Respect for Human Rights and Labor Practices

Aicello respects human rights as stipulated in the International Bill of Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, OECD Guidelines for Multinational Enterprises, and others. In addition, we comply with the laws and regulations of each country and region we conduct business in, respect the principles of human rights, and prohibit all forms of child and forced labor, including slavery and human trafficking.

AICELLO CORPORATION recognizes that harassment is a serious human rights issue and an act that undermines the dignity of employees, job applicants, business partners, and all other individuals associated with the Company.
We do not tolerate any form of harassment and are committed to creating a safe and comfortable environment where all individuals respect one another's personality, dignity, and diversity.
In particular, in addition to preventing workplace harassment, we strive to prevent customer harassment arising from unreasonable demands or behavior by customers, business partners, or other external parties, as well as harassment toward job applicants during recruitment activities. When such incidents occur, we will verify the facts and respond appropriately and promptly while respecting the privacy of the individuals involved. We will not subject any person to adverse treatment for seeking advice or making a report.

Basic Policy

• Promote an organizational culture that respects human rights and individuality and embraces diverse values.
• Foster a corporate culture in which harassment is neither committed nor tolerated, while protecting the dignity of employees, job applicants, business partners, and other stakeholders.
• Work to prevent power harassment, sexual harassment, harassment related to pregnancy, childbirth, childcare, or family-care leave, customer harassment, job-hunting harassment, and all other forms of harassment. Where harassment is confirmed, strict action will be taken in accordance with the Company’s work rules and other internal regulations.
• In addressing customer harassment, place the highest priority on the safety and physical and mental well-being of employees and respond firmly as an organization.
• In recruitment activities, respect the dignity and free will of job applicants and ensure fair and appropriate conduct throughout the hiring process.
• Enhance employee awareness and understanding of harassment prevention, establish consultation channels, create an environment where concerns can be raised easily, and implement measures to prevent recurrence.