Evidence No.12

April 25, 2025

To: Mr. Shunsuke Kimura

Maeda Corporation

President and Representative Director: Souji Maeda

Notice of Reasons for Dismissal

With respect to the ordinary dismissal of you, which was notified on April 23, 2025, we hereby certify, pursuant to Article 22, Paragraph 1 of the Labor Standards Act, that this is based on the following reasons:

1. Work performance or efficiency is deemed significantly poor, rendering you unsuitable as an employee.

(Work Rules, Chapter 7 “Retirement and Dismissal,” Article 61 (Criteria and Notice for Dismissal), Item (1))

(1) Failure to comply with the company’s instructions regarding reinstatement following sick leave.

(Work Rules, Chapter 2, Personnel, Section 3, Leave and Reinstatement, Article 21 (Reinstatement after Sick Leave), Paragraph 3)

• Refused the condition to complete the rework program as prerequisite for reinstatement.
• Refused to authorize provision of medical information from attending physician to industrial physician.

(2) Failure to follow the opinion of the company-designated physician upon reinstatement after sick leave.

(Same Article, Paragraph 4)

• Rejected conditions presented by industrial physician, claiming to already have diagnosis from attending physician.

(3) Failure to comply with company rules, regulations, and instructions.

(Work Rules, Chapter 3, Service Regulations, Article 22 (Matters to be Observed), Item (1))

• Reported false working hours upon unauthorized early departure.
• Breached reporting obligations regarding loss of company-issued mobile phone.

(4) Failure to refrain from acts that damage the reputation or trust of the company.

(Same Article, Item (3))

• Sent multiple reports to administrative agencies that damaged the reputation and credibility of the company.

(5) Leaving the workplace without prior permission from supervisor.

(Work Rules, Article 24 (Tardiness, Early Departure, and Going Out), Paragraph 1)

• Left work without reporting.

(6) Work performance or efficiency is deemed significantly poor, rendering you unsuitable as an employee.

(Same as Article 61 (1) above)

• (a) Significant lack of ability compared to what was declared upon employment.
• (b) During support duties for estimation work (clerical), was absent immediately before deadlines, causing other staff to work overnight.
• (c) As a site construction management staff, failed to communicate with others.
• (d) Failed to submit deliverables for requested drawing checks, requiring other staff to handle instead.
• (e) Claimed sick leave allowance (our company has no single-day sick leave), of which over 10 days showed discrepancies between reported reasons and medical certificates.
• (f) Did not promptly comply with orders from superiors to attend medical visits or submit medical certificates.
• (g) Sleeping at desk, talking loudly to oneself, disturbing other staff’s work.

2. Falling under the criteria for disciplinary action.

(Work Rules, Chapter 10 “Commendations and Disciplinary Actions,” Article 71 (Criteria for Disciplinary Action), Paragraph 1)

(1) Violation of company rules and regulations.(Item (1))

• As described above in Section 1.

(2) Failure to follow work orders from superiors without just cause.(Item (6))

• As described in Section 1(1), (3)a, (5), (6)b, c, d, f.

(3) Irregular attendance and lack of diligence at work.(Item (9))

• As described in Section 1(6)d, e, f.

Note: Mr. Kimura’s attendance rates were 79% in the first year, 45% in the second year, and 29% in the third year (as of February 2025). This is deemed abnormal.

(4) Misconduct that defamed the dignity of an employee.(Item (10))

• As described in Section 1(4).

(5) Other acts equivalent in degree to the above items.(Item (16))

• Sent threatening emails to the internal whistleblowing desk demanding JPY 20 billion (approximately USD 133–138 million) in exchange for not providing information to the media.

3. Other

With regard to the acts relevant to the dismissal reasons above, our company has repeatedly provided warnings and guidance—including encouraging improvement in work attitude during the initial interview on June 16, 2022, as well as subsequent adjustments and health checks. However, Mr. Kimura shows no prospect of improvement.

Moreover, the work disruptions and mental harm caused to related parties by Mr. Kimura’s acts (including omissions) are deemed severe.

End.

Applicable Laws and Regulations:

• Labor Standards Act (Japan):

- Article 22(1) (Statement of Reasons for Dismissal)

• Whistleblower Protection Act (Japan):

- Article 5 (Prohibition of Unfavorable Treatment)

• Labor Contract Act (Japan):

- Article 16 (Abuse of the Right to Dismissal – requirement of objectively reasonable grounds and appropriateness)

• Corporate Governance Code:

- Principle 2-2 (Implementation of Corporate Ethics and Compliance)

- Principle 4-3 (Supervision of the Board of Directors)

📎The original Japanese evidence document (PDF) is attached below for reference.