Basic Policy on Harassment

株式会社フォーク (hereinafter “the Company”) promotes the creation of an environment where every employee is respected and can perform to their full potential with peace of mind. We also believe that building mutually respectful relationships with our customers, business partners, partner companies, job seekers, and all others involved in our business is essential to creating better services and value.

We will never tolerate any form of harassment that harms the dignity of others or impairs the work environment or other surroundings, regardless of position or relationship. However, this policy does not restrict necessary and appropriate instructions or guidance for business purposes, nor does it restrict legitimate opinions, requests, or complaints provided within a socially acceptable scope.

1. Types of Harassment

In accordance with relevant laws and guidelines from relevant government agencies, we work to prevent the following types of harassment:

Power Harassment

This refers to behavior in the workplace based on a position of superiority that exceeds the scope of necessary and appropriate business instructions or guidance, thereby impairing the work environment of employees and others. Please note that appropriate business instructions and guidance do not constitute power harassment.

Sexual Harassment

This refers to behavior that causes disadvantage or discomfort to others through sexual words or actions, or impairs the work environment or other surroundings. This includes behavior directed at employees, as well as behavior toward customers, business partners, partner companies, and others involved in our business.

Harassment Related to Pregnancy, Childbirth, Childcare, or Caregiving

This refers to behavior that impairs the work environment due to reasons such as pregnancy, childbirth, childcare/caregiving leave, or the use of related systems.

Customer Harassment

This refers to behavior by customers, business partners, enquirers, or others involved in our business that exceeds the scope of social norms in light of the nature of our business or other circumstances, thereby impairing the work environment of employees and others.

Harassment Toward Job Seekers and Others

We strive to respond appropriately during recruitment activities and other situations to ensure that we do not engage in behavior that harms the dignity of job seekers, applicants, interns, and others.

[Examples of Potential Harassment]

• Physical attacks such as assault, injury, or throwing objects
• Mental attacks such as threats, insults, statements that deny a person’s character, or extreme verbal abuse
• Forcing someone to kneel (dogeza) or other excessive apologies
• Demands that significantly exceed the scope of contracts or services, or forcing unfair monetary compensation or free services
• Continuous or persistent behavior, such as long-term confinement or repeated demands/inquiries
• Stalking, surreptitious photography, unauthorized disclosure of personal information, or other privacy violations against employees
• Slander or defamation of employees on the internet or social media
• Sexual remarks or inappropriate physical contact

※ The above are representative examples. We will make comprehensive judgments based on individual circumstances, the content and nature of the behavior, and the methods used. Furthermore, opinions, requests, or complaints regarding our products and services do not constitute customer harassment if they are made within a socially acceptable scope in terms of content and method. We will continue to take such feedback seriously and strive to improve our services and quality.

2. Our Stance on Harassment

When we determine that harassment has occurred, we will take steps to ensure the safety and work environment of the victim and will promptly investigate the facts to take necessary action.

If harassment by our employees is confirmed, we will deal with it strictly in accordance with our work rules and other internal regulations.

Regarding customer harassment from customers, business partners, or other external parties, we may take necessary measures to protect our employees, such as changing the person in charge, ceasing response, or restricting future responses, service provision, or transactions. For acts that may constitute assault, threats, or other crimes, or particularly malicious acts, we will deal with them resolutely in cooperation with experts such as lawyers and the police or other relevant authorities.

3. Initiatives to Prevent Harassment

To prevent harassment before it occurs and to respond appropriately to incidents, we promote the following initiatives:

• Disseminating and raising awareness of our basic policy, internal rules, and response methods regarding harassment
• Providing continuous education and training for executives and employees
• Establishing consultation desks and internal reporting and response systems
• Conducting prompt and appropriate fact-finding when consultations or incidents occur
• Providing consideration and necessary support to victims
• Strictly protecting the privacy of consultants, perpetrators, and other related parties
• Prohibiting disadvantageous treatment based on reporting or cooperating with fact-finding
• Verifying incidents and implementing thorough measures to prevent recurrence
• Understanding the actual situation within the company and continuously reviewing initiatives as necessary

4. Expectations for Our Employees

We will thoroughly educate and inform our employees to ensure they never engage in harassment against customers, business partners, partner companies, job seekers, or anyone else involved in our business. Our basic stance is to always respect others and maintain appropriate communication, regardless of differences in position.

5. Request to Customers and Business Partners

We view the opinions and requests we receive from customers, business partners, and all others involved in our business as valuable opportunities to provide better digital solutions and services. We will continue to strive for sincere and appropriate responses, and we ask for your understanding of the purpose of this policy and your cooperation in building mutually respectful relationships with our employees.

Date of Enactment: October 1, 2026
株式会社フォーク
President and CEO, Go Sato