Tokyo General Union (Tozen) protests the firing of member Sulejman Brkic in front of the language school ICC. He worked there for 22 years and was fired for asking for his legally allotted paid holidays.
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[日本語版]Japan College of Foreign Languages Once Again Interferes With Legal Union Activity. We will not back down! またもや正当な組合活動を妨害した日本外国語専門学校（ＪＣＦＬ） ～それでも、私たちはへこたれません！
今朝（2013年10月18日）東ゼンJCFL支部組合員、東ゼン組合員、支持者が日本外国語専門学校（以下JCFLと略）に私たちの組合を拡大するためにJCFLでビラ配りをしました。以下はその報告です。
Japan College of Foreign Languages Once Again Interferes With Legal Union Activity. We will not back down! またもや正当な組合活動を妨害した日本外国語専門学校（ＪＣＦＬ） ～それでも、私たちはへこたれません！
This morning Tozen JCFL Local members, Tozen members, and supporters conducted a leafleting at JCFL in an effort to build our union there. Below is our report.
Leafleting Report
After gathering we walked together towards the school, put on our armbands, and got to leafleting. We began leafleting at 8:40. Several staffers immediately stood in front of the union members attempting to block them. The members kept their cool and persisted in leafleting, trying hard to get the leaflets to the students without touching the staffers. I tried to confront the staffers individually, informing them that this was a union action and they should not interfere. The staffers either ignored me or told me that they were outside to protect the students from cars, and that they are out there every day. Principal Iizuka said this several times as well. School staff, however, do not greet students in the street on a daily basis.
Is Sulejman Brkic no longer a member of the ICC Family?
Tozen member Sulejman Brkic was bloody illegally fired.
ICC Language Schools is a language school that has six branches in the Kanto area, with its headquarters in Yokohama. Sulejman Brkic has been teaching English and French courses at this school for twenty years. He has always been very popular among his students, not only because of his superb teaching skills, but also for his charming personality and his wry sense of humor. Sulejman loves his job, and has worked passionately for the past two decades.
スレイマン・ブルキッチ組合員は、もう「ICC Family」じゃないの？！
株式会社ICC（本社：横浜市）は、関東地域に６つのスクールをもつ語学学校です。スレイマン・ブルキッチ組合員は、20年間にわたり、ICCで英語とフランス語の講師として仕事をしてきました。ちょっぴり皮肉やさんながらとてもチャーミングな彼は、教え方にとても定評があり、生徒たちからの人気も抜群でした。彼はやりがいと情熱をもって20年間働いてきました。
Collective Bargaining Demands Submitted to Interac/Maxceed
Demands for collective bargaining were submitted today to the offices of Interac/Maxceed/Selti.
Remember that time you asked your boss about Shakai Hoken and you were ignored?
Or that time you asked about the possibility of a pay raise next year and you were brushed off?
Or that time you asked why you only get partial salary during the month of December even though the company gets the full amount from the Board of Education, and you never got a response to the email?
Well, unlike all those other times, a demands issued from a union as part of collective bargaining cannot legally be ignored.
The revolution in the Tokyo area starts now.
Who wants in?
We will be publishing some of our demands non-specific to individuals soon.
Stay tuned.
Solidarity,
Erich
Joytalk ALTs Unionized
Zenkoku Ippan Tokyo General Union and its Tozen ALTs Branch recently declared the existence of its Joytalk Shop to management and submitted a slate of 28 collective bargaining demands.
組合加入通知並びに団体交渉申し入れ書
Declaration of New Members, Request for Collective Bargaining
拝啓 貴社におかれましては、益々ご繁栄のこととお喜び申し上げます。
We hope your business is doing well.
さて、このたび私たちは、貴社従業員の全国一般東京ゼネラルユニオン（以下、「組合」という）ならびに全国一般東京ゼネラルユニオン東ゼンＡＬＴ支部（以下、「支部」という）への加入を通知いたします。貴社は本日より、組合員の雇用・労働条件ならびに、その他労働条件に関連する事項について、当組合ならびに支部と協議決定する義務のあることを申し添えます。
We hereby inform you that some of your employees have joined Zenkoku Ippan Tokyo General Union (hereafter, “union,”) and Zenkoku Ippan Tokyo General Union Tozen ALTs (hereafter, “local”). From this day forth, your company is obligated to negotiate with the union and local regarding union members’ employment, working conditions and all items related to working conditions.
当組合ならびに支部は、良好な労使関係を確立するために、誠意をもって交渉に臨む所存です。貴社におかれましては、速やかに当組合ならびに支部との団体交渉に応じるよう要請いたします。なお、団体交渉を拒否することは、労働組合法第７条に違反する不当労働行為に該当することを念のために申し添えます。
Our union and local will negotiate in good faith in order to establish a positive labor-management relationship. Therefore, we ask that you promptly agree to collective bargaining with the union and local without committing any unfair labor practices. We also add that refusing collective bargaining is an unfair labor practice in violation of Article 7 of Trade Union Law.
以下の要求事項を議題とし、以下の日時・場所で、団体交渉を申し入れます。
We ask for collective bargaining regarding the demands listed below at the below date, time and venue.
なお、今回、要求事項が２８項目と多岐にわたりましたが、第1回団交でこのすべてについて話し合うことは到底できないことは承知しておりますので、どこから話し合うかという点についても、貴社と丁寧に協議を尽くしたいと考えています。組合員は、長期的に安定した雇用を確保し、引き続き貴社と良好な関係を築いていくことを望んでおります。当方の趣旨をお汲みとりいただきますよう、何卒宜しくお願いいたします。
We understand that it is impossible to discuss all 28 demands at the first collective bargaining session. We would like to negotiate these demands with you carefully and thoroughly. Union members hope to build and maintain a positive relationship with management based on long-term job security.
…
３．要求事項 Demands
安定した雇用について On job security…
1. Management eliminate temporary employment status for all union members, recognizing open-ended employment with no deterioration in working conditions in order to give members job security.
会社は、安定した雇用を実現するため、全組合員に対し、労働条件を悪化することなく、有期雇用の雇用形態を廃止し、期間の定めのない雇用を認める。
事前協議について On prior consultation …
2. Management inform the local and union well in advance of any changes to working conditions, management, terms of employment or shugyo kisoku work rules. Management negotiate and obtain agreement with union and local before implementing any such changes.
会社は、組合員の従来の契約内容・労働条件を変更する場合、また就業規則を変更する場合、事前に時間的な余裕をもって組合ならびに支部に通知し、協議の上、同意を得て実施すること。
3. Management inform, negotiate with and obtain agreement from union and local before any transfers, disciplinary measures or dismissal (including all forms of employment severance against the wishes of the employee) of any union member.
会社は、組合員の人事異動、懲戒処分、解雇（本人の意思に反するあらゆる雇用終了を含む）を行う場合、事前に組合ならびに支部に通知し、協議の上、同意を得て実施すること。
4. Management inform and make a mutual arrangement with local members before visiting schools to observe classes etc. and that any such visit shall have a minimum of one month’s advance notice.
会社は、授業参観などの目的で組合員の学校へ訪問する場合、該当組合員に１カ月以上の予告をし、組合員の都合に合わせて訪問の日程を決めること。
5. Management obtain consent from any union member before scheduling work on weekends.
会社は、全組合員に対し、土日の勤務を組む場合、事前に該当する組合員の同意を得ること。
透明性について On transparency …
6. Management provide union and local with Japanese language and English language versions of their shugyo kisoku official work rules.
会社は、組合員に適用される就業規則の日本語版と英語版の両方を組合ならびに支部に交付すること。
7. Management immediately disclose and explain each year’s financial documents, including profit-loss statement and balance sheet.
会社は、毎年の損益計算書、貸借対照表などの財務諸表について、速やかに組合ならびに支部に公開し、説明すること。
8. Management immediately give to the union and local a copy of the contract between company and all school boards where members work.
会社は、会社と組合員が働いている全ての教育委員会との間に締結されている契約書の写しを組合ならびに支部に付与すること。
9. Management explain in writing to the union and local the terms of the contract (“haken” or “gyomu itaku”) for each member, and how the type of contract affects the member’s work.
会社は、会社と教育委員会との間で締結している契約（上記第７条を参照）が派遣なのか、業務委託なのかといった契約形態について、組合ならびに支部に文書で明らかにし、併せて組合員の労働環境に与える影響を説明した文書を組合ならびに支部に付与すること。
金銭要求 Financial Demands
10. Management pay full actual transportation costs to all members.
会社は、全組合員に対し、交通費の実費を支給すること。
11. Management increase the salary of union members to ¥290,000 per month.
会社は、全組合員の賃金を月２９０，０００円に引き上げること。
12. Management count the training days forced upon members during July as additional working days to be paid at an additional ¥15,000 per day and refund full actual transportation costs.
会社は、全組合員に対し、７月に働かされる研修の日を労働日とし、日給１５，０００円および交通費の実費を追加に支給すること。
13. Management pay a full salary for August 2011
会社は、全組合員に対し、２０１１年８月について、１カ月分の全額の賃金を支給すること。
14. Management refrain from deducting any wages from any member who participates in collective bargaining during work hours.
会社は、所定時間内に開催する団体交渉出席者の賃金カットを行なわないこと。
15. Management refund all costs for medical checks required of union members.
会社は、組合員に健康診断を義務付ける場合、その費用の全額を負担すること。
…
他の要求事項 Other Demands
18. Management give 10 days paid annual leave to union members who have worked for six months (12 after 18 months, etc. according to Labor Standards Law) to be used at their own discretion, and not as management dictates.
会社は、全組合員に対し、労働基準法に則り、６カ月勤続後１０日間、１８カ月勤続後１２日間等の年次有給休暇について、本人が自由に取得できることを認めること。
19. A substitute ALT is not sent to a school if there are no lessons.
会社は授業の無い日に代行ALTを派遣しないこと。
20. Management use teacher evaluations only to help teachers further improve their performance and not let evaluations affect pay. All evaluations submitted by the school to the company are shown to the union in their original form.
会社は、教員の評価を賃金などに一切反映させず、該当する教員の能力・技術等の改善という目的に限定すること。会社は教育委員会が会社に提出する評価書の写しを、組合並びに支部に付与すること。
21. Management change our payday from the 25th of the month to the 15th of every month, to coincide with monthly payments such as rent and utilities.
会社は、給与支払日を家賃や光熱費などの支払いに合わせて、現在の翌月の２５日から翌月の１５日に変更すること。
22. Management assign teachers with experience to run training sessions.
会社は、研修を行うトレーナーの任命については、ＡＬＴ経験を持つ人に限ること。
23. Management arrange for all union members to have lockers at their workplaces (schools).
会社は、全組合員に対し、職場である学校の中に個人用ロッカーを手配すること。
24. Management explain about their current shakai hoken deductions
会社は社会保険の控除の詳細について組合並びに支部に文書で説明すること。
労使の信頼関係維持について Maintaining Relationship of Trust between Management and Union
25. Management comply with all articles of all labor laws, particularly Trade Union Law, and refrain from discriminating against or harassing any union member.
会社は、労働組合法をはじめ全ての労働法規を遵守し、いかなる組合員に対する差別行為、いやがらせ行為などをしないこと。
26. Management permit a union representative be present at all members’ meetings with management.
会社は、経営側が組合員と面談をする場合、組合の代表する者の立ち会いを認めること。
27. Management permit the union and local to conduct a 30-minutes union orientation, including passing out information, at all training sessions. Management inform the union at least four weeks in advance of the date, time and venue for all such training sessions.
会社は、全ての研修会に、組合ならびに支部に、情報配布などを含めた３０分のオリエンテーション（説明会）を行うことを許可すること。なお会社は、研修を行う４週間前に、日時・場所などを組合ならびに支部に通知すること。
28. Management sign a labor-management agreement with the union and local on the above demands.
会社は、上記の要求事項に基づいて、組合ならびに支部と労働協約を締結すること。
以上
Global Day of Rage: Hundreds of Thousands March Against Inequity, Big Banks, as Occupy Movement Grows
(Interview begins starting from 29:50)
AMY GOODMAN: Hundreds of protesters also joined rallies in Tokyo over the weekend, expressing frustration at youth unemployment and the dangers of nuclear power in the wake of the Fukushima Daiichi accident.
To talk more about the protest, we’re going to Tokyo to talk to Gerome Rothman, field director of the Tokyo General Union, the largest foreign-led labor union in Japan. He’s lived in Japan for five-and-a-half years and participated in the Occupy Tokyo movement over the weekend.
Gerome, welcome to Democracy Now! We’re seeing if we can get him in Tokyo. If not, we will move on to hear voices of people throughout, as we continue this round robin of voices of protests around the country and around the world. Let’s see if we can get Gerome on right now. We’re trying to get him on Democracy Now! video stream in Tokyo.
Gerome, are you with us?
GEROME ROTHMAN: Yes, I’m here. Can you see me OK?
AMY GOODMAN: How significant is Occupy Wall Street for the protests that are happening now in Japan? I mean, there have been protests in Japan because of this horrific nuclear power—these meltdowns that have resulted from all that took place before.
GEROME ROTHMAN: Yes, Amy. I think that it was really inspiring to read the news and watch programs like this, learning about the Occupy Wall Street movement. As a result, in this protest, it wasn’t only Japanese workers there, but foreign workers. And for the first time, I think about 30 percent of us were immigrants. So I think the Occupy Wall Street movement really made us feel like it’s our opportunity, our time to invest ourselves in the Japanese community, to build a multicultural and socially just Japan. One of the people I talked to, I asked him why he was there, and his response was, “Because I can’t be on Wall Street.” And I feel the same exact way. I can’t be on Wall Street, but I live in Japan, and there’s a way for me to show my support and really join to support the 99 percenters in—on Wall Street.
AMY GOODMAN: Linking up of the anti-nuclear movement in Japan and the rest of the world, the significance of this? I know people are coming from Japan to the United States to link up with activists here.
GEROME ROTHMAN: Well, the common thread is corporate greed. Corporate greed is what fuels industries like the nuclear power industry. I mean, TEPCO is a private company. It’s still a private company. I checked this morning, just to be sure for you. And this is—even people in our union—we have people in our union who support nuclear power, but even people in our union who do still agree that corporations must be accountable, must be accountable for making our energy safe, making our environment clean. And so, it’s about making sure that we don’t fuel our energy policy with corporate greed. We need to fuel our energy policy and our labor policy with a desire to improve human flourishing in countries like Japan and the United States.
As far as the linking up is concerned, I think that it needs to be a global, democratic movement, if we’re going to confront the evils of the nuclear power industry, if we’re going to confront the evils of unfair working conditions and unfair free—so-called free trade, free trade agreements, that just challenge our ability to have fair labor standards and fair environmental standards.
http://www.democracynow.org/2011/10/17/global_day_of_rage_hundreds_of
Hundreds turn out to ‘Occupy Tokyo’
As in New York, protesters use chance to attack wide list of issues from nuclear energy to trade
The Occupy Wall Street protests spreading across the United States landed in Tokyo on Saturday, as hundreds of people [including members of Zenkoku Ippan Tokyo General Union] gathered to protest against corporate greed and social inequality.
In addition to decrying the widening wealth gap between the nation’s haves and have-nots, demonstrators spoke out on a variety of unrelated topics ranging from nuclear power to the Trans-Pacific Partnership Agreement, a free-trade pact promoted by the U.S.
Marching behind a large “Occupy Tokyo” banner, about 300 protesters proceeded to the headquarters of Tokyo Electric Power Co., owner of the radiation-leaking Fukushima No. 1 nuclear plant. “Dissolve Tepco,” “Stop nuclear power plants,” they chanted.
The various signs, written in both Japanese and English, highlighted some of the issues apparently agitating the public.
Passers-by had mixed feelings about the protests.
“Although it would be good if (nuclear power plants) did not exist, it is impossible to make them disappear immediately,” said a 23-year-old employee from Kawasaki who was shopping in the area.
The man, who would only give his last name, Azuma, said one of the key issues that needs to be resolved is the cost of fully making the conversion from nuclear power to wind, thermal and other renewable forms of energy.
Another man from Saitama, who came to see what the protest was like, said, “We should consider” whether to hold onto nuclear power plants.
“Japan is peaceful since people can speak with various opinions,” said the man, 52, who declined to be named.
A separate Occupy Tokyo event was also held in the Roppongi district.
Borderlink ALTs Unionized
On Friday, September 30th 20011, Zenkoku Ippan Tokyo General Union and its Tozen ALTs Branch declared the existence of its Borderlink Shop to management and submitted a slate of 34 collective bargaining demands.
組合加入通知並びに団体交渉申し入れ書
Declaration of New Members, Request for Collective Bargaining
拝啓 貴社におかれましては、益々ご繁栄のこととお喜び申し上げます。
We hope your business is doing well.
さて、このたび私たちは、貴社従業員の全国一般東京ゼネラルユニオン（以下、「組合」という）ならびに全国一般東京ゼネラルユニオン東ゼンＡＬＴ支部（以下、「支部」という）への加入を通知いたします。貴社は本日より、組合員の雇用・労働条件ならびに、その他労働条件に関連する事項について、当組合ならびに支部と協議決定する義務のあることを申し添えます。
We hereby inform you that some of your employees have joined Zenkoku Ippan Tokyo General Union (hereafter, “union,”) and Zenkoku Ippan Tokyo General Union Tozen ALTs (hereafter, “local”). From this day forth, your company is obligated to negotiate with the union and local regarding union members’ employment, working conditions and all items related to working conditions.
当組合ならびに支部は、良好な労使関係を確立するために、誠意をもって交渉に臨む所存です。貴社におかれましては、速やかに当組合ならびに支部との団体交渉に応じるよう要請いたします。なお、団体交渉を拒否することは、労働組合法第７条に違反する不当労働行為に該当することを念のために申し添えます。
Our union and local will negotiate in good faith in order to establish a positive labor-management relationship. Therefore, we ask that you promptly agree to collective bargaining with the union and local without committing any unfair labor practices. We also add that refusing collective bargaining is an unfair labor practice in violation of Article 7 of Trade Union Law.
以下の要求事項を議題とし、以下の日時・場所で、団体交渉を申し入れます。
We ask for collective bargaining regarding the demands listed below at the below date, time and venue.
なお、今回、要求事項が３４項目と多岐にわたりましたが、第1回団交でこのすべてについて話し合うことは到底できないことは承知しておりますので、どこから話し合うかという点についても、貴社と丁寧に協議を尽くしたいと考えています。組合員は、長期的に安定した雇用を確保し、引き続き会社と良好な関係を築いていくことを望んでおります。当方の趣旨をお汲みとりいただきますよう、何卒宜しくお願いいたします。
We understand that it is impossible to discuss all 34 demands at the first collective bargaining session. We would like to negotiate these demands with you carefully and thoroughly. Union members hope to build and maintain a positive relationship with management based on long-term job security.
…
２．団体交渉日時・場所・議題 CB Date, Time, Venue, Agenda
日時 ２０１１年１０月２１日（金） １９：００～２１：００
場所 当組合本部事務所内 Venue: Our union ＨＱ office
〒１６２－０８０１東京都新宿区山吹町２９４ 小久保ビル３Ｂ
議題 下記の要求事項 Agenda: Union demands listed below.
３．要求事項 Demands
安定した雇用について On job security…
1. Management eliminate temporary employment status for all union members, recognizing open-ended employment with no deterioration in working conditions in order to give members job security.
会社は、安定した雇用を実現するため、全組合員に対し、労働条件を悪化することなく、有期雇用の雇用形態を廃止し、期間の定めのない雇用を認める。
事前協議について On prior consultation …
2. Management inform the local and union well in advance of any changes to working conditions, management, terms of employment or shugyo kisoku work rules. Management negotiate and obtain agreement with union and local before implementing any such changes.
会社は、組合員の従来の契約内容・労働条件を変更する場合、また就業規則を変更する場合、事前に時間的な余裕をもって組合ならびに支部に通知し、協議の上、同意を得て実施すること。
3. Management inform, negotiate with and obtain agreement from union and local before any transfers, disciplinary measures or dismissal (including all forms of employment severance against the wishes of the employee) of any union member.
会社は、組合員の人事異動、懲戒処分、解雇（本人の意思に反するあらゆる雇用終了を含む）を行う場合、事前に組合ならびに支部に通知し、協議の上、同意を得て実施すること。
4. Management inform and make a mutual arrangement with local members before visiting schools to observe classes etc. and that any such visit shall have a minimum of one month’s advance notice.
会社は、授業参観などの目的で組合員の学校へ訪問する場合、該当組合員に１カ月以上の予告をし、組合員の都合に合わせて訪問の日程を決めること。
5. Management inform the union member of their working schedule in writing at least 1 month in advance.
会社は、 各組合員に対し、１カ月以上前にスケジュールを通知すること。
6. Management obtain consent from any union member before scheduling work on weekends.
会社は、全組合員に対し、土日の勤務を組む場合、事前に該当する組合員の同意を得ること。
透明性について On transparency …
7. Management provide union and local with Japanese language and English language versions of their shugyo kisoku official work rules.
会社は、組合員に適用される就業規則の日本語版と英語版の両方を組合ならびに支部に交付すること。
8. Management immediately disclose and explain each year’s financial documents, including profit-loss statement and balance sheet.
会社は、毎年の損益計算書、貸借対照表などの財務諸表について、速やかに組合ならびに支部
に公開し、説明すること。
9. Management immediately give to the union and local a copy of the contract between company and all school boards where members work.
会社は、会社と組合員が働いている全ての教育委員会との間に締結されている契約書の写しを組合ならびに支部に付与すること。
10. Management explain in writing to the union and local the terms of the contract (“haken” or “gyomu itaku”) for each member, and how the type of contract affects the member’s work.
会社は、会社と教育委員会との間で締結している契約（上記第７条を参照）が派遣なのか、業務委託なのかといった契約形態について、組合ならびに支部に文書で明らかにし、併せて組合員の労働環境に与える影響を説明した文書を組合ならびに支部に付与すること。
金銭要求 Financial Demands
11. Management end its policy of paying pro-rated salaries, with previously pro-rated salaries backdated fully to April 1, 2011.
会社は、賃金の比例配分をやめ、毎月全額を支給する。なお、２０１１年４月１日から現在までの比例配分された賃金と全額の賃金の差額を支給すること。
12. Management pay full actual transportation costs to all members.
会社は、全組合員に対し、交通費の実費を支給すること。
13. Management increase the salary of union members working at elementary schools to Y260,000 per month and of union members working at jr. high schools to Y290,000 per month.
会社は、小学校に勤務している全組合員の賃金を月２６０，０００円に、中学校に勤務している全組合員の賃金を月２９０，０００円に引き上げること。
14. Management put all “performance bonuses” into members’ salaries.
会社は、全組合員に対し、「皆勤手当」（”performance bonus”）を止め、その分を通常の賃金に振り替えること。
15. Management count the training days forced upon members during July as additional working days to be paid at an additional Y15,000 per day and refund full actual transportation costs.
会社は、全組合員に対し、７月に働かされる研修の日を労働日とし、日給１５，０００円および交通費の実費を追加に支給すること。
16. Management pay a full salary for August 2011, in addition to any accrued “bonuses” taken from members’ regular salary.
会社は、全組合員に対し、２０１１年８月について、他の月の未払い分を振り替えられた賃金（”bonus”）の他に、１カ月分の全額の賃金を支給すること。
17. Management pay weekend work by members at a rate of Y20,000 per day, or part thereof.
会社は、土日の労働に対し、日給２０，０００円または、その比例配分の賃金を支給すること。
18. Management refrain from deducting any wages from any member who participates in collective bargaining during work hours.
会社は、所定時間内に開催する団体交渉出席者の賃金カットを行なわないこと。
19. Management refund all costs for medical checks required of union members.
会社は、組合員に健康診断を義務付ける場合、その費用の全額を負担すること。
特定の組合員についての要求事項 Demands related to Individual Members
…
他の要求事項 Other Demands
23. Management give 10 days paid annual leave to union members who have worked for six months (12 after 18 months, etc. according to Labor Standards Law) to be used at their own discretion, and not as management dictates.
会社は、全組合員に対し、労働基準法に則り、６カ月勤続後１０日間、１８カ月勤続後１２日間等の年次有給休暇について、本人が自由に取得できることを認めること。
24. Management use teacher evaluations only to help teachers further improve their performance and not let evaluations affect pay.
会社は、教員の評価を賃金などに一切反映させず、該当する教員の能力・技術等の改善という目的に限定すること。
25. Management change our payday from the last day of the month to the 15th of every month, to coincide with monthly payments such as rent and utilities.
会社は、給与支払日を家賃や光熱費などの支払いに合わせて、現在の翌月の月末日から翌月の１５日に変更すること。
26. Management assign trainers with ALT experience to run training sessions.
会社は、研修を行うトレーナーの任命については、ＡＬＴ経験を持つ人に限ること。
27. Management schedule ALT meetings only between 8:30am and 3:30pm and outside lunch breaks.
会社とＡＬＴとの面談の時間は昼の休憩時間を避け、午前８時３０分から午後３時３０分の間に限ること。
28. Management arrange for all union members to have lockers at their workplaces (schools).
会社は、全組合員に対し、職場である学校の中に個人用ロッカーを手配すること。
29. Management refrain from the practice of asking for original documentation, such as university degrees, etc.
会社は、大学の卒業証明書などの書類の原本を従業員に求める慣習を廃止すること。
労使の信頼関係維持について Maintaining Relationship of Trust between Management and Union
30. Management apologize to the union and local in an email to all Borderlink employees in Japanese and English for Mr. Satoshi Okubo’s defamatory speech against unions on the second day of training (July 26, 2011).
会社は、２０１１年７月２６日に行われた研修の第２日目にオオクボ・サトシ氏が労働組合に対し誹謗中傷的な発言をしたことについて、会社の全従業員へ、日本語と英語の両方の言葉での電子メールによって組合ならびに支部に対し謝罪をすること。
31. Management comply with all articles of all labor laws, particularly Trade Union Law, and refrain from discriminating against or harassing any union member.
会社は、労働組合法をはじめ全ての労働法規を遵守し、いかなる組合員に対する差別行為、いやがらせ行為などをしないこと。
32. Management permit a union representative be present at all members’ meetings with management.
会社は、経営側が組合員と面談をする場合、組合の代表する者の立ち会いを認めること。
33. Management permit the union and local to conduct a 30-minutes union orientation, including passing out information, at all training sessions. Management inform the union at least four weeks in advance of the date, time and venue for all such training sessions.
会社は、全ての研修会に、組合ならびに支部に、情報配布などを含めた３０分のオリエンテーション（説明会）を行うことを許可すること。なお、会社は、研修を行う４週間前に、日時・場所などを組合ならびに支部に通知すること。
34. Management sign a labor-management agreement with the union and local on the above demands.
会社は、上記の要求事項に基づいて、組合ならびに支部と労働協約を締結すること。
以上