • Sexual jokes, intentional spreading of sexual preferences, coercion for romantic relationships or sexual acts using one’s position
    • Visually communicating sexually explicit materials, such as viewing, distributing, or displaying obscene images
    • Spreading rumors
    • Unnecessary physical contact, etc.
    • Acts that lower the motivation of other employees and hinder the development of their abilities due to sexual conduct
    • Taking adverse action (such as dismissals, unfair performance evaluations, and transfers) against employees who protest or refuse sexual conduct
    • Other sexual conduct that makes other persons or employees uncomfortable
  • Power Harassment
    This refers to the following conduct that harms the work environment by exceeding the appropriate scope of duties, based on one’s superiority such as position or relationship within the workplace. Objectively, legitimate and necessary business instructions or guidance given to a reasonable extent do not constitute power harassment.
    • Physical attacks, such as assault and injury
    • Psychological attacks, such as threats, defamation, insults, and severe verbal abuse
    • Isolation, exclusion, and ignoring (severing ties in interpersonal relationships)
    • Forcing apparently unnecessary or impossible tasks, interfering with work (excessive demands)
    • Assigning tasks that are far below one’s abilities and experience, or assigning no work at all without a reasonable business reason
    • Excessively intruding into private matters
  • Maternity Harassment and Paternity Harassment
    This refers to harassing conduct or verbal conduct directed towards employees based on pregnancy, childbirth, or childcare, taking adverse employment actions, or hindering the use of related systems or measures. Objectively, conduct based on the necessity of business duties from the perspective of duty allocation or safety consideration is not included.
    • Indicating dismissal or other adverse treatment regarding the use of systems or measures related to pregnancy, childbirth, or childcare by subordinates
    • Conduct that hinders the use of systems or measures related to pregnancy, childbirth, or childcare by subordinates or colleagues
    • Harassment due to the use of systems or measures related to pregnancy, childbirth, or childcare by subordinates or colleagues
    • Indicating dismissal or other adverse treatment due to the pregnancy or childbirth of subordinates
    • Harassment due to the pregnancy or childbirth of subordinates or colleagues
  • Care Harassment
    This refers to harassing conduct or verbal conduct directed towards employees who take leave or shorten their working hours to care for family members, or taking adverse employment actions, or hindering the use of related systems or measures.
    • Indicating dismissal or other adverse treatment regarding the use of systems or measures related to care by subordinates
    • Conduct that hinders the use of systems or measures related to care by subordinates or colleagues
    • Harassment due to the use of systems or measures related to care by subordinates
  • Other Forms of Harassment
    Besides what is stipulated in the preceding paragraphs, this refers to acts of harassment or remarks directed towards employees, or being treated disadvantageously in employment. It also includes the acts of supervisors who are aware that their subordinates are experiencing harassment in the workplace but condone it.
• Disciplinary Action
  If employees of our Group engage in harassment, they may be subject to disciplinary action based on our Employment Regulations and other provisions. Disciplinary action will be determined by comprehensively assessing the following factors.
  • The specific nature of the act (time, location (whether at work or not), content, and severity)
  • The relationship between the parties involved (position, etc.)
  • The victim’s response (filing a complaint, etc.) and emotional state
  • In cases where disciplinary action is taken, the perpetrator will, as a general rule, be informed of the facts confirmed during the investigation and given an opportunity to state their defense.
• Harassment Consultation Channels and Procedures
  Our Group has established harassment consultation channels and will respond appropriately and promptly to any consultation requests.
• Investigation and Response
  Our Group will strive to quickly and accurately confirm the facts when receiving a consultation regarding harassment and take appropriate action. All employees have the right to consult regarding harassment. At the same time, employees have an obligation to cooperate with our Group’s investigation of harassment consultations.
  Freelancers can also utilize the consultation channels. Our Group will apply this policy and respond appropriately when receiving consultations or reports from freelancers and will strive to ensure that freelancers are not victims of harassment and can work with peace of mind.
• Prohibition of Disadvantageous Treatment
  Our Group will not take any disadvantageous action against those who have consulted a consultation channel. It will also not take any disadvantageous action against those who have cooperated with the fact-finding process. If employees take such disadvantageous action, they may be subject to disciplinary action based on the Employment Regulations and other provisions.
• Strict Confidentiality and Privacy Protection
  Our Group will exercise the utmost care to protect the privacy of those involved and maintain strict confidentiality. Employees are prohibited from disclosing the names, contact information, or other personal information of the parties involved, as well as the content of the consultation or investigation results, to third parties. The privacy of those involved, including those who have consulted and the perpetrators, includes sensitive personal information such as sexual orientation, gender identity, medical history, and infertility treatment. Violations may result in disciplinary action based on the Employment Regulations and other provisions.
• Prohibition of Retaliation and Secondary Harassment
  Our Group prohibits perpetrators of harassment from taking retaliatory actions or actions that could be perceived as retaliation against those who have consulted or those who have cooperated with the fact-finding process. Contacting those who have consulted or related parties through any means, including phone or email, is also prohibited. In addition, if other employees ask those who have consulted about the details of cases or spread rumors, thereby harming the work environment, it will be considered secondary harassment and will be prohibited, and may result in disciplinary action based on the Employment Regulations and other provisions.
• External Response
  If employees of our Group are subjected to harassment by someone outside the Group, we will take action in line with the above guidelines and appropriately consider and protect the employees’ physical and mental well-being and ensure the work environment is not harmed. If our Group is asked by someone outside the Group to cooperate with fact-finding regarding harassment committed by our employees against someone outside the Group, we will respond appropriately.
• Internal Awareness-Raising
  Our Group will strive to raise awareness within the Group to prevent harassment through compliance training and other initiatives.

March 19, 2025
Core Concept Technologies Inc.
Takeshi Kaneko
Representative Director, President and CEO