Respect for Human Rights

Policy and Strategy

Human Rights Policy of the IINO Group

As a global company, the IINO Group recognizes that it has a social corporate responsibility to respect the human rights of all people. In September 2022, the Group became a signatory expressing its support for the United Nations Global Compact, and on October 27, 2022, the Board of Directors resolved to establish the IINO Group Human Rights Policy as the highest level human rights policy based on the management philosophy of IINO LINES. The IINO Group respects the human rights of all stakeholders associated with its business activities and fulfills its responsibility to respect human rights by taking action on potential direct or indirect negative impacts on human rights caused by all manner of its business activities.

IINO Group Human Rights Policy (79 KB)

Compliance with International Labor Standards and Frameworks

We comply with the 2006 Maritime Labor Convention (MLC 2006), which prescribes the elimination of all forms of forced labor, the effective abolition of child labor, the effective recognition of the right to freedom of association and collective bargaining, and the elimination of discrimination with respect to employment and position, and work to protect the human rights of crew members.

With regard to onshore personnel, we comply with the international labor standards formulated by the International Labor Organization (ILO), which have a certain impact on the development of domestic and overseas legislation. We also comply with various laws and regulations, such as the Labor Standards Act, labor laws and regulations that follow the Industrial Safety and Health Act, and the Labor Contract Act.

Communicating Corporate Policies on Labor Standards

The Human Resources Department ensures compliance with employment-related laws and regulations and monitors the status of revisions or abolitions to relevant laws and regulations, such as regulations concerning working hours or holidays prescribed by the Labor Standards Act, and amendments concerning the mandatory use of annual paid leave.

HR-related regulations such as Employment Rules are posted to the company intranet, and regulations for each assigned work location are made available for viewing at all times. Revisions to internal regulations and personnel systems are explained as needed through regular meetings between labor and management and shared via postings on the intranet.

Support for the UN Global Compact

The Ten Principles of the United Nations Global Compact

(Source *Only in Japanese) https://www.ungcjn.org/gcnj/principles.html#principles

Structure

Implementation of Human Rights Due Diligence

The IINO Group respects internationally recognized human rights as stipulated in the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the Maritime Labour Convention 2006, and the Children's Rights and Business Principles.

The Group will establish a human rights due diligence mechanism to identify any actual or potential adverse impacts on human rights in the Group's business activities and value chain and continuously implement measures to prevent or minimize such impacts. In addition, the Group will appropriately disclose information on its efforts and progress in respecting human rights through its website and integrated reports.

Identification of Human Rights Risks

Based on various human rights codes and guidelines, publicly available materials from the Japan Federation of Bar Associations, the Ministry of Foreign Affairs, the Ministry of Justice, etc., and materials provided by law firms, the Minebea Group comprehensively identified potential human rights risks in the scope of its business (shipping, real estate, etc.). Interviews were conducted throughout the Group, and each risk was evaluated in terms of "scale, scope, and difficulty of remedy" and "damage to social credibility and frequency of occurrence." Risks that scored above a certain level in the scoring were mapped, and risks that were important to the IINO Group were identified based on advice from an external expert.

We will conduct a questionnaire for applicable departments and Group companies regarding the identified risks to verify their status.

We will make additional inquiries regarding risks deemed to be high and departments or Group companies making slow progress.

IINO Group Human Rights Risk Map (142 KB)

Initiatives

Preventing Child Labor and Forced Labor

The IINO Group has adopted the prevention of child labor and forced labor as a basic policy. With regard to seafaring personnel, we comply with the 2006 Maritime Labor Convention (MLC 2006), which prescribes the elimination of all forms of forced labor and the effective abolition of child labor and work to protect the human rights of crew members.

Additionally with regard to onshore personnel, we comply with various laws and regulations, including the international labor standards formulated by the International Labor Organization (ILO), which have a degree of impact on the development of domestic laws, as well as the Industrial Safety and Health Act, and the Labor Standards Act, which serves as labor legislation in line with the Labor Contracts Act.

Moreover, as well as confirming with individual employees that they are willing to work at the time of hiring, we have established a external whistleblower system in case internal reporting is ever needed, and endeavor to prevent child labor and forced labor.

Preventing Overwork and Reducing Excessive Working Hours

To prevent overwork, the IINO Group observes various laws and regulations in Japan, including the Labor Standards Act, practices labor management, and works to reduce excessive working hours as basic policies. We thoroughly manage the working hours and labor of both onshore and seafaring personnel and give detailed consideration to employee welfare by following up on employees working extended hours and deploying additional seafarers to the vessels we manage that are expected to encounter issues of overwork.

As initiatives for onshore personnel, we monitor working hours using a work attendance system, conduct interviews with junior employees about their working hours, notify the supervisors of employees who may have to work for long periods by email, provide notifications to those working for long periods using the work attendance system and communicate information verbally, report to the Health Committee about the working hours of union members, and give briefing reports to the monthly department managers meeting.

As initiatives for seafaring personnel, we have equipped the vessels we manage with work and rest period management systems, monitor and manage the rest periods of crew members, and consider suggestions for improvements. We also assign additional crew to vessels we manage that are expected to require overwork.

Provision of Living Wages in Excess of Minimum Wage Levels

The IINO Group observes regulations concerning minimum wages in accordance with the laws and regulations of each country and follows the basic approach of paying in excess of those wages. Similarly, with regard to crew members assigned to ocean-going vessels, we observe the minimum wage regulations set forth in International Bargaining Forum (IBF) labor agreements that represent international labor-management agreements and pay wages in excess of those levels.

We observe the extra pay rates for overtime work prescribed in the Labor Standards Act and calculate work outside scheduled working hours that do not exceed statutory working hours (40 hours per week, 8 hours a day) but exceed the Company's scheduled working hours of seven hours a day using a certain extra rate. In addition, for employees of the Company working outside Japan, based on a basic approach of guaranteeing the same purchasing power in the assigned country as employees working in Japan, we use index data from an outside organization on a cost of living index of the place of work that is the equivalent of living expenses in Japan and multiply it by the exchange rate in order to calculate the wage to be paid.

Note that the average annual salary of the 183 onshore and seafaring personnel working at IINO LINES is 11,433,000 yen (as of fiscal year 2022)

Identifying Salient Human Rights Issues Unique to Our Business

The IINO Group promotes initiatives to respect the human rights of all stakeholders involved in its business, including in the following areas that impact its business activities. We actively seek out dialogue and discussion with various stakeholders regarding the human rights issues that are identified.

Employees (onshore)

We respect the human rights of IINO Group employees, observe various laws and regulations, including the Labor Standards Act, and promote the development of a working environment and programs conducive to a diverse range of human resources.

Crew Members of Ocean-going Vessels

As a result of various countries strengthening quarantining and placing restrictions on movements as measures at ports in response to the spread of COVID-19, it became difficult to rotate crew and long-term voyages in which crew members exceed their planned shipboard duration (around six months), creating problems. Due to the physical and mental strain of being on board for long periods of time and the risk this can pose to the safety of voyages, we have made crew rotations a top priority and have taken measures such as making direct calls to ports in countries where crew rotations are possible by diverting from our original routes. In addition, to prevent crew from bringing infections aboard during crew rotations, we have established procedural manuals that require incoming crew to go on standby at a hotel beforehand, and otherwise make every effort to prevent the spread of onboard infection. Meanwhile, as a part of maritime work style reform efforts, we place importance on shipboard communication and make efforts to spread the attitudes of (1) "Speak up" (actively listening to suggestions from junior crew) and (2) "Listen up" (having senior crew listen to the opinions of junior crew). We also promote dialogue between crew members to make ongoing improvements to the working environment.

Business Partners (supply chain)

We respect the human rights of business partners in all countries and regions in which we operate. We deal with all business partners on an equal footing in a sincere, courteous, and kind manner, respect their privacy, and thoroughly protect their personal information.

Awareness Raising on Respecting the Human Rights of Group
Officers and Employees

IINO will provide education and training on human rights to Group executives and employees to ensure compliance with our human rights policies and respect for human rights. In our mid-term management plan, we set the human rights training attendance rate as a KPI, targeting a 100% attendance rate each year from FY2023 to FY2025.

Additionally, to coincide with our support for the UN Global Compact, we have posted the "Preventing Human Rights Infringements" compliance course e-learning training video and Human Rights Policy clearly stating respect for human rights on our intranet designed as a medium for in-house communication and have disseminated information among all Group officers and employees on the need to respect human rights.

Modern Slavery Act

In response to the UK Modern Slavery Act 2015, the Group has published a 'Slavery and Human Trafficking Statement' on its website as follows.

IINO Kaiun Kaisha, Ltd. / Slavery and Human Trafficking Statement FY2022 (351 KB)

Expert comment on human rights initiatives

We received comments from Professor Matsui of Rikkyo University regarding our business and human rights initiatives. The following is an excerpt of his comments on our efforts. Note that the comments are based on information available as of the end of May 2023.