Initiatives to Prevent Harassment in Recruitment and Information on Our Consultation Desk

First Resort Co., Ltd. (hereinafter referred to as “the Company”) does not tolerate any sexual harassment or power harassment by employees toward job applicants in our recruitment activities. While we thoroughly implement the internal initiatives described below, if at any point during the Company’s recruitment selection process you feel that something “may be harassment,” please contact our consultation desk.
For reference, the recruitment selection process refers not only to job interviews, but also company tours, meetings, orientations after acceptance of an offer, communications related to onboarding procedures, and other interactions—from when you begin considering applying through to joining the Company.

Details

1. The Company’s initiatives to prevent harassment

In recruitment activities, employees of the hiring company tend to be in a position of advantage over job applicants. If you are currently in our recruitment selection process, you may find yourself having to endure discomfort or a sense that something is off out of fear that speaking up could put you at a disadvantage. We ensure that employees involved in recruitment, through training and other measures, pay close attention in particular to the following:

  • In principle, face-to-face interviews and meeting locations with job applicants should use company facilities such as meeting rooms, and an environment should always be chosen where a third party is present. If, for any reason, this cannot be observed, this must be reported to the Company and the job applicant before the interview or meeting begins.
  • Interviews and meetings must be limited to a maximum of 60 minutes. If it is necessary to deviate from this, the start and end times must be set in advance and notified to the Company and the job applicant beforehand.
  • No alcohol will be provided during interviews or meetings, and employees are strictly prohibited from drinking. However, at some events officially hosted by the Company, such as social gatherings for prospective hires, alcohol may be provided and employees may be permitted to drink.
  • Do not ask questions that are unnecessary for the selection process or that could reveal matters for which the job applicant is not responsible.
  • Even if a job applicant voluntarily discloses information while discussing topics such as their motivation for applying, do not probe further into the content, and handle the information with the utmost care.
  • Communication with job applicants is limited to the company landline, company-issued mobile phones, company-issued email addresses, systems related to the recruitment selection process, and chats within systems the Company provides to prospective hires. Exchanging or contacting via employees’ personal mobile phones, private email addresses, or personal SNS accounts is prohibited.

2. Information on the consultation desk

If, through the Company’s recruitment selection process, you have experienced harassment or similar conduct, or suspect that you may have, please do not deal with it alone—contact the consultation desk below.

General Affairs Department, General Affairs & HR Section, Harassment Consultation Desk
TEL: 047-355-1160　Email: soumu@maihamahotel-firstresort.jp

When you consult us, we will ensure a fair selection process and comply with confidentiality obligations.
Recruitment selection is conducted fairly based on ability and experience, and we do not discriminate based on personal characteristics such as gender, race, or religion.
We thoroughly maintain confidentiality regarding communications and protect those who consult or report, and consulting us will not affect the selection process.

Date of Establishment: 2026-10-01