What We're Doing

2025/8/1 Collective Bargaining Refusal

We want normalized Fair Bargaining: Update from the Labor Settlement Sessions

The Tokyo Labor Committee case, initiated in November 2023, is finally nearing its conclusion. A hearing was held on August 1, 2025. The labor commissioners, considering the possibility of beginning discussions for a comprehensive settlement, inquired about the status of settlements for the two other disputes: the bonus reduction lawsuit and the unfair dismissal lawsuit. A comprehensive settlement would allow for more flexible terms, such as an agreement between the union and the company to prevent a recurrence of similar issues.However, the settlement negotiations for the bonus reduction lawsuit have just begun and their outcome is uncertain. Furthermore, the unfair dismissal lawsuit is far from reaching a settlement stage. Therefore, the comprehensive settlement was set aside, and the focus shifted to pursuing a settlement solely within the Tokyo Labor Committee.The union agreed to propose a settlement plan while simultaneously requesting the labor commissioners to continue with the order issuance procedures as scheduled, in case a settlement is not reached.There are two particularly significant issues contributing to the current unhealthiness of collective bargaining. First, the company's refusal to provide necessary information for discussions prevents concrete dialogue. Second, the company unilaterally moves forward with procedures before discussions, thereby negating the purpose of collective bargaining. Additionally, outside of collective bargaining, the union faces significant difficulties due to discrimination, such as being excluded from facilities and services available to company clubs.The main pillars of the branch's desired resolution are the normalization of collective bargaining through prior consultation and the disclosure of data, and facility usage rights equivalent to those for company clubs.

2025/7/4 Unfair dismissal

Third Closed Hearing of the Illegal Termination Provisional Disposition

At the third hearing on May 29, 2025, The company submitted additional claims and evidence centered on “thought leadership.” However, there were clear contradictions. The company now claims the dismissal was solely due to a lack of thought leadership—even though the dismissal letter sent to the union last year listed four different reasons. Of those, two were addressed during the PIP, and one was never mentioned at all. Despite their claims, the company did not present any concrete examples of lacking thought leadership. In fact, at least three strong examples were documented in the emails submitted as evidence.We also submitted 4,800 public signatures to the Tokyo District Court, calling for a fair and just decision. This shows the public is paying close attention and strongly opposes Google’s unjust actions. Thank you so much for your support!The fourth court hearing session has now been scheduled for Monday, July 11. At the next hearing, the plaintiff will submit a formal rebuttal, and the judge is expected to share his impressions of the case.

2025/7/3 Collective Bargaining Refusal

Collective Bargaining Refusal Case Hearing and Upcoming Closing Argument

On July 3, 2025, a hearing was held regarding the case in which we filed a request for relief with the Tokyo Metropolitan Labor Relations Commission in November 2023, concerning the refusal of collective bargaining in May 2023. During this hearing, the labor commissioners conducted a final review of the detailed points in the documents we submitted. For this hearing, we made an effort to encourage participation from our branch members, and eight members from the branch attended as observers.The next hearing, which will be the closing argument session, is scheduled for August 1st. We will submit our final statements on that day. The labor commissioners have shown interest in the progress of the settlement discussions in the parallel lawsuits concerning bonus reductions and unfair dismissal. A hearing is also planned for the same day as the closing argument session, where we will report on the status of those court cases. The Labor Relations Commission is open to considering settlement proposals even after the closing argument session, depending on the developments in the court cases.

2025/7/2 PayFullComp

Significant Developments in Retaliatory Bonus Reduction Lawsuit

The retaliatory bonus reduction lawsuit, filed in January 2025, is quickly approaching a critical juncture.Several of the six plaintiffs have been seeking an investigation from the company through its internal whistleblowing system for about a year. As a result, the company has now acknowledged that the plaintiffs are entitled to receive a portion of their GSU (Global Stock Units). The U.S. headquarters has informed all six plaintiffs that a partial payment, representing roughly half of the amount claimed in the lawsuit, will be made in July. It's important to note that the Japanese subsidiary was not involved in this decision.During the second hearing on May 29th, despite minimal substantive discussion, the company's lawyer surprisingly proposed "seeking a settlement at this opportunity." Consequently, a settlement hearing has been set for July 24th. While the company has steadfastly refused to disclose the bonus calculation formula during collective bargaining, they are now being pressed to present it in court through an explanation request. It is speculated that the U.S. headquarters' decision to refund and the company's inability to disclose the calculation formula are both factors behind this settlement offer.However, on July 2nd, the plaintiffs again received communication regarding payment procedures directly from the U.S. headquarters. This highlights a complete lack of coordination between the Japanese subsidiary and the U.S. headquarters. The plaintiffs are demanding not only full payment of the claimed amount but also an apology and measures to prevent recurrence. There's a growing concern that the Japanese subsidiary may not even have the authority to lead these negotiations.We are truly at a crucial stage. To push past the company's internal issues and compel them to recognize the need for a full resolution, public support is vital. We kindly ask for your continued support through signatures and by attending hearings.