{"id":1406,"date":"2026-09-27T11:51:41","date_gmt":"2026-09-27T02:51:41","guid":{"rendered":"https:\/\/minnanounion.info\/?p=1406"},"modified":"2026-09-27T11:52:28","modified_gmt":"2026-09-27T02:52:28","slug":"%e3%80%90%e9%96%93%e6%9f%b4%e5%8c%bb%e9%99%a2%e3%83%a6%e3%83%8b%e3%82%aa%e3%83%b3%e3%80%91%e5%8c%bb%e7%99%82%e6%b3%95%e4%ba%ba%e6%96%b0%e6%ad%a3%e4%bc%9a%e3%81%a7%e7%b5%a6%e4%b8%8e%e5%85%a8%e9%a1%8d","status":"publish","type":"post","link":"https:\/\/minnanounion.info\/en\/archives\/1406","title":{"rendered":"[Kamasachi Hospital Union] Allegations of unpaid full salary and harassment at Newseiha Medical Corporation"},"content":{"rendered":"

We demand payment of unpaid wages and compensation.<\/h2>\n\n\n\n

They have not received any salary at all, and they are repeatedly subjected to harassment and bullying due to neglect at work. A serious complaint has been received from a union member who was employed by New Shogenji Medical Corporation at the Hanashima Hospital Union.<\/p>\n\n\n\n

The individuals named as the perpetrators in the complaint are Tanaka Shigeruichiro, a board member of the Shinseikai, and Miuki Yasumi, who serves as the general manager of the Shinseikai group and heads the entire management, including personnel and finances. The union members are suffering from the repeated and severe harassment and neglect by both of them, and they are further alleging that they have not been paid their salaries at all.<\/p>\n\n\n\n

The union does not view this complaint as a problem that can be resolved through personal differences or workplace disagreements. Instead, it demands the full payment of unpaid wages and compensation for mental harm caused by harassment, namely, the payment of punitive damages in the form of compensation for emotional distress, as both issues involve the right to receive payment for work performed and the right to be treated with respect.<\/p>\n\n\n\n

The newly established Shinjo Association, in which defendant Nakano Kyoshi is involved in management. Responsible for hiring and labor management<\/h2>\n\n\n\n

The Shinsei Kai Medical Corporation operates the Marasai Hospital. Furthermore, as the MS corporation of the group, the limited liability company Marasai Medical Services involved in this issue must also be disclosed for their involvement in personnel affairs, accounting, and payroll processing. Both corporations must disclose:Official website of the Marasagi Group<\/a>However, it is listed as a group that operates in the medical and nursing care business.<\/p>\n\n\n\n

According to the union members\u2019 explanation, the defendant, Nakano Kyu-ki, is the owner and director of Shinseisho and is involved in management. The union members were employed by Shinseisho through the director under his supervision. The present complaint concerns the background of this hiring and the problems that arose in the actual labor management.<\/p>\n\n\n\n

Regarding the defendant Nakano Jukichi, the last-minute labor union within the same \"Minna no Union\" has preserved the news report at that time stating that he was charged with violating the Consumption Tax Act.<\/p>\n\n\n

\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\t<\/svg>\t\t\t\t<\/span>\n\t\t\t\t[Last One Mile Labor Union] Preservation of screenshot of news article regarding the arrest of Mr. Tamaki Nakano<\/span>\n\t\t\t<\/a>\n\t\t<\/div>\n\n\n

What the union is asking in this article is, apart from this criminal case, who was hiring and who was handling labor management in the workplace of Shinseisho, and who was managing the payment of wages. The complaint must be verified based on the facts and records themselves.<\/p>\n\n\n\n

At the hiring stage, management and board members make decisions; once employees start working, it is managed by human resources and accounting. Therefore, when claims of unpaid wages arise, the same responsible judgment and response are required. It is impossible to conveniently separate the authority to hire from the responsibility to employ.<\/p>\n\n\n\n

Declaring allegiance to Tanaka Shigeru and Hoshizaki Mikiko should not be treated as just a \"human relationship.\"<\/h2>\n\n\n\n

The union members are suing for repeated harassment by Tanaka Shigeru and Yasaka Mikiko, as well as for bullying due to neglect. Only blatant behaviors such as shouting and insulting are not workplace harassment. Acts that sever relationships with the other party and isolate them can also become a serious problem that seriously damages the working environment.<\/p>\n\n\n\n

Ministry of Health, Labor and WelfareWhat is \"power harassment\"?<\/a>As one of the typical types, \u201cseparation from human relationships\u201d is indicated, and examples include isolation, ostracism, and neglect. This is based on the context of dominant relationships at work, and whether the behavior is necessary for the work and goes beyond a reasonable extent, harming the work environment, will be the guiding factor in the decision.<\/p>\n\n\n\n

The question raised by this filing concerns the actions of the board and the General Affairs Department, which is responsible for the management of the entire group, including personnel and financial affairs. The relationship with people in positions related to employment and salaries is different from that of an equal acquaintance. It is necessary to specifically ascertain what actions and circumstances and how frequently the person with official authority took place.<\/p>\n\n\n\n

Even if there were instances where operational caution or guidance were necessary, that does not justify ignoring them or engaging in behavior that harms the person\u2019s personality. Necessary operational instructions and actions that psychologically exclude the other person from the workplace should be evaluated separately.<\/p>\n\n\n\n

Furthermore, since the head of the management department himself is the subject of the complaint, an investigation that entrusts the fact-finding and response policy solely to that person is insufficient. The New Sagai Association calls for the establishment of a system that allows it to verify the facts independently from the person who filed the complaint, and requires the union members and the two individuals to explain their situation and verify the relevant records.<\/p>\n\n\n\n

Paying the wages you have earned is an employer\u2019s legal obligation.<\/h2>\n\n\n\n

Declaring that no wages have been paid at all is a problem that directly affects one\u2019s livelihood. If one has to deal with difficult situations at work and is not even able to receive the wages they have earned, this places a double burden on the workers.<\/p>\n\n\n\n

The text of Article 24, Paragraph 1 of the Labor Standards Act stipulates as follows:<\/p>\n\n\n\n

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Wages in currency must be paid directly to the workers in full.<\/p>\n<\/blockquote>\n\n\n\n

The text of Paragraph 2 of the same article also specifies the timing of payment.<\/p>\n\n\n\n

\n

Wages must be paid once a month or more, on a fixed date.<\/p>\n<\/blockquote>\n\n\n\n

The salary you receive for your work is not money given at the discretion of your boss; it is the compensation based on the employment contract. It should not be allowed for workplace relationships or internal adjustments by management to make it possible for employees to bear wages past the payment due date.<\/p>\n\n\n\n

The union requests the employer, Shinseido Co., Ltd., to disclose the contractual wages, work performance, and actual payment dates and payment status, and to pay the full amount of unpaid wages to the union members themselves. In addition, late damages based on applicable laws such as Article 419 of the Civil Code are also subject to the claim.<\/p>\n\n\n\n

If the Shinjo Association explains that the payment has already been made, please provide documentation that confirms the payment to the individual, such as the date of payment, the amount, and the method of payment. Calculating wages and processing them internally at the company are not the same as paying the wages to the employee.<\/p>\n\n\n\n

Furthermore, the wage obligations that are due are not of a nature that can be withheld until the discussion regarding harassment is concluded. The payment of wages and the recovery of damages due to harassment must be pursued based on their respective grounds.<\/p>\n\n\n\n

We demand not only the settlement of unpaid wages but also compensation for the mental injury caused by harassment.<\/h2>\n\n\n\n

There are two pillars for the financial compensation the union seeks: one is unpaid wages as compensation for work performed, and the other is damages for the mental pain caused by harassment.<\/p>\n\n\n\n

The latter claim is titled \u201cCompensation for mental harm due to harassment (reimbursement).\u201d It is not an optional allowance to cover emotional costs; rather, it seeks to recover damages caused by infringement of rights.<\/p>\n\n\n\n

Article 709 of the Civil Code stipulates the following regarding damages due to unlawful acts:<\/p>\n\n\n\n

\n

Anyone who intentionally or negligently infringes on another person's rights or legally protected interests shall be liable for compensation for the damages caused by this.<\/p>\n<\/blockquote>\n\n\n\n

Furthermore, Article 710 of the Civil Code also covers damages other than property.<\/p>\n\n\n\n

\n

Regardless of whether the damage is caused by infringing on another person's body, freedom, or honor, or by infringing on another person's property rights, the person liable for damages under the preceding Article shall also be liable for compensation for non-pecuniary damage.<\/p>\n<\/blockquote>\n\n\n\n

Regarding this complaint, we will examine the specific actions of Mr. Tanaka and Ms. Hoshizaki, the causal relationship between those actions and the infringement of rights, and the mental distress suffered by the members of the union, and seek accountability for the perpetrators. Clarifying what actions were taken, how often they were repeated, and what impact they had will form the basis of the claim.<\/p>\n\n\n\n

The amount of the compensation must be calculated reasonably based on the nature of the misconduct, the duration of the misconduct, the power relationship in the workplace, and the extent of the damage. The union will demand payment from those responsible for these circumstances.<\/p>\n\n\n\n

Even if the salary is paid later, that alone does not compensate for the psychological harm caused by the harassment. Returning the value of the work done and taking responsibility for the damaged dignity are separate issues.<\/p>\n\n\n\n

The Shinjo Association and Kamashita Medical Services demand that organizations take action and clarify their responsibilities.<\/h2>\n\n\n\n

The issue of harassment does not end with determining the individual perpetrator's responsibility. There is also the issue of whether the employer was taking the necessary steps to ensure that workers can work safely.<\/p>\n\n\n\n

Article 5 of the Labor Contract Act sets out the employer\u2019s duty to take safety measures as follows:<\/p>\n\n\n\n

\n

Under the employment contract, the employer shall make necessary arrangements to ensure that the employee can work while ensuring the safety of their life and body.<\/p>\n<\/blockquote>\n\n\n\n

If an employer fails to take the necessary action and thereby causes damage, the issue arises of the liability for failure to fulfill obligations under Article 415 of the Civil Code. Furthermore, if the employee engaged in unlawful acts in the performance of their duties, the liability of the employer for damages under Article 715 of the Civil Code also becomes a problem.<\/p>\n\n\n\n

Furthermore, Article 30.2 of the Comprehensive Labor Policy Promotion Act requires employers to take necessary measures, such as establishing a system to respond appropriately to consultations to prevent workplace power harassment.Information on the Ministry of Health, Labor and Welfare's harassment prevention measures<\/a>However, the actions that business owners should take are outlined.<\/p>\n\n\n\n

The union demands that Shinjo Association hold the employer accountable and requests specific explanations regarding Inagashi Medical Services regarding involvement in personnel affairs, accounting, command and control, and how the calculation and payment of salaries were divided. This is to identify responsibility based on contracts, actual operations, and the actions of each individual, rather than collectively referring to both organizations as the same group.<\/p>\n\n\n\n

To defendant Nakano, we demand that he explain not only his involvement in hiring and management, but also what authority he granted to directors and management departments and how he supervised them. This must be examined from both the perspective of Tanaka and Obaka\u2019s individual actions and the management structure that the management side should establish.<\/p>\n\n\n\n

The management department is in charge of handling workers\u2019 salaries and consultations. Given the serious complaints involving the management department, rather than shifting the burden of resolving the issues to the members themselves, the organization should provide a mechanism for investigation and rectification.<\/p>\n\n\n\n

Prosecuted Defendant Nakano Jukichi, Mr. Tanaka Shigeru, and Ms. Hoshizaki Mikiko, and public questioning of both corporations<\/h2>\n\n\n\n

The Yanagisawa Hospital Union requests the New Shosei Medical Corporation, Yanagisawa Medical Services Co., Ltd., and their related parties to provide specific explanations regarding the following matters: If there are facts that differ from the claims made by union members, please provide the differences and the basis for them.<\/p>\n\n\n\n

    \n
  1. Who decided to hire the union members, who presented the labor conditions, and who was the employer under the labor contract? How were the defendant Nakano and the various directors involved in hiring and labor management?<\/li>\n\n\n\n
  2. How will the New Shinto Association respond to a declaration that no salary has been paid at all? If it is determined that the payment has been made, please provide the payment record, if there are any outstanding payments, the period, amount, cause of the payment, and the payment schedule.<\/li>\n\n\n\n
  3. How do Mr. Nakai Shigeru and Ms. Hoshizaki Mikiko view reports of repeated harassment and bullying due to neglect? Please indicate whether any such behavior was reported and provide an explanation for each behavior.<\/li>\n\n\n\n
  4. How was the division of responsibilities between Shinjo Association and Kamasachi Medical Service regarding personnel, accounting, payroll processing, and handling inquiries from employees? Please clarify the duties of Ms. Hoshizaki and the reporting and approval channels.<\/li>\n\n\n\n
  5. What steps did the management of Shinjo Association take to recognize the issues that members are complaining about and to respond to them? Please indicate a person who will verify the facts independently from the person who filed the complaint and a method of investigation in the future.<\/li>\n\n\n\n
  6. Regarding the settlement of unpaid wages and compensation for mental injury caused by harassment, what specific measures will you take to seek a resolution? Please provide specific measures to help members recover from their losses.<\/li>\n<\/ol>\n\n\n\n

    In conducting the survey and providing responses, we also require that relevant records be maintained, such as employment conditions, work history, payroll calculations, payment procedures, and business communications. We require answers based on materials that can confirm what happened, rather than just the memory of the person in charge or abstract explanations.<\/p>\n\n\n\n

    Yanagisawa Hospital Union demands payment and the implementation of damage recovery<\/h2>\n\n\n\n

    Based on the complaints received from its members, the union is calling for the following measures. The goal is not to end with simply listening to the situation; the aim is to make sure that the victims receive what they are owed, recover from the damage, and prevent the same problems from happening again.<\/p>\n\n\n\n

      \n
    1. The New Shoshu Association requests that the full amount of unpaid wages be paid to the union members themselves. Please clarify the calculation basis and payment date for each applicable period, and also settle any late payment damages under applicable laws.<\/li>\n\n\n\n
    2. Those who are responsible for harassment and legal entities that are responsible for harassment should pay compensation (reparation) for mental injury. Based on the specific details of the damage and the relationship of responsibility, please reach a settlement agreement that includes a monetary amount.<\/li>\n\n\n\n
    3. Regarding reported harassment and bullying caused by neglect, please take measures to prevent continuation or recurrence. Do not conclude the decision based solely on the person who reported the matter; conduct an independent investigation and take action based on the wishes of the union members.<\/li>\n\n\n\n
    4. Clarify the division of responsibilities between Shinjoin and Kamasai Medical Services regarding personnel, accounting, and consultation support, and keep the necessary records. If problems are identified, do not simply end with a warning to the individual; improve the decision-making and oversight mechanisms.<\/li>\n\n\n\n
    5. Please do not engage in any unfair treatment based on consultation, cooperation in fact-finding, or legitimate union activities. When consulting with our union, please have a member with the authority to explain the facts and make a judgment regarding the resolution of the matter attend.<\/li>\n<\/ol>\n\n\n\n

      The union will consider appropriate responses to the issues, such as reporting unpaid wages to the Labor Standards Inspection Agency, consulting the Labor Bureau about harassment, and filing a legal claim in collaboration with a lawyer, while confirming the members\u2019 own wishes.<\/p>\n\n\n\n

      If a civil dispute such as wages is not resolved between the employer and the employee,Labor arbitration proceedings<\/a>Resolving through litigation is also an option. By choosing a procedure that suits the claimant and the claim, including seeking damages from the individual perpetrator, we can lead to actual recovery of the damage.<\/p>\n\n\n\n

      Responsibility for community healthcare cannot be separated from responsibility for the people who work there.<\/h2>\n\n\n\n

      Janamachi Hospital,Official hospital referral<\/a>We are committed to continuing to be the \u201cessential clinic\u201d for the community. The work that supports local healthcare and caregiving has great social significance.<\/p>\n\n\n\n

      That is why I believe that we need to approach the lives and dignity of the people who support that work with the same seriousness. How will an organization that values the lives of its patients and users respond to the claims of unpaid wages and harassment from its employees? This attitude questions the essence of the organization\u2019s ideals.<\/p>\n\n\n\n

      This issue is not meant to criticize the entire staff who are working tirelessly for community healthcare. It is a demand that those with the authority to manage and administer the system fulfill their responsibilities. We must not use the good intentions and sense of responsibility of those who work on the front lines as a reason to ignore their salaries and dignity.<\/p>\n\n\n\n

      If you are facing a similar issue, please organize your employment terms, work history, pay status, and the dates and circumstances of the actions you took.<\/p>\n\n\n\n

      The Medical Corporation Shinseikai, the limited liability company Inter-Shiba Medical Services, and the defendant Nakano Kyoji, Mr. Tanaka Shigeru, and Ms. Hoshizaki Michi are demanding specific explanations regarding their respective involvement and corresponding actions. We demand that they pay the unpaid wages, recover from the harassment-related harm, and create workplaces where workers do not have to repeat the same suffering.<\/p>\n\n\n\n

      The price of work and the dignity as a human being\u2014neither of these are something that workers have to give up.<\/p>\n\n\n\n

      Jinan Hospital Union Top Page<\/span><\/a><\/div>","protected":false},"excerpt":{"rendered":"

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