Compliance Promotion System

Activities of the Compliance Committee

In accordance with the NISSIN FOODS Group Compliance Regulations, a compliance manager is appointed in each main division of NISSIN FOODS HOLDINGS and each Group company. In principle, the Compliance Committee, which is chaired by the CSO (Chief Strategy Officer) of NISSIN FOODS HOLDINGS, meets quarterly.
Compliance Committee members share reports made to internal whistleblowing systems, trends in consultation, and examples of issues that have occurred. In addition, members also investigate measures to prevent the occurrence of problems. The compliance managers investigate and report on violations in their respective organizations. Those managers share details of reports at Committee meetings, and hold compliance study meetings as well.
The Board of Directors regularly deliberates on the system, state of implementation, and related issues of compliance, and supervises the business execution of the Compliance Committee and relevant departments.

Compliance Structure

Reporting and corrective action process

In the NISSIN FOODS Group, the reporting and corrective action process as well as disciplinary measures taken when discrimination or harassment occurs are established based on the NISSIN FOODS Group Compliance Regulations.

In addition, all forms of harassment behavior—such as workplace bullying or abuse, which is called “power harassment” in Japan and sexual harassment—based on gender, status, authority, and other factors that hurt the dignity of individuals are prohibited by the Code of Conduct of the NISSIN FOODS Group Ethics Regulations. Violations of the NISSIN FOODS Group Ethics Regulations, either intentionally or through gross negligence, will be severely dealt with (such as disciplinary dismissal, demotion, suspension, and pay cut) based on the employment regulations and other rules of the respective Group companies.

NISSIN FOODS Group Ethics Regulations Code of Conduct (excerpt)
・Employees shall support internationally recognized human rights protection standards and respect the basic human rights of all people. They shall not conduct any actions that impair the dignity of any individual.
・Employees shall not discriminate against anyone on such grounds as nationality, ethnicity, religion, gender, age, social status, disability or the like.
・Employees shall not engage in harassment based on the status, authority, gender or any other factor.

Preventive measures against discrimination and harassment

Training for all employees regarding discrimination and harassment at the workplace

To raise compliance awareness, the Compliance Book is distributed to all NISSIN FOODS Group company employees in Japan. The Book contains information on topics such as relationships with suppliers, information management, and sexual and other forms of harassment as well as case studies on laws, regulations, and social norms that must be observed. In addition, compliance training is conducted annually. In fiscal 2020, training to prevent power harassment using actual examples and training for directors by inviting lecturers were also conducted in fiscal 2020.
Compliance topics and information on internal whistleblowing systems are also incorporated into various training curricula including training for entry-level employees and new managers. In addition, methods for handling consultations from employees are also taught during training for new managers.
Each year, a compliance awareness survey is conducted for all Group employees in Japan. The survey includes questions on the status of compliance with laws, regulations, and corporate ethics, and the results are used by the Group to determine changes in employee awareness.

Compliance Book Case Examples
  • Sexual harassment
  • Power harassment
  • Appropriate information management
  • Guidance for preventing overwork
  • Appropriate use of SNS
  • Prohibition of unpaid overtime
  • Insider trading
  • Proper accounting procedures
  • Compliance with the Antimonopoly Act and Act against Delay in Payment of Subcontract Proceeds, etc. to Subcontractors
  • Collusion with business partners (prohibition of the provision or receipt of gifts or entertainment that exceed social norms)

Main initiatives in fiscal 2021

  • Disseminating messages from the CEO of NISSIN FOODS HOLDINGS
  • Putting up awareness posters inside the company
  • Conducting anti-bribery basic training
  • Conducting compliance training
  • Conducting training about LGBT workplace issues by inviting external lecturers
  • Conducting education on methods for handling consultations from employees during training for new managers
  • Conducting training to prevent workplace bullying, known as “power harassment” in Japan, and training for directors by inviting external lecturers (fiscal 2020 only)

Establishing Internal Whistleblowing Contact Points

At the NISSIN FOODS Group, internal whistleblowing contact points have been established for the early discovery of violations—such as those related to laws and regulations and internal regulations—to prevent misconduct and to improve the soundness of management.

  • Contact point to the Compliance Group, Legal Affairs Department, NISSIN FOODS HOLDINGS
  • Contact point to a fulltime Audit & Supervisory Board member
  • Contact point to an attorney

In addition, the following confidentiality obligations are established in the Internal Reporting Regulations.

Internal Reporting Regulations (excerpt)
・Persons involved in whistleblowing contact points, whistleblowers, persons involved in investigations after whistleblowing, and persons cooperating in such investigations shall not, without valid reasons, disclose to a third party the personal information of whistleblowers and other related persons, details of whistleblowing, or information obtained through investigations.
・Persons who disclosed information without valid reasons shall be handled in accordance with the employment regulations of the respective companies.
・In raising awareness, training, and receiving reports of whistleblowing, the Committee’s Secretariat shall strive to have employees understand the importance of proper information management by the whistleblowers.
Number of reports and consultations made to the whistleblowing system
Fiscal 2019: 50 cases
Fiscal 2020: 47 cases
Fiscal 2021: 63 cases
Whistleblowing details and examples of response in fiscal 2021
・Whistleblowing details
Power, sexual and other types of harassment
・Response measures
Of the whistleblowing cases we received, we properly implemented surveys of cases that we determined warranted looking into. Of these cases, necessary disciplinary action was taken to punish wrongdoers in cases where serious compliance violations were confirmed.
Number of Compliance Violations in Fiscal 2021 (Target: Group companies in Japan)
Number of Code of Conduct or legal violations related to anti-corruption: 0