Examples are: reduction in the amounts of remuneration of employees; unilateral termination, and persuasion of employees to voluntarily resign; commendations and disciplinary actions; payment of overtime work allowances and failure to do so; control of working hours and striking a balance between work and private life; Worker Dispatch, and fabricating service-providing contracts disguised as Worker Dispatch, and internal transfer and external secondment of employees; sexual harassment, bullying, gender discrimination, and other types of discriminatory treatment; preparation of and amendments to Work Rules of Employment or employment contracts and related documents; employee data protection; protection of confidential information of employers; employment of non-Japanese workers, disabled workers, old people, and part-time workers; maintenance of mental health of employees and prevention of suicide; safety and sanitation of workplaces; handling collective bargaining sessions with labour unions and concerted activities by labour unions; negotiations with the Regional Employment Bureaus or Employment Standards Inspection Offices or Public Employment Security Offices or Pension Offices; labour insurance (workers accident compensation insurance & unemployment insurance); social insurance (health insurance & welfare pension insurance); implementation of private pension plans (Defined Contribution Pension and Defined Benefit Pension); income tax imposed on remunerations payable to employees; intellectual property rights granted to employees or employers; and disputes at the courts or the Labour Relations Boards.
Thurgood considers that employers' demonstration of warm-heartedness towards, and consideration of, employees and workers tends to be beneficial for the morale and loyalty and productivity of employees, therefore creating a better work environment and therefore a long-term relationship between employers and employees. Thus, Thurgood attaches great weight to what the law is silent about, especially before any particular incident occurs, as well as what the law specifically says. Thurgood advises employers and companies on ways to try to avert formal labour and employment disputes (which are onerous and time-consuming and costly). But he is also an experienced labour and employment litigator, having successfully defended many cases. He has written and lectured extensively on labour and employment matters. Thurgood received his LLB in 1991 and LLM in 1993 from the University of Tokyo. Further, he also received his LLM in 1999 from Cornell Law School. Thurgood is the author of the textbook Japanese Labor & Employment Law and Practice, June 2011 (CCH Japan Limited). This is presumably the only textbook on the Japanese labour/employment law and practice that has ever been published in the English language.
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