Tozen Union Wins Overtime Policy and 3% Pay Increase at UIA International School

by

TOKYO — Members of Tozen Union Local Jupiter at UIA International School of Tokyo have secured two significant gains through collective bargaining: a 3% pay increase for staff and a formal overtime policy for Early Years educators.

A Major Step Forward for Early Years Educators

The introduction of a formal overtime policy addresses a longstanding issue for Early Years educators, whose demanding workloads have often involved additional hours without clear procedures for recording and compensating that work.

The new policy establishes formal arrangements for recording and paying overtime, helping ensure that educators are properly compensated for the additional time they devote to their work.

3% Secured — But the Fight for 20% Continues

Management has agreed to a 3% wage increase, marking an important achievement for Local Jupiter members. However, the union’s campaign for a 20% pay increase remains ongoing.

With living costs continuing to rise, members believe a substantially larger increase is necessary to ensure that salaries adequately reflect the skills, experience and contributions of UIA staff.

These gains demonstrate the importance of collective organisation and sustained workplace action. While the 3% increase and new overtime policy represent meaningful progress, Local Jupiter remains committed to pressing for further improvements in wages and working conditions.

Join the Campaign

Local Jupiter is continuing to strengthen its organisation at UIA International School. All staff who support fair wages, proper compensation for overtime and dignified working conditions are encouraged to get involved.

Together, we can achieve more.

Interested in joining Tozen Union? Contact us at join.tozenunion.org.

Kanda University Teachers Strike Over Contract Length Limits

by

CHIBA, Japan — Twenty-five teachers at Kanda University of International Studies (KUIS) launched a strike recently, demanding management grant ten-year contracts to all faculty members.

The dispute traces back to a 2023 court settlement. Fearing a court ruling that would grant six-year contract workers the right to permanent employment, the university reached an agreement with the staff: teachers received ten-year contracts in exchange for waiving their right to apply for permanent status.

Following that settlement, however, the university began placing new hires on five-year contracts, effectively preventing them from ever qualifying for permanent tenure.

Outraged by the university’s refusal to offer longer-term stability, the KUIS Workers’ Union – a local of Tozen Union -staged its first strike in three years to demand universal ten-year contracts across all teaching positions.

Tozen reaches deal with Shane over union-busting wages

by

 

TOKYO – The Tozen Union has successfully reached a settlement with Shane Corporation at the Central Labor Commission, resolving a long-standing dispute regarding wage discrimination against union members who participated in industrial action.

The Core Dispute

The conflict originated when three union members were awarded significantly smaller pay raises than their colleagues. The Tozen Union filed a complaint with the Tokyo Labor Commission, alleging that management had unfairly targeted these individuals for their participation in strikes.

The investigation revealed that Shane Corporation had categorized strike days as “absences,” a metric that heavily influenced the calculation of annual wage increases.

Commission Rulings and Appeals

In its initial ruling, the Tokyo Labor Commission found in favor of the union, determining that penalizing employees for engaging in protected labor activities was unlawful. The company was ordered to:

  • Reimburse the members for lost wages.
  • Adjust their current salary levels to reflect what they would have earned without the penalty.

Shane Corporation initially appealed this decision to the Central Labor Commission, the higher appellate body for labor disputes in Japan.

The Final Settlement

During the appellate proceedings, the Central Labor Commission mediated a deal between the two parties. To avoid a formal verdict from the higher commission, Shane Corporation agreed to a settlement that satisfies the union’s primary demands.

Settlement Terms:

  • Full Back Pay: Management has completed the reimbursement of lost wages to all three affected members.
  • Wage Normalization: The company will permanently adjust the members’ wages moving forward to ensure parity with their peers.
  • No Final Verdict: By accepting the settlement, management avoids a formal legal precedent being set by the Central Labor Commission, while still fulfilling the corrective actions.

The Tozen Union has signaled this as a victory for the right to strike, reinforcing the principle that legitimate labor actions cannot be used as a basis for financial retaliation.

“We Live Here, We Work Here: Fiscal Year Appointees on the Front Lines” Symposium – Sunday February 1 at 2PM.

by
Fiscal Year Appointees on the Front Lines

「ここにいる、ここで働く私たち会計年度任用職員最前線」シンポジウム（2月1日（日）午後2時）

On Sunday, February 1 at 2PM, Tozen Union and Kokkyo Ippan Union will hold a symposium about the Fiscal Year Appointees System. The symposium will be held at the Tokyo Rodo Kaikan Rapas Hall on the 7F. Directions are below.

2月1日（日）午後2時より、東京労働会館7階ラパスホールにて、東ゼン労組と東京公務公共一般労働組合（公共一般）は合同で、会計年度任用職員制度についてのシンポジウムを開催します。

In April 2020, local civil service law was amended and direct hire ALTs around the country were classified as “fiscal-year appointees.” Prior to this change, direct hire ALTs had the right to join a union and demand collective bargaining. This so-called “reform” stripped them of those basic labour rights.
2020年4月、地方公務員法の改正により、全国の直接雇用ALTは「会計年度任用職員」に切り替えられました。 それまで直接雇用ALTは労働組合への加入権と団体交渉権を有していました。 このいわゆる「改革」により、彼らはこうした労働基本権を剥奪されました。
On January 29, 2026 Tokyo District Court will announce its verdict on this case. At this symposium we will debrief the 1.29 verdict, study the Fiscal Year Appointees System and learn about Kokkyo Ippan Union’s case involving the termination of school counsellors who were appointed in this system.

1月29日、東京地裁においてこのALT訴訟事件の判決が言い渡されます。このシンポジウムでは、この判決についての報告と、同じく会計年度職員であるスクールカウンセラーの雇止め事件(公共一般）について学びます。

The symposium will feature panel discussions including both legal teams, plaintiff ALT Union members Tony Dolan and Mary Dougherty, and a talk from Noriko Seyama of Hamunet to explain the new system.

シンポジウムでは、東ゼンと公共一般の弁護団、ALT支部の組合員であるトニー・ドーランとメアリー・ダガティによるパネルディスカッション、そして瀬山紀子さん（公務非正規女性全国ネットワーク/ はむねっと）の講演も行われます。

Everyone is welcome to attend in person or via Zoom. Please see the attached leaflet for details.
当日は会場とZoomのどちらでも参加もできます。詳細は添付のチラシをご覧ください。

Directions to the Tokyo Rodo Kaikan (7F) 東京労働会館（7階ラパスホール）はこちらhere.
Zoom link Zoomリンクはこちら here. (ID and password on attached leaflet. IDとパスワードはチラシをご覧ください)

We look forward to seeing you at both of these important events.
皆さまのご参加を心よりお待ちしています。
In Solidarity,

Gerome Rothman
Organizer
Tozen Union
——————————-
You can read all the court documents and donate to our campaign here.
裁判書類の閲覧とキャンペーンへの寄付はこちらからどうぞ。

For more information, contact case officer Gerome Rothman by e-mailing tozen.rothman@gmail.com.
詳細については、担当ジェローム・ロスマンまでお問い合わせください。
(tozen.rothman@gmail.com）

Tozen Member Secures Landmark Victory at Tokyo High Court

by
The Tokyo High Court has handed down a decisive ruling in favor of Tozen Union member Steven Ritchie, confirming that the Tokyo International French School (Lycée Français International de Tokyo) violated Japanese labor law by imposing unpaid work beyond his contractual hours.

On November 27, 2025, the High Court fully upheld the earlier District Court judgment, ruling that:

  • Steven’s legally prescribed working hours were 8:15–15:15, Monday to Friday, totaling 27 hours per week,
  • Any duties performed outside these hours—including meetings, APC activities, and other administrative requirements—constituted working time that must be paid under Japanese law,
  • The school’s allegations that Steven had refused professional duties were unsupported by any evidence,
  • The school had wrongfully withheld paid leave and improperly deducted wages.

The Court ordered the institution to pay all outstanding wages and statutory penalties.

This ruling establishes a clear and far-reaching precedent:

Foreign schools operating in Japan must comply with Japanese labor standards. Internal regulations, foreign ministry assumptions, and imported employment customs do not override Japanese law.

Steven expressed gratitude for the union’s continued support throughout the multi-year legal battle and pledged a donation to Tozen to help further defend the rights of educators and foreign workers across Japan.

“This decision affirms that no school—international or otherwise—is above Japanese law. I’m deeply thankful to Tozen Union for standing with me every step of the way,” said Steven following the judgment.

Tozen Union congratulates Steven on this significant achievement.

This victory not only rectifies years of unpaid labor but also strengthens protections for all educators working in Japan’s international and foreign-affiliated schools.

When workers stand together, we win.

Berlitz teachers strike for higher wages, better conditions

by

9 November 2025

Berlitz Japan teachers entered dispute Sunday, November 9, demanding an 8% pay hike, other financial demands, and reduced observations of classes. Begunto (Berlitz General Union Tokyo) had struck earlier in the year but came to an early resolution.

Begunto and Berlitz Japan held several collective bargaining and off-record meetings to try to resolve the issue, but management refused to budge on any financial demands and didn’t concede enough on non-financial demands. The union also demanded more paid sick days, more paid prep time, fair and transparent scheduling and a better Happy Monday policy.

“They can underpay us and treat us well or pay us well and treat us poorly,” General Secretary Phil Eisenstat said about management. “But they can’t do both. And they have been doing so for years.”

J. Rudd, Begunto’s financial officer added, “We’ve negotiated for six months, and management refuses our demands for dignified pay, treatment, and work conditions.”