Employment Regulations

Basic Information

• Restaurant Name: Restaurant and Inn ATSUSHI Kanazawa
• Address: 5-29 Kosho-machi, Kanazawa, Ishikawa
• Business Hours: 18:00–22:30
• Regular Holiday: Tuesday (Statutory Holiday)
• Winter Vacation: February

Working Conditions

• Working Days and Hours: Up to 6 days a week, 5 hours per day (shift system)
  * Depending on the position and operational needs, a 5-hour shift (17:00 start, 22:00 end or 17:30 start, 22:30 end) may be required.
• Shift Types: Full-time, part-time, and temporary staff
• Shift Scheduling Method:
  - Submit shift requests 1 month in advance
  - Notify basic shifts 2 weeks in advance
  - Finalize shifts for the week every Sunday
• Break Time: In principle, no break is provided if daily working hours do not exceed 6 hours. However, a 30-minute break may be scheduled during the shift due to operational circumstances. If working hours exceed 6 hours up to 8 hours, at least a 45-minute break will be given; if they exceed 8 hours, at least a 60-minute break will be given during working hours.
• Overtime: Premium wages (overtime pay/night-shift allowance) will be provided in accordance with statutory regulations for work exceeding legal working hours (8 hours per day, 40 hours per week) or designated scheduled hours.

Salary and Benefits

• Salary Payment Method: Transferred in currency to the bank account specified by the employee.
• Payment Date: Earnings from the 26th of each month to the 25th of the following month shall be paid on the last day of that following month.
• Hourly Wage or Monthly Salary
  Wages shall be determined based on the wage table established by the company.
  The hourly rate shall be calculated by adding the ability evaluation and position evaluation (additional pay based on the position and responsibilities of the assigned duties) to the base rate defined in the wage table.
  The total wage amount shall be calculated by multiplying the determined hourly rate by actual hours worked.
  Upon payment, the amount disbursed shall be the gross wage less any deductions required by law, including taxes, social insurance premiums, and other prescribed deductions.
  If the determined hourly rate falls below the statutory minimum wage, the statutory minimum wage shall apply.
• Bonuses and Incentives: Qualification (encouragement) allowance, night shift allowance (25% premium for work between 22:00 and 5:00), and incentive allowance available.
• Transportation Expenses: Not provided
• Conditions for Salary Increases: No regular salary increases. However, individual hourly wage revisions (additions, etc.) may be made based on changes in assigned positions, changes in operational responsibilities, or business performance and work evaluations.

Welfare

• Leave:
  Regular holiday (Tuesday) and winter vacation (February)
  Annual Paid Leave: Granted in accordance with the Labor Standards Act based on length of service and number of working days.
• Health and Social Insurance: Health insurance, welfare annuity insurance, employment insurance, and industrial accident compensation insurance will be applied to employees who meet the statutory enrollment criteria.
• Other Welfare Benefits: Meal allowance (one staff meal per day), uniform provision, annual health checkup (eligible employees only), and mental health care consultation service.

Job Description

Rules and Regulations

• Regulations on Lateness and Absence:
  - In case of lateness, notice must be given at least 90 minutes before the scheduled shift start time.
  - In case of absence, notice must be given by the previous day.
• Prohibited Conduct: Acts that cause discomfort to customers or other staff, unauthorized drinking or smoking during work, personal use of mobile phones, abusive language, violent behavior, and any other actions that disrupt workplace order.
• Penalty Regulations (Disciplinary/Sanctions):
  Disciplinary actions will be taken progressively through "verbal warning," "written warning (issuance of operational guidance forms, etc.)," "wage reduction," and "disciplinary dismissal (or ordinary dismissal)" depending on the circumstances, or directly based on the severity of the offense as follows:
  
  Penalties for Lateness and Absence:
  • Lateness without proper notice: Wages will not be paid for the unworked (late) hours under the "no work, no pay" principle. Additionally, as a sanction, a wage reduction equivalent to half of one day's average wage will be imposed per offense.
  • Absence without proper notice: Wages will not be paid for the day of absence. Additionally, as a sanction, a wage reduction equivalent to half of one day's average wage will be deducted from the earnings of the next working day.
  • Cumulative dismissal: If there are 7 instances of lateness or 3 instances of absence without notice within one month, it will be determined that the employee lacks the intent to continue employment and shows no prospect of improvement, resulting in disciplinary dismissal (or ordinary dismissal).
  
  Penalties for Prohibited Conduct:
  • Conduct causing discomfort to customers or staff: Verbal warning for the first offense, written warning for the second offense, and dismissal for the third offense.
  • Drinking or smoking during work: Except for smoking during designated break times and moderate drinking when explicitly offered by customers, any drinking or smoking during working hours will be treated as a grave violation of service discipline, resulting in disciplinary dismissal.
  • Personal use of mobile phones: Verbal warning for the first offense; a wage reduction equivalent to half of one day's average wage as a sanction for the second offense; and dismissal for the third offense.
  • Abusive language or violent behavior: Immediate disciplinary dismissal upon discovery.
  
  Other Disciplinary Actions
  • Where poor work conduct, violation of business instructions, neglect of duties, or other issues in the performance of work are recognized, the company may impose disciplinary measures proportionate to the severity of the offense, including verbal warning, written warning, wage reduction, suspension from work, dismissal, or other disciplinary actions.
  • Where the same or similar problematic conduct is repeated and no improvement is recognized even after guidance and warnings, the employee may be subject to disciplinary action up to and including disciplinary dismissal.
  • Where an employee intentionally or through gross negligence causes significant harm to the company's operations, reputation, assets, or customers, disciplinary dismissal may be imposed without going through the preceding procedures.

Safety and Health

• Labor Safety and Health Regulations: Implementation of daily hygiene checks, regular safety training, and workplace environment improvements (regular ventilation, thorough cleaning).
• Emergency Response: Confirmation of evacuation routes in case of disasters such as fire or earthquakes, and the installation and proper management of first-aid kits.

Training and Education

• New Employee Training: The first month after hiring shall be a training period (including a probationary period). Employees engage in duties with the primary goal of acquiring professional skills and knowledge through practical experience. For the first two days, a supervisor, senior staff member, or designated trainer will accompany and guide them directly through practical tasks.
• Regular Training: Service improvement training 4 times a year, and regular meetings.
• Career Development Support: Qualification acquisition support system (for qualifications approved by the company), and encouragement to participate in external seminars and training.

Retirement and Dismissal

• Retirement Procedures: An employee intending to resign for personal reasons must give notice at least one month prior to the desired retirement date and submit a resignation letter. Guidance on procedures for health insurance, pension, and the issuance of separation certificates will be provided as necessary upon retirement.
• Conditions and Procedures for Dismissal:
  Conditions for Dismissal: Extremely poor performance, serious violation of these regulations, or serious professional negligence that makes continuation of employment impossible.
  Procedures: In principle, a preliminary interview will be conducted to provide an opportunity for improvement. If no improvement is observed thereafter, an official dismissal notice will be issued, and dismissal will be carried out based on the procedures prescribed by the Labor Standards Act (30 days' advance notice or payment of dismissal notice allowance, except where exclusion approval is obtained from the Director of the Labor Standards Inspection Office).

Other

• How to Submit Opinions and Complaints: Regular opinion exchange meetings (staff meetings) are conducted. In addition, employees may contact or consult the owner, manager, or head chef directly at any time.
• Harassment Prevention: Sexual harassment, power harassment, and all other forms of harassment are strictly prohibited. Specific countermeasures will be taken, and an appropriate consultation service will be established to prevent recurrence and protect privacy.

Revised and Implemented: July 1, 2024