Tozen Union wins another victory over JCFL


The Tokyo Labor Commission ruled Monday morning that Japan College of Foreign Languages (JCFL, a division of Bunsai Gakuen) illegally discriminated against a member of the JCFL local due to his union activity by reducing his work load.  The commission held that in doing so JCFL management inflicted financial damages against him.  The commission ordered that JCFL pay the member backpay for his unpaid wages.

Further, the commission ruled that JCFL has been bargaining in bad faith about student satisfaction score data that had influenced management’s decision to reduce the workload of a union member.  Management was ordered to bargain in good faith.

The commission has ordered management to apologize for violating the constitutional rights of our members and to post a large sign apologizing to the union at the workplace for ten days.

The victory was thanks to the relentless struggle of the local.

The union had also filed several other claims with labor commission including interference with a leafleting and failure to bargain in good faith with the union by refusing to disclose the official work rules.  While these claims were not upheld by labor commission the union is considering filing an appeal.

Tozen Union has grown to 235 members in 20 locals.

Tozen Kudo Local Wins Pay Parity, Shakai Hoken!


King Coel’s Kittens Fireworks Spectacular

Good day to all Tozen members.


I’m Ryu Aoyagi, member of Kudo local. We are here to celebrate our victory for the last CBA (collective bargaining agreement) to win some demands from Kudo management:

1. Equal pay for Verly (the only female member) through a pay hike from to the minimum wage ¥960/hr to ¥1250/hr

2. Enrolled local Kudo members in Shakai Hoken

3. Agreement on addressing power harassment for all Kudo employees

4. Agreement on forklift assignment for Fred and eventually for Ryu






Magandang araw sa inyo Lahat membro ng Tozen Nandito tyo para ipahayag sa inyo Lahat sa satin pag ka panalo sa CBA- kolekta subasta contrata sa lokal na fuso kudo kompanya ng makuha natin ang mga Ilan demand ng katulad ng parehas na bayad kay verly ng membro ng Tozen from minimum wage na 960¥hr hangang 1250¥hr at pag enroll sa membro ng Tozen sa shakai hoken Pag sang ayon sa kapangyarihan ng haras sa loob ng kompanya at pag sang ayon sa pag sakay ni Fred sa forkclip at balang araw c ryu din Maraming salamat

Thank you,
Ryu Aoyagi
Kudo Local

Japan College of Foreign Languages Local Conducts Recruitment Leafleting, Braves Illegal and Dangerous Management Harassment

JCFL Members braved the rain and management harassment on Thursday, January 22 to conduct a recruitment leafleting to in front of the JCFL Takadanobaba campus during their lunch break.

At 12:30, Case officer Gerome Rothman and three union members arrived at the front gate. They began leafleting instructors and staff.

Shortly after the union began, management deployed several non-union staffers to interfere with the leafleting. Management first told the union they would call the police. The union responded by insisting management stop interfering with our legitimate union activity.

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Tozen Gaba Local President Tyler Christensen Under Fire

Tozen Gaba Local President Tyler Christensen has recently been disciplined with a warning letter by Gaba for staying at the office too late.  Tyler is a model Gaba instructor.  He is hard at work every day providing excellent lessons, even putting in unpaid overtime to keep his clients happy and the company well informed of their progress. 

He apparently works TOO hard.  

At our last CB on November 14th, the company pretended that a disciplinary letter was not really discipline, despite the fact that they threatened his future contract renewals in the letter.   

Our union is standing up for fairness at Gaba, but we need your help.  Join our campaign to improve working conditions at Gaba.  Contact us at for more information.

Tozen Gaba Local Wins Labor Management Agreements with Gaba

This summer the Tozen Gaba Local took three steps forward in our campaign to improve working conditions at Gaba. 

We signed an agreement to raise wages.

We signed an agreement guaranteeing the right of instructors to change their home LS at any time without interference or discrimination from the company.

We signed an agreement to receive a twice yearly financial transparency document detailing revenue, profit, and number of clients for the company.

There’s More Work to Do 

Gaba instructors are making progress, but we have a great deal more to win.  The majority of our 2013 yearly demands remain unresolved.  Gaba management says that they share our goal of improving working conditions for Gaba instructors.  We can hold them to that commitment and win improvements such as job security, fair compensation for R-Slots, and a reasonable sick leave policy.  We need your help.  Join our union. 

For more information e-mail

2013 Shunto Demands2013年春闘要求事項

安定した雇用について On Job Security


1 会社は、全組合員の安定した雇用を実現するため、労働条件を悪化することなく、契約を自動更新すること。


The company automatically extend contracts without degrading working conditions in order to establish job security.


2 会社は、全員の講師が契約を途中で解除する自由を認めるとともに、その自由が存することを全講師に周知すること。

The company recognize and notify instructors of the right to terminate the contract at any time.


3 会社は、第1項及び第2項に基づいて、組合並びに支部と「安定雇用労働協約」を締結すること。

The company conclude with the union and local a “Job Security Labor-Management Agreement” based on demands #1 and #2.


事前協議について On Jizen Kyogi (Prior Consultation)


4 会社は、組合員の人事異動、懲戒処分、解雇(本人の意思に反するあらゆる契約終了を含む)を行う場合、事前に組合並びに支部に通知し、協議の上、同意を得て実施すること。


The company inform, negotiate with and obtain agreement from union and local before any transfers, disciplinary measures or dismissal of any union member; including all forms of severance against the wishes of the union member.


5 会社は、第4項に基づいて、組合並びに支部と「事前協議労働協約」を締結すること。


The company conclude with the union and local a “Jizen Kyogi Labor-Management Agreement” based on demand #4.


便宜供与について On Bengi Kyoyo (Use of Facilities)


6 会社は、会社施設内での組合の相互連絡、ニュース・ビラの配布、会議室使用などの組合活動を許可すること。また、各ラーニングスタジオの休憩室と本社において、組合業務のための掲示板をーつ貸与すること。

The company permit the distribution of flyers, newsletters and other union correspondence on company premises as well as the use of company meeting rooms for union activities. Further, the company provide one bulletin board in the break room of each LS and one at headquarters for the use of the union.


7 会社は、イニシャル・サーティフィケーション及びベルト・アップ・サーティフィケーションという研修への組合代表者の立ち会いを許可し、同研修を受けている講師らに対し、労働組合に関する情報提供並びに質疑応答のための時間として15分を確保すること。

The company permit union representatives to attend Initial Certification and Build Up Certification training to make a fifteen-minute presentation and answer questions about the union.


8 会社は、第6項及び第7項に基づいて、組合並びに支部と「便宜供与労働協約」を締結すること。

The company conclude with the union and local a “Bengi Kyoyo Labor-Management Agreement” based on demands #6, and #7.


透明性について On Transparency


9 会社は、毎年の損益計算書、貸借対照表などの財務諸表、経営方針、重要事項(主要資産の処分・購入、役員の変更など)の情報について、速やかに組合並びに支部に公開し、内容の説明をすること。


The company immediately disclose and explain to union and local each year’s financial documents, including profit-loss statement and balance sheet; as well as management policy, important actions such as purchase or sale of assets, changes in executive board and the like.


10 会社は、組合員の働き方と振る舞いについての評価を行う際、使用されている基準を明確にする文書の日本語版と英語版の両方を、組合並びに支部に交付すること。なお、会社は、講師と社員が順守しなければならない、授業提供についての規定の日本語版と英語版の両方を、組合並びに支部に交付すること。

The company provide union and local with Japanese language and English language versions of the standards it uses when evaluating instructor performance and conduct, as well as policies pertaining to the provision of lessons that staff and instructors must follow.


11 会社は、講師の働き方と振る舞いについて記録されている、各組合員の「My Schedule for Instructors」というファイルを組合並びに支部に交付すること。


The company provide union and local with a written copy of the complete contents of each union member’s My Schedule for Instructors file, including all comments written by Gaba staff pertaining to evaluation of performance and conduct.


12 会社は、第9項及~11項に基づいて、組合並びに支部と「透明性労働協約」を締結すること。


The company conclude with the union and local a “Transparency Labor-Management Agreement” based on demands #9-11.


働く環境について On Working Environment


13 会社は、レッスンの前日の18:00以降にレッスンをキャンセルされた場合、レッスン料の全額を支払うこと。また、キャンセルの後、講師はキャンセルされたレッスンの時間帯に、新たに別の生徒にレッスンをした場合、会社は、新たに発生したレッスンの料金も支払うこと。


The company, if a lesson is canceled after 6:00pm the night before it is scheduled to be taught, provide the instructor full compensation for the lesson. If the instructor then teaches a different client during the same time slot, the company pay the instructor for both lessons.


14 会社は、労働協約の締結日から6ヶ月以内に、講師がオンラインで簡単にレッスン時間帯を「クローズ」することができるよう、マイ Gaba フォア・インストラクターズというホームページを修正すること。

The company, within six months of signing the agreement, adapt My Gaba For Instructors to enable instructors to close lessons online at any time.


15 会社は、目立たない限り、耳以外のピアスを許可すること。また、女性と同様に男性のピアスを許可すること。また、クールビズの時期のみならず、年中通じてネクタイの着用を講師の裁量に委ねること。

The company amend its dress code as follows: the company permit piercings other than in the ear provided they are understated; the company permit men the equal right to piercings as women; and the company permit instructors to regard neckties as optional year-round.


16 会社は、年に6日間の無給の病気休暇を認めること。また、会社は体調不良の講師に対して出勤するよう圧力をかけたり、医師の診断書を求めたりしないこと。なお会社は、開校前に病欠の連絡ができる方法を工夫すること。それから会社は、病欠した講師に対して、契約更新やベルトなどにおいて一切の不利益取り扱いをしないこと。

The company give instructors 6 days per year in which they can call in sick. The company not pressure sick instructors to teach lessons while sick. The company not request doctors’ notes or other proof of sickness. The company provide instructors a means to call-in sick prior to the opening of the LS. There be no repercussions in terms of contract renewal or belting.


17 会社は、組合員と経営者がそれぞれ同数で構成される苦情処理委員会を結成すること。

The company establish a grievance committee, half of the members of which being union members and half of which being appointed by management.


18 会社は、イニシャル・サーティフィケーションという研修が完成次第、3ヶ月ごとにホームラーニングスタジオをどこにするかを決める自由を認めること。会社は講師のホームラーニングスタジオにおいて、ブースが空いてる限り、講師が提出したスケジュールを承認すること。なお、会社は、スケジュールを組む際には、非組合員より組合員を、勤続年数の短い講師より勤続年数の長い講師を優先すること。

The company grant instructors the freedom to determine their home LS upon completion of initial certification and once every three months thereafter. The company accept any schedule submitted by an instructor for their home LS contingent on booth availability, giving priority to union instructors according to seniority.


19 会社は、FM、FL、LPA、レッド、ブラック、そして顧客に依頼されないグリーンという予約について、非組合員より組合員を、勤続年数の短い講師より勤続年数の長い講師を優先して振り当てること。


The company allocate red and black bookings, FMs, FLs, LPAs and green bookings not requested by the client to available union members based on seniority.

20 会社は、該当するラーニングスタジオにおいて、予約の入らないコマの割合が、3ヶ月間で10%以下にならない限りにおいて、新たな講師を同ラーニングスタジオに配置しないこと。なお、講師を配置する場合には、ブース数に対する講師の数の割合を10対1以下とすること。


The company not assign any new instructors to any LS until the average number of unbooked lesson slots over a three-month period falls below 10% for that LS. In that case, one instructor may be assigned for every ten booths, rounded to the nearest ten.


21 会社は、上記の条項(第12項~第19項)に基づいて、組合並びに支部と「労働環境の労働協約」を締結すること。

The company conclude with the union and local a “Working Environment Labor-Management Agreement” based on demands #12-19.