Customer Harassment Policy

1. Introduction

   In the course of conducting our daily corporate activities and the business activities of our group companies, we at Ateam Holdings Co., Ltd. take the many opinions and feedback we receive from our stakeholders very seriously and utilize them for improvement. However, a select subset of individuals uses this as a venue to engage in harassment. We believe that an environment in which our employees can work safely and feel that their human rights are respected is indispensable for sustainable and sound corporate activities. To that end, we have elected to enact a Customer Harassment Policy. We ask for your understanding and cooperation so that we may build appropriate and amicable relationships with all of our stakeholders.

2. Defining Customer Harassment

   Among the various actions and communications we receive from customers and third parties (including business partners), those which are or may potentially be illegal (unjust actions), those which demand a response beyond the scope of our legal or contractually-obligated duties (unjust demands), or those employing socially-inappropriate methods, and which violate our employees' human rights and/or work environment, will be deemed instances of customer harassment.

3. Responding to Customer Harassment

   When we confirm an act of customer harassment against our employees, we reserve the right to refuse some or all business transactions, responses to inquiries, or other interactions with the offending party. Furthermore, in cases deemed particularly malicious, we will consider retaining legal counsel and the services of law enforcement institutions to take appropriate action, including legal action.

4. Examples of Customer Harassment

   • Unjust demands beyond the scope of our legal obligations or contracts
   • Threats, insults, defamation, discriminatory statements, or violent remarks
   • Unreasonable demands for apology or financial restitution
   • Unjust monopolization of long stretches of time with repetition of similar complaints or demands
   • Slander, libel, or dissemination of misinformation using the internet or social media
   • Violence or other actions that provoke fear
   • Sexual harassment (sexual remarks/behavior) or other actions that violate the dignity of our employees
   • Inappropriate photography, audiovisual recording, or other violations of our employees' privacy
   • Actions that negatively impact our employees' duties or mental health

   　　　

   The above list is only meant to serve as an example and should not be considered exhaustive. These definitions and examples are formulated based on the Ministry of Health, Labor and Welfare's "Corporate Manual for Customer Harassment Prevention". We will take appropriate measures to protect our employees from actions falling under these categories.

5. Conclusion

   We ask for your understanding regarding this policy, as it is an initiative to maintain the good relationships we have with those of you who provide us with warm support on a daily basis, and to cultivate an environment where our employees can perform their duties with peace of mind. We will continue to respect the human rights and dignity of both our stakeholders and our employees and strive to build healthy and amicable relationships with all of you moving forward.