An employee (excluding a daily employee) who wishes to take leave for childcare and who lives with and takes care of a child under one year of age may, upon request, take childcare leave. However, in the case of a fixed-term contract employee, unless the labor contract expires before the child turns one year and six months old (two years old in the case of 6 and 7 requests) at the time of the request and it is not clear that the labor contract will not be renewed, the employee may take childcare leave. However, in the case of fixed-term contract employees, childcare leave may be taken only by those whose labor contract expires before the child turns one and a half years old (two years old in the case of 6 or 7 requests) at the time of the request.

Notwithstanding 1 and 4 to 7, a request for leave of absence from the following employees who are excluded by a labor-management agreement may be refused.
(i) Employees who have been with the company for less than one year
(ii) Employees whose employment relationship is clearly terminated within one year from the date of the request (within six months in the case of requests from 4 to 7)
(iii) Employees whose prescribed number of working days per week is two days or less

If the spouse takes childcare leave from the same date as the employee or before the employee, the employee may take childcare leave until the child reaches one year and two months of age, up to the total of the period of maternity leave before and after the date of birth, the period of childcare leave and the period of childcare leave at birth, up to one year.

Employees who fall under any of the following categories may take childcare leave for the necessary number of days until the child reaches one year and six months of age. In principle, the day on which the employee intends to start childcare leave shall be limited to the child's first birthday. However, if the spouse is to start leave based on Article 5, Paragraph 3 of the Child Care and Family Care Leave Act (this paragraph) on the child's first birthday, the start date may be a day before the day following the day on which the spouse's childcare leave is scheduled to end.
(1) The employee or spouse is taking childcare leave on the day before the child's first birthday in principle
(2) One of the following circumstances exists
(a) When an employee wishes to enter a daycare center but is unable to do so
(b) When an employee's spouse, who is the parent of a child covered by childcare leave and was scheduled to take care of the child after the child's first birthday, becomes unable to care for the child due to death, injury, illness or other circumstances
(3) The child has not taken a leave of absence under this section after the child's first birthday.

Notwithstanding 4, an employee whose childcare leave under 1 ends due to the start of maternity leave before or after childbirth, etc., and whose child pertaining to such leave before or after childbirth, etc., dies, etc., may take childcare leave for the necessary number of days until the child reaches the age of 1 year and 6 months.

Employees who fall under any of the following categories may take childcare leave for the necessary number of days until the child reaches the age of two years. The day on which the childcare leave is to begin shall be the day that corresponds to the child's one year and six month birthday. However, in the case where the spouse starts the leave based on Article 5, Paragraph 4 of the Child Care and Family Care Leave Act (this Paragraph) on the day corresponding to the child's one year and six month birthday, the day before the day following the day on which the spouse's childcare leave is scheduled to end may be the starting day of the childcare leave. The spouse's childcare leave may begin on the day before the day following the spouse's scheduled termination date.
(1) The employee or spouse is on childcare leave on the day before the child's one year and six month birthday
(2) One of the following circumstances exists
(a) When an employee wishes to enter a daycare center but is unable to do so
(b) When an employee's spouse, who is the parent of a child covered by childcare leave and was scheduled to take care of the child from 1 year and 6 months of age, becomes unable to care for the child due to death, injury, illness or other circumstances
(3) The employee has not taken a leave of absence under this paragraph on or after the day of the child's one and six month birthday.

Notwithstanding 6, an employee whose childcare leave under 1, 4 or 5 ends due to the start of maternity leave before or after childbirth, etc., and whose child, etc. pertaining to such maternity leave before or after childbirth, etc., dies, etc., may take childcare leave for the necessary number of days until the child reaches two years of age.

An employee who wishes to take childcare leave shall, in principle, submit a written request for childcare leave to the person in charge of human resources at least one month prior to the day on which he/she wishes to start childcare leave (two weeks prior in the case of leave over one year of age based on 4 to 7). ) by submitting a written request for childcare leave to the person in charge of human resources. In the event that a fixed-term contract employee on childcare leave renews his/her labor contract and wishes to continue his/her leave, he/she shall submit another application for childcare leave by submitting a written application for childcare leave, setting the first day of the renewed labor contract period as the scheduled start date of childcare leave.

(2) A request based on (1) shall be made up to twice per child, except in the case of special circumstances such as the death of a spouse. A request based on 4 or 5 may be made only once per child, except in cases where the leave based on 4 or 5 has been terminated due to the start of maternity leave before or after childbirth, but the child involved in the maternity leave has died or is otherwise dead. (4) A request under 6 or 7 may be made only once per child, except in the case of the death of a child related to the leave before or after childbirth, etc., even though the leave under 6 or 7 was terminated due to the start of the leave before or after childbirth, etc.

When a childcare leave application form is submitted, the Company shall promptly issue a childcare leave handling notice to the person who submitted said childcare leave application form.

Employees (excluding daily employees) who wish to take leave for childcare, who have not taken leave after childbirth, and who live with and care for a child within 8 weeks of the child's birth or expected birth date, whichever is later, may take childcare leave for a period of 4 weeks (28 days) as provided in these Rules. (2) An employee may take childcare leave at the time of birth for a period not exceeding four weeks (28 days). However, in the case of fixed-term contract employees, it is limited to those whose labor contract expires before the day on which six months have elapsed since the day following the day on which eight weeks have elapsed since the child's birth or expected delivery date, whichever is later, and it is not clear at the time of application that the contract will not be renewed. (2) Only those who are not clearly unable to renew their labor contract may take childcare leave at the time of birth.

Notwithstanding 1, a request for leave of absence may be refused from the following employees who are excluded by a labor-management agreement
(i) Employees who have been with the company for less than one year
(ii) Employees whose employment relationship is clearly terminated within eight weeks from the date of the request.

An employee who wishes to take childcare leave at the time of birth shall, in principle, submit a written request for childcare leave at the time of birth to the person in charge of human resources at least two weeks prior to the day on which the employee wishes to start childcare leave at the time of birth. In the event that a fixed-term contract employee on childcare leave at the time of birth renews his/her labor contract and wishes to continue his/her leave, he/she shall submit a new application for childcare leave at the time of birth, setting the first day of the renewed labor contract period as the scheduled start date of his/her childcare leave at the time of birth.

A request based on 1 may be divided up to twice per child. However, if the request is to be divided twice, the two requests must be submitted together, and if the request is not submitted together, the later request may be rejected.

Upon submission of a written request for childcare leave at the time of birth, the Company shall promptly issue a notice of handling of childcare leave at the time of birth to the person who submitted the said written request for childcare leave.

Employees who wish to work during childcare leave at birth must submit a written request for available work days during childcare leave at birth to the person in charge of human resources by the day before the leave.

If the company receives a request as described in 6. above, the company shall offer working days, etc. within the scope of the request to the employee who submitted the request form. The employee shall submit to the person in charge of human resources a written agreement or disagreement regarding the proposed working days, etc. during the childcare leave at birth. The employee may work during the leave only if the employee agrees by the day before the leave. When both the company and the employee agree on the working days, etc., the company shall promptly issue a notice of working days, etc. during childcare leave at the time of birth.

An employee who cares for a family member in need of nursing care (excluding day employees) may, upon request, take nursing care leave up to three times for a total of up to 93 days for each family member in need of care. However, in the case of fixed-term contract employees, only those whose labor contract expires before the day on which six months have elapsed since the day on which 93 days have elapsed since the scheduled start of nursing care leave and it is not clear that the contract will not be renewed at the time of the request may take nursing care leave.

Notwithstanding 1, a request for leave of absence from the following employees who are excluded by a labor-management agreement may be refused
(i) Employees who have been with the company for less than one year
(ii) Employees whose employment relationship is clearly terminated within 93 days from the date of the request
(iii) Employees who work two or less prescribed working days per week

Family members in need of care means the following persons who are in need of constant care for a period of two weeks or longer due to injury, illness, or physical or mental disability. Spouse/parents/children/spouse's parents/grandparents/brothers and sisters/grandchildren

An employee who wishes to take family care leave shall, in principle, submit a written request for family care leave to the person in charge of human resources at least two weeks prior to the day on which he/she wishes to start family care leave.

When a Family Care Leave Application is submitted, the Company shall promptly issue a notice of handling of Family Care Leave to the person who submitted the said Family Care Leave Application.

Employees (excluding day employees) who are taking care of a child until the child reaches the age of elementary school entry may take up to 5 days per year for one child, or up to 10 days per year for two or more children, in addition to annual paid leave, to care for an injured or ill child or to have the child receive vaccinations or medical checkups. The employee may take leave to care for a child up to five days per year if the employee has only one child, or up to ten days per year if the employee has two or more children. In this case, one year shall be defined as the period from April 1 to March 31 of the following year. However, the following employees who are exempted by labor-management agreement may refuse the request.
(i) Employees who have been with the company for less than six months
(ii) Employees who work two or fewer prescribed working days per week

Child nursing care leave may be taken on an hourly basis from the start of the workday to the end of the workday or consecutively until the end of the workday.

Employees (excluding day employees) who care for or otherwise take care of a family member in need of nursing care may, in addition to annual paid leave, take up to five days per year for one family member, or up to ten days per year for two or more family members. In the case of two or more family members, up to 10 days per year may be taken as leave for nursing care. In this case, one year shall be defined as the period from April 1 to March 31 of the following year. However, the following employees who are exempted by the labor-management agreement may refuse the request. (i) Employees who have been with the company for less than six months (ii) Employees who work two or less prescribed working days per week.

Nursing care leave may be taken on an hourly basis consecutively from the starting time or until the end of the workday.

When an employee (excluding a daily employee) who is bringing up a child under three years of age requests to bring up said child or an employee (excluding a daily employee) who is caring for a family member in need of nursing care requests to care for said family member, the employee shall not be required to work beyond the prescribed working hours, except when it would hinder the normal operation of the business.

Notwithstanding 1, a request for restriction of overtime work from the following employees who are excluded by labor-management agreement may be refused
(i) Employees who have been with the company less than one year
(ii) Employees who work two or less prescribed working days per week

A person who wishes to make a request shall submit a written request for restriction of overtime work for childcare/nursing care to the person in charge of human resources at least one month prior to the scheduled start of the restriction, in principle, for a period of not less than one month and not more than one year at a time, clearly indicating the date on which the restriction is to begin and the date on which the restriction is to end.

(2) When an employee who is taking care of a child until the child reaches the beginning of elementary school age requests overtime work to take care of said child or when an employee who is taking care of a family member in need of nursing care requests overtime work to take care of said family member, the employee shall not work more than 24 hours per month or 150 hours per year, except when it would impede the normal operation of the business.

Notwithstanding 1, employees who fall under any of the following categories (i) to (iii) may not request a restriction on overtime work for childcare or overtime work for nursing care. (i) day employees (ii) employees who have been with the company for less than one year (iii) employees who work two or less prescribed working days per week

A person who wishes to make a request shall submit a written request for limitation of overtime work for childcare/nursing care to the person in charge of human resources at least one month before the day on which the limitation is to begin and one month before the day on which the limitation is to end, in principle, for a period of one month to one year at a time, clearly indicating the day on which the limitation is to begin and the day on which the limitation is to end.

(2) When an employee who is taking care of a child until the child reaches the beginning of elementary school age requests to work between 10 p.m. and 5 a.m. to take care of said child or when an employee who is taking care of a family member in need of nursing care requests to take care of said family member, the employee shall not work between 10 p.m. and 5 a.m., except when it would impede the normal operation of the business.

Notwithstanding 1, an employee who falls under any of the following categories may not request a restriction on late-night work
(i) A daily employee
(ii) An employee who has been with the company for less than one year
(iii) An employee whose family member 16 years of age or older living with the family member pertaining to the claim falls under any of the following categories: (a) A person who does not work late at night (including a person who works less than three days at night in one month) (including those who work 3 or less days at midnight in a month). (b) The employee's physical and mental condition is such that he/she is able to take care of the child pertaining to the claim or care for the family member. (c) The employee is not due to give birth within 6 weeks (14 weeks in the case of multiple pregnancies) and is not within 8 weeks postpartum.
(iv) Employees whose prescribed working days per week are two days or less
(v) Employees whose prescribed working hours are all at midnight

A person who wishes to make a request shall submit a request for restriction of late-night work for childcare/nursing care to the person in charge of human resources at least one month prior to the day on which the restriction is to begin and one month prior to the day on which the restriction is to end, in principle, for a period of one month to six months per time, clearly indicating the day on which the restriction is to begin and the day on which the restriction is to end.

An employee who is raising a child under three years of age may, upon request, change the prescribed working hours as follows Within the prescribed working hours, the actual working hours shall be 6 hours in principle, and shall be determined on an individual basis, taking into consideration the employee's wishes, childcare situation, and other factors.

Notwithstanding 1, a request for shorter working hours for childcare from an employee who falls under any of the following categories may be refused.
(i) Daily employees
(ii) Employees who work less than 6 hours per day
(iii) The following employees who are exempted by labor-management agreement
(a) Employees who have been with the company less than 1 year
(b) Employees who work less than 2 prescribed working days per week

(2) A person who intends to apply for shortened working hours shall submit a written application for shortened working hours to the person in charge of personnel affairs for a period of not less than one month and not more than one year at a time, clarifying the day on which he/she intends to start and end the shortened working hours, in principle, at least one month prior to the day on which he/she intends to start the shortened working hours.

An employee who cares for a family member in need of nursing care may, upon request, change the prescribed working hours up to two times within a period of three years from the date of commencement of use for each family member as follows Within the range of the prescribed working hours, the actual working hours shall be 6 hours in principle, and shall be determined on an individual basis, taking into consideration the employee's wishes, childcare situation, and other factors.

Notwithstanding 1, a request for shorter working hours for nursing care from an employee who falls under any of the following categories may be refused.
(i) Day employees
(ii) The following employees who are exempted by labor-management agreement
(a) Employees who have been with the company for less than one year
(b) Employees who work two or fewer prescribed working days per week

(2) A person who intends to work shorter hours for nursing care shall submit a written application for shorter hours to the person in charge of personnel affairs at least two weeks prior to the day on which the shorter hours are to begin and end, in principle, by clarifying the day on which the shorter hours are to begin.

Basic salary and other monthly salary paid shall be handled as follows
(i) Childcare/nursing care leave (including childcare leave at birth; the same shall apply hereinafter) The same shall apply hereinafter)
(ii) No salary shall be paid for the days or hours when the systems under Article 4 and Article 5 are applied.
(iii) For the period during which the system under Articles 8, 9, and 10 is applied, the full amount of basic salary and allowances shall be paid after deducting the amount equivalent to the time during which the employee did not provide labor service in accordance with the salary regulations separately stipulated.

Regular salary increases shall not be granted during the period of childcare/nursing care leave, and those whose regular salary increase date falls during the period of childcare/nursing care leave shall be given a salary increase after returning to work. The day or period during which the system of Articles 4 through 10 is applied shall be deemed as the day or period during which the employee is working as a regular employee.

If the period covered by the bonus calculation includes a period of childcare or family care leave, the bonus shall be paid on a pro-rata basis based on the number of days worked. In addition, if the period covered by the calculation includes a period to which Articles 9 and 10 apply, the bonus corresponding to the shortened work hours shall not be paid. The days or periods to which the systems of Articles 4 through 8 are applied shall be deemed to be the days or periods of regular service.

In calculating the retirement allowance, the period during which the employee took childcare/nursing care leave shall be excluded from the years of service as if the employee did not work. In addition, the days or periods during which the systems stipulated in Articles 4 through 10 are applied shall be deemed to be the days or periods during which the employee is in regular service.

In calculating the rate of attendance for the purpose of accruing the right to annual paid leave, the day of childcare/nursing care leave shall be deemed as the day of attendance.

All employees shall not use any language or behavior that is detrimental to the working environment of the employee making the request or using the systems described in Articles 1 through 10.

Employees who are found to have said or done any of the things described in 1. will be dealt with strictly in accordance with the Rules of Employment.

Matters not stipulated in these Rules concerning childcare/nursing care leave, child nursing care leave, nursing care leave, restrictions on overtime work for childcare/nursing care, restrictions on overtime and late-night work, shorter hours for childcare and shorter hours for nursing care shall be governed by the Child Care and Family Care Leave Law and other laws and regulations.