In accordance with the provisions of the Immigration Reform and Control Act of 1986, all persons hired by the Company are required to submit original documents proving their identity and their right to work in the United States. The I-9 Form must be completed within 72 hours from the date of hire and maintained in accordance with federal guidelines. Additionally, you may be requested to submit updated information if the original documents you provided have expired.

Yokohama participates in the federal E-Verify program. This program verifies the identity and employment eligibility of all employees by utilizing information provided on the I-9 Form. Yokohama is committed to hiring only those individuals authorized to work in the U.S.
It is the policy of Yokohama to conduct its business in accordance with the highest ethical standards in order to merit and maintain the complete confidence and trust of its customers, and the public in general. Our employees must conduct and manage their business transactions in a manner that does not result adverse criticism from the public or in any way damage Yokohama’s reputation as a responsible tire manufacturer. Common sense and high moral standards are the best guide to avoiding any conflict of interest.
This Code of Ethics (“Code”) describes the standards of business conduct expected of all of us at Yokohama. This code applies to all officers and employees of Yokohama, except those covered by a collective bargaining agreement. Nothing in this Code, in any company policies and procedures, or in other related communications (verbal or written) creates or implies an employment contract or term of employment.
We are committed to continuously reviewing and updating our policies and procedures. Therefore, this Code is subject to modification. This version of the Code supersedes all other such versions, policies, procedures, instructions, practices, rules or written or verbal representations to the extent they are inconsistent.
The policies contained herein are not intended to interfere with employee protected rights under the National Labor Relations Act.

Yokohama is committed to maintaining a respectful workplace that is free of discrimination and harassment. Therefore, discrimination or harassment of any kind, including those on the basis of sex (including sexual harassment, gender identity or gender expression harassment, and harassment based on pregnancy, child birth or related medical conditions), race, religion (including religious dress or grooming practices), color, national origin, ancestry, citizenship status, military status, veteran status, age, sex, sexual orientation, transgender status, sex stereotypes, mental or physical disability, medical condition, marital status, registered domestic partner status, genetic information or otherwise as defined by federal, state, and local law will not be tolerated. All such harassment and/or discrimination is unlawful.
This policy applies to all agents and employees, as well as non-employees, such as vendors, customers, or applicants. Supervisors and managers are responsible for maintaining a harassment- free workplace. All employees are expected to treat each other with courtesy and respect. Yokohama will not tolerate conduct by any employee that disrupts or interferes with another employee’s work performance or that creates an intimidating, offensive, abusive, or hostile work environment. Each employee must use good judgment to avoid conduct that may be seen by others to be harassment.

Harassment and/or discrimination in employment takes many forms:

• Verbal conduct, such as jokes, epithets, slurs, and unwelcome remarks about an individual's body, dress, clothing, color, physical appearance or talents, age, medical condition, derogatory comments, questions about a person's sexual practices, patronizing terms or remarks, threats or suggestive or insulting sounds;

Physical conduct, such as physically interfering with normal work, impeding or blocking movement, assault, unwelcome physical contact or touching, staring at a person's body, and threatening, intimidating, or hostile acts that relate to a protected characteristic;

• Visual conduct, such as offensive or obscene photographs, calendars, posters, cards, cartoons, drawings and gestures, displays of sexual, suggestive, or lewd objects, obscene gestures, unwelcome letters or notes, or any other graphic material that denigrates or shows hostility or aversion toward an individual because of a protected characteristic;
• Abusive conduct, such as gratuitous sabotage or undermining a person’s work performance.

Sexual Harassment

Is a violation of State and Federal law and is strictly prohibited. Sexual harassment can include the harassment of women by men, harassment of men by women, and of persons of the same gender as the harasser. It also includes, but is not limited to:

• Making unwelcome sexual advances and requests for sexual favors or sexually motivated physical contact and other verbal or physical conduct, or visual forms of harassment of a sexual nature where one or more of the following conditions exist:
• Submission to such conduct when it is made an explicit or implicit term or condition of employment.
• Submission to or rejection of such conduct by an employee when it is used as the basis for employment decisions.
• Conduct that has the purpose or effect of substantially interfering with an employee’s performance or work environment and creates a hostile, abusive, intimidating, or offensive work environment.
• Verbal conduct, such as epithets, derogatory jokes or comments, slurs or comments;
• Visual displays, such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, emails, or gestures;
• Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race, or any other protected characteristic;
• Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors;
• Visual conduct, such as leering, making sexual gestures, or displaying sexually suggestive objects, pictures, cartoons, or posters; and
• Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually degrading words to describe an individual, or suggestive or obscene letters, notes, or invitations.

Complaint Procedure

It is the responsibility of each employee to ensure that discrimination or harassment does not occur within the workplace. Employees who feel they have been subjected to illegal or inappropriate discrimination or harassment of any kind should report the incident to their own, or any other Company supervisor, or the Human Resources Department. Employees are not required to report harassment, discrimination, retaliation, or other prohibited conduct to any person that engaged in such conduct. Employees may raise concerns and make reports without fear of reprisal. Additionally, any supervisor or manager who becomes aware of, or observes any, unlawful harassment or discrimination must immediately report the incident to the Human Resources Department.

The Company will conduct a fair, timely, thorough, effective, and complete investigation into any reports of harassment, discrimination, retaliation, or other prohibited conduct. During the investigation, the Company will maintain confidentiality to the extent practicable under the circumstances. At the conclusion of the investigation, Yokohama will determine whether harassment or discrimination in violation of this policy has occurred.
Any employee of the Company who is determined to have violated this policy will be subject to prompt and effective remedial action, up to and including immediate termination. Steps will be taken as necessary to prevent any further discrimination or harassment.

California law provides for remedies for individuals who experience prohibited discrimination or harassment in the workplace. These remedies include hiring, front pay, back pay, promotion, reinstatement, cease-and-desist orders, expert witness fees, reasonable attorneys’ fees and costs, punitive damages, and emotional distress damages.

In addition to the complaint and reporting procedures provided in the Company’s policy against harassment and discrimination, California employees who believe they have experienced discrimination or harassment may file a complaint with the California Department of Fair Employment & Housing (“DFEH”). Complaints must be filed within one year of the last act of discrimination or harassment or, for victims who are under the age of 18, not later than one year after the victim’s eighteenth birthday. For more information, you may contact the DFEH by telephone at (800) 884- 1684; TTY at (800) 700-2320; videophone for the hearing impaired at (916) 226-5285; email at contact.center@dfeh.ca.gov; or online at www.dfeh.ca.gov.

The Company is committed to providing a work environment that is free from all forms of retaliation. No employee will be retaliated against for coming forward with a complaint or for participating in management’s investigation of harassment. Retaliation for reporting, filing a complaint about, or opposing possible unlawful or improper conduct, or for participating in a report, complaint, investigation, or proceeding relating to such conduct, constitutes misconduct in violation of Company policy and will not be tolerated. Any employee or independent contractor found to have engaged in retaliation will be subject to disciplinary action, up to and including termination. If you believe you are being retaliated against, you should report such conduct immediately to Human Resources.

Yokohama also recognizes that false allegations of harassment and discrimination can have serious effects on the lives and careers of innocent men and women. While the Company will not tolerate harassment or discrimination and will discipline any employee engaged in such conduct, the Company expects that all employees will act responsibly to establish a pleasant working environment free from such conduct.

The Company reserves its right to take appropriate action against any employee who makes a knowingly false claim or complaint or who does not cooperate in an investigation or proceeding conducted by the Company.

Yokohama is committed to providing equal employment opportunities to all employees and applicants. Employees are selected on their ability to satisfy the requirements of the position without regard to race, religion (including religious dress and grooming practices), color, sex (including pregnancy, gender identity, and gender expression), national origin, ancestry, age, disability, family medical history or genetic information, sexual orientation, sex stereotypes, transgender status, parental status, physical or mental disability, medical condition, marital status, registered domestic partner status, political affiliation, military service or veteran status, or any other non-merit based factor or otherwise as defined by federal, state, and local law. This policy prohibits associational and perception-based harassment and discrimination based on any of the above characteristics. Our management team is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment, pay and other forms of compensation, training, and other terms and conditions of employment. Additionally, Yokohama endeavors to investigate, in good faith, any reports of discrimination, harassment, and/or retaliation.

In accordance with applicable federal and state laws protecting qualified individuals with known disabilities, Yokohama will attempt to reasonably accommodate those individuals unless doing so would create an undue hardship on Yokohama. Any qualified applicant or employee with a disability who requires an accommodation in order to perform the essential functions of the job should contact the Human Resources Department and request an accommodation.

YCNA and YTC have set into action a ‘Green Initiative’ for our U.S. operations to reduce our environmental footprint in every way possible. “BluEarth®” is the umbrella name for our global environmental vision. It incorporates our product engineering philosophy, which is aimed at producing tires that are environmentally, socially and human-friendly. Many of our products are specifically designed to protect the environment.

Each tire we make — and every manufacturing plant they’re made in — is designed to create as little impact on the environment as possible. That’s why every Yokohama tire is built to perform around these four key environmental criteria: global warming prevention, resource recycling, resource saving, and safety & comfort.

For example, many of YTC’s commercial truck and bus tires are on the U.S. Environmental Protection Agency’s (EPA) SmartWay® list of verified technologies for tires. These products are recognized as SmartWay “low rolling resistance tires.” They have met the SmartWay program’s stringent verified low rolling resistance criteria because they run cooler and help reduce fuel consumption, which cuts costs and benefits the environment.

The EPA has also designated Yokohama’s RY617™ steer and all-position tire as the benchmark casing to establish a SmartWay verification program for retreaded tires used on Class 8 line-haul trucks. This means all retread solutions will be measured against a target number for rolling resistance on our casing. This is an important and necessary initiative by the EPA to incorporate retreading into the SmartWay program. It has been instrumental in helping the trucking industry become more fuel-efficient and we are very glad to have our casing represent the benchmark.

YCNA and YTC have also been active in YRC’s long-term, global venture called Forever Forest, which is designed to create forests around factories to absorb carbon dioxide from the atmosphere. The forests created will also contribute to their local communities in various other respects including safety and disaster-preventive roles as evacuation sites at times of earthquakes and fires. YCNA has held several Forever Forest plantings at its U.S. plants in Mississippi and Virginia.

It is the policy of Yokohama to conduct its business in accordance with the highest ethical standards in order to merit and maintain the complete confidence and trust of its customers, and the public in general. Our employees must conduct and manage their business transactions in a manner that does not result adverse criticism from the public or in any way damage Yokohama’s reputation as a responsible tire manufacturer. Common sense and high moral standards are the best guide to avoiding any conflict of interest.

This Code of Ethics (“Code”) describes the standards of business conduct expected of all of us at Yokohama. This code applies to all officers and employees of Yokohama, except those covered by a collective bargaining agreement. Nothing in this Code, in any company policies and procedures, or in other related communications (verbal or written) creates or implies an employment contract or term of employment.

We are committed to continuously reviewing and updating our policies and procedures. Therefore, this Code is subject to modification. This version of the Code supersedes all other such versions, policies, procedures, instructions, practices, rules or written or verbal representations to the extent they are inconsistent.

The policies contained herein are not intended to interfere with employee protected rights under the National Labor Relations Act.

If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact Human Resources. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination.

Yokohama’s Whistleblower Policy covers complaints related to:

1. Bribery as it relates to the offering, giving, soliciting, or receiving of any item of value as a means of influencing the actions of an individual
2. Accounting Fraud/Theft as it relates to questionable accounting or financial reporting, including
3. misrepresentation or deliberate error of employer
4. Anti-Trust as related to unlawful business practices

All reports of illegal and dishonest activities as applicable to the four areas of this policy will be promptly submitted to the Human Resources representative who is responsible for investigating and coordinating corrective action.

Employees with any of these concerns are encouraged to submit a report using our confidential third-party reporting system as follows:

Website:www.lighthouse-services.com/yokohamatire
Anonymous Reporting App: Keyword: yokohamatire
Toll-Free Numbers:
English speaking USA: 855-222-3717
Spanish speaking US: 800-216-1288
E-mail: reports@lighthouse-services.com (must include company name with report)
Fax: 215-689-3885 (must include company name with report)
Mail: Attention: Yokohama Corporate Human Resources
Address: 1 MacArthur Pl., Suite 900, Santa Ana, CA 92707

Privacy Policy

Yokohama Tire Corporation (“Yokohama”) is committed to protecting your privacy and the personal information you share with us. This Privacy Policy explains our privacy practices and how you can manage your privacy rights with Yokohama.

PERSONAL INFORMATION WE COLLECT

The type of information we collect varies based on our interaction with you. For example, if you register your tires for a Yokohama warranty we may collect more and different information from you than if you sign up to receive information about our products via email. In most cases, we collect your personal information directly from you.
Yokohama collects the following categories of personal information and is listed below in the following format, Category of Data, Source of Data and Business or Commercial Purpose of Processing.

YCNA and YTC have a long commitment of giving back to our community and supporting crisis relief efforts. This commitment and giving back to those in need is aligned with our parent company, Yokohama Rubber (YRC) in Japan, which recently set up an employee-backed YOKOHAMA Magokoro Fund to donate a total of ¥50 million to support Ukrainian refugees. To do its part, YCNA has partnered with the American Red Cross who, in collaboration with the Red Crescent partners, is providing assistance with the humanitarian crisis in Ukraine. We’re encouraged by all the employees who have helped support this effort, providing much needed services for all who have been impacted.

Also, during the height of the pandemic, YTC partnered with the St. Christopher Truckers Development and Relief Fund to help truckers and their families who had experienced an illness or injury that took them off the road.

Additionally, YTC helped thousands of local kids live healthier lives by building four new, eco-friendly KaBOOM! playgrounds across the U.S. YTC also became a major sponsor of US Youth Soccer, encouraging youths to hone their soccer skills via the Yokohama Skills Challenge.

New in 2023 we’ve created a scholarship program to help push higher education for our Youth sports partner, Steel Sports. We’re also partnering with High Fives Foundation which focuses on preventing life-changing injuries and provides resources and hope if they do happen.

Community safety is paramount with YCNA and YTC. That’s why YTC Yokohama supports the U.S. Tire Manufacturers Association’s annual Tire Safety Week through the production of videos which help inform consumers as to various safety and maintenance measures that they should take.