{"id":1478,"date":"2026-10-13T23:08:27","date_gmt":"2026-10-13T14:08:27","guid":{"rendered":"https:\/\/minnanounion.info\/?p=1478"},"modified":"2026-10-13T23:09:05","modified_gmt":"2026-10-13T14:09:05","slug":"%e3%80%90%e3%83%a9%e3%82%b9%e3%83%88%e3%83%af%e3%83%b3%e3%83%9e%e3%82%a4%e3%83%ab%e5%8a%b4%e5%83%8d%e7%b5%84%e5%90%88%e3%80%91%e7%b5%84%e5%90%88%e3%81%ab%e3%80%8c%e8%a8%bc%e6%98%8e%e3%80%8d%e3%82%92","status":"publish","type":"post","link":"https:\/\/minnanounion.info\/en\/archives\/1478","title":{"rendered":"[Last-mile workers union] asks companies to provide \"proof\": First, please provide the legal basis for their demands."},"content":{"rendered":"

The Last Mile does not send simultaneous emails to the union designated by the employees themselves, citing the lack of detailed information about the organization and operation of the union and the fact that the nature of the union has not yet been confirmed. Therefore, we have outlined what the company that needs to verify must do in this case.<\/p>\n\n\n\n

Who is verifying what, for what purpose, and on what legal basis? If a company places such importance on legal grounds that it requires proof from others, it should naturally be able to explain the basis for its own requests as well.<\/p>\n\n\n\n

Trade unions are not formed to obtain the permission of the company.<\/h2>\n\n\n\n

The establishment of a labor union does not require approval from the company or registration with government agencies. The qualification review by the labor committee is a system for certain procedures, such as filing a claim for relief from unfair labor practices. This is not a system for the company to authorize the existence of a labor union. This point should be noted.Information from the Tokyo Labor Commission<\/a>But I can check it out.<\/p>\n\n\n\n

It is one thing to confirm the representative authority of the company to the extent necessary, and another thing to require the company\u2019s approval for the formation of a labor union. In this inquiry, the request is specific about what needs to be confirmed and what documents are required for what procedures. Repeating \u201cWe need to confirm\u201d does not explain the need for confirmation.<\/p>\n\n\n\n

We have also been clear from the beginning that the union has not requested collective bargaining. If you are claiming restrictions on the cooperation between in-house unions and external joint labor unions, please indicate which activities and based on which laws you are restricting. This should not be a system that disqualifies activities that do not align with the company\u2019s expectations.<\/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 Mile Labor Union] Official Notification Destination for Collective Bargaining<\/span>\n\t\t\t<\/a>\n\t\t<\/div>\n\n\n

The person's consent has been confirmed. Still, is it a union review before the CC?<\/h2>\n\n\n\n

The employee himself has explicitly agreed in writing to simultaneous transmission to the union and to sharing the necessary information with the union. The company is also sending an email directly to that person. There is no way of knowing who the person is, nor is it known whether the person wants to share information.<\/p>\n\n\n\n

Even so, the company removed the union from the mailing list citing the lack of confirmation of its nature. The story of information sharing, which the person himself admitted to having happened, has now turned into a discussion about examining the organization and finances of another organization. Does such a large-scale review really need to be done before adding a contact in the CC field?<\/p>\n\n\n\n

If there are any gaps in the information to be shared or in the scope of consent, it is sufficient to specifically indicate those gaps. What is being asked is not for the company to do nothing but for the person to carry out their own will. If every time the company adds more information, it also increases the burden of explaining to the person in their care and transferring the information, it would be nice to also explain for whom the information is being provided.<\/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-mile Workers Union] Why do union members require their names on the roster when employees file occupational injury claims?<\/span>\n\t\t\t<\/a>\n\t\t<\/div>\n\n\n

The internal documents of the union are strict. What about the management\u2019s own records?<\/h2>\n\n\n\n

While the company is questioning the union\u2019s eligibility, there has been no adequate explanation regarding Ms. Ito Miwa\u2019s reporting of sexual harassment, her request to cooperate with the filing of an occupational injury claim, or the selection of the personnel involved in the alleged conduct. They are demanding documents from others and are not providing concrete evidence for their own actions. Do you call that compliance with the law?<\/p>\n\n\n\n

In this request for information, we are seeking confirmation of whether Mr. Watanabe obtained information regarding the indictment, and also the involvement of former officers alleged to be related to the Angel Tax System and Satoshi Saito. We are also seeking confirmation regarding whether the information was obtained, the method of obtaining it, the purpose of its use, the extent of its internal sharing, and the accounting and tax treatment of related transactions based on records.<\/p>\n\n\n\n

These circumstances alone do not justify assigning blame for whitewashing financial statements or aiding and abetting tax evasion. Therefore, it is necessary to verify the involvement, role, details of processing, and findings of the investigation. For management who want to examine the details of the transactions and accounting procedures of their own employees, there should be no objection to examining the same specifics of their own employees\u2019 dealings and accounting procedures.<\/p>\n\n\n\n

The need to address management concerns as an issue of independent investigation and corporate accountability has already been pointed out in the next public question as well.<\/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 Mile Workers Union] Sexual harassment allegations against Director Ito and management led by Chairman Watanabe...<\/span>\n\t\t\t<\/a>\n\t\t<\/div>\n\n\n

Furthermore, the union of prosecutors at the separate media outlet \"The Wolf Union\" is seeking to verify the relationship between Saito's sales and referral activities and the last-mile operations, the management's understanding of these matters, and the flow of compensation. Please also take a look at this in conjunction with the fact that they are seeking to verify the actual operations and the flow of funds, rather than simply deciding on involvement based on title alone.<\/p>\n\n\n\n

Related articles (Prosecutor's Union):How is the final-mile user responsibility for the suspect guide officer Saito Goshi regarding the incident?<\/a><\/p>\n\n\n\n

We will disclose the basis for the qualification certification requirement and the inquiry letter calling for management accountability.<\/h2>\n\n\n\n

Below, we are posting the inquiry letter from our union to the Board of Directors, Audit Committee, and Management, concealing unnecessary personal information such as the employees\u2019 names and personal contact information. This is a request for proof from the union, asking who decided, the purpose and basis of the request, the relationship between information sharing based on the individual\u2019s consent, and the response to the management\u2019s accounting and tax-related concerns.<\/p>\n\n\n\n

There is no mechanism for those seeking certification to avoid it. If you are looking to examine the qualifications of a labor union in detail, please first explain in detail the basis for that request. What the union is seeking is an explanation of the company\u2019s own decision, not a certification from the company.<\/p>\n\n\n\n

Legal basis for labor union qualification certification requirements and management\u2019s explanation of responsibility<\/h2>\n\n\n\n
\n

Last1Mile Inc.
Board of Directors, Audit & Supervisory Committee, and Management Team<\/p>\n\n\n\n

We are the Last One Mile Labor Union.<\/p>\n\n\n\n

We will confirm the legal basis for your company's request for the union's certification of membership.<\/p>\n\n\n\n

In the first place, who is the company trying to verify, what qualifications do they have, and for what purpose?<\/p>\n\n\n\n

1. Company approval for the establishment of a labor union is not required, nor is notification to the labor committee necessary.<\/h3>\n\n\n\n

Article 28 of the Constitution guarantees the right to unity.<\/p>\n\n\n\n

Labor unions can be formed voluntarily by workers, and there is no need for prior certification of establishment with administrative authorities.<\/p>\n\n\n\n

The qualification review under Article 5 of the Labor Union Act is a system for procedures stipulated by law, such as filing a claim for relief from unfair labor practices, and is not a system that allows companies to authorize the existence of labor unions.<\/p>\n\n\n\n

It is not prohibited for in-house unions to cooperate with external collective bargaining organizations.<\/p>\n\n\n\n

Are you requiring proof after understanding these basic legal systems?<\/p>\n\n\n\n

If the establishment of a labor union requires approval from the company, please provide specific details of the relevant legal provisions.<\/p>\n\n\n\n

2. Why is information sharing, which the person has acknowledged, required to obtain union membership?<\/h3>\n\n\n\n

Mr. \uff1f\uff1f is an existing employee of your company, and you are sending the email directly to him\/her.<\/p>\n\n\n\n

The person himself has already expressed an explicit intention regarding simultaneous transmission to the union and the necessary information sharing.<\/p>\n\n\n\n

What the union is asking for is first and foremost the fulfillment of the contact method specified by the individual.<\/p>\n\n\n\n

The qualification to be a party to collective bargaining and the sharing of information based on the consent of the individual are separate legal issues.<\/p>\n\n\n\n

I am aware that I am the person in question. My consent has also been given. However, if the union\u2019s proof of eligibility cannot be submitted simultaneously, what is the legal basis for that?<\/p>\n\n\n\n

If there are specific permissions or scope of consent that need to be confirmed, please specify them.<\/p>\n\n\n\n

3. Before examining the union\u2019s qualifications, please explain the company\u2019s own compliance with laws and regulations.<\/h3>\n\n\n\n

Article 7, paragraph 3 of the Labor Union Law prohibits the interference of employers in labor unions.<\/p>\n\n\n\n

We do not deny that companies may verify representative authority within reasonable limits.<\/p>\n\n\n\n

However, if union membership verification is used as a pretext to obstruct legitimate union activities or unreasonably deny the individual the contact method they have designated, issues of unfair labor practices may arise.<\/p>\n\n\n\n

While questioning the union\u2019s credentials, your company has not provided sufficient explanation regarding the sexual harassment complaint filed by Director Ito Miwa, the failure to respond to the workers\u2019 compensation application, or the selection of the personnel involved in the alleged misconduct.<\/p>\n\n\n\n

When seeking proof from the union, the company does not provide any basis for its actions. How do management justify this asymmetrical accountability?<\/p>\n\n\n\n

4. We would also like to be provided with an explanation regarding the Angel Tax Scheme, fraudulent accounting, and tax evasion.<\/h3>\n\n\n\n

The union demands that the facts be verified regarding the circumstances in which Mr. Watanabe boasted that he had obtained information regarding the indictment in a criminal case, and regarding the involvement of the former officer and listed company manager Saito Goshi who is alleged to be related to the Angel Tax system.<\/p>\n\n\n\n

These circumstances alone do not necessarily lead to the recognition of complicity in fraudulent financial reporting or tax evasion.<\/p>\n\n\n\n

However, if management personnel were in possession of non-public criminal case information, it is important to verify the source of the information, its purpose for use, the extent of internal sharing, and its legality.<\/p>\n\n\n\n

In addition, if there is a fact that a company or multiple executives were involved in transactions or declarations related to the Angel Tax system, please clarify the details, accounting procedures, tax procedures, and the status of internal audits.<\/p>\n\n\n\n

If legal form is so important that it is necessary to verify a labor union\u2019s status, shouldn\u2019t management\u2019s own accounting and tax procedures be subject to the same rigorous standards of evidence and justification?<\/p>\n\n\n\n

The union requests that the relevant former officers and Satoshi Saito disclose the details of their involvement in the company\u2019s transactions and tax procedures, as well as the results of their investigation, with due consideration for personal information and the need for the investigation.<\/p>\n\n\n\n

5. Questions to the management team<\/h3>\n\n\n\n

Please specify the person responsible for the answer and the legal basis for the following:<\/p>\n\n\n\n

    \n
  1. The person who requested proof of union membership, the date of the decision, the purpose and grounds of the decision, and the relevant laws.<\/li>\n\n\n\n
  2. Legal basis that the qualification review of the labor committee requires simultaneous email transmission based on the consent of the person concerned.<\/li>\n\n\n\n
  3. Regarding the collaboration between in-house unions and joint labor unions, please provide any evidence that your company is claiming any restrictions.<\/li>\n\n\n\n
  4. Whether or not Watanabe Makoto obtained any information related to the indictment, the method of obtaining such information, and the purpose of its use.<\/li>\n\n\n\n
  5. Whether former executives and Satoshi Saito are involved in the Angel Tax system, the related accounting and tax verification results, and whether disclosure is required.<\/li>\n<\/ol>\n\n\n\n

    Trade unions are not formed to gain recognition for their existence by the company. It is the very essence of the right guaranteed by Article 28 of the Constitution that organizations can unite even without the company\u2019s permission.<\/p>\n\n\n\n

    What your company should be concerned with is not whether to allow the union to exist, but whether the company itself properly respects the rights of workers.<\/p>\n\n\n\n

    If you are seeking proof of union membership, first please provide proof of the legal basis for such request.<\/p>\n\n\n\n

    That's all.<\/p>\n\n\n\n

    Last Mile Labor Union<\/p>\n<\/div><\/div>\n\n\n\n

    Last Mile Labor Union Home Page<\/span><\/a><\/div>","protected":false},"excerpt":{"rendered":"

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