okinawa international school

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就　業　規　則SCHOOL REGULATION

株式スクールオキナワインターナショナルスクールOKINAWA INTERNATIONAL SCHOOL

前文

この就業規則（以下「規則」といいます）は、株式スクール　オキナワインターナショナルスクール（以下「スクール」といいます）と職員が相互信頼のうえに立って、職員の福祉の向上とスクールの発展を目的として制定されたものであります。よって、スクールと職員は、それぞれの担当する業務、および職務について責任を持ち、積極的、かつ誠実にその義務を果たすことにより、この目的を達成するようにしなければなりません。

PREAMBLE

These Regulations are established in a spirit of mutual trust between Okinawa International School Corporation

(hereinafter "OIS") and employees, and are set forth with the objectives of improved employee welfare and

development of the school. Accordingly, OIS and employees must each take responsibility for the operation and

duties under their respective purviews, and make effort to accomplish these objectives by performing these duties

in good faith.

第１章総則

Chapter 1: General R ules

(目　的)第１条　この規則は、スクール運営規約に基づき、職員の服務および勤務条件に関する事項を

定めたものです。２　　本規則に定めのない事項については、労働基準法、その他の関係法令、および労働協　　　約の定めるところによります。

OBJECTIVES

ARTICLE 1

These rules of employment (hereinafter "Rules") set forth matters relating to the duties and working

conditions of employees of the school in accordance with the OIS Policy Manual.

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2. Matters not set forth in these Rules are in accordance with the Labor Standards Law, other related

legislation, and collective agreements.

(職員の種類及び職種)

第２条　職員の種類は、次のとおりとします。(１)正規職員　正規の採用試験、その他の選考の過程を経て雇用する者で、

契約職員、パートタイマー、嘱託、臨時職員以外の者(２)契約職員　正規職員と同様の時間を勤務するが、期間を定めて雇用する者

　　正規の職員と同様の時間を勤務するが、期間を定めて雇用する者(３)パートタイマー　正規職員より短い時間を勤務し、期間を定めて雇用する者 (４)嘱託　定年後、期間を定めて雇用する者

（定年を超えた年齢で新たに雇用される者を含む）(５)臨時職員　必要により、２ヵ月以内の期間を定めて雇用する者

２　職員の職種は、次のとおりとします。(１)校長　(２)学部長　(３)教師　(４)教師補助　(５)保育士　(６)保育補助(７)事務　(８)用務　(９)プログラムコーディネーター

　　(１０)システムエンジニア

TYPES OF EMPLOYEES

ARTICLE 2 The types of employees shall be as follows:

(1) Regular employee A person employed through a regular employment examination and other

screening, being other than a contract employee, part-time worker,

commissioned worker, or temporary employee.

(2) Contract employee A person who works the same hours as a regular employee but who is

employed for a predetermined period.

(3) Part-time worker A person who works shorter hours than a regular employee and is

employed for a predetermined period.

(4) Commissioned worker A person past retirement who is employed for a predetermined

period. (This includes persons past retirement age who are newly

employed.)

(5) Temporary worker A person who is employed for a predetermined period of two months or

less due to temporary work-related need.

(6) Interns

２　Types of staff shall be as follows:

　（１）Headteacher

　（２）Head of Department

　（３）Teacher

　（４）Assistant Teacher

　（５）Nursery Teacher

　（６）Assistant Nursery Teacher

　（７）Office Worker

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　（８）Caretaker

　（９）Programme Coordinator

　（１０）System Engineer

(11) ICT Director

(適用範囲)

第３条　本規則は、前条に規定する正規職員に適用します。ただし、労働基準法に規定されている

監督もしくは管理の地位にある者、または機密の事務を取り扱う者については「労働時間、

休憩および休日に関する規定」を適用しません。２　　契約職員、パートタイマー、嘱託、および臨時職員については、各々の雇用契約書の定め

るところによります。

SCOPE OF APPLICATION

ARTICLE 3 These Rules apply to regular employees as specified in the preceding article 2.

However, the provisions relating to working hours, work breaks, and holidays do not apply to persons

in a position of supervision or oversight or persons engaged in confidential tasks as specified in the

Labor Standards Law.

2. For contract employees, part-time workers, commissioned workers, and temporary workers, the

provisions of the employment contract apply.

(規則遵守の義務)

第４条スクールおよび職員は、本規則を守り、誠実にその職務に精勤し、相互に協力してスクールの発展に努めて下さい。

OBLIGATION TO COMPLY WITH RULES

ARTICLE 4 The School and employees are to comply with these Rules, perform their duties in good

faith, and cooperate with one another to promote the School's business.

第２章　　採用

Chapter 2 : Employment

(選考)

第５条スクールは、採用を希望する者のうち、面接等の選考に合格し、所定の手続きを行った者を職員として採用します。

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SCREENING

ARTICLE 5

OIS hires as employees those persons who pass a screening and/or an interview process and carry

out

prescribed procedure.

(提出書類)

第６条　採用希望者は次の書類を提出して下さい。ただし、スクールが提出を要しないと認める書

類については、この限りではありません。(１)履歴書

　　　 (２)職務経歴書(３)学業成績証明書・卒業見込み証明書(卒業予定者)

　　　　　学業成績証明書・卒業証明書(既卒者はスクールが必要と認めた者)

(４)健康診断書(3ヶ月以内のもの)

(５)その他スクールが必要と認める書類（身元保証書等）（６）証明証

DOCUMENTATION FURNISHED

ARTICLE 6 Persons desiring employment at the School must submit the following documentation.

Note, however, that this is not the case for documentation which the School deems as unnecessary.

（１）Curriculum Vitae or Resume

（２）Job History

（３）Official transcript of scholastic performance andcertificate of prospective graduation if the

person

　　　is going to graduate.

　　　Official transcript of scholastic performance and a diploma (for those who have graduated,

and whom OIS deems as necessary)

（４）Medical Certificate (issued within 3 months)　

（５）Any other documentation deemed necessary by OIS (for example, a letter of guarantee)

（６）License certificate

　(採用後の手続き)

第７条　スクールに採用された者は、採用の日から 10暦日、もしくは、スクールが指定した期限

以内に、次の書類を提出して下さい。ただし、選考に際し提出済みの書類、あるいは提出

を要しないとスクールが認める書類に関しては、この限りではありません。(１)雇用契約書　　(２)健康診断書（未提出の場合）

　　　 (３)扶養親族申出書

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(４)採用前に日本国内において給与所得があった者は、その年度の源泉徴収票(５)その他、スクールが必要と認める書類（身元保証書等）

２　第６条、第７条の提出書類に、その後異動が生じた場合は、速やかに届け出て下さい。３　前１、２項の手続きを怠った場合には、採用を取り消す、または解雇することがあります。

PROCEDURES AFTER NOTICE OF HIRING BY THE SCHOOL

ARTICLE 7 A person who has been hired by OIS must submit the following documentation within

ten calendar days of the date the hiring notice or by the due date that OIS appoints. Note, however,

that

this is not the case for documentation already submitted at the time of screening or for which OIS

deems as unnecessary.

2. Any change in the matters entered on the submitted documentation of Article 6 or 7 must

promptly be reported through the period of employment.

3. Failure to carry out the procedures described in preceding paragraphs 1 and 2 may result in

revocation or termination of employment

(試用期間)

第８条　スクールは、正規職員について 3暦月間の試用期間を設けます。ただし、事情により試用

期間を短縮し、または延長することがあります。２　試用期間は、勤続年数に通算します。３　試用期間中に技能、勤務態度、人物および健康状態等に関し、職員として不適格と認め

た場合は解雇します。また、試用期間の最初の 14暦日間以内（勤務初日から暦日数で計

算）に解雇する場合は、本規則第 55条で規定されている 30日前の解雇予告を行いません。

また、30日分の平均賃金も支給しません。

PROBATIONARY PERIOD

ARTICLE 8 The School establishes a probationary period of three calendar months for regular

employees. Depending on circumstances, however, this period may be shortened or extended.

2. The probationary period is included in calculation of the number of years employed.

3. Any person deemed to be an unfit employee during the probationary period, for reasons relating

to skills, work attitude, character, health, or the like, is subject to dismissal. In the event of

termination or dismissal during the first 14 calendar days of the probationary period (calculated as

the number of calendar days from the first work day), no 30-days notice of dismissal will be made,

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nor will average wages for 30 days be paid as prescribed in the article 55.

第３章　　服務規律

Chapter 3: Work Rules

(職員としての心構え)

第９条職員は、スクールの一員としての自覚と責任に徹し、職務に精励するとともに、スクールの定める諸規則を守り、お互いに協力して明るい職場を築くよう努めて下さい。

EMPLOYEE ATTITUDE

ARTICLE 9 Employees must maintain thorough awareness of their responsibilities regarding their

duties as members of the School and conduct their duties with diligence. Employees must comply

with rules set forth by the School and cooperate with one another to create a positive workplace.

(遵守事項)

第１０条職員は、次の事項を守って下さい。(1) 常に健康に留意し、積極的な態度で職務に精励すること(2) 勤務中は、所属長の指示に従い職務に精励するとともに、必要事項は報告、または

申し送りし、かつ同僚と協調してスクールの発展に努めること(3) スクールの施設、資材、機械、器具等を大切に取り扱うこと(4) 職場を常に整理整頓し、盗難、および火災の防止に努めること(5) 勤務中に許可なく職務を中断したり、職務外の行為をしたりしないこと、また、み

だりに職場を離れないこと(6) 勤務中飲酒をしないこと(7) 職務上の権限を越えた行為をしないこと、また自己あるいは第三者の利益を図るた

めに、職務上の地位を利用しないこと(8) スクールの許可なくスクール業務に関係のない目的で、スクールの敷地設を利用し

ないこと、また部外者をスクール内に入れないこと(9) スクール業務に関しスクールを欺き、スクールの信用もしくは名誉をそこない、業

務上の損害を与えるような行為をしないこと(10) 業務上秘密とされた事項、およびスクールの不利益となる事項を第三者に漏らさない

こと(11) スクール、またはスクールに属する個人を誹謗、中傷したり、その名誉、信用を傷

つけないこと

(12) スクールの許可なく、スクール業務に関する事項について特許その他の出願、または

著作、講演等をしないこと(13) スクールの許可なく、スクールの資材、製品、商品、機械、器具、金銭、その他の

物品を第三者に貸与したり、持ち出したりしないこと

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(14) スクール業務に関し不正不当に金品、接待、便宜を授受しないこと(15) スクールの所定の届け出や手続き等を怠らないこと(16) スクールの許可なく、スクール内で、スクール業務以外の演説、集会、または印刷

物の配布、掲示、その他これに類する行為をしないこと

(17) スクールの事前の承認なく、私事に関する取引、または証書類に、スクールの名称用

いないこと　　　 (18) 勤務中は各々の職場にふさわしい身なりをし、スクールの規定する制服、名札等があ

る場合は着用すること(19) スクールの許可なく、他のスクールに就労したり、自ら営業したり、あるいは他の

団体の役員、または公職に就任しないこと

(20) スクールの許可なく、スクール内で、何らかの営業、募金、または署名活動を行わないこと

(21) スクール内で宗教の布教活動を行わないこと(22) セクハラ等の行為で本校生徒、または他の職員に迷惑をかけないこと

MATTERS FOR COMPLIANCE IN PERFORMANCE OF DUTIES

ARTICLE 10 Employees must comply with the following matters:

(1) Employees must give consideration to their health at all times, and carry out their duties

diligently and with a positive attitude.

(2) While working, employees must diligently carry out their duties in accordance with supervisor

instructions, reporting or otherwise conveying requisite matters, as well as cooperating with co-

workers in efforts to help the School develop.

(3) Employees must treat and handle the School's facilities, materials, tools, mechanical

equipment,and the like with care.

(4) Employees must keep the workplace neat and organized at all times, and must make every

effort to prevent theft or fire.

(5) While working, employees must not discontinue work or engage in non-work activities without

permission, and must not leave the workplace without due cause.

(6) Employees must not imbibe alcohol while working.

(7) Employees must not engage in activity that exceeds their job authority, and must not use their

position at work for the purpose of personal gain for themselves or a third party.

(8) Employees must not make use of the School's grounds or facilities for non-school related events

or admit non-School persons into the School without the permission of the School.

(9) With respect to work duties, employees must not engage in behavior that defrauds the School,

that damages confidence in or the reputation of the School, or that inflicts damage in the

course of operations.

(10) Employees must not divulge to any third party matters deemed to be work-related confidential

matters or matters which may be disadvantageous to the School.

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(11) Employees must not defame or slander the School or any person affiliated with the School, or

damage the reputation or trust thereof.

(12) With respect to work-related matters, employees must not apply for any patent or the like, or

engage in writing, lecturing, or the like regarding such matters without the permission of the

School.

(13) Employees must not lend to a third party or remove from the premises any material, product,

merchandise, tools, mechanical equipment, money, or any other such article belonging to the

School without permission of the school.

(14) With respect to work-related duties, employees must not unlawfully or improperly provide or

accept any money, goods, entertainment, or services.

(15) Employees must not fail to execute the reports, procedures, and the like prescribed by the

School.

(16) Employees must not engage in oratory or gatherings, distribute or display non-school-business

related printed material, or engage in any other similar activity on the premises of the School

without the permission of the School.

(17) Employees must not use the School's name in any personal business transactions or other

documents of a personal nature without prior approval of the School.

(18) During working hours, employees must wear clothing appropriate to the jobs prescribed for

them, and wear any uniform, name badge, or the like, if they are specified by the School.

(19) Employees must not accept employment at another corporation, become self-employed,

become an officer of another organization, or become a public official without the permission of

the School.

(20) Employees must not engage in any kind of sales, solicitation, or canvassing activities on School

premises without the permission of the School.

(21) Employees must not engage in religious proselytizing on School premises.

(22) Employees must not disturb any student or any other employee through sexual harassment or

other such behavior.

(パソコンの使用)

第 11条　パソコンの使用にあたっては次の基本事項を遵守して下さい。(１) スクールのパソコンを私的に使用しないこと。また、スクール業務と関係のない

電子メールをスクールのパソコンで送信しないこと(スクールのパソコンで私的なインターネットの使用や電子メールの送信を行わなかったかどうか、スクールは職員の承諾を得ることなく調べることがあります。)

(２) スクールのパソコンまたは個人のパソコンを持ち込んで作業した場合でも作成されたデータは、その都度ホストコンピューター(Smart)にバックアップを行うこと

(３) スクールで作成されたデータ、またはセーブされたスクールの記録、書類等を勝手にパソコンから削除しないこと

(４) スクールのパソコンの設定されたパスワードを個人で勝手に変更しないこと (スクールのパソコンのパスワードはスクールが設定します。)

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COMPUTER USAGE

ARTICLE 11 Employees must comply with standard practice in the following matters when using

computers.

(1) The School's computers must not be used for personal purposes. (The School may, without

seeking employee consent, investigate to ensure that the School's computers have not been

used for personal Web access or e-mail transmission.)

(2) Backed-up/saved School records or documents and the like must not be deleted without the

permission of the School.

(3) Data made and saved by IOS or records and documents and the like must not be deleted from

computers without the permission of the school.

(4) The passwords set for computers must not be altered or changed without the permission of OIS.

(The passwords are set up by OIS)

(電話の使用)

第 12条電話の使用にあたっては次の基本事項を遵守して下さい。なお、スクールは経費の支出管理のため、電話した相手の電話番号に関する記録を電話スクールから取得することがあります。

(１)スクールの電話を私的に使用しないこと(２)勤務中は個人所有の携帯電話の電源を切り、私的な通話をしないこと

TELEPHONE USAGE

ARTICLE 12 Employees must comply with standard practice in the following matters when using

telephones. The School may, for purposes of expense management, obtain telephone-company

records indicating the phone numbers of parties to which phone calls have been placed

(1) The School's telephones must not be used for personal purposes.

(2) Personal mobile phones must be switched off during work. Personal calls must not be placed or

received during work.

(知的財産)

第 13条　通常の勤務をする職員が、共同作業体制にてスクールの施設を利用し、かつ自己の業務に関して発明、考案をした場合は、その特許権、実用新案権等の無形財産権はスクールに帰属します。

INTELLECTUAL PROPERTY

ARTICLE 13 In the event that an employee creates an invention or device relating to his or her own

work duties in the course of normal work duties, under a group-work system, using the School's

facilities, the School retains any patent rights, rights of usage, and other such intangible asset rights

therefore.

(changes order)

(秘密保持)

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第 14条　職員は、スクールの業務により知り得た情報、作成した書類、教材記録等ならび職員や

生徒などの身上に関し、その職務上知り得た事項について在籍中はもちろん退職後も漏

らしてはいけない。

Duty of confidentiality

ARTICLE 14 Employees must not divulge to any third party matters deemed to be work-related

confidential matters, such as individual information on employees or students, records and

documents and teaching materials made by OIS, during or after employment.

（セクシュアルハラスメントの禁止）第 15条　性的言動により、他の職員に不利益や不快感を与えたり、就業環境を害するようなこと

をしてはならない。

Prohibition of Sexual harassment

ARTICLE 15 Employees must not inflict emotional, mental or physical pain or pressure on any

other employee or any student, nor disturb the working environment through sexual harassment or

othersuch behaviour.

（職場のパワーハラスメントの禁止）第 16条　職務上の地位や人間関係などの職場内の優位性を背景にした、業務の適正な範囲を超え

る言動により、他の職員に精神的・身体的な苦痛を与えたり、就業環境を害するようなこ

とをしてはならない。

Prohibition of Power harassment

ARTICLE 16 Employees must not inflict emotional, mental or physical pain or pressure on any

other employee through power harassment, in the background of taking advantage in the workplace

or abusing the position, which exceed appropriate range, or other such behaviour.

第４章　　勤務

Chapter 4: Work Duties

第１節労働時間、休憩、欠勤および入退場

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SECTION 1: WORKING HOURS, WORK BREAKS, ABSENCES,

AND ENTERING/LEAVING THE WORKPLACE

(労働時間および休憩)

第 17条　職員の過半数を代表する者とスクールとの間で書面によって協定されたものにより、毎

年、職員は 4月 1日を起算日とする１年単位の変形労働時間制を採用し、１週間当たり

の所定労働時間は、１年間を平均して週 40時間を超えない範囲において、労使協定によ

り定める時間とします。また、１年単位の変形労働時間制の対象となる職員は、労使協

定により定めるものとします。なお、労働日、１日の所定労働時間、始業、終業時刻および休憩時間は次のとおりと

します。

＜教師・教師補助・図書館司書＞労働日月曜日から金曜日所定労働時間　8時間 45分

(1) 始業時刻 7時 30分終業時刻　　 17時 15分休憩時間昼食時間で 40分間と 15時 45分後の 20分間

(2) 始業時刻 7時 45分終業時刻　　 17時 30分休憩時間昼食時間で 40分間と 15時 45分後の 20分間

(3) 　始業時刻 8時 00分終業時刻　　 17時 45分休憩時間　昼食時間で 40分間と 15時 45分後の 20分間

　　　 (4) 始業時刻 8時 30分終業時刻　　 18時 15分休憩時間昼食時間で 40分間と 15時 45分後の 20分間

　　 (5) 　始業時刻　　　8時 45分終業時刻　　 18時 30分休憩時間　昼食時間で 40分間と 15時 45分後の 20分間

＜事務＞労働日月曜日から金曜日

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所定労働時間 8時間 00分(1) 始業時刻 8時 30分

終業時刻　　 17時 30分休憩時間昼食時間で 1時間

(2) 始業時刻 10時 00分終業時刻 19時 00分休憩時間昼食時間で 1時間

＜用務＞労働日月曜日から金曜日所定労働時間 8時間　45分始業時刻 6時 30分終業時刻　　 18時 15分休憩時間　　 11時 15分から 14時 15分まで 3時間

２　上記の始業および終業の時刻は、業務の都合、交通事情、または電力事情等により、事前に予告して当該労働日の所定労働時間の範囲内で、職場の全部、一部、または各人において変更することがあります。ただし、教職・用務に従事する職員の所定労働時間は、1日につき 8時間 45分、１週につき 51時間 45分を上限として、また、事務に従事する職員の所定労働時間は、1日につき 8時間 00分、１週につき 48時間を上限として、各々１年間を平均とする１週につき 40時間の範囲内で始業、終業の時刻を定めることができます。

３　所定労働日は、教員については年間 220日以下、事務については年間 240日以下、用務については 230日以下とします。また、原則として連続する労働日が６日を超えない範囲で、労使協定により定めるものとします。

４　休憩時間の開始、および終了時刻は、スクールと職員との協議のうえ決めます。５　業務の都合、その他やむを得ない事情により、始業、終業の時刻、および休憩時間の開始、終了の時刻を、繰り上げ、または繰り下げることがあります。

６　職員は始業時刻までに出勤し、指定する制服がある場合は、始業と同時に勤務ができるように準備して下さい。退勤は、書類や工具、備品類を整理整頓した後で行って下さい。着替え等の帰り支度は、終業時刻後に行って下さい。

WORKING HOURS AND WORK BREAKS

ARTICLE 17

On the basis of written agreement concluded between OIS and a person representing a majority of

employees, a year based modified working hour system is adapted that takes April 1st of each year

as the beginning date of calculation for the non-instructional employees. The specified number of

working hours per week shall be the number of hours established through the said labour

management agreement, within a range that does not exceed an annual average of 40 hours per

week; and to which employee this working hour system is applied shall be set by the said labour

management agreement.

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Work days, the specified number of working hours per day, work start and work end times, and work

breaks shall be as follows.

Teacher, Assistant Teacher and Librarian

Working days: Monday through Friday

Specified working hours: 8 hours 45 minutes

(1) Work shift 1 start time: 7:30 am

Work shift 1 end time: 5:15 pm

Lunch break for 40 minutes and tea break for 20minutes after 3:45 pm.













Office worker


Specified working hours: 8 hours



1 hour for lunch



1 hour for lunch

Caretaker


Specified working hours: 8 hours 45 minutes

Work start time: ６:30 am

Work end time: 6:15 pm

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Break time: 11:15 am ~ 2:15 pm for 3 hours

2. The foregoing work start and work end times are subject to change according to the

circumstances of OIS operations, traffic conditions, electrical power conditions, or the like, with

prior notice thereof and within the range of the specified working hours for the corresponding

day, for the entire workplace, a portion thereof, or on an individual person basis. However, the

specified number of working hours for a teacher and a caretaker is 8 hours 45 minutes per day,

and the upper limit of working hours per week is 51 hours 45 minutes.

The specified number of working hours for a office worker is 8 hours per day, and the upper limit

of working hours is 48 hours per week. The work start and work end times of employees are

subject to discussion as long as within a range that does not exceed an annual average of 40

hours per week.

3. Annual number of work days will be no more than 220 for teachers, and no more than 240 for

office workers, and 230 for caretakers, and shall be set by the labor management agreement in

the paragraph 1 to be within a range in which the number of consecutive working days, in

principle, does not exceed six days.

4. The starting and ending points for break times are decided through discussion between OIS and

the employee.

5. Work start and work end times and the starting and ending points of work break times may be

advanced or postponed owing to the work situation or other unavoidable circumstances.

6. Employees must arrive at work by the work start time and, if a uniform has been specified, finish

changing into the uniform and be prepared to start work by the work start time. Before leaving

work, employees must leave documents, tools, equipment, and the like neat and orderly. Any

changing of clothing must be performed after the work end time.

(台風、または暴風等の非常事態)

第 18条　スクールは、台風、または暴風等の非常事態の出勤については下記のとおりとします。 (1)午前 6時 30分の時点で公共輸送機関が運行しない場合、授業は休講となります。た

だし、職員は自宅待機となります。

　　 (2)午前 11時 00分の時点で公共輸送機関が運行した場合、職員は速やかに法人に出勤して

下さい。 (3)午前 11時 00分の時点で公共輸送機関が運行しない場合、職員は休日となります。

　　　 (4)始業後に休校が決定した場合は、速やかに生徒全員を帰宅させ、その後職員も安全に注意を払いながら帰宅して下さい。

Typhoon or in the event of severe weather

ARTICLE 18 The instructions for the employees, in the event of severe conditions (typhoon and/or

high winds) are as follows:

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(1) If the public transport is not running at the point of 6:30 am, classes and school facilities may

be closed, and the employees are instructed to standby at home.

(2) If the public transport is running at the point of 11:00 am, employees will be expected to be at

school promptly.

(3) If the public transport is not running at all at the point of 11:00 am the school will be closed.

Employees will not be expected to be at school.

(4) If the school is closed after the work day has started, instruct students to go home promptly,

and after that employees should also go home carefully.

(変則勤務)

第 19条　スクールは、業務の都合により、所定労働時間に従って交替制勤務、断続勤務、時差勤務、フレックス勤務等の変則勤務を命ずることがあります。

２　変則勤務を行う者の始業、終業、および休憩の時刻は、別に定めます。IRREGULAR WORK

A RTICLE 19 Depending on work-related circumstances, the School may order irregular work, such

as shift work, intermittent work, staggered-time work, flex-time, or the like, while still maintaining

prescribed working hours.

2. The start, end, and work-break times for persons engaged in irregular work will be established

elsewhere.

(出退勤の記録)

第 20条　職員は、出退勤時に出勤簿にサインで出退勤の記録をして、所属長に毎月の出勤や労働時間の確認を得なければなりません。

２　前項の記録は、特に認める場合の他、他人に依頼したり、または他人の依頼に応じて代理で行ってはなりません。

RECORDS OF WORKING HOURS

ARTICLE 20 All employees must confirm the total monthly hours worked through either their

department head by signing the monthly work-log.

2. Except in cases where special permission is given, an employee must not ask another person to

make the foregoing record on behalf of the employee, or make such a records on behalf of

another employee.

(欠勤、遅刻、早退、私用外出)

第 21条　病気その他やむを得ない事由により、欠勤、遅刻、早退、または私用外出する場合は、事前にその事由と日数、または時間を所定の手続きにより、所属長に届け出て承認を受けなければなりません。

２　やむを得ない事由により、前項の届け出をすることができない場合は、事後速やかに、その事由と日数、または時間を所定の手続きにより、所属長に届け出て承認を受けな

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ければなりません。３　　4日以上欠勤する場合は、前項の届け出の他、医師の診断書等これを証する書類、また

は理由書を提出しなければなりません。４　　遅刻の事由が、事故証明書等により鉄道事故、その他の不可抗力と認められる場合は、

遅刻の取り扱いをしません。５　前各号の手続きがなされない場合は、無断による欠勤、遅刻、早退、または私用外出と

みなします。

ABSENCE, TARDINESS, LEAVING EARLY, AND LEAVING THE WORKPLACE ON PERSONAL

BUSINESS

ARTICLE 21 In the event of absence, tardiness, leaving early, or leaving the workplace on personal

business due to illness or other unavoidable reason, an employee must follow prescribed procedures

to report the reason and number of days or amount of time to his or her department head and obtain

approval in advance.

2. When prior permission cannot be obtained because of unavoidable circumstances, an employee

must follow prescribed procedures to promptly report the reason and number of days or amount

of time to his or her department head and obtain approval after the incident.

3. In the event of absence for four days or longer, in addition to the report described above, the

employee must also submit a medical certificate from a physician or a written statement of the

reason.

4. When the cause of tardiness is deemed to be force majeure, such as a train accident or the like,

as evidenced by the provision of an accident certificate or the like, the incident will not be

treated as tardiness.

5. In cases where the procedures described above in this article are not followed, the incident will

be considered to be one of unauthorized absence, tardiness, leaving early, or leaving the

workplace on personal business.

(私傷病による欠勤)

第 22条　職員で社会保険に加入している者が私傷病により欠勤が連続 4日以上に及んだ場合は、健康保険傷病手当金を請求することできます。

1. 支給金額　標準報酬日額の 3 分の 2 が 1 年 6 か月を限度として支給されます。ただし、次の場合には停止もしくは減額されます。

a. 事業主から報酬の一部もしくは全部を受けている場合。b. 同一の傷病による障害基礎年金、障害手当金、障害厚生年金を受給している場合。c. 資格喪失後であって、老齢厚生年金、老齢基礎年金もしくは退職共済年金を受給している場合。

a から c のケースにおいて報酬額または年金額が傷病手当金より高い場合は、傷病手当金は支給されません。低い場合は差額が支給されます。2. 請求方法　　傷病手当金支給申請書を全国健康保険協会都道府県支部に提出してくださ

い。申請書に事業主の証明と医師の意見を記入してもらう必要があります。初回申請の場合は、賃金台帳と出勤簿のコピーを添付する必要があります。請求可能日（労務不能

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日）の翌日から 2 年以内に請求してください。

In the event absence for medical care for illness or injury (non work related injury)

ARTICLE 22

In the event absence for sick leave continues for 4 days or more, employees who are insured by the

social insurance, may apply for the health insurance/sick and wound allowance.

1. Benefit Amount

The amount equivalent to two thirds of the applicable Standard Daily Remuneration is paid for

up to 18 months; provided, however, that payment of the benefits will be suspended or reduced

if any of the following conditions apply:

a. You receive all or part of the remuneration from your employer.

b. You are entitled to disability basic pension, disability benefits, or disability employees’

pension, based on the same disease/injury for which you claim an accident and

sickness benefit.

c. You have already lost eligibility for the health insurance program, and are entitled to

employees' old-age pension, basic old-age pension or retirement mutual pension.

If the daily amount of your remuneration/benefit/pension as stipulated in Items a) through c) is

higher than the daily amount of the accident and sickness benefit, then the latter benefit is not paid.

If lower, the difference between the former payment and the latter benefit will be paid.

2. How to Claim

Benefits Submit a Claim for Payment of Accident and Sickness Benefits to the competent

Kyokai Kenpo prefectural branch office. You need to obtain certification from your employer and

a comment from your attending physician, both of which must be entered in the claim form.

When making the first claim for the disease/injury, you must attach photocopies of your payroll

book and attendance record to the claim form. Claims must be made within two years from the

date subsequent to each date for which you are entitled to the benefit.

(入退場)

第 23条　次のいずれかに該当する場合は、入場を禁止、または退場させることがあります。この場合、労働時間外とみなし、賃金を支給しません。

(１)安全上、衛生上、危険、または有害と認められる場合(２)所持品検査に応じない場合、または職場に凶器その他危険と思われる物を持ち込み、または持ち込もうとする場合

(３)業務を妨害し、もしくは職場の秩序、風紀を乱し、またはその恐れのある場合(４)酒気を帯びて出勤した場合(５)スクールの許可なく、業務外の事由により入場しようとする場合、または終業後退場しない場合

(６)その他、前各号に準ずると認められる場合

ENTERING AND LEAVING THE WORKPLACE

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ARTICLE 23 When any of the following items apply, employees may be prohibited from entering or

may be ordered to leave. Such cases will be considered to be non-working times, and no wages will

be paid.

(1) A perceived risk or hazard in terms of safety or hygiene.

(2) Refusing to submit to a search of belongings, or bringing or attempting to bring a weapon or

other apparently dangerous article to the workplace.

(3) Actually or potentially impeding work or disrupting the order or School spirit of the workplace.

(4) Coming to work while under the influence of alcohol.

(5) Attempting to enter the workplace for reasons other than work without the School’s permission,

or failing to leave the workplace after the end of work.

(6) Any other circumstances deemed to be equivalent to the preceding items.

第２節時間外、休日、および深夜勤務

SECTION 2: OVERTIME WORK, WORK ON HOLIDAYS, AND LATE-NIGHT WORK

(時間外、休日および深夜勤務)

第 24条　業務の都合により、所定の就業時間を超え、または休日に労使協定に基づき、勤務を指示することがあります。また、その労働時間が深夜（午後 10時から午前 5時まで）におよぶことがあります。

２　前項の勤務は、所属長の指示により 30分単位で行うこととします。ただし、指示が無く勤務する場合は、事前に「時間外勤務許可願」を届け出て、スクールの許可を受けて勤務して下さい。同許可願の承認なく、所定の終業時刻後、スクールにいる場合、その時間は労働時間外とみなし、賃金を支給しません。

３　前第１項の規定にかかわらず、次の職員より申し出があった場合は、事業の正常な運営を妨げる場合を除き、時間外、休日および深夜勤務は１ヵ月について 24時間、１年について 150時間を超えないものとします。(１)小学校就学の年齢に達するまでの子を養育している職員(２)要介護状態の対象家族を介護している職員　

OVERTIME WORK, WORK ON HOLIDAYS, AND LATE-NIGHT WORK

ARTICLE 24 Owing to work circumstances, employees may be instructed, based on a labor-

management agreement, to work beyond specified work-end time or on holidays. Further, the

working hours thereof may extend into late night (the period from 10:00 pm until 5:00 am.)

2. When employees work as described in the preceding paragraph, such work will be performed in

increments of 30 minutes as instructed by a supervisor. In the event of working without such

instructions, employees must submit a "Request for Permission for Overtime Work" for prior

approval by the School. Any time spent at the School without approval of the request after

specified work-end time will not be construed as working, and no wages will be paid therefore.

3. The preceding paragraph 1 notwithstanding, in the event of a request from any of the following

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employees, instructed overtime work, work on holidays, and late-night work shall not exceed 24

hours per month or 150 hours per year, except in cases in which normal execution of operations

would be impaired.

(1) An employee raising a child who has not yet reached the age to enter elementary

school

(2) An employee caring for a family member requiring long-term care

(時間外および休日勤務の適用除外)

第 25条　前条の規定にかかわらず、次の職員には時間外および休日勤務をさせません。　　妊産婦（妊娠中、または産後１年を経過しない女性）のうち適用除外の申し出をした者

EXEMPTIONS FROM OVERTIME WORK AND WORK ON HOLIDAYS

ARTICLE 25 The provisions of the preceding article notwithstanding, the following employees shall

not be instructed to work overtime or on holidays. Pregnant or postpartum women (women who are

pregnant or have given birth within the past year) who request.

(深夜勤務の適用除外)

第 26条　第 24条の規定にかかわらず、次の職員には深夜勤務をさせません。(１)妊産婦（妊娠中、または産後１年を経過しない女性）のうち適用除外の申し出をした者

(２)育児、介護を行う職員のうち適用除外の申し出をした者２　対象となる職員の範囲、適用除外の期間、手続きなどは、育児・介護休業法の定めると

おりとします。

EXEMPTIONS FROM LATE-NIGHT WORK

ARTICLE 26 The provisions of article 24 notwithstanding, the following employees shall not be

instructed to work late at night.

(1) Pregnant or postpartum women (women who are pregnant or have given birth within the

past year) who request exemption.

(2) Employees who are caring for a baby or providing long-term care and request exemption.

2　The scope of employees to whom this applies, periods of exemption, procedures, and the like

shall be as set forth in the Law Concerning the Welfare of Workers Who Take Care of Children

or Other Family Members Including Child Care and Family Care Leave.

(振替休日)

第 27条　１年単位の変形労働時間制を採用した場合は、基本的に休日を振り替えることは避けますが、予期しない事情が生じた場合は、やむを得ず振り替えることもあります。

２　休日勤務を行う者には、予告のうえ振替休日を与えることができます。３　振替休日を与えられた場合、前項の勤務は休日勤務とみなしません。

SHIFTED HOLIDAYS

ARTICLE 27 In cases where the year-based modified working-hour system is applied, in principle

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the shifting of a holiday to a different day is avoided, but in the event of unexpected circumstances,

such shifting may unavoidably be made.

2. A person who works on holidays may be assigned, with prior notice, a shifted holiday.

3. When a shifted holiday is assigned, the work of the preceding paragraph is not considered work

on a holiday.

(宿日直)

第 28条　スクールは、業務の都合により、職員に宿日直を命ずることがあります。

NIGHT AND HOLIDAY WATCHES

ARTICLE 28 The School may, owing to the circumstances of operations, order employees to

perform night watches or holiday watches.

(労働時間、休憩時間、および休日の適用除外)

第 29条　次のいずれかに該当する職員には、本章に定める労働時間、休憩時間、および休日についての規定は適用しません。

(１)監督もしくは管理の地位にある職員、または機密の事務を取り扱う職員(２)監視または断続的業務で、スクールが行政官庁の許可を受けた職員

EXEMPTIONS FOR WORKING HOURS, WORK BREAKS, AND HOLIDAYS

ARTICLE 29 Employees to whom either of the following items applies are exempted from the

provisions relating to working hours, work breaks, and holidays set forth in this chapter.

(1) Employees in supervisory or managerial position or employees engaged in confidential tasks.

(2) Employees engaged in keeping watch or intermittent tasks and for whom the School has

received authorization from government authorities.

第３節　休日および休暇等

SECTION 3: HOLIDAYS, LEAVES, ETC.

(休日)

第 30条　休日は、日曜日、および年間カレンダーによりスクールが休日と定めた日とし、教員については年間 145日以上、事務については年間 125日以上、用務については年間135日以上とします。また、連続する労働日が６日を超えないものとします。

２　スクールは新学年度の開始の１ヵ月前までに、各職種の年間休日カレンダーを作成し、職員に通知します。

３　前項にかかわらず、労働基準法の定めによる変形労働時間制の適用除外者等、または本条第１項の労使協定により定めをした者には本条は適用しません。

Holidays

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ARTICLE 30 Holidays are Sundays and days that OIS defines as holidays by a yearly calendar. The

number of holidays per year for the teachers shall be no more than 145, and the number of holidays

per year for the office workers shall be no more than 125 and the number of holidays per year for the

caretakers shall be no more than 135. The number of consecutive working days shall not exceed six.

2. OIS shall create a yearly calendar for each type of work and notify employees of holidays at least

one month before the start of the academic school year.

3. The preceding paragraphs notwithstanding, this article does not apply to persons whom the

regulations in the Labor Standards Law define as exempt from the modified working-hour

system, or to persons whom the labor-management agreement cited in paragraph 1 defines as

exempt.

(休日の変更)

第 31条　前条の休日は、業務の都合によりやむを得ない場合には、他の日に変更することがあります。

CHANGES TO HOLIDAYS

ARTICLE 31 The holidays defined in the preceding article may be changed in cases where the work

circumstances make such changes unavoidable.

(休暇の種類)

第 32条　休暇の種類は、次のとおりとします。(1)年次有給休暇　(2)忌引休暇　(3)産前産後の休暇　(4)育児休暇　

(5)育児時間及び生理休暇　(6)母性健康管理のための休暇　　　 (7)介護のための休暇　(8)子の看護のための休暇　(9)裁判員等の休暇

TYPES OF LEAVE TIME

ARTICLE 32 The types of leave time are as follows:

(1) Annual paid leave

(2) Bereavement leave

(3) Maternity / Paternity leave

(4) Child-care Leave

(5) Child-care time and menstrual leave

(6) Maternity Health and Management leave

(7) Family health care leave

(8) Leave to take care of a sick child

(9) Citizen-judge Leave

(年次有給休暇)

第 33条　年次有給休暇は直前の 12ヶ月の所定労働日の８割以上出勤した者に対して、勤続年数に応じ、次のとおり与えます。

　　＜勤続年数＞　　　　　　　＜付与日数＞

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採用時　　　　　　　　　　　　　１０日１年　　　　　　　　　　　１１日２年　　　　　　　　　　　１２日３年　　　　　　　　　　　１４日４年　　　　　　　　　　　１６日５年　　　　　　　　　　　１８日６年　　　　　　　　　　２０日

２　前項にかかわらず、週所定労働時間が 30時間未満のものであって、かつ所定労働日数が週 4日以下、または年間 216日以下の者については、労働基準法の定める比例付与の対象となります。

３　年次有給休暇期間の賃金は所定労働時間に対する通常の賃金を支払います。４　年次有給休暇の残余は、１ヵ年限り繰り越しを認めます。５　出勤率の計算において、第 32条の休暇もしくは業務上の傷病による休業の場合は出勤したものとみなします。

６　虚偽の申告による前項の休業、または休暇期間を取得した場合は、欠勤したものとみなします。

ANNUAL PAID LEAVE

ARTICLE 33 Annual paid leave is granted each year to employees who have worked at least 80%

of the preceding 12 months, the number of days depending on each employee's years of service, as

shown below.

Years of service Number of days

First year: 10

After more than 1 year: 11

After more than 2 years: 12





2. The preceding paragraph not withstanding, employees whose assigned working hours are less

than 30 per week, and whose assigned working days are less than four per week or whose yearly

working days are less than 216, are granted proportional leave time as prescribed by the Labor

Standards Law.

3. The wages paid during annual paid leave are the normal wages paid for the assigned working

hours.

4. Unused annual paid vacation may be carried over only through the following year.

5. In the calculation of an employee's actual working days in paragraph 1, the types of leaves listed

in the article 32 and/or the medical leave due to illness or injury resulting from work are counted

as working days.

6. Note that misuse of leave time above may result in those days not being counted as working

days.

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(年次有給休暇の請求手続き)

第 34条　年次有給休暇を取得しようとする者は、クラス運営が滞りなくおこなうため７就業日前迄に申し出なければなりません。

２　前項の請求の日に休暇を与えることがスクール業務に支障のある場合は、時季を変更させることがあります。

３　本条の手続き、または連絡、届け出を怠った場合は、無断欠勤とします。ただし、届け出がなかった場合においても、詮議のうえスクールが認めた場合は、無断欠勤の取り扱いをしないことがあります。

PROCEDURE FOR REQUESTING ANNUAL PAID LEAVE

ARTICLE 34 Employees who want to use annual paid leave must request it at least seven working

days in advance so that it would not interfere with OIS or class operations.

(2) When granting the leave requested as prescribed in the preceding paragraph would interfere

with School’s operation, the employee may be requested to change the timing of the leave.

(3) Should the employee fail to follow the procedure in this article, the time is treated as an

unauthorized absence from work. However, even when the employee does not notify the

School, if the School acknowledges that the failure to notify was unintentional, the School may,

after due deliberation, choose not to treat the matter as an unauthorized absence from work.

Please look at article 22.

(忌引休暇)

第 35条　忌引休暇は、配偶者、子、または父母が死亡した場合、本人から請求により当該事由の発生した日から起算して、下記の日数を限度として与えます。

国内での服喪の場合　　　連続 7暦日(土・日を含む。祝日は除く。)

海外での服喪の場合　　　連続 12暦日(土・日を含む。祝日は除く。)

ただし、本人より分割取得の相談があった場合はスクールの判断に決定します。

２　忌引休暇を取得しようとする職員は、事前、または事後速やかに届け出て、法人の承認を得て下さい。ただし、スクールからその事由を証明する書類等の提出を求められた時は、ただちにこれに応じなければなりません。

３　勤務中に忌引休暇に入った場合、その日の勤務時間が 4時間に満たない時は、その日を忌引休暇の１日とします。また、その日の勤務時間が 4時間以上の場合は、その１日を勤務したものとみなします。

４　忌引休暇中にスクールの休日がある場合は、その休日も含めて前第 1項の日数とします。５　忌引休暇は有給とします。

BEREAVEMENT LEAVE

ARTICLE 35 Bereavement leave is applicable when a spouse, child or parent dies. When an

employee requests a leave, the OIS grants the applicable number of days as a maximum, starting on

the day that the situation in question arises.

７ days for employees travelling within Japan (Including Saturday and Sunday but excluding

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public holidays)

12 days for employees travelling outside Japan (Including Saturday and Sunday but excluding

public holidays)

However, an employee wishes to request the bereavement leave in partition, the decision will

be left to OIS's discretion.

2. Employees wishing to take bereavement leave must request either in advance or promptly after

the fact and receive approval from the School. However, when the School requests that

documents be presented as proof of the employee's reason, the employee must respond

immediately.

3. When an employee starts a bereavement leave during working hours, if the amount of time

worked that day is less than four hours, the day is treated as one full day of bereavement leave;

if the amount of time is more than four hours, the day is counted as one full work day.

4. When a School holiday occurs during a period of bereavement leave, the holiday is included in

the days of bereavement leave.

5. Bereavement leave is construed to be paid leave.

(産前産後の休暇)

第 36条　出産する女性職員が、出産を証明する書類を付して休暇を請求した場合、法人は、産前６暦週間（多胎妊娠の場合は 14暦週間）の休暇を与えます。出産当日は産前６暦週間の中に含めて計算します。

２　出産した女性職員には、産後８暦週間の休暇を与えることとし、産後６暦週間までの女性職員は、いかなる場合も就労してはなりません。ただし、産後６暦週間を経過した女性職員が請求した場合で、かつ医師が支障がないと認めた業務については、就労を認めます。

３　産前産後の休暇を取得しようとする職員は、事前に届け出なければなりません。４　産前産後の休暇は、賃金を支給しません。５　この休暇期間は、勤続年数に通算しません。６　産前産後の休暇期間中の女性職員は、少なくとも１暦月に１回学校に現状報告をして下

さい。７　男性職員の妻が出産する場合、出産を証明する書類を付して休暇を請求した男性職員に

限り、2日を限度として、妻の出産予定日前６暦週間と、出産後８暦週間の期間に限り、産前産後の休暇を与えます。ただし、賃金は支給しません。

　８　社会保険に加入している女性職員については、健康保険出産手当金を請求することができます。

MATERNITY/PATERNITY LEAVE

ARTICLE 36 When a female employee who will give birth requests a leave and furnishes

documentary proof of the birth, the School grants leave starting six calendar weeks before the birth

(14 calendar weeks in the case of a multiple birth). The date of birth is included in the six-week

period.

2. A female employee who has given birth is granted eight calendar weeks of leave after the birth,

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and must not, under any circumstances, resume work until at least six calendar weeks after the

birth. However, if the female employee asks to resume work at least six calendar weeks after

the birth, and if her doctor has no objection, she will be allowed to do so.

3. Female employees wishing to take maternity leave must apply in advance.

4. No wages are paid to the employee during the period of maternity leave. However, an

employee who has given birth and has worked more than 6 months before the beginning of

maternity is entitled to 20 work days of wages.

5. The period of a maternity leave is not included in the employee's total years of service.

6. A female employee who is on maternity leave must report her situation to the School at least

once a calendar month.

7. When a male employee whose spouse gives birth, requests a leave and furnishes documentary

proof of birth, the School grants up to a maximum of two days unpaid paternity leave during

the period of six calendar weeks before the birth and eight calendar weeks after the birth.

8. Female employees who are insured by the social insurance, may apply for the health

insurance/maternity allowance.

　(育児休暇)

第 37条　生後満１歳未満の子を有する職員が育児のために申し出た場合、スクールは、子が満１歳に達するまでを限度として、本人の希望する期間の育児休暇を与えます。ただし、労使協定の締結により、次のいずれかの場合は、休暇を認めないことになります。

(１)勤続１年未満の職員 (２)職員の配偶者で、育児休暇の申し出に係る子の親である者が次のいずれにも該当す

る職員

　①職業に就いていない者（育児休暇、その他の休暇、休業により就業していない者、および１週間の就業日数が 2日以下の者を含む）であること

　②心身の状況が申し出に係る子の養育をすることができる者であること　③６暦週間（多胎妊娠の場合は 14暦週間）以内に出産する予定でないか、または産

後８暦週間以内でない者であること

　④申し出に係る子と同居している者であること(３)申し出の日から 1年以内に雇用関係が終了することが明らかな職員(４)１週間の所定労働日数が 2日以下の職員(５)職員の配偶者以外の者で、育児休業の申し出に係る子の親である者が(2)の①から④までのいずれにも該当する職員

２　育児休暇中の職員は、次の事情がある場合に限り、子の１歳の誕生日から１歳６ヶ月に達するまでの間で必要な期間、育児休暇を継続することができます。継続の申請は速やかに、遅くとも対象となる子の１歳の誕生日の 14暦日前までに行って下さい。なお、育児休暇期間の継続を開始しようとする日は、子の 1歳の誕生日に限るものとします。(１)保育所に入所を希望しているが、入所できない場合(２)職員の配偶者であって育児休暇の対象となる子の親であり、１歳以降育児

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　　　　　に当たる予定であった者が、死亡、負傷、疾病等の事情により子を育児することが困難になった場合

３　育児休暇の対象者であって育児休暇の申し出を行わない職員、および生後満３歳未満の子を有する職員が育児のために申し出た場合は、短時間勤務等の措置を与えます。

４　育児休暇の対象者、手続き等、必要な事項については、育児・介護休業法の定めるところによります。

５　育児休暇期間中は、賃金を支給しません。また、短時間勤務による不就労時間の賃金は支給しません。

６　育児休暇期間は、勤続年数に通算しません。７　育児休暇期間中の職員は、少なくとも１暦月１回スクールに現状報告をして下さい。

CHILD-CARE LEAVE

ARTICLE 37 If an employee with a child less than one year old requests a leave for child care, the

School will grant the leave for the period that the employee requests, or until the child is one year

old, whichever comes first. However, when a labor-management agreement is concluded, leave will

not be granted in the cases listed below.

(1) An employee with less than one year of service

(2) All listed below apply to an employee’s spouse who is also the parent of the child:

① the spouse does not work (including those who are on child-care leave or

any other leave and those whose number of regular work days per week

is less than two)

② the spouse is mentally and physically able to take care of the child

③ the spouse is not considered to give a birth within 6 calendar weeks (14

calendar weeks in the case of a multiple birth) or the spouse has not

given a birth within 8 calendar weeks

④ the spouse lives with the child

(3) When it is clear that the employment will be finished within one year after the

time of the request.

(4) An employee with less than 2 days per week

(5) The employee’s number of specified work days per week is less than two

All 1) to 4) as listed in item (2) apply to a parent of the child, who is not the

spouse of the employee.

2. An employee on child-care leave may take additional child-care leave only for the necessary

number of days during the period from the child's first birthday until the child reaches the age

of one year and six months, but only under the circumstances listed below. The request must be

made at latest 14 calendar days before the child’s first birthday. Note that the additional child-

care leave must begin on the child's first birthday.

(1) Where the employee wishes to place the child in day care, but is unable to do so

(2) Where the employee's spouse is the parent of the child for whom child care leave

is requested, and the spouse who planned to care of the child after its first

birthday can no longer do so due to circumstances such as death, injury, illness,

or the like

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3. Where an employee is eligible for child-care leave, but does not request it, or where an

employee with a child less than three years old requests child-care leave, the School will make

arrangements such as, for example, allowing the employee to work shorter hours.

4. The requirements concerning who is eligible for child-care leave, the procedures of the request

and the like shall be as prescribed in the Law Concerning the Welfare of Workers Who Take Care

of Children or Other Family Members Including Child Care and Family Care Leave.

5. Wages are not paid to an employee on child-care leave or for the times during which she does

not work due to the shortened working hours as prescribed in the preceding paragraph 3.

6. The period of a child-care leave is not included in the employee's total years of service.

7. An employee who is on child-care leave must report his or her situation to the School at least

once a calendar month.

(育児時間及び生理休暇)

第 38条　生後１歳未満の子を育てる職員があらかじめ申請した場合は、所定の休憩時間の他、日２回、各々 30分の育児時間を与えます。

　２　生理日の就業が著しく困難な女性職員から請求があったときは、必要な期間休暇を与えます。

３　生理休暇中は、賃金を支給しません。また、育児時間の取得による不就労時間の賃金は支給しません。

CHILD-CARE TIME

ARTICLE 38 If an employee who is caring for a child less than one year old requests in advance,

the School will grant the employee two periods of 30 minutes each per day for child care, in addition

to the specified work break times.

2. Wages are not paid to an employee for child-care time.

(母性健康管理のための休暇)第 39条　妊娠中、または出産後１年を経過しない女性職員は、所定労働時間内に母子

保健法に定める健康診査、または保健指導を受診するため、通院に必要な時

間を請求することができます。２　前項の審査により、医師による保健指導を受けた場合は、書面による証明

を添えて申し出ることにより、短時間勤務、時差勤務、休憩時間の延長等の

措置を受けることができます。

３　前１項、および２項の措置を受けた場合の不就労時間は、賃金を支給しませ

ん。　　

MATERNAL HEALTH MANAGEMENT

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ARTICLE 39 A female employee who is pregnant or has given birth within the preceding 12 months

may request time during her specified working hours to go to a hospital or clinic to receive medical

examinations and guidance in maintaining her health, as prescribed in the Maternal and Child Health

Law.

2. Where a female employee has received instructions from her doctor as result of a medical

examination covered under the preceding paragraph, she may, upon request and submission of

a written verification of the doctor’s instruction, be granted shorter working hours, be allowed to

work different hours, have her work break times extended, or the like.

3. Where a female employee is granted such concessions as those cited in the preceding

paragraphs 1 and 2, no wages are paid for the times during which she does not work.

　(介護のための休暇)

第 40条　常時家族の介護を必要とする職員が申し出た場合には、スクールは、要介護状態にあることを証明する書類を提出した職員に限り、要介護状態にある対象家族１人につき、常時介護を必要とする状態に至るごとに１回の介護休暇を与え、その期間は、通算 93

暦日を限度とします。２　介護休暇の対象者、手続き等、必要な事項については、育児・介護休業法の定めるとこ

ろによります。３　介護休暇の対象者には申し出により、短時間勤務等の措置を与えます。４　介護休暇期間中は、賃金を支給しません。また、前 3項の措置を受けた場合の不就労時

間の賃金は支給しません。５　介護休暇期間は、勤続年数に通算しません。６　介護休暇期間中の職員は、少なくとも１暦月１回スクールに現状報告をして下さい。

Family health care leave

ARTICLE 37 If an employee who must provide constant care for a family member requests leave

for long-term care, the School will grant leave for long-term care for an accumulated period of up to

93 calendar days, with one period of leave being granted for each time that a single family member

who requires care enters a state in which constant care is necessary. Documentation verifying the

need for such care must be provided at the time of request for such leave.

2. The requirements concerning who is eligible for leave for long-term care, the procedures for

applying for it, and the like shall be as prescribed in the Law Concerning the Welfare of Workers

Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave.

3. Employees who are eligible for leave for long-term care may, on request, be provided with

special considerations such as shorter working hours.

4. Wages are not paid to an employee on leave for long-term care or for hours not worked due to

shortened working hours prescribed in the preceding paragraph 3.

5. The period of leave for long-term care is not included in the employee's total years of service.

6. An employee who is on long-term care leave must report his or her situation to the School at

least once a calendar month.

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　(子の看護のための休暇)

第 41条　小学校就学の年齢に達するまでの子を養育する職員は、負傷し、又は疾病にかかった当該子の看護をするために、１学年度につき 5日間を限度として、子の看護休暇を取得することができます。

２　子の看護休暇の対象者、手続き等、必要な事項については、育児・介護休業法の定めるところによります。

３　子の看護休暇は、賃金を支給しません。

LEAVE TO TAKE CARE OF A SICK CHILD

ARTICLE 41 An employee who is caring for a child who has not reached the age to enter

elementary school may request leave in the event that the said child is sick or injured to take care of

the said child up to 5 days per academic year.

2. The requirements concerning who is eligible for this leave, the procedures for applying for it, and

the like shall be as prescribed in the Law Concerning the Welfare of Workers Who Take Care of

Children or Other Family Members Including Child Care and Family Care Leave.

3. Wages are not paid to an employee on leave to take care of a sick child.

（裁判員等のための休暇）　第 42条　職員が裁判員若しくは補充裁判員となった場合又は裁判員候補者となった

場合には、次のとおり休暇を与える。裁判員又は補充裁判員となった場合　　　　　必要な日数裁判員候補者となった場合　　　　　　　　　必要な時間

２　裁判員等のための休暇は、賃金を支給しません。

Citizen-judge Leave

ARTICLE 42 In case of being appointed as a jury, replacement for the jury or possible jury

candidate, OIS grants unpaid jury duty leave for the period list below.

A jury or a replacement jury necessary number of days

A possible jury candidate necessary number of days

2. Wages are not paid during the jury duty leave.

第４節配置換えおよび出張

SECTION 4 : REASSIGNMENTS AND BUSINESS TRAVEL

(配置換え等)

第 43条　スクールは、業務上必要ある場合に配置換え、転勤、または出向を命ずることがあります。

２　前項の場合、職員は拒むことができません。３　異動を命じられた場合は、スクールが指定した日までに着任しなければなりません。４　スクールが出向を命じる場合は、その事由、職務、出向予定期間、および出向中の勤務

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条件等の取り扱い、その他必要事項について、事前に本人に通知します。

REASSIGNMENTS, ETC.

ARTICLE 43 The School may order the reassignment or transfer of employees, or order employees

to work at other organizations, as the circumstances of School operations may require.

2. Employees may not refuse any order covered under the preceding paragraph.

3. Employees who are reassigned, transferred, or ordered to work at other organizations must

assume their new positions by the day that the School designates.

4. When the School orders an employee to work at another organization, the School will inform the

employee in advance of its reasons, the new duties, the planned term, the working conditions,

and any other necessary information.

　(出張)

第 44条　スクールは、業務上必要がある場合に、職員に対し出張を命ずることがあります。２　出張は、所定労働時間を勤務したものとみなします。ただし、スクールが別段の指示

をした場合は、この限りではありません。

BUSINESS TRAVEL

ARTICLE 44 The School may order employees to travel on business, as the circumstances of

School operations may require.

2. Business travel is regarded as working during assigned working hours. However, this does not

apply in cases where the School issues special instructions.

(旅費)

第 45条　職員の出張旅費および転勤旅費の支給については、スクールが必要と認める範囲の実費を支給します。

TRAVEL EXPENSES

ARTICLE 45 The School will pay employees business-travel expenses and relocation expenses that

it deems to be necessary.

第５章　賃金

Chapter 5: Wages and Retirement Allowance

　(賃金)

第 46条　職員の賃金は、別に定める賃金規程によります。

WAGE STANDARDS

ARTICLE 46 Employee wages and retirement allowance shall be in accordance with separately

prescribed wage and retirement allowance regulations.

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第６章　休職

Chapter 6: Suspension

(休職の種類)

第 47条　職員が次のいずれかに該当し、かつスクールが必要と認める場合には休職とします。(１)私傷病による欠勤が１か月を超え、なお療養を継続する必要があるため勤務できない、または自己の都合により、欠勤が１か月におよんだ場合もしくは断続して欠勤をくり返し、その通算欠勤日数が、20所定労働日に達した場合

(２)スクールの都合により、休職を命じる場合(３)前各号の他、特別の事情があって休職させることを必要と認める場合

TYPES OF SUSPENSION

ARTICLE 47 An employee shall be suspended in the situations listed below if OIS deems it

necessary.

(1) If the employee is absent from work for more than one month working days due to an injury or

illness sustained outside of work or personal reasons and require continuous medical

treatments. This condition also applies if an employee is repeatedly absent from work on an

intermittent basis and the total number of days missed adds up to more than 20

(2) If OIS orders a suspension due to circumstances at the school

(3) In any situation other than those cited above where the School decides that a suspension is

necessary due to special circumstances

(休職期間)

第 48条　前条(１)号の休職期間は１ヶ月間とします。ただしスクールが認めた場合はこの限りではありません。なお、休職期間の開始は、欠勤開始日より１か月を超えた日からとします。

２　前条(２)号、(３)号による休職期間は、スクールが命じる期間とします。３　休職期間中の賃金は、原則として支払いません。また、社会保険料、住民税等について

はスクールに支払わなければなりません。４　休職期間は勤続年数として通算しません。休職期間が満了しても復職できない場合は、

第 52条 (２)号に定めるとおり退職となります。

TERM OF SUSPENSION

ARTICLE 48 The term of a suspension ordered in accordance with item (1) in the preceding article

is for one month. However, the term may be shortened or extended as the OIS deems as

appropriate. The term is to start on the day which exceeds one month's absence.

2. The term of a suspension ordered in accordance with items (2) or (3) in the preceding article

shall be determined by OIS.

3. As a rule, wages are not paid during the term of a suspension. However, the fee of social

insurance, residence tax and the like must be paid to the OIS.

4. Where an employee can not return to work even after the term of the suspension has been

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fulfilled, the employee will be deemed to have resigned as prescribed in item (2) of article 52.

(休職中の連絡)

第 49条　休職期間中の職員は、少なくとも１暦月１回スクールに現状報告をして下さい。２　休職の原因が業務外の傷病である場合は、前項の報告に医師の診断書を添えなければな

りません。

REPORTING DURING A TERM OF SUSPENSION

ARTICLE 49 During a term of suspension, an employee must report his or her situation to the OIS

at least once a calendar month.

2. Where the reason for the suspension is personal injury or illness, a certificate of diagnosis from

a doctor must be attached to the monthly report.

　(復職)

第 50条　休職期間中の職員が、休職の事由が消滅し、職務に充分精励できると判断した時は、復職を希望する日の１暦週間前までに復職が可能である状況を具体的に書面に記載し、復職願に添付してスクールに届け出、許可を得なければなりません。ただし、業務外の傷病による休職の場合は、スクールが指定する医師の診断の結果、なお勤務することが不適当であるとスクールが判断した時は、復職を認めないことがあります。また、復職を認めた場合であっても、休職前の職務と異なる職務に配置することがあります。

２　復職後６暦月以内に、直前の休職と同一の事情で欠勤する場合は、その欠勤は直前の休職期間に算入し、無給となり、勤続年数に加算されません。また、業務外の傷病による休職の場合には、復職後 2暦週間以内で他の傷病による欠勤が６所定労働日以上に及んだ場合は、傷病の種類を問わず休職期間に算入し、無給となり、勤続年数に加算されません。

RETURN TO WORK

ARTICLE 50 When the reasons for a suspension cease to exist before the term of the suspension

has expired and the employee judges himself/herself to be capable of working with sufficient

diligence, the employee must describe in writing the specific circumstances that make it possible to

return to work, attach the document to a request to return to work, deliver it to OIS at least one

calendar week prior to the date on which the employee wishes to return to work, and obtain

permission from OIS.

However, where the employee is suspended due to personal injury or illness, if OIS determines that a

return to work is inappropriate based on the results of an examination by a doctor designated by OIS,

OIS may refuse to allow the employee to return to work. Additionally, even if the employee is allowed

to return to work, he or she may be assigned to different duties other than assigned before the

suspension.

2. If, within six months after returning to work, the employee is absent from work for the same

reason that brought the immediately preceding suspension, the period of absence will be

included in the term of the immediately preceding suspension; the absence is not paid, and the

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period is not included in the employee’s total years of service. Also, where an employee has

been suspended due to an injury or illness sustained outside of work, if the employee is absent

from work for six working days or more due to a different illness during the first two weeks after

returning to work, the period of absence will be included in the term of the suspension,

regardless of the type of illness; the absence is not paid, and the period is not included in the

employee’s total years of service.

第７章　定年、退職、および解雇

Chapter 7: Retirement, Resignation, and Termination

(定年退職)

第 51条　職員の定年は、満 60歳の誕生日とし、定年に達した日の属する学年度の末日をもって定年退職とします。

２　前項の規定にかかわらず、定年後も引き続き雇用されることを希望し、解雇事由又は退職事由に該当しない職員は、スクールと新たに雇用契約をおこない満 65歳の年度末まで勤務することができます。

RETIREMENT AGE

ARTICLE 51 The retirement age for employees is 60, and employees shall retire on the last day of

the school year in which they reach age 60.

2. Irrespective of Article 57, he or she wishes to be employed continuously, who are also excluded

from the article 54, must enter into a new employment contract with OIS. The term will be on the

last day of the school year which he or she reaches age of 65.

　(退職)

第 52条　前条に定めるもののほか、職員が次のいずれかに該当した場合は、該当日の当日をもって退職とし、該当日の翌日から、職員の身分を喪失します。

(１)退職を願い出て受理された場合　　（依願退職）(２)第 48条に定める休職期間が満了しても復職しない場合(３)死亡した場合　　（死亡退職）(４)役員に就任した場合（ただし、校長を除く）

RESIGNATION STANDARDS

ARTICLE 52 Where any one of the following items is applicable to an employee, the employee shall

resign normally on the appointed day and forfeit all employee rights as of the following day.

(1) If the employee requests resignation and the request is accepted.

(2) If the employee can not return to work immediately upon the completion of a term of

suspension, stated in the article 48.

(3) If the employee has died.

(4) If the employee has become a member of the board of directors (other than the headmaster).

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(依願退職)

第 53条　退職を希望する場合は、少なくとも４ヶ月以上前(毎年 11月 30日まで)にその意思をスクールに書面で伝え、充分な引き継ぎを行ってから退職して下さい。

RESIGNATION AT THE EMPLOYEE'S REQUEST

ARTICLE 53 Employees wishing to resign must notify OIS at least four calendar month in advance

(every year by November 30) in writing and leave only after transferring all their duties to

remaining employees.

(解雇)

第 54条　職員が、次のいずれかに該当する場合は解雇します。(１)勤務状況が著しく不良で、改善の見込みがなく、職員としての職責を果たし得ない場合(２)勤務成績又は業務能率が著しく不良で、向上の見込みがなく、他の職務にも転換できない等就業に適さない場合

(３)精神または身体の障害もしくは虚弱老衰、疾病等によって、勤務に耐えられないと判断された場合

(４)試用期間における作業能率又は勤務態度が著しく不良で、職員として不適格であると認められた場合　

(５)第 69条に定める懲戒解雇事由に該当する事実が認められた場合(６)事業の運営上又は天災事変その他これに準ずるやむを得ない事由により、事業の縮小又は部門の閉鎖等を行う必要が生じ、かつ他の職務への転換が困難な場合

(７)業務上の負傷又は疾病による療養の開始後３年を経過しても当該負傷又は疾病が治らない場合であって、職員が傷病補償年金を受けているとき又は受けることとなった場合（スクールが打ち切り補償を支払ったときを含む。）

(８)その他、前各号に準ずると認められる場合

TERMINATION STANDARDS

ARTICLE 54 Any one of the following will be considered cause for termination:

(1) If his or her work performance is noticeably poor and there is no prospect of improving the work

performance nor discharge his or her duties.

(2) If his or her work performance or work efficiency are noticeably poor and there is no prospect of

improving theseconditions nor possible to assign to different duties.

(3) If the employee is determined to be unqualified as a result of an examination of his or her work

performance during a trial period.

(4) If he or she is demed to be unqualified as a result of an examination of his or her work

efficiency or work performance during a trial period.

(5) Any one of the conditions stated in the article 69 will be considered cause for termination.

(6) If there is a decline in the work available, if it becomes difficult to continue the operation of the

school due to a natural disaster, if it is not possible to assign to different duties or any other

unavoidable cause

(7) An employee shall be terminated if the employee is not recovered from injury or illness after

three years have elapsed since the employee's absence for injury or illness incurred in the

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course of employment, while he or she is receiving or due to receive a disability pension

(including an employee on the said absence receives a severance compensation from OIS).

(8) If the employee engages in any other equivalent to those listed items above.

　(解雇の予告)

第 55条　前条の規定により職員を解雇する場合は少なくとも 30暦日前に予告します。予告せずに解雇する場合、平均賃金の 30暦日分を支払います。ただし、天災事変その他やむを得ない事由のために、事業の継続が不可能となった場合、または職員の責に帰すべき事由に基づいて解雇する場合で、それぞれ行政官庁の認定を受けた場合は、この限りではありません。また、試用期間の最初の 14暦日以内に解雇する場合もこの限りではありません。

２　前項の予告日数が 30暦日に満たない場合は、その不足日数分の平均賃金を支給します。

NOTICE OF TERMINATION

ARTICLE 55 Where an employee is to be terminated, notice shall be given at least 30 calendar

days in advance. Where an employee is terminated without notice, 30 calendar days' worth of the

employee's average wages shall be paid.

However, the requirement to give notice does not apply if it becomes impossible to continue the

operation of the School due a natural disaster or any other unavoidable cause, or if the employee is

terminated for reasons for which the employee bears responsibility, and if the approval of the

appropriate government office has been obtained.

2. Where an employee is terminated on less than 30 calendar days' notice, the employee's average

wages for the number of days short of 30 calendar days shall be paid.

　(解雇制限)

第 56条　職員が業務上の負傷または疾病により欠勤する期間、ならびに女性職員が産前産後の休暇により欠勤する期間、およびその後 30暦日の間は解雇しません。ただし、業務上の負傷または疾病のための休業および療養の開始後 3年を経過して職員災害補償給付の傷病補償年金の支給を受ける場合、または、業務上の負傷または疾病のための休業期間中にスクールより打切補償を受ける場合、もしくは天災事変、その他やむをえない事由のため事業の継続が不可能となり、かつ行政官庁の認定を受けた場合は、この限りではありません。

RESTRICTIONS ON TERMINATION

ARTICLE 56 No employee shall be terminated during an absence from work due to injury or illness

incurred in the course of employment, during an absence from work due to maternity leave, or for a

period of 30 calendar days after returning to work from such absences.

However, this does not apply if an employee receives a disability pension along with worker's

accident compensation after three years have elapsed since the employee’s absence for injury or

illness incurred in the course of employment began; if an employee on the said absence receives a

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severance compensation from the School; or when it becomes impossible to continue the operation

of the School due a natural disaster or any other unavoidable cause, and if the approval of the

appropriate government office has been obtained.

(借入金品等の返却、返済)

第 57条　退職する、または解雇された職員は、健康保険証、身分証明書、その他スクールから借入金品をただちに返却、返済して下さい。

２　前項の他、スクールの職員住宅、またはスクールの賃貸契約する住宅に居住する者は、スクールの指定する期日までに立ち退いて下さい。

３　職員が離職し、本人または遺族から請求があった場合は、職員としての身分を喪失した翌日から７暦日以内に、その者の権利に属する金品はこれを支払います。ただし、金品に関して係争のある場合は異議のない部分を支払います。権利者の順位は法令の定めるところによります。

RETURN/REPAYMENT OF BORROWED FUNDS, GOODS, ETC.

ARTICLE 54 When employees retire, resign, or are terminated, they must turn in their health-

insurance card and identification card and immediately return or repay any money or property

borrowed from the School.

2. In addition to the above requirement, retired, resigned, or terminated employees who reside in

School housing or housing the School rents must vacate the premises by the date that the School

designates.

3. Where an employee has retired, resigned, or been terminated and either the employee or the

employee's survivors so request, the School shall pay any money and transfer any property to

which the employee is entitled within seven calendar days after the day on which the employee

forfeits all employee rights. However, if there is any dispute concerning money or property, only

that portion to which there is no objection shall be paid. The ranking of rights-holders shall be as

prescribed by the applicable laws and ordinances.

第 8章　安全および衛生

Chapter 8: Safety and Sanitation

(安全および衛生の向上)

第 58条　職員は、スクールが行う安全、および衛生に関しての措置に協力し、安全の確保、および健康の保持と増進に努めて下さい。

IMPROVING SAFETY AND SANITATION

ARTICLE 58 Employees must cooperate with all measures the School implements with regard to

safety and sanitation and work to ensure safety and promote the maintenance of good health.

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(スクールの鍵の管理)

第 59条　職員は、作業上鍵が必要であれば総務からその都度借りるようにして下さい。また、返却は翌営業日の出勤時には総務に必ず返して下さい。

２　スクールの鍵を個人で所有しないで下さい。

Handling of the OIS keys

ARTICLE 59 If an employee requires keys for the school facility they must obtain them from the

office each time. The keys must be returned by your arrival at the school next day.

2. An employee must not copy or possess the keys belong to OIS.

　(安全基準)

第 60条　職員は、次の安全基準を守って下さい。(1) 通路、非常口、消火設備のある箇所には物品を置かないこと(2) スクールの許可なく火を使用しないこと、また、油、ガス、電気の取り扱いには充分注意すること

(3) 所定の危険な場所には、担当者以外は立ち入らないこと(4) 機械、器具を取り扱う場合は、その安全性を確認すること(5) 火災が起こった、または起こる恐れのある場合は、ただちに臨機の処置を講ずるとともに、速やかに担当者に連絡すること

(6) 安全設備、消火設備、衛生設備、その他危害防止のための設備や装置を、スクールの許可なく除去、変更、またはその効力を失わせるような行為をしないこと

(7) 危害防止のために定められた作業服、ヘルメット、靴、その他の保護具の着用、または使用を怠らないこと

(8) スクールの施設、および構内で喫煙しないこと(9) 担当者または特に指定された者のほかは、原動機等の危険な機械、器具、および重油、灯油等の危険物の操作、および取り扱いを行わないこと

(10)前各号のほか、安全に関する諸規則を守ること

SAFETY STANDARDS

ARTICLE 60 Employees must observe the following safety standards:

(1) Objects shall not be placed in aisles, in front of emergency exits, or where they will obstruct

access to fire-fighting equipment.

(2) Fire shall not be used without the School’s permission, and ample care shall be taken in the

handling of oil, gas, and electricity.

(3) Access to specified hazardous locations is restricted to authorized employees.

(4) The safety of any machinery or equipment shall be checked whenever it is used.

(5) Where a fire occurs or there is concern that a fire may occur, appropriate measures shall be

taken immediately, and the necessary persons shall be promptly notified.

(6) Safety equipment, fire-fighting equipment, sanitation equipment, and all other facilities and

equipment for preventing harm shall not be removed or modified without the School’s

permission or handled in such a way as to impair its effectiveness.

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(7) Employees must be sure to wear and use the prescribed work clothes, headgear, shoes, and

other protective gear intended to prevent the risk of injury.

(8) Smoking is prohibited in the School site.

(9) The operation of motors and other hazardous machinery or equipment and hazardous

substances such as oil, kerosene, etc. is restricted to the persons in charge of such equipment

and substance and other specially designated persons.

(10) All safety-related regulations not cited above shall also be observed.

(健康診断)

第 61条　職員は、毎年１回、スクールが用意する健康診断、または本人の希望する医師の健康診断を受けなければなりません。後者の健康診断を受けた場合は、その結果を証明する書面をスクールに提出しなければなりません。

２　前項の他、必要な場合には、スクールは職員の全部、または一部に対して、臨時に健康診断、または予防接種等を行うことがあります。

３　健康診断の結果に基づいて、必要ありと認められた場合は、スクールは当該職員の配置換え、その他その職員の健康保持に必要な措置を講じます。

４　職員は正当な理由がなく、前 1項、２項の健康診断を拒否できません。また、予防接種についてはアレルギー等の症状を引き起こす危険がある場合を除き予防接種を拒否できません。

MEDICAL EXAMINATIONS

ARTICLE 61 The School requires a medical examination for all employees once a year, either

through examinations provided by the School or through the employee’s own physician. In the latter

case, it is the employee’s responsibility to provide the physician’s report to the School.

2. In addition to the examinations specified in the preceding paragraph, the School may, as

necessary, provide special medical examinations or preventive vaccinations for all or some

employees.

3. When deemed necessary based on the results of the medical examination prescribed in

preceding paragraphs 1 and 2, the School may re-assign an employee or take other necessary

measures to maintain the employee's health.

4. Employees may not refuse medical examinations prescribed in the preceding paragraphs

without a legitimate reason. Regarding vaccinations, employees may not refuse unless there is

a danger of causing allergic symptoms.

（健康管理上の個人情報の取扱い）第 62条　スクールへの提出書類及び身上その他の個人情報（家族状況も含む）並びに健康診断

書その他の健康情報は、次の目的のために利用します。スクールの労務管理、賃金管理、健康管理出向、転籍等のための人事管理

２　職員の定期健康診断の結果、職員から提出された診断書、産業医等からの意見書、過重労働対策による面接指導結果その他職員の健康管理に関する情報は、職員の健康管理のために利用するとともに、必要な場合には産業医等に診断、意見聴取のために提供するものとします。

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Handling of individual information on health care

ARTICLE 62 Documents and personal information and other individual information (including family

conditions) submitted to OIS will be used for the following purposes.

OIS Labour Management, Wages Management, Health Care Management and Personnel

Management (transfer of domicile and the like)

2. As a result of employee's annual medical examination, any documents submitted by employees

on his or her health care such as, the medical report from a doctor, the guidance report from

the interview on heavy labour measures, or any other information on employee's health care,

will be utilised and will be provided to a doctor when it is necessary to have medical reports and

opinions.

（就業禁止等）第 63条　他人に伝染するおそれのある疾病にかかっている者、又は疾病のため他人に害を及ぼ

すおそれのある職員、その他医師が就業不適当と認めた職員は、就業させません。　２　職員は、同居の家族又は同居人が他人に伝染するおそれのある疾病にかかり、又はその

疑いのある場合には、直ちに所属長に届け出て、必要な指示を受けなければなりません。

Ban from work or employment

ARTICLE 63 An employee who has illness or disease that could be transmitted or harm others, and

a doctor diagnoses "unfit to carry out duties", will be banned (or barred) from work.

2. An employee must report to his or her supervisor promptly and seek for instructions if his or her

family member or lodger has a case of contagious disease or is suspected to have.

　(労働災害補償)

第 64条　職員が業務上の事由又は通勤により負傷し、疾病にかかり、又は死亡した場合は、労基法及び職員災害補償保険法（昭和 22年法律第 50号）に定めるところにより災害補償を行います。ただし、補償を受けようとする職員が同一の事由により職員災害補償保険法、または自動車損害賠償責任保険法等によって保険給付を受ける場合には、この給付額に相当するものは補償しません。

２　スクールは職員から民事上の損害賠償を求められ、かつ裁判所からその支払い命令を受けた場合、当該職員が当該事故を理由に既にスクールから見舞い金、かつまた、もしくは労災上乗せ保険からの給付を受けていれば、その額を損害賠償額から控除します。

　３　自家用車を通勤に利用する職員は、毎年 3月に自動車検査証、自賠責証明書、運転免許証各々コピーを総務に提出して下さい。

Worker’s compensation

ARTICLE 64 In the event that an employee is injured, becomes ill, or dies in the course of

employment or in commuting, shall qualify for accident compensation as prescribed by the Labour

Standards Law and the Worker's Compensation Insurance Law.

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However, if the employee who is due the compensation receives an insurance benefit for the

same reason in accordance with the Worker's Compensation Insurance Law, the Compulsory

Automotive Liability Insurance Law, or other laws, the compensation paid by OIS shall be reduced by

the amount of said benefit.

2. In the event that an employee demands accident compensation from the School under civil law

and payment is ordered by the court, if the employee has already received a solatium from the

School and/or a benefit from supplementary worker's compensation insurance for the same

reason, the compensation paid by the School shall be reduced by the total amount of such

payments.

3. An Employee who uses his or her own car for commuting should submit each copy of the safety

check certificate, motor vehicle liability certificate and driver's license to the general affairs

department in March every year.

第 9章　教育訓練

Chapter 9: Staff development

（教育訓練）第 65条　スクールは、職員に対し、業務に必要な知識、技能を高め、資質の向上を図るため、

必要な教育訓練を行います。２　職員は、スクールから教育訓練を受講するよう指示された場合には、特段の事由がな

い限り指示された教育訓練を受けなければなりません。

Staff Training

ARTICLE 65 OIS offers necessary training to support staff and enhance their skills and knowledge

to improve the quality of their work.

2. In cases where an employee is instructed to attend staff training, they must do so unless he or

she has sought and been granted formal permission not to.

第 10章　賞罰

Chapter 10: Rewards & Punishments

第１節　表彰Section 1: Commendations

(表彰)

第 66条　職員が次のいずれかに該当する場合は、吟味のうえ、これを表彰します。(１)勤務に誠実で他の模範と認められた場合　　　　　　　勤続満 5年　金 3万円　

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勤続満 10年　特別休暇 3日　金 5万円　　　　　　　勤続満 15年　特別休暇 5日　金 10万円ただし、特別休暇の日程についてはスクールが指定する時期に取得してもらいます。(２)災害防止、災害救助等で、特に功労があった場合(３)業務上有益な発明、改良を行った場合(４)社会的にスクールの名誉になるような行為を行った場合(５)その他、前各号に準ずると認められる場合

Commendation

ARTICLE 66 Where any of the situations described below is applicable to an employee; the

employee may receive a commendation.

（1） If the employee is recognized as a model for others for his or her integrity in his or her job.

＊ 5 full years continuous service

Bonus 30,000 Yen


3 day special leave

Bonus 50,000 Yen


10 day special leave

Bonus 100,000 Yen

Regarding the special leave, it should be taken in the period that OIS specifies

(2) If the employee has performed with particular distinction in the area of disaster prevention, or

disaster rescue, etc.

(3) If the employee has devised an invention or made an improvement that is useful on the job.

(4) If the employee's actions have brought socially recognized honor to the School.

(5) If the employee is recognized for any similar accomplishment to those listed above.

第２節　懲戒Section 2: Disciplinary Measures

(懲戒の種類)

第 67条　スクールは、職員が次条のいずれかに該当する場合は、その情状により、下記の懲戒を行います。

　　(１)口頭による注意をします。　　(２)文書による注意をします。

(３)譴責　始末書を提出させ、将来の行動について戒めます。(４)減給　始末書を提出させる他、１回について平均賃金の１日分の半額、総額が一賃金計算期間における賃金総額の 10分の 1の範囲内で減給します。

(５)保護観察　始末書を提出させる他、7日間保護観察下に置かれます。この保護観察の間は手当ては支給しません。

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(６)降格　降格します。(７)諭旨退職　退職を勧告し、退職願いを提出させます。これに応じない場合は、懲戒解雇とします。

(８)懲戒解雇　予告期間を設けないで即時解雇します。なお、所轄の労働基準監督署長の認定をうけた場合は、解雇予告手当(平均賃金の 30日分)を支給しません。

TYPES OF DISCIPLINARY MEASURES

ARTICLE 67 Where any of the situations described in the article 68, by the light of the

circumstances, OIS may take disciplinary action listed below to an employee.

(1) Verbal reprimand will be given

(2) Written reprimand will be given

(3) Reprimand: The employee may be asked to present a written apology and be admonished

about future conduct.

(4) Wage deduction: The employee may be asked to present a written apology. The amount of

the wage deduction shall be one-half of 1 day's portion of the average wage in any one

instance, with the total deductions to amount to no more than 10% of the total wages for any

one pay period.

(5) Probation: The employee may be asked to present a written apology. The employee shall

also be placed on probation for no more than seven working days, and wages shall not be paid

for the period of the probation.

(6) Demotion: The employee shall be demoted.

(7) Forced resignation: The employee may be asked to submit a letter of resignation. If it is not

submitted, disciplinary termination shall be applied.

(8) Disciplinary termination: The employee shall be terminated immediately without advance

notification, and if the approval of the appropriate government office has been obtained, no

termination notification allowance will be paid.

(懲戒事由)

第 68条　職員が次のいずれかに該当する場合は、情状により、譴責、減給、降格とします。ただし、違反行為が軽微であるか、情状酌量の余地がある、または改悛の情が明らかである場合は、懲戒を免除し譴責にとどめることがあります。

(１)スクールの定める諸規則に従わない場合(２)正当な理由なく無届けによる遅刻、早退、または私用外出をくり返し行った場合(３)正当な理由なく、無断欠勤に及んだ場合(４)業務に関して同僚、または上司に対し、非協力的で敬意を欠く場合(５)勤務評価が著しく劣る場合(６)職務上の報告、届け出、手続きなどを怠る、または偽った場合(７)職務怠慢によって業務上の問題を引き起こした場合(８)スクールの同僚、管理職、理事長を誹謗、中傷、またはこれらに反抗した場合(９)出勤簿のサインを他人に依頼した、または依頼に応じた場合(10)スクールに関係のない事柄についての演説、集会、貼り紙、印刷物の配布、その他これらに類する行為を、スクールの許可なく、スクール内で行った場合

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(11)スクールの秩序、風紀を著しく乱す行為を行った場合(12)本校生徒、または職員に対するセクハラ行為、および公序良俗に反する行為を行った場

合(13)スクール内で宗教の布教活動を行った場合(14)スクールの許可なく、スクール内で何らかの営業活動を行った場合(15)監督不行き届きのため重大な問題が起こり、そのために部下が懲戒された場合(16)勤務時間中に副業をした場合(17)有効な運転免許証がなく運転した場合、または飲酒運転を行った場合(18)本規則に定める服務規律(第３章参照)、安全、および衛生についての各条(第８章参照)に違反した場合、または前各号に準ずる不適切な行為があった場合

CAUSES FOR DISCIPLINARY MEASURES

ARTICLE 68 Where any of the situations described below are applicable to an employee, the

employee shall be subject to reprimand, wage deduction or demotion. However, where the infraction

is slight, or there is room for consideration of the circumstances, or the employee is clearly

repentant, disciplinary measures may be withheld and only a warning issued.

(1) If the employee fails to follow the rules established by the OIS.

(2) If the employee repeatedly arrives late for work, repeatedly leaves work early, or

repeatedly leaves the premises on personal business without giving notice and

appropriate reasons.

(3) If the employee is absent from work without approval.

(4) If the employee is uncooperative or disrespectful of fellow employees or his/her supervisor(s).

about work related matters.

(5) If the employee's work performance is noticeably poor.

(6) If the employee fails to follow work-related administrative procedures or reporting

requirements, or files a false report.

(7) If the employee slanders or defies fellow employees, administrator, directors, or trustees of OIS.

(8) If the employee asks another person to sign in for him or her on the work log, or complies with

such a request from another person.

(9) If the employee gives a speech, holds a meeting, puts up posters, distributes printed materials,

or engages in any similar activities with OIS operation without permission.

(10) If the employee behaves in such a way as to noticeably disrupt the good order and discipline of

OIS.

(11) If the employee engages in sexual harassment or behaves in a manner that is contrary to public

order and decency.

(12) If the employee engages in religious proselytizing within the OIS

(13) If the employee engages in any sort of commercial activity within the School without permission

from OIS.

(14) If the employee's negligence as a supervisor creates a major problem for which the employee's

subordinates are disciplined.

(15) If the employee engages in outside work during his/her work hours.

(16) If the employee drives a motor vehicle without a valid license or while intoxicated.

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(17) If the employee violates any of the work regulations or safety and sanitation regulations

prescribed in this document. (See chapters 3 and 8)

(18) If the employee engages in any other improper behavior equivalent to those listed in items

above.

(19) School uniforms instill a sense of discipline into the school day. A school uniform is a vital part

of respecting one's school and the start of a more disciplined approach to learning.

A. Pants

Black slacks or khaki or black/dark colored training pants from Monday to Friday ( no jeans,

cargo pants pockets, short pants)

B. Shirts

OIS white shirt or yellow shirt

Polo Shirts, blouse (girls) every Friday ,only OIS shirt is acceptable

　(懲戒解雇事由)

第 69条　職員が次のいずれかに該当する場合は、懲戒解雇とする。(１)故意または過失により、スクールの業務に関わる重大な問題を引き起こした場合(２)スクールの業務命令に従わない場合、または業務の遂行を拒む場合(３)正当な理由無くスクールの業務上必要な秘密な外部に漏洩してスクールに損害を与え、又は業務の正常な運営を阻害した場合

(４)私生活上の被違行為やスクールに対する正当な理由のない誹謗中傷等であってスクールの名誉信用を損ない、業務に重大な悪影響を及ぼす行為をした場合

(５)正当な理由無く無断欠勤が 14暦日以上連続し、出勤の督促に応じなかった場合(６)正当な理由なく無断でしばしば遅刻、早退、または欠勤を繰り返し、３回にわたって注意を受けても改めなかった場合

(７)懲戒に処せられたにもかかわらず、懲戒に従う意思が認められない場合(８)懲戒処分を受けた者が、１年以内に再び懲戒に相当する行為を行った場合(９)採用されるために、職歴、学歴、資格等の詐称、またはその他の不正行為を行った場合(10)スクール内、またはこれに準ずる場所で暴行、脅迫、傷害、その他これに類する行為を行った場合

(11)他人の物を窃取した場合(12)故意、または重大な過失により、スクールの施設、資材、製品、商品、機械、設備、器具、その他の物品を破損、破壊した場合、または重大な災害を発生させた場合

(13)明らかに犯罪行為に関与した場合、あるいは有罪判決を受けた場合(14)スクールの資財を横領、あるいは流用した場合(15)本校生徒、または職員に対する悪質なセクハラ行為、および著しく公序良俗に反する行為を行った場合

(16)許可なく二重就業することを禁止した規則(第 10条 19号)に違反した場合(17)前条の懲戒事由の複数に該当し、またその違反行為が重大である場合 (18)その他、前各号に準ずる不適切な行為があった場合

CAUSES FOR DISCIPLINARY TERMINATION

ARTICLE 69 Where any of the situations described below is applicable to an employee, the

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employee may be subject to a reprimand, wage deduction, suspension from work, salary reduction,

demotion, or forced resignation, as befits the circumstances.

(1) If the employee creates a major problem at work, either intentionally or through negligence.

(2) If the employee acts contrary to the School's work orders or refuses to perform his or her

duties.

(3) School’s information is private and confidential. Under no circumstances should contact

information be given to any third parties without the express permission of the person

concerned.

(4)

(5) If the employee is absent from work without permission for 14 consecutive calendar days or

longer.

(6) If the employee is often late without informing the school, leave early or repeat the absence

and was not changed even warned three times.

(7) If the employee is deemed to have no intention of submitting to disciplinary measures, while

disciplinary measures have been taken.

(8) If the employee engages in behavior that warrants disciplinary measures within one year after

having already been subject to disciplinary measures.

(9) If the employee misrepresents his or her work experience, educational degrees/credentials, or

engages in any other fraudulent behavior in order to gain employment with the School.

(10) If the employee engages in violence, makes threats, inflicts bodily injury, or engages in any

similar behavior, either in the school site or in any other comparable situation.

(11) If the employee steals another person's property.

(12) If, either intentionally or through major negligence, the employee damages or destroys any

facilities, materials, products, goods, machines, equipment, tools, or any other property

belonging to the School, or causes a major disaster to occur.

(13) If it is obvious that the employee engages in criminal activity or is found guilty for criminal

behavior in a court of law.

(14) If the employee commits embezzlement or misappropriates funds of OIS in the course of work.

(15) If the employee engages in malicious sexual harassment or any other behavior that is

noticeably contrary to public order and decency.

(16) If the employee violates the rule that prohibits having a second job without the School’s

permission. (article 10- item 19)

(17) If the employee is deemed to have committed more than one of the infractions listed in the

preceding article (article 60), particularly if the infractions are major.

(18) If the employee engages in any other improper behavior equivalent to those listed in items

above.

(損害補償)

第 70条　職員が故意、または重大な過失によりスクールに損害をかけた場合は、損害の一部または全部を賠償させることがあります。ただし、これによって懲戒を免れうるものではありません。

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COMPENSATION FOR DAMAGES

ARTICLE 70 If, either intentionally or through major negligence, the employee inflicts damage on

the School, the employee will be made to pay compensation for all or part of the damage.

However, the payment of compensation shall not exempt the employee from disciplinary measures.

附　則就業規則は、2006年 4月 1日施行します。就業規則は、2007年１月１日改正施行します。就業規則は、2007年 10月１日改正施行します。就業規則は、2013年 4月 1日改正施行します。

Rider

These rules shall come into effect as of April 1, 2006

These rules have been amended and shall come into

effect as of January 1, 2007.


effect as of October 1, 2007.


effect as of April 1, 2013.

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