DON’T let Intearc/Maxceed force you to sign anything that says you agree to non-renewals.
If they plan on non-renewing you, force them to do the honorable thing and actually fire you so that you can claim your unemployment benefits as you look for a new job.

Also, don’t forget that according to Japan’s Labor Standards law, you do have the right to fight your dismissal by an employer. This is a direct quote from the “Foreign Workers’ Handbook” published by the government that can be found here:
http://www.hataraku.metro.tokyo.jp/sodan/siryo/H23_handbook_all.pdf
Dismissal (Page 34)
Dismissal is when an employer unilaterally terminates his/her employee’s employment contract. In accordance with Civil Law, an employer as one party of an employment contract has a right to propose to terminate it. However, as dismissal affects an employee’s life, Japanese labor laws impose severe restrictions on dismissal.

Dismissal in the Case of Workers Hired for a Fixed Period and Termination of Consecutive Employment (rejection of contract renewal) (Page 40)
An employer is not allowed to dismiss employees with a fixed period of contract before the contract expires, except for in cases with an unavoidable reason (Section 1 of Article 17, Labor Contract Act), or when a company goes bankrupt (Article 631, Civil Law).
In case of an employment contract with a fixed period, termination comes with its expiry. However, the so-called “termination of consecutive employment” has become a serious problem. This is where a contract with a specified period has been renewed several times and a company has continued to employ an employee for a certain period, only to suddenly terminate the contract (upon its expiration) and displace him/her.
The “doctrine of abuse of right of dismissal” does not always apply to fixed-term employees. To avoid trouble associated with termination of contract, a ministry notification sets the following requirements for employers.
1 Employers are to clearly state the renewal or cancellation of contracts, and the criterion for contract renewal.
2 Employers are to give at least 30 days prior notice when terminating contracts for employees who have been employed for over one year on a contract for a specified period.
3 When employees request a clear statement on the reason(s) for the termination of their employment, employers must comply promptly in writing.
4 When a fixed-term contract employee, who has already been employed for over one year through contract renewal, arrives at a new contract term, the employer must make an effort to extend the contract period as much as possible, according to the substantiality of the contract and employees’ wishes.
Past judicial precedents (concerning legal conflict involving contract termination) show that some contract terminations were recognized depending on certain surrounding elements (e.g., objective overview of business, procedures and realities of contract renewal, etc.) as seen as a whole by the court.

Interac then apparently called the police! When the police arrived, our member corrected them as well; reminding them that he did not, in fact, need a permit to pass out flyers.

Interac gave all of their trainees pizza during lunch, so that effectively kept them from going outside to meet the evil union member (it would not the first time that has happened). Eventually, they did have to let the teachers leave, and our member then passed out some more information to anyone who would take it at that time as well.

Perhaps Interac has something against the dissemination of information?
Perhaps Interac just doesn’t like teachers to know their rights?
Perhaps we will find out in collective bargaining…

Solidarity,
Erich Manning

Tozen Union Flyer

It is that time of year again! Time for the mad scramble of March when good teachers everywhere are worried if their contracts are going to be renewed or not, otherwise known as the “ALT Shuffle”. Two things you should be sure NOT to do:
1) Do NOT let your employer force you to sign resignation papers! You do not need to sign any such thing. If they do not have work for you, they should give you dismissal papers so that you can claim your unemployment benefits until you find your next job.
2) Do NOT let your employer threaten you into leaving your apartment. It does not matter whether your employer is your guarantor or not, you can pay your landlord directly. Tenant’s rights are strong in Japan, but they are non-existant if you do not claim them.

If you find yourself facing either of these situations, call your local union representative to report the harassment.

If you are not in a union, and would like to fight against these kinds of ill treatment, join a union and help improve the working conditions of Japan.

Solidarity,
Erich

Earlier this month, I wrote a message in the ‘Interac-shin’ newsletter announcing that the Selnate Group was re-organizing into a new group under the Interac name. This change will be effective October 1, 2010.

Unfortunately, comments have been made on the forums of some well-known websites this weekend suggesting that Interac may be in financial difficulty or be going bankrupt. I am deeply concerned that such rumors may cause you worry and stress. So, let me categorically state that Interac is financially stable and in absolutely NO danger of going bankrupt. I would like to put an end to such rumors here and now. Nor will the re-organization have any impact on your jobs or working conditions.

It appears that the cause of such rumors was a legal notice placed by us in the Government’s Official Gazette on August 24 2010 announcing that Interac would dissolve on October 1.

This is technically true. Part of the re-organization involves consolidation. Selnate Group companies will be consolidated into one big organization. One of our other group companies AP 18 will assimilate the others as New Interac with the old Interac dissolving. Under Japanese law the new group will simply take over all elements of the previous companies.

In practice nothing will change. For example, the same executive and management team will continue and your contracts and employment status will simply role into the new company. You remain as Interac employees. Also, the re-organization will in no way affect the existing contracts with our clients. All our clients are aware of the change and understand it.

The other question that has been raised is in regard to the ownership of the Selnate Group. At the beginning of this year the previous main shareholder retired from the group management. At that time, and after careful consideration and consultation with the executive board members, the board approved changing the main shareholder of the Selnate Group to a long-term investment fund managed by Advantage Partners.

As a company Advantage Partners is the largest in its field in Japan with an outstanding reputation for the support that it provides to its portfolio companies.

Its own philosophy is to contribute to society by teaming up with good, profitable organizations that they believe they can assist to grow and become stronger. We all believed that Advantage Partners philosophy fits well with our own and is in an ideal position to help Interac maintain and strengthen its current business and seek new areas of opportunity in the future. Indeed, we are already seeing the benefits of the fresh perspective and management support that they provide.

Since we are unlisted, we have never made the names of its shareholders public but since facts were falsely represented in a public forum, I decided to address this issue with you.

Thank you and if you do have any concerns or questions, please do not hesitate to speak with your Managing Consultant.

It appears that Interac as we know it may be completely taken over and dissolved, although we may not know for sure until October first. Interac recently lost its right to do business with Osaka prefecture BoEs when it was found guilty of an Unfair Labor Practice against the General Union and of interfering in union business. Our members that have sued Interac have also won several court cases, meaning even more financial punishment.

When I originally heard of the name change and the association with bankruptcy, I was a bit skeptical. I thought Interac may have been changing names to avoid paying the damages to union members and as a way to get around the recent ruling that prevents them from doing business in Osaka prefectural BoEs. This certainly would not have been out of character for them; they have for years had a second name, Maxceed, that they used to double-bid BoEs across the nation. They would submit one bid as Interac, and one bid as Maxceed, and shuffle their ALTs between Maxceed/Interac contracts as needed. I was hired as an ALT for Interac in 2005, and was placed in a city where I was expected to lie to the BoE and tell them that my company was called “Maxceed”. The contract between the BoE and the dispatch company said “Maxceed”. My contract with the people in the same office, with the same employees with a different phone number said “Interac”. Also, in the past year, ALTs have complained to us that their time is split between “Maxceed” and “Interac” so that Interac can pretend that the ALT has two part time jobs, instead of a full time job and have an excuse to avoid giving the ALT full time benefits. If Interac is going to be dissolved, these kinds of practices never favored the ALT’s working conditions, and they will not be missed.

Whether Interac will be going fully under or whether things will really just be “reorganized”, my personal concern, shared among my fellow union members, is centered on the stability of employment for the foreign teachers in Japan. I am urging every ALT in Interac/Maxceed/every-other-dispatch-company-in-Japan to band together, unionize and fight back to improve working conditions for yourselves and for the people who will want to come to Japan and teach here in the future. Demand to be directly hired! Every Interac/Maxceed contract I have ever seen has either been
1) illegal according to the The Ministry of Education guidelines concerning proper dispatch methods or
2) has enough clauses in it that violate Labor Standards/Trade Union Law that the whole thing is null and void.
If you unionize and claim your right to be directly hired, the BoEs will not be able to ignore you. I have seen it myself; the when I was in Osaka and a member of the General Union, we forced my BoE to direct hire, and the ALTs there are in a much better position today than they were in 2005.

If you are tired of the instability of your job, of getting reduced or no pay for March or August, of getting penalized for being sick, then you should force the BoE to take responsibility. Unionize, and demand direct employment and the full benefits that you are entitled to under the law.

In Solidarity,
Erich Manning
http://interacunion.org/
http://tokyogeneralunion.org/
http://interac.generalunion.org/
http://fukuoka.generalunion.org/

Osaka prefectural ordinances prevent companies found in violation of Trade Union Law from bidding on public projects. The General Union, along with allied unions from Osaka Union Network and Osaka Zenrokyo have submitted demands to the Governor of Osaka Prefecture, Toru Hashimoto, that Prefectural ordinances be enforced.

As a result, Osaka Prefecture has now informed all divisions of the prefectural government, including the Osaka Prefectural Board of Education, that they may no longer enter into contracts with Interac. Furthermore, Osaka Prefecture has summoned Interac to explain the situation, placing further pressure on the company to obey the Trade Union Law and negotiate.

The union’s victory at the Labour Commission and its subsequent economic impact on Interac will go along way in making sure that not only Interac, but other employers trying to evade their legal obligations, negotiate with the union in the future.

5 Jul 2010
Health Checks – They’re mandatory!
Interac ordered to obey the law

Industrial Health & Safety Act
For many westerners, the idea of a state mandated health check smacks of a nanny state, and we are often reluctant to submit to the tests. While not all companies obey this law, the fact remains it is compulsory for all employees to have an annual health check under article 66 of the act.

We often receive enquiries about how to escape taking the annual check-up. The major reason given is privacy concerns. In the 1990s these concerns had merit. One well known case is that of a company employee who was diagnosed as being HIV positive as a result of the check-up. Rather than inform the employee, the testing company chose to disclose the information to the employer. The company then chose to terminate the employee under false pretenses while still hiding his HIV status.

Changing attitudes and the introduction of privacy laws in 2005 saw most of these issues resolved.

School Health & Safety Act
Looking at labor law stipulations in the light of the education law, state mandated health checks appear much more reasonable.

Concerned with the health of children and that of the general population, the education law states that all school employees must be checked for tuberculosis by x-ray. Pre-war Japan had a high prevalence of tuberculosis. Post-war times saw the numbers in decline but as in many countries it is on the increase again. In 1998 the rate of infection in Japan was more than 5 times that of the USA. The government reports that there are now more than 40,000 new cases of TB per year in Japan and that it claims about 2,700 lives. There are also increases in the number of children and university age students being infected.

Interac and other ALT companies
It is difficult to give a precise figure, but the number of ALTs in Japan is in the thousands. If we then include other teachers of at-risk students, the number may well increase to over 10,000. The majority are not tested for tuberculosis, thereby placing the health of both students and other teachers at risk.

As part of the General Union’s campaign to make Boards of Education and dispatch companies follow Education and Employment laws, Interac was recently found to be violating the law by not providing ALTs in Tokai city with health checks. As a result Interac was ordered to institute testing and it appears Interac is now rolling out a program for all ALTS to be tested but we are taking a wait and see approach to guage their commitment. Anecdotally, we know that in the past Interac had asked ALTs at some Boards of Education to take the tests but the company often failed to ensure the tests were actually taken.

ALTs should be hired directly
Health checks are another reason that we cannot place the education of Japan’s youth in the hands of private companies such as Interac. They cannot be relied upon to ensure the safety of students or workers. If all ALTs were directly hired their annual health checks would take place at the same time as their Japanese coworkers.

If you are concerned with your health and that of your students, contact us to find out more.

Synopsis:
1) Mr Collison is an excellent teacher and has the reviews to prove it.
2) Mr Collison’s wife has a miscarriage.
3) Mr Collison has to take some time off of work to deal with funeral arrangements
4) Mr Collison is fired, Interac claims it is for “performance issues and missing work” (the performance claims are disproven by his excellent reviews).
5) Interac attempts to force Mr Collison to sign resignation papers, going so far as to tell him that he could not leave the office until he signed them (this is horribly illegal).

I really wish that Mr Collison had contacted us when this happened because I can garantee you that this kind of thing will NOT happen to any union member. A strong union can prevent this kind of thing from happening to its members, and can right these kinds of labor issues even after they have begun to go sour, all it takes is the initiative to contact us and the willingness to fight. This is not a criticism of Mr Collison, I certainly cannot imagine the pain he and his family have had to deal with, I just wish we would have had the oppurtunity to try and help. Workers in Japan are all garanteed to have time off for bereavement, and it seems that Interac is unaware of this fact.

A link to the original post:

http://www.debito.org/?p=2993

Instead, you should enroll into Shakai Hoken, because Interac will be forced to pay their half. If there is any back enrollment it will be covered by the company, not by you. You are all eligible for this. The only reason Interac tells you otherwise is because they don’t want to pay their portion of the money.

You can do this on your own, or you can join the “Interac union” (aka members of the Zenkoku Ippan Tokyo General Union Tozen ALTs) and we can force them to pay up together in solidarity. The Tokyo General Union has a lot of experience in forcing companies to enroll their employees into Shakai Hoken so we can get you enrolled with much less effort on you part.

Solidarity,
Erich

http://interacunion.org

interacunion@gmail.com