JapaneseOf the personal information handled by the company, the company will handle the personal information concerning persons who are attempting or have attempted to become an executive officer or employee of the company (hereinafter “Employment Applicants”) and persons who have resigned from the company as follows.
The Company will use the following personal information for the purposes stated below.
| Item | Specific details | Purpose of use |
|---|---|---|
| Basic information | Name, address, age, date of birth, gender, telephone number, portrait photo, etc. | Assessing and making a decision on hiring, examining/deciding the terms and conditions for hiring, responding to inquiries, business communication |
| Wage related information | Annual salary, monthly salary, bonuses, how the salary was decided, etc. | |
| Human resources information | Academic background, qualifications/licenses, job position, work experience, etc. | |
| Information concerning family and relatives | Existence of dependent family members, etc. |
| Items | Specific details | Purpose of use |
|---|---|---|
| Basic information | Name, address, age, date of birth, gender, telephone number, portrait photo, etc. | Social insurance procedures, statutory procedures, creation of various statistical data, improving the work environment/work efficiency, communication after retirement |
| Wage related information | Annual salary, monthly salary, bonuses, how the salary was decided, retirement allowance, etc. | |
| Human resources information | Performance evaluation, academic background, qualifications/licenses, job position, work experience, disciplinary actions/awards, etc. | |
| Information concerning family and relatives | Family structure, whether living together or separate, etc. | |
| Physical and health information | Health condition, medical history, physical and mental disorder, health checkup results, etc. |
When personal information of Employment Applicants and resigned employees is used for any purpose other than the above, the purpose of use will be clarified, and prior consent will be obtained from the subject person on a case-by-case basis.
The company will jointly use the following personal information for the purposes stated below. A non-disclosure agreement will be concluded with the joint user, and information will be thoroughly managed.
Joint use for business operations
| Items to be jointly used | Of the personal information concerning Employment Applicants and resigned employees set forth in 1) and 2) above, the items necessary for achieving the purpose of use stated below |
|---|---|
| Scope of joint users | SoftBank Group Corp., SoftBank Corp., SB AtWork Corp., other SoftBank group companies, companies with which a loan agreement is concluded, health insurance societies, and companies providing benefit programs |
| Joint Users’ purpose of use | Employment management, benefit programs, and service assistance necessary for business operations |
| Person responsible for the joint use | Head of the Human Resources Division of the Company |
The following will apply to requests for notification of the purpose of use, disclosure, correction, addition or deletion (hereinafter “Corrections”), or suspension of use, deletion or suspension of provision to third parties (hereinafter “Suspension of Use”), and complaints in relation to Employment Applicants’ and resigned employees’ personal information.
| Email address | sbbmb-hr_service_account@g.softbank.co.jp |
|---|---|
| Point of contact | Point of contact for inquiries concerning Employee Personal Information Human Resources Division, SB C&S Corp. Tokyo Port City Takeshiba Office Tower 1-7-1 Kaigan, Minato-ku, Tokyo 105-7529 |
| Office hours | 10:00 am to 5:45 pm (Closed on Saturday, Sunday, National Holidays and New Years’ Holidays) |
- a. The company will send a personal information disclosure request prepared by the company and instructions that state the where the form should be sent, processing fee, and payment method to the person who requested a disclosure to the above point of contact.
- b. To the requestor who received the request form will pay the processing fee in accordance with the designated method stated in the instructions, and send the request form with the necessary items filled out and the specified identification document attached to the addressee. If the request is made by a proxy, the proxy’s identification document will also need to be sent.
- c. When the designated point of contact for request forms receives the request form with the necessary items filled out and identification document and confirms the processing fee has been paid, the company will start the procedure. However, in the case of any of the following (hereinafter “Nondisclosure Reason”), the company may not perform all or a part of the request.
- – When the life, physical well-being, property or other rights and interests of the subject person or a third party may be harmed
- – When the proper operation of the company’ business may be significantly hindered
- – When it will violate other laws and regulations
- a. In relation to requests for corrections made to the point of contact, when the requestor presents evidence sufficient for identifying the relevant information and the company deems it necessary for achieving the purpose of use, a correction will be made based on the result thereof.
- b. In relation to requests for Suspension of Use made to the point of contact, if the requestor presents evidence sufficient for identifying the relevant information and there is determined to be a valid reason for the request, Suspension of Use will be implemented. However, in the case of a Nondisclosure Reason, all or a part of the request may not be performed.
The fee for the disclosure of personal information is 1,000 yen per request (tax excluded). However, the fee may not be collected when the company particularly determines the fee to be unnecessary. The fee will be paid in accordance with the method designated by the company.
– The Handling of personal information of employment applicants and resigned employees is in force as of April 1, 2014.
– Revised as of September 1, 2014.
– Revised as of September 1, 2020.
– Part of the existing handling of employee personal information policy has been used to create these revised rules which will become effective from April 1, 2022.