Japan Hitachi Corporate Collective

Hitachi recognized the Hitachi Labor Union as the company's only trade union organization.
The company and the trade union respect their respective basic rights and obligations, conclude the following agreements and comply with them in good faith.

Chapter I General Provisions

The first employee except the following paragraphs are union members:

1. A person who has a master's degree or above and a position that is more than a director.
2. Director of the labor, personnel, training, and welfare work departments and personnel responsible for planning.
3. The director of the business information management investigation department and the person in charge of the project.
4. The director of the order bookkeeping and business investigation department and the person in the same position.
5. Director of accounting, secretarial, general affairs and stock work departments.
6. The company's leaders and the directors and drivers of each factory director are each one.
7. Responsible for the director and team leader of the security department.
8. The company negotiates with the union branch to designate the personnel.

Article 2 The company that was expelled from the union was given dismissal in principle. However, the company will negotiate with the union when the dismissal will cause inconvenience to the company.

Article 3 When formulating employment rules and other rules concerning the working conditions of employees, the company shall listen to the opinions of the trade unions or the trade union branches and shall not formulate provisions that are inconsistent with this Agreement.

Article 4 In order to resolve all disputes peacefully, the company and the trade union or the trade union branch shall promptly resolve the dissatisfaction or dispute between the company and the trade union, the trade union branch or the trade union member in accordance with the procedures stipulated in Chapters 9 and 10.

Chapter II Trade Union Activities

Article 5 The trade union activities of trade unions, trade union branches and members shall be stipulated in this Chapter. The company does not give different treatment on the grounds that union members participate in legitimate trade union activities.

Trade unions, trade union branches, and members should fully consider the company's opinions when conducting trade union activities during working hours, and try not to create obstacles to the company's business.

Article 6 When a trade union, a trade union branch or a member must hold a trade union activity during working hours, in addition to the following paragraphs, a written report shall be submitted in advance to obtain the company's understanding:

1. The factory union members and the factory complaint acceptance committee shall deal with and investigate the complaints stipulated in this agreement within 8 hours a week.
2. Negotiating committee members and special negotiators attend the committee and special committees.
3. The members of the Central Management Review Committee and its special committees, as well as the factory management review committee and its special committee members attended the council and special committees.
4. Executive members attend the Executive Committee.
5. The judges will attend the council.
6. The factory committee and its special committee members attend the factory committee and its special committees.
7. Meetings of labor groups equivalent to the above paragraphs shall be attended by other trade union branches.

Article 7 When a trade union member leaves the company for work due to trade union activities, he shall report to the company in advance according to the prescribed report.

Article 8 The company allows the trade unions to have a trade union branch to select from the members the post-production cadres and secretaries who specialize in trade union work.

The company treats full-time trade union workers in accordance with the following provisions in addition to the provisions of Article 18:

1. Do not pay wages.
2. No transportation allowance is paid.
3. Factory health facilities can be used in the same way as other union members.
4. The company does not cover the insurance premiums that employers should bear in various social insurance and pension funds, but if they apply, the company can pay insurance fees for their agents.
5. In terms of the application of relevant employment rules, except for those who are not engaged in the business of the company and some of them cannot be applied, the rest are the same as the members.
6. During full-time employment in trade unions, he does not enjoy annual leave treatment.
7. The change in basic salary during full-time employment in a union is the same as that of a member.
8. Calculate continuous working years during full-time employment in union work.
9. After full-time employment in the trade union work, the original work was resumed.

Article 9 The trade unions and their branches shall notify the list of trade union cadres, the name of the department, the date of their appointment and the list of their clerk, and the date of resignation.

Article 10 Trade unions and their branches shall, in the course of conducting trade union activities, use the facilities, articles and places of the trade unions and the company in advance to obtain the approval of the company.

When using the company's facilities, etc., it cannot be used for publicity, advertising, and political purposes other than the union business. Trade unions and their branches need to use propaganda, reporting, notifications, etc. to use the prescribed bulletin board.

Chapter III Personnel

Article 11 The company shall conduct impartial personnel management of trade union members in accordance with the benchmarks stipulated in this chapter.

Article 12 When a company needs to hire employees, it shall be weighed and decided by the volunteers over the age of 15.

Article 13 The new hired person shall sign the labor contract as a formal employee after a three-month probationary period.

The company can cancel the application during the trial period. If you cancel your employment after 14 days from the trial period, you should notify me 30 days in advance or pay the average salary for 30 days.

Article 14 For reasons of business, the company may, if it deems it necessary, mobilize members or change the work of the members. The company should contact the union branch promptly after the decision.

The company should fully consider the membership of the company when deciding to move.

Article 15 If the company deems it necessary for business reasons, it may send members to work in public affairs departments, public bodies and other companies. The company should contact the union branch promptly after the decision.

Article 16 When a company employs a large number of employees, it shall contact the trade union and the trade union branch in advance to listen to opinions.

Article 17 When a company mobilizes, dispatches or transfers a large number of members, it shall consult with the trade unions and trade union branches on relevant basic matters.

Article 18 When a trade union member has the following circumstances, he or she shall be given a different term of office:

1. Those who have been absent from work for a long time due to illness or injury.
2. He was given two months off when he was absent from work due to an accident.
3. When dispatched outside for the entire dispatch period.
4. Incumbent members of parliament, governors of prefectures, towns, villages and other public offices give the necessary time limit for resignation.
5. Take office as a public office other than the above, and the company shall, if necessary, give the necessary period of resignation.

In the case of the first paragraph and the second paragraph of the resignation, when the company confirms that the reason for the resignation disappears, it may be reinstated in advance or extended according to the circumstances.

Reinstatement is granted after the expiration of the third and fifth paragraphs.

──────┬──────────┬───────────────────
│ │ Retirement period
At the beginning of absenteeism │ ├───┬─────────┬─────
Continuous working age │ Departure start date │ Tuberculosis │ Hypertension, cancer, nervous system │
│ │ │All diseases and bruises │Other diseases
│ │ Disease │ Disease │
──────┼──────────┼───┼─────────┼─────
Within 1 year │Absence has been 4 months │17 months │ 14 months │ 12 months
──────┼──────────┼───┼─────────┼─────
1 year to 3 years │ absenteeism has reached 4 months │20 months │ 14 months │ 12 months
──────┼──────────┼───┼─────────┼─────
3 years to 5 years │ absenteeism has reached 6 months │ 21 months │ 14 months │ 12 months
──────┼──────────┼───┼─────────┼─────
5 years to 10 years │ absenteeism has reached 6 months │ 23 months │ 16 months │ 14 months
──────┼──────────┼───┼─────────┼─────
10 years to 20 years │ absenteeism has reached 6 months │29 months │ 24 months │ 18 months
──────┼──────────┼───┼─────────┼─────
20 years or more │ absenteeism has reached 6 months │33 months │ 30 months │ 24 months
──────┴──────────┴───┴─────────┴─────

Article 19 When a member meets the following paragraphs, the award is given after review:

1. Work is sincere and exemplary.
2. Work efficiency is outstanding
3. Make a major report that is good for business or for finding business problems.
4. There are inventions and hard work in the career.
5. Prevent the occurrence of disaster accidents or establish meritorious deeds in an emergency.
6. Actively rescue others when they are killed.
7. Participate in business-related training, education, and competition activities with excellent results.
8. To make achievements for the country and society, to become the honor of the company's employees.
9. Others are recognized as having to give a commendation.

Article 20 The employees shall be given a prize when they are 15 years old, 25 years old and 35 years old.

Article 21 The award is awarded in the following manner:

1. Certificate
2. prize;
3. bonus;
4. Reward vacation.

The award will be announced in the company.

Article 22 Special rewards are given to those who have special merits.

Article 23 If a member commits a stipulation of Article 25, he/she shall be exempted from disciplinary action and be warned if he is found to be minor or guilty or has obvious repentance.

Article 24: The reasons for a member who commits articles 25 and 26 may be punished.

Disciplinary action is divided into four categories: condemnation, deduction of wages, suspension of work, and disciplinary dismissal.

1. When disclaiming, deliver the disposition instructions to quit the future.
2. When the wages are deducted, the disposition instructions are delivered. Each deduction is 50% of the average daily wage, and the total amount of one month is less than 10% of the total monthly salary.
3. When the work is stopped, the instructions are delivered, and the working hours within 30 days are stopped, and no wages are paid.
4. Disciplinary dismissal is not required to be announced in advance and is dismissed at any time. The disciplinary action was announced in the company's list, and the company notified the union branch in advance.

The company informed the union branch in advance of the decision regarding dismissal and suspension of work.

Article 25: Members shall be guilty of the following paragraphs, and shall be given a cessation of work, deduction of wages or reprimands according to the circumstances:

1. Unfounded reasons, free to complete.
2. Unreasonable, often late, early leave or absenteeism.
3. Repair, make personal belongings in the factory or entrust others to repair and make personal things in the factory.
4. Working hours leave the post without permission or have negative absenteeism.
5. Without justification, it hinders production.
6. Forgery and deception of procedures and reports concerning work breaks, going out.
7. Bad behaviors such as jealousy, alcoholism, and irregularities disrupt the order in the workplace.
8. Misconducts such as slandering and corrupting the credibility of others in the company and in the company.
9. Do not carefully manage the fire source or ignite without permission.
10. Violation of rules or instructions regarding disaster prevention and health care.
11. Destructive disasters, major business accidents or the reputation of the company due to negative completion, poor management or unsatisfactory work.
12. Post flyers or advertisements without permission in the company's facilities.
13. Deceive companies in business to cause losses to the company.
14. Seriously damage the reputation of the company's employees.
15. Similar to the above-mentioned acts that are not appropriate.

Workers who help, conspiracy, abetment or incitement to the above acts are the same as those mentioned above.

Article 26: Members shall be given disciplinary action for dismissal if they belong to the following paragraphs, but may be given disciplinary action or discretionary wages as appropriate:

1. Without proper reasons, it was completed for more than 7 consecutive days without any reason.
2. Violent threats to the company’s personnel or kidnapping and detaining others.
3. Take away or attempt to take away company items without permission.
4. Carrying items that are harmful to the company's order, safety and hygiene without permission.
5. Destruction, loss, misuse, hiding of company equipment, power, materials, machinery, tools, products, files or propaganda due to intentional or gross negligence.
6. Due to intentional or gross negligence, act outside of your own permission or fail to comply with the instructions of the superior.
7. At work, receive improper gifts or swindle money for personal gain.
8. Was found guilty according to criminal law.
9. Leak or attempt to reveal the company's major secrets.
10. Forging the experience and using fraudulent means to conduct the company.
11. Employed without the company's consent.
12. Often subject to disciplinary action, warnings, but no repentance.
13. It belongs to the preceding paragraphs and the circumstances are serious.
14. Similar to the above-mentioned very inappropriate behavior.

Members who, in addition to paragraphs 8 and 12 above, provide assistance, conspiracy, abetment or incitement to the conduct of other paragraphs are the same as those mentioned above.

When a member makes the above-mentioned behavior, the company believes that its attendance will have a bad influence on the order of the workshop, and will make it adjourned before making a disciplinary or disciplinary decision.

Article 27: Members who belong to the following paragraphs may be resigned:

1. Apply for resignation for my own reasons.
2. Reach the retirement age.
3. Transferred to the company.

Article 28 Members shall be dismissed from the following paragraphs:

1. Disciplinary action is taken in accordance with Article 26.
2. Nerve and physical disability or due to old and weak diseases and other reasons are not qualified for work.
3. Business ability or business performance is significantly lower.
4. After the expiration of the eighteenth and the first paragraph and the second paragraph.
5. In the case of the public office of Article 18, paragraph 4, there is no reinstatement after the expiration of the term of office or suspension.

Before the company makes a dismissal decision in accordance with paragraph 3 of this article, in order to motivate its ability to work, it should first consider the exchange of its jobs.

Article 29 The company shall consult with the trade union or the trade union branch when dismissing the member if it is necessary.

Article 30 The dismissal of Article 28, paragraphs 2 and 4, shall be announced 30 days in advance or an average salary of 30 days shall be paid. If the salary is paid, the advance date can be shortened accordingly. According to Article 28, paragraphs 2 and 3, when the company announces the dismissal to me, if I apply, I can pay the average salary according to the remaining notice days and then dismiss the employee.

Article 31 shall not be dismissed during the period of public injury leave of Article 54, paragraph 4, and within 30 days after the maternity leave of Article 54(9).

The public injury leaver has not recovered after 3 years of treatment, and must be dismissed after obtaining the public injury insurance annuity treatment.

Article 32 The retirement age is 60 years old.

Chapter IV Service

The first quarter of service

Article 33 The daily employment time of members is 8 hours and 45 minutes. It is divided into 8 hours of actual working hours and 45 minutes of rest time. The distribution of the starting and ending time of each day is negotiated with the trade union branch.

Due to irresistible causes such as electricity and gas, the company can adjust the daily working hours within an average working time of less than 40 hours per week.

The distribution of commuting time for adjusting working hours is negotiated with the trade union branch.

The employment time of the headquarters and branches is also determined in consultation with the trade union.

Article 34 Due to business reasons, the company may negotiate with the trade union to extend the actual working hours stipulated in Article 33, and extend the actual working time to no more than 4 hours a day, not more than 12 hours a week. However, when there is an emergency business situation, the trade union branch will be consulted to determine the extension of the actual working hours. Engage in harmful business to extend the actual working time no more than 2 hours a day, no more than 6 hours a week.

Article 35 The overtime labor and late-night labor of women over the age of 18 shall be governed by the Labor Standards Law and relevant laws and regulations. Work in the 38th shift is not subject to the above provisions, and work until 10:30 pm.

Article 36 The company shall not allow members under the age of 18 to work overtime or late at night.

Engaged in the work of the 38th shift is not subject to the above provisions, allowing men over the age of 16 to work late at night.

Article 37 In case of accidents and emergencies such as disasters, it may be subject to the restrictions stipulated in the preceding Article 3 and Article 52, paragraph 1, and extend the actual working hours or work during the holidays within the necessary limits.

Extend the actual working hours and agree with the trade union branch.

Article 38 The company may allow members to go to work alternately due to business needs.

The employment time and handover method for alternate work are agreed with the trade union branch.

Article 39 Due to the needs of the business, in case of last resort, it is not necessary to go to work according to the regular working hours, but take special time to go to work.

The above special working time system is agreed with the trade union branch.

Article 40 The guardians, automobile drivers, dormitory administrators, etc., who are stipulated in Articles 40 and 41 of the Labor Standard Law, shall not apply the provisions of working hours and rest periods in this chapter. The actual working hours and rest time and holidays of the above-mentioned workers are agreed with the trade union branch.

Article 41 Due to the business relationship, it is necessary to work 6 days a week, in principle, work 6 days a week.

The above-mentioned work that requires 6 days of work per week is agreed with the trade union branch.

Article 42 The company may arrange for a member to travel on business due to business needs. The business trip period is used as the working time, but if there is an instruction from the superior, it is not subject to the above restrictions.

Travel expenses are also negotiated with the union.

Article 43 The company may send members to work outside due to business needs.

Article 44 Due to business needs, members may be arranged to watch duty, and the relevant duty regulations shall be agreed with the trade union branch.

Article 45. If a woman who breastfeeds a baby under the age of 1 may apply for it, she may go to the nursing place twice a day for 30 minutes of breastfeeding time.

Article 46. Members must go through the prescribed formalities for attendance, off work, and going out on business.

When you are late, early leave, or when you need to go out for personal work, you should be recognized by the company.

Article 47: When a member is absent from work, he shall be notified by the company that the prescribed procedures are notified.

If the injury is up to 7 days, a medical certificate should be submitted. At this time, the doctor appointed by the company should issue a certificate.

Specific reasons should be explained when absenteeism due to reasons other than injuries.

Article 48 A member shall not be late or leave early due to the following reasons:

1. Exercise other rights such as voting rights.
2. Injury due to work, treatment of disease.
3. Perform official duties.
4. Natural disasters.
5. Traffic stops and other accidents.
6. Cut off traffic to prevent infectious diseases or the company believes it is necessary to stop work.

Article 49 When a member belongs to the following paragraphs, it is not allowed to enter the workshop or withdraw from the workshop:

1. It is considered to be inconsistent or hindering hygiene.
2. Carry firearms, weapons and other dangerous goods that are not for business use.
3. Other examples similar to paragraph 2.

Article 50 When a member enters or exits a workshop, he or she may not bring or bring items other than daily necessities into the workshop except through prescribed procedures and permission.

The second quarter of the holiday, annual holiday and work break

Article 51 The holiday of the members is the following:

1. on Sunday.
2. on Saturday.
3. Beginning at the end of the year.
4. National holiday.
May 16th.
6. Labor Day.
7. Monday, when paragraph 1 of this article overlaps with the national holiday of paragraph 4 of this article.
August 4th.

When you are unable to rest due to business relationships, you will be given a retired agreement based on the agreement with the union branch.

Article 52 Due to the needs of business work, members may work in the above-mentioned holiday on the basis of the agreement with the trade union. However, members under the age of 18 are not scheduled to work on the holiday of the first paragraph of the preceding article.

Holiday work for women over the age of 18 is handled in accordance with the Labor Standards Act and relevant laws and regulations.

Members should give the corresponding number of days to rest within 2 weeks after working on holiday.

Article 53 According to the provisions of Articles 34 and 37, after the end of the regular working hours to the second day of work, the continuous work shall last for more than 8 hours, and the second day shall be the rest day.

Article 54 A member can apply for the following vacations, but the number of days the member should apply for the scheduled vacation before the start of the day's work:

1. Annual leave
10 years of continuous service within 1 year of continuous service
Continuous working age of 1 year and 2 years, 12 days per year
Continuous working age of 2 years or more and 3 years or less per year
Continuous working age of 3 years or more and 4 years or less per year
Continuous working age of 4 years or more and 5 years or less per year
Continuous working age of 5 years and 6 years or less within 15 days
Continuous working age of 6 years and 7 years, within 15 days per year
Continuous working age of 7 years and 8 years or less within 16 days
Continuous working age of 8 years and 9 years, 17 days per year
Continuous working age of 9 years and 10 years, within 18 days per year
Continuous working age of 10 years or more and 20 days per year
The vacation year is from March 21st to the second year of March 20th. If there is any surplus at the end of the year, it will be transferred to the second year, but only for the second year, and can not be renewed.
If the member's application for vacation time hinders the normal operation of the business, change the vacation time.

2. Celebrate mourning

Marriage 5 days
Wife gives birth for 2 days
Funeral leave

1 parent, spouse, child died for 7 days
2 grandparents, brothers and sisters died 5 days
3 spouse parents died 3 days

3. Transfer vacation

Due to work transfer, the company believes it is necessary to give the following time when moving, but does not include the number of days required for travel:

──────┬──────────┬─────────┬─────────
│ Single to go to work │ bring family members to work │ family members obstruct
──────┼──────────┼─────────┼─────────
Field │3 days │6 days │ 4 days
──────┼──────────┼─────────┼─────────
Nearby │ 2 days │ 4 days │ 3 days
──────┼──────────┼─────────┼─────────
City │1 days │2 days │ 2 days
──────┴──────────┴─────────┴─────────

4. Working leave

The time required for the doctor's diagnosis due to work-related injuries or illnesses should be issued by the company's designated physician.

5. Business leave

The time when the members of the prefectures' municipal councils attend the council or perform other business.
The time required to perform official duties in accordance with the Labor Union Law, the Labor Standards Law, the Occupational Stability Law, and the execution of official duties by members of public security committees, education committees, agricultural committees, and people's livelihood committees.
The time necessary for witnesses, appraisers, and sub-witnesses to attend court or corresponding institutional activities, but private-related court appearances are not granted public holidays.

If the leave specified in the paragraph does not obstruct the official business, the company may change its vacation according to the application.

6. Suffered vacation

The time taken by the natural disaster to the company is deemed necessary, and the family members who are separated from the members and raised by the members are also referred to the above regulations.

7. Traffic break vacation

The necessary time is not available when the traffic is interrupted due to natural disasters or other accidents.

8. Disease prevention leave

In the case of an infectious disease in the vicinity of the occupant or the place of residence, in order to prevent the infectious disease, the notice or the company's deemed necessary downtime is prohibited.

9. Birth leave

The maternity leave time is within 8 weeks of the expected date of delivery and 8 weeks after the delivery. However, 6 weeks after childbirth, I apply for a return to work, and when the doctor approves, the company may permit a return to work.

10. Other leave

A woman who has significant difficulties in menstrual work can be given two days a month if she proposes a vacation. However, if it is necessary to take more than 2 days off, you can give an extension.

Article 55 The necessary work breaks shall be given due to natural disasters, power restrictions, mechanical failures or company reasons.

The third quarter of continuous service

Article 56 The continuous working age is calculated on a monthly basis. From the month the member is hired, to the month of dismissal or retirement. After the probation period, the continuous employment of the official hiring is calculated from the month of trial.

Article 57 Due to mergers and other reasons, the company accepts the personnel of other companies to calculate the length of service of the original company and the length of service of the company as continuous service.

After the trainees, technical school students and temporary employees are hired as regular employees, the working age before the official employees is calculated.

Article 58 The rest period specified in Article 18 shall be calculated as follows:

1. The term of service is calculated during the period of service of the first paragraph.
2. The continuous working period is calculated during the rest period of the second paragraph.
3. The continuous working period is calculated during the rest period of paragraph 3.
4. The continuous working period is calculated during the period of service of paragraphs 4 and 5.

Chapter V Compensation

The first section of the general

Article 59 The remuneration of members shall be stipulated in this chapter. However, when it is different from the actual working hours and employment days stipulated by the company headquarters and branch offices, it is also agreed with the trade unions. The company does not give different and different treatment to non-union members. If the trade union has opinions, it will be heard.

Article 60 The company does not give women a poorer salary than men on the grounds of women.

Article 61 Remuneration is divided into wages, retired funds, annuities, rest and benefits and other remuneration.

Article 62 The retiring and annuity shall be agreed with the trade union.

Article 63: Wages are divided into basic wages, additional wages, job wages, support and regional allowances and other allowances.

Article 64 The wage level within the standard shall be agreed with the trade union.

With the changes in the wage level within the standard, the provisions on wages in this chapter may be amended as necessary.

Article 65 The company shall pay two bonuses per year in principle according to the results.

Section 2 Basic salary

Article 66 The basic salary is increased by one year as a monthly salary.

Article 67: Middle school, high school, industrial secondary school, university directly enter the company's initial basic salary and the union agreed.

The initial basic salary of a person other than the above may be determined individually, but the minimum amount is also agreed with the union.

Section III Additional Salary

Article 68 Additional wages shall be determined according to the type of job, job title and special duties. The additional salary for the project title is divided into a fixed portion and an assessment portion. The quota is paid according to the number of attendance days, and the assessment part is paid after the assessment.

Additional duties for special duties, supervision and guidance duties, major duties, and indirect or direct skill positions are paid after assessment.

The assessment rate of the engineer and the principal is equivalent.

Article 69 Additional wages are calculated according to the following formula:

1. Quota

quota
------× attendance days
20.58

For rest holidays, festivals, etc., refer to Articles 77 and 79.

2. Assessment section

Basic salary × assessment rate

Article 70 The average and minimum number of quotas and assessment rates in the above article shall be separately agreed with the trade union.

When the number of attendance days is above the average attendance rate of the workshop, the assessment rate is not lower than the minimum number.

The assessment items of the project title are duties, skills, and laziness; the assessment items for special duties, supervision and guidance duties, supervisory positions, and skill positions are skills and laziness.

The fourth quarter salary

Article 71 The salary of a job shall be paid to the person supervising the position, supervisory position and skill position.

The job rate is determined based on the job level established after the evaluation of the job.

Article 72 The salary of a job shall be calculated according to the following formula:

1. Supervise and supervise the duties of supervisors
Job wage rate
------× actual working hours
164.66

2. Skill position
Non-contractor
Job wage rate
------× actual working hours
164.66
Indirect contractor
Benchmarking staff
Job salary rate × 1.06
----------× Actual working hours
164.66
Benchmarking staff
Job salary rate × 1.06
----------×The actual working time×The work efficiency of the workshop
164.66
Direct contractor
Job salary rate × 1.12
----------× Actual working time × efficiency number
164.66
The implementation rules of the contracting system, such as the calculation method of efficiency, are agreed with the trade union branch.

3. Special position

Refer to the above paragraphs according to the content of the job.

Article 73 The rate of job wages shall be separately agreed with the labor union.

Article 74 The temporary job rate is as follows:

1. Job rank

Those who are assigned to the ranks of the ranks 1 to 4 are assigned the following salary rates:
──────────┬─────────────┬───────────
Job title │ │
│Director │ Skills
Rating │ │
──────────┼─────────────┼───────────
Level 1 │ 4 wage rate │ 5 salary rate
Level 2 │ 4 salary rate │ 5 level salary rate
Level 3 │ 3 salary rate │ 4 ​​level salary rate
Level 4 │ 3 salary rate │ 4 ​​level salary rate
──────────┴─────────────┴───────────

2. Age adjustment

The skill level is over 23 years old, and the level 4 salary rate is applicable to those who are below level 4. A salary rate of 5 is applicable to those who are over 40 years old and below level 5.
The age of the supervisor is 25 years or older, and the level 3 salary rate is applicable to those who are below level 3.

Article 75 The initial salary rate is as follows:

Supervisor

Those who enter the factory directly after graduation from the school are level 2 wage rates.

Skill position

Those who enter the factory directly after graduation from the technical school or Hitachi Industrial College are the three-level wage rate.

After entering high school after graduating from high school or equivalent to the above, the salary rate is 2.

Article 76 When the position changes, it shall be handled as follows:

1. The post-upgraded job level is directly applied when the position is promoted.
2. When the position declines, the original job level will still be applied during the following period, and after the expiration, it will be changed to the post-down post level:

Because my responsibility is 3 months.
For the company's reasons is 6 months.

3. When it is outside the factory, it is the time to go out.

Article 77 The company shall pay the job salary as the 100% attendance for the supervision and supervision duties, the supervisory duties and the non-contractors of the skill posts, and pay the job salary as the 100% actual performance efficiency of the contract for the skill posts:

1. Article 6 (1) to (3) Trade union activities recognized during the working hours of the company.
2. The breastfeeding time of Article 45.
3. Article 48, paragraphs 1 and 2, exercise citizenship, work-related injuries and treatment for sickness, early leave, or time to go out.
4. The end of the fifty-first year, the National Festival, the company's founding festival, and May Day.
5. Article 54 (1) of the annual leave.
6. Article 54 (3) of the transfer of leave.
7. The period of the disaster in Article 54, paragraph 6, is the following time.
8. Other periods or times agreed with the union branch.

Article 78 The non-contractors of the company who supervise and supervise the duties, supervisory duties and skill posts shall pay 50% of the attendance as the post salary, and the contractor of the skill post shall pay the post salary as 50% of the actual performance efficiency:

1. Article 48, paragraphs 4 to 6 are late and early leave due to other accidents such as natural disasters, suspension of vehicles, and prevention of infectious diseases.
2. Article 54. Section 6 The time during which the period of the disaster was exceeded in paragraph 7 of the preceding article.
3. Article 54: Paragraph 7 of the traffic is interrupted.
4. Prevention of leave in Article 54 (8).
5. Article 54, paragraph 10 and other periods of vacation within 2 days.
6. The period or time agreed with the trade union branch other than the above paragraphs.

Article 79 The company shall not pay the salary of the position for the following time:

1. Article 51, paragraph 1, paragraph 2, paragraph 7, paragraph 8 of the holiday and absence day.
2. Being late, leaving early and going out for private reasons.
3. The time for entry into the factory is prohibited by Article 49.
4. 54th paragraph 2 of the celebration of funeral leave.
5. Article 54 (5) of the official leave of business.
6. Article 54, paragraph 10, and other periods of vacation exceeding two days.
7. Article 127 The time for prohibiting employment.
8. Article 128 The time for shortening employment due to restrictions.

Article 80 When a company engages in zero-timber work for members who are not engaged in their own duties, the company shall deal with the efficiency of engaging in miscellaneous working hours:

1. Miscellaneous work due to no work orders is treated as 90% actual efficiency.
2. I have my own job and I am ordered to work in a mixed work as a 100% actual performance.

Article 81 When a company has no work to do, the efficiency of no-work time is treated as an efficiency of 82% of actual results.

Article 82 The payment of the efficiency of the contractor shall not be less than 82%.

Article 83 When a company engages in work that is a special wage rate, such as heavy labor, danger, harmfulness, or high fever, or a temporary special wage rate, the company pays a special wage rate according to its degree.

The work on special wage rates and special wage rates, as well as the types of work that are temporary special wage rates, are separately agreed with the trade unions.

Article 84 When the average factory efficiency of the contractor exceeds 107% in the base month, the company adjusts to 107%. When it is lower than 93%, it is adjusted to 93%.

When the efficiency is between 107% and 93%, no adjustment is made. The base month is in principle the month of implementation of the salary increase. In addition, it is decided whether to negotiate with the labor union in the month when the salary list is revised as the base month.

Section 5 allowance

Article 85 The company pays the support area allowance to the members. The maintenance area allowance and the trade union will be separately agreed.

Article 86: Supporting relatives shall refer to the relatives mentioned below, who live with the members and rely on the income of the members to maintain their livelihood:

1. spouse.
2. Immediate relatives over 60 years of age.
3. Immediate relatives and younger siblings under the age of 18.
4. Immediate relatives and siblings with severe disabilities.
5. In addition, the municipality and village chief prove that the dependents are relatives within 3 generations of relatives and the company thinks it is appropriate.

Article 87 When a member meets the following paragraphs, he shall directly report to the company by the prescribed procedures:

1. Become a new employee or have a dependent relative after reinstating.
2. Have new dependent relatives.
3. Raising relatives to death.
4. Some of the dependent relatives do not have the conditions for raising.

Article 88 The maintenance area allowance shall be paid from the month to which the filing date of the first paragraph or the second paragraph of the preceding article belongs; the second month from the month of the declaration date of the third and fourth paragraphs of the preceding article shall cease. Pay.

Article 89 The company shall provide the corresponding time-out allowance for the following members who have worked 10 hours or more for more than 10 hours and less than 10 hours for the following members:

1. The salesperson of the head office and branch company in charge of the position and the person in charge of the plan equivalent to the salesperson.
2. The sales company and the branch company are engaged in the position of the sales technician and the equivalent of the sales technician.

However, it does not include personnel who have been in the factory for less than one year and those who are resident abroad.

Article 90 The company shall pay the following overtime allowance for every hour of overtime work when members work overtime in accordance with Articles 34 and 37:

Basic salary + additional salary + business allowance
-----------------------
164.66
+ hourly wage specified in Article 111 × 30%
Article 91 The company shall pay overtime pay for overtime on weekends during weekends when the members work overtime in accordance with Articles 37 and 52 and during the holiday specified in Article 51.
Basic salary + additional salary + business allowance
-----------------------
164.66
+ hourly wage specified in Article 111 × 40%

The treatment for attendance at the end of the year of Article 51, paragraph 3, is fixed.

Article 92 When the members of the first two articles work overtime in the middle of the night, they pay the late-night work allowance in addition to the overtime allowance specified in the previous two articles.
深夜工作津貼對每小時支付第一百一十一條規定的小時工資的３０％。

第九十三條公司對會員從事第三十八條規定的交接班工作時支付交接班津貼。

交接班津貼的標準另與工會商定。
交接班津貼根據上述的標準，在考慮交接班的種類和內容的基礎上與工會支部商定。

第九十四條公司對會員從事第三十九條的工作，根據工作的內容及期間支付津貼。

津貼額與工會支部商定。

第九十五條公司對會員從事第三十八條規定的交替工作時支付交替津貼。

交替津貼對交替工作每小時支付第一百一十一條規定的小時工資的３０％。

第九十六條公司對會員從事第四十四條規定的日值班或深夜值班時支付日值班或夜值班津貼，其金額另與工會商定。

第九十七條公司除本節規定外，按需要另設津貼時，其津貼的種類及額度與工會支部商定。

第六節工資的計算及支付