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. Updated information may be submitted if the original documents 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 also 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. Employees who believe they are being retaliated against 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 strives to follow a top-down approach by establishing our primary environmental and sustainability goals supported by initiatives across the organization. Consistent with established YRC CSR initiatives, YCNA and YTC aims to contribute to a decarbonized society, invest in circular economy, and continue to build our coexistence with nature.
We continue to support YRC’s initiatives to achieve our carbon neutral goals in North America, which are as follows:

• FY2026: 30% reduction compared to FY2019
• FY2030: 40% reduction compared to FY2019
• FY2050: Achieve carbon neutrality

Our circular economy goal is to increase our use of renewable/recycled raw materials to more than 30% of total used by 2030 and to 100% sustainable raw materials by 2050.
Our sustainability efforts focus on energy conservation, waste reduction, and recycling at our plants. YTMM and YTMV aim to reduce energy use by 1% annually, with progress monitored monthly and reported to YRC. Since 2014, YTMV has operated as a zero-landfill facility, while YTMM continues to emphasize waste reduction and recycling. Both U.S.-based plants are ISO14001 certified and maintain this certification annually.

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 shared with us. This Privacy Policy explains our privacy practices and how consumers can manage their privacy rights with Yokohama.

PERSONAL INFORMATION WE COLLECT

The type of information we collect varies based on our interaction with the consumer. For example, if they register your tires for a Yokohama warranty we may collect more and different information than if they sign up to receive information about our products via email. In most cases, we collect personal information directly from the consumer.

Yokohama collects the following categories of personal information:

*We do not use or disclose sensitive personal information for purposes other than those specified in California Consumer Privacy Act Regulations section 7027, subsection (m).

SELLING AND SHARING PERSONAL INFORMATION

Yokohama does not sell personal information for monetary consideration. However, our use of cookies and other tracking technologies, as well as the collection of personal information on our sites and applications by third parties, may be considered a “sale” or “sharing” under California law. The table below shows the categories of personal information we have “sold” or “shared” in the prior 12 months, the categories of recipients, and the business purposes for the “sale” or “sharing.”

We partner with Microsoft Clarity and Microsoft Advertising to capture how they use and interact with our website through behavioral metrics, heatmaps, and session replay to improve and market our products/services. Website usage data is captured using first and third-party cookies and other tracking technologies to determine the popularity of products/services and online activity. Additionally, we use this information for site optimization, fraud/security purposes, and advertising. For more information about how Microsoft collects and uses your data, visit the Microsoft Privacy Statement.

CALIFORNIA SHINE THE LIGHT LAW

Customers who are residents of California may request information concerning the categories of personal information (if any) we share with third parties for their direct marketing purposes, as well as information about those third parties. If you would like more information, please contact us at info@yokohamatire.com or on the phone by calling us at 1-800-722-9888.

OTHER DISCLOSURES OF PERSONAL INFORMATION

As noted in the list below, we may disclose personal information to vendors performing operational services on our behalf, including maintaining service accounts, providing customer service, processing or fulfilling orders and transactions, processing payments, providing marketing or advertising services, providing analytic services, providing data storage, processing employment-related information, administering employee benefits, or providing similar services.

As required under California's privacy law, the table below lists the categories of personal information that Yokohama has disclosed to third parties for a business purpose in the preceding 12 months:

STORING PERSONAL INFORMATION

We keep personal information that we have collected for as long as necessary to satisfy your requests and comply with legal requirements. This applies to all categories of personal information identified above. Here are some indicative examples:

1. We retain contact information for individual customers as long as they own our products, plus any additional time required by law or regulation.
2. We retain contact information for employees of our corporate customers and suppliers as long as they are appropriate contacts. We may have similar information on documents such as invoices or contracts which we are required to keep for longer periods.
3. We retain the personal information of employees for the period of their employment plus an additional period determined by local laws, usually 4 years.
4. We retain some personal information, such as security camera footage and IT logs, for brief periods determined primarily by availability of storage media and internal policies.

DATA PRIVACY RIGHTS

Privacy laws in certain states, including California, provide certain rights for individuals. Those rights may include, based on geographic location, the following:

• Right to Know – They may ask us to provide a description of the personal information we have collected about them and to access such information.
• Right to Correct – They may ask us to correct any inaccuracies in the personal information we have collected.
• Right to Delete – They may ask us to delete the personal information we have collected.
• Right of Portability – They may ask us to provide a copy of the personal information that was previously provided to us in a portable and readily usable format.
• Right to Opt-out – They may ask us not to process personal information for the purposes of targeted advertising or profiling. They may ask us not to sell or share personal information by using this link. Note that we also process opt-out preference signals in a frictionless manner, which means that we respect opt-out signals sent from their browser using the Global Privacy Control (GPC) specification. They can set your browser to send these signals, but the specific settings that need to be configured depend on the specific browser used. Some browsers may require a browser extension. To learn more about the GPC and browsers which support it, visit the Global Privacy Control website at globalprivacycontrol.org. If you have additional questions about opting out, please contact us.
• Right to Non-Discrimination – We will not discriminate against them for exercising these rights.
• Right to Limit Use and Disclosure of Sensitive Personal Information – They have the right to limit the use and disclosure of sensitive personal information to those purposes specified in California Consumer Privacy Act Regulations section 7027, subsection (m).

If they wish to exercise one or more of these rights under applicable law, they should fill out this form here, or contact us at consumeraffairsdepartment@yokohamatire.com or on the phone by calling us at 1-800-722-9888. We will probably verify their identity by asking questions or contacting through an alternate channel but may, under applicable law, require additional proof of their identity. They may designate an authorized agent to make a request. The process for making the request is the same. If they use an authorized agent, we may require the agent to submit proof that they are authorized to act on their behalf.

If we decline the request, partially or fully, they may appeal the decision to our senior management. Simply follow the same process for submitting a request and include “Appeal” in the title or other part of the request. If that Appeal is denied, they may be able to contact your Attorney General’s office, depending on the state in which they reside, to submit a complaint.

CHILDREN’S PRIVACY

We do not knowingly collect any information from children under the age of 16, and we have no knowledge that we have done so. We do not knowingly sell or share personal information of children under the age of 16, and we have no knowledge that we have done so. If we learn that a child under the age of 16 has provided us with personal information, we will delete it in accordance with applicable law.

CONTACTING US

If you have questions or concerns, you may reach us via email at consumeraffairsdepartment@yokohamatire.com or via phone (toll free) at 1-800-722-9888. Please click here to view the privacy policy.

CHANGES TO THIS POLICY

We may change this Privacy Policy from time to time.

This Privacy Policy was last updated May 23, 2024.

Community is a vital piece of Yokohama’s Mission, Vision and Value statements. We continue to work to empower our employees at all our locations to take the lead on community involvement and charitable contributions for the company. We lean into opportunities where, together, we can make the most impact in our local communities.
At YTC & YCNA we recently redeveloped our cause marketing initiatives and while doing so we decided to take to focus on a variety of organizations. Our main areas of focus are: Corporate, Endemic, Community, and Employee Partnerships.

Our corporate partnerships are set out to give back to the environment and support of communities at a national, state and local level. We encourage our employees to take part in planned volunteer days with these organization so they can help give back to their local communities.

Our endemic partnerships help support our product marketing team and existing motorsports collaborations. We support these organizations through Yokohama product and program support.

Our focus on the community and the youth of tomorrow helps improve the lives of the children of all these organization and programs and helping them further their educational journeys.

To round out our partnerships we continue to invest in our communities through charitable contributions and employee volunteer activities. These employee engagements continue to draw large internal support.