Human rights due diligence system

The Kyocera Group regards human rights risks as a corporate risk, and the results of conducting human rights due diligence are approved by the Risk Management Committee chaired by the President and Representative Director of Kyocera Corporation. The matters discussed by the Risk Management Committee, including human rights, are reported to and supervised by the Board of Directors. Human rights due diligence is carried out by the Corporate General Affairs Human Resources Group of Kyocera Corporation in cooperation with relevant departments, including supply chain management　departments, incorporating both internal and external expert advice. The effectiveness of human rights due diligence is evaluated by incorporating opinions from affected rights holders through surveys and interviews. Measures to prevent or mitigate adverse human rights impacts, or to remedy them, are carried out by the relevant departments that will take responsibility, and their progress is monitored.

Remedial process

The Kyocera Group provides access to by establishing and publicizing multiple channels through which internal and external stakeholders can report human rights concerns without fear of disadvantage. In addition to the "Compliance Hotline," which is accepted by specialized organizations within the Kyocera Group, there is also a contact for external specialized organizations. All these services are available anonymously, and we take care to protect the privacy of the reporting party and ensure that the reporting party and the cooperating party are not treated unfavorably.
Kyocera Corporation's Corporate General Affairs Human Resources Group and other relevant departments will cooperate to investigate and consider corrective measures. In cases where corrective measures are deemed necessary, appropriate corrective measures will be taken through dialogue with the parties concerned and experts, and efforts will be made to prevent recurrence as lessons learned. Corrective measures are determined and executed by the relevant department in response to a reported incident, and the Senior General Manager of Corporate General Affairs Human Resources Group is responsible for the implementation of human rights corrective measures.

(Attachment) Kyocera Group　Policy for Addressing Human Rights Issues (Salient Human Rights Issues)

The Kyocera Group evaluated the adverse impact on human rights (Hereinafter, "Human rights issues that have emerged") and the potential adverse impact on human rights (Hereinafter, "potential human rights challenges"), by rights holder ("employees (non-consolidated)," "employees (domestic groups)," "employees (overseas groups)," "suppliers," "temporary employees," "contractors," "local residents" and "consumers"), country and industry. with the cooperation of external organizations. We then identified the following 13 issues as "human rights issues (outstanding human rights issues) that the Kyocera Group should address" based on the severity of impact and likelihood of occurrence, which we analyzed by checking internal records, interviewing relevant departments and labor unions as affected right holders, and obtaining advice from external experts.

If the Kyocera Group is found to be causing or contributing to an adverse impact on human rights, we will promptly provide for or corporate in their remediation. If we identify potential adverse human rights impacts, we take measures to prevent and mitigate. To promote efforts to respect human rights in accordance with the United Nations Guiding Principles on Business and Human Rights, it is important to assess the impact of salient human rights issues and take appropriate measures, including preventive measures. In particular, we will conduct surveys on the impact of human rights on each rights holder in each value chain, particularly in high-risk areas where there is concern that the impact could be severe if it were to surface. Workers include employees of business partners (Material suppliers, staffing agencies, premises contractors, etc.) in addition to employees of the Kyocera Group.
Regarding the 13 salient human rights issues identified, we have established response policies to minimize adverse impacts. We also ask all business partners, including suppliers involved in Kyocera Group products and services, to understand and comply with this policy. We will respond appropriately to transactions with business partners who do not agree with this policy, considering the "severity of human rights violations" and the "adverse impact on human rights by reconsidering our business relationships."
Periodically conducting human rights due diligence and review of the human rights issues to be addressed and the response policy will be conducted.

Forced labor

• Provide workers with employment contracts in a language they can understand so they can correctly understand the contents of their employment contracts.
• Prohibit charging workers for hiring fees or other fees. If such fees are found to have been paid by the worker, such fees shall be refunded to the worker.
• The Company will not retain the original passports, government-issued identification materials, or other valuables of its employees.
• All work is voluntary and, if notice is given as contracted, the worker may take time off work or terminate the employment relationship without fines or penalty.

Child labor and youth labor

• Do not allow children ^*1 to work at any stage of production.

  *1 Child: A person who is less than the higher of either the age of 15, or the age of completion of compulsory education, or the national minimum age for employment.

• Do not allow workers under 18 years of age (young workers) to engage in physically demanding work such as dangerous work ^*2 including working at nighttime and overtime work.

  *2 Examples of dangerous work: working at heights, working with heavy materials and hazardous materials, etc.

Occupational safety and health

• Confirm workers have not suffered any death or serious illness/injury related to work.
• Conduct risk assessments for occupational safety and occupational health (including health).
• Provide workers with appropriate protective equipment.

Right to social security

• Encourage all eligible workers to purchase social insurance as required by law.

Fair wages

• Pay workers the wages (living wage) they need to maintain an appropriate standard of living.
• Wages are paid regularly and on time to workers in full.
• For overtime work, workers are paid appropriate extra wages that are equal to or above the legal minimum.
• Do not allow workers to bear the cost of purchasing work-related goods.

Fair working hours

• Working hours do not exceed the limits prescribed by local law.
• Weekly working hours do not exceed 60 hours, including overtime, except in emergency or unusual situations.
• Give at least one day off every seven days.
• All overtime work is done with consent.

Workplace discrimination

• "Race, color, age, sex, ethnicity, religion, political affiliation, marital status, pregnancy, sexual orientation, gender identity and expression, military service experience, protected genetic information, medical history and disability, information on affiliation, results of pregnancy and virginity tests" are not included in the standards and requirements at the time of hiring and after hiring, such as determining salary, training, promotion, dismissal etc.

Freedom of association and right to collective bargaining

• Respect the right to freedom of association and collective bargaining at the will of workers in accordance with local law. Establish legitimate alternatives and seek ways in which workers' rights are respected, even in situations and places where the right to freedom of association and collective bargaining are legally restricted.

Rights of foreign workers

• Employment contracts are given to foreign workers before they leave home country.
• Important documents ^*3 provided to foreign workers are provided in a understandable language.

  *3 Important documents: recruitment guidelines, employment contracts, pay slips, work rules and regulations, safety and health manuals, internal and external consultation services, etc.

Social discrimination and invasion of privacy

• Do not contribute or be in violation of the privacy rights through the use of AI and IoT.

Harassment

• Conduct fact-checking investigations into harassment consultations and take appropriate measures, including measures to accommodate victims and punishment of perpetrators, as necessary.

Impact on local communities (environment and society)

• The local community will not be adversely affected by noise, odor, vibration, etc. at the factory.
• Pollution on the environment including rivers, groundwater, soil, that may be caused by business operations such as runoff of chemical substances will not adversely affect local communities.

Product safety

• It does not adversely affect users of any product due to defects in product design or errors in usage.