就業規則

国際化対策 英文就業規則

外資系企業の日本法人の多くは本社のルールブックや契約書をそのまま用いるケーがあります。しかしながら、日本の法律に見合った就業規則や契約書でなければ公文書として効力を発揮することはできないのです。

マーシャル・コンサルティングでは本社のルールブックに日本の法律を照らし合わせ、日本法人独自の規則作りのお手伝いをいたします。もちろん英語表記、日本語表記、どちらもご用意できますのでご相談ください。

弊社が担当した外資系日本法人の人事担当者の方が共通して頭を悩ませている問題があります。それは就業規則を作成したあとに本社のApproveを得なければならないという問題です。本社の国内の労働法と日本の労働法が異なるため、その違いを本社のHR担当者になかなか説明しきれず理解してもらえないことがあります。

マーシャル・コンサルティングでは、このような場合に本社からのお問い合わせについてメール・電話・面談により対応し、人事担当者の皆様のご負担を軽減し、就業規則の作成をスムーズに行います。

There are more than 50 pieces of labor and social security legislation that relate to the human resource management of companies. Based on these laws, we are able to give advice about all areas of human resource management from recruitment through to termination, from starting up business through to dissolution. I can also assist with preparing company rules such as employee handbook, and giving appropriate advice about employment/working condition management according to the actual nature of each company.

Current Labor Issues in Japan

1- Probation Period

If a company hires an employee through a head hunting service, there is a risk that the employee may fail to meet company expectations. How to cope with that case in your company?

Company has a wide range of freedom as to recruitment of applicant. However, once company hires an employee, to terminate the contract, you have to be careful about the approach. You need to have reasonable grounds to terminate the contract. Otherwise such termination will be treated as wrongful dismissal.
To stipulate working conditions in the contract and employee handbook is therefore, important.

2- Overtime Exemption and Unpaid Overtime Allowance

In Japan, unpaid overtime work is becoming a severe social problem. The main reason of this, employee those who are legally exempt from overtime allowance is limited compared to other countries especially to the United States. Those who are exempt from overtime allowance are strictly limited to managerial position such as department manager.

In the company, assistant manager is often treated as managerial position, that’s why some companies don’t pay overtime allowance to them. However, the scope of managerial position stipulated in Labor Standards Law is quite limited. Therefore, unpaid overtime problem is revealed by audit by Labor Standard Inspection Office. Employee becomes whistle blower when they are aware of such situation. For example, shop manager of Japan MacDonald took legal action to Tokyo District Court and won a case to the company in January 28th, 2008.

This is one of example why we need to understand labor law and labor practice when we prepare employment contract and employee handbook.

We’ll suggest practical working hour system for employee according to nature of each assignment and develop company rules and necessary forms to authority complied with labor laws.

How to proceed developing company rules

We’ll develop company rules by giving appropriate advice about employment/working condition management according to the actual nature of each company.
To do that, we’ll implement job analysis by having an interview and complete a questionnaire about your company’s situation.

Following is the schedule, from accepting the request until finalizing our services.

  • 1) Feasibility Study using Questionnaire
    ↓
  • 2) Develop draft of each rules
    ↓
  • 3) Having interviews for job analysis
    ↓
  • 4) Completing final version of employee handbook, e.t.c.
    ↓
  • 5) Submission of necessary forms to the Labor Standard Inspection Office