Article 13.　In the application of this Law, all of the people must be treated equally and must not be discriminated because of race, creed, sex, social status or family origin, or because of political opinion or political affiliations, except for the cases provided for in Article 16 item (5).

Article 14.　The local public bodies must adopt suitable measures from time to time to see that the compensation, work hours and other working conditions fixed in accordance with this Law are adapted to the prevailing social condition.

Article 15.　Appointments of the personnel must be made in accordance with the provisions of this Law on the basis of the record of examination, merits in the performance of duty, or other demonstrations of ability.

Article 16.　A person who falls under any of the following items cannot become a member of the personnel or participate in competitive examination or selection, except for cases provided for by by-laws:

Article 17.　In cases where a vacancy has occurred in the positions of the personnel, the appointing authorities may make an appointment by any one of the following means:initial appointment, promotion, demotion or transfer.

2　In local public bodies with the personnel commission, the personnel commission may fix the general standards by which the appointing authorities shall choose any of the means mentioned in the preceding paragraph.

3　In local public bodies with the personnel commission, the initial appointment or promotion of the personnel shall be made through competitive examination. However, it may be made by selection in cases where, with respect to positions designated by the personnel commission, the approval of the personnel commission has been obtained.

4　In local public bodies without the personnel commission, the initial appointment or promotion of the personnel shall be made through competitive examination or by selection.

5　The personnel commission (in local public bodies without the personnel commission, it shall be the appointing authorities;the same hereinafter in Articles 18 and 19 and Article 22 paragraph 1) may fix necessary matters concerning the eligibility, procedure for appointment, and initial status upon appointment, with respect to persons reinstated to positions they had formerly held by regular appointment and from which they have been separated as a result of abolition of positions or supernumerary due to an amendment or abrogation of the regulations for the organization of employment or the by-law concerning the fixed number of personnel, or due to a reduction in funds.

Article 18.　Competitive examination or selection shall be conducted by the personnel commission. However, the personnel commission may conduct competitive examination or selection, jointly with an agency of another local public body through consultation, or, by a mutual agreement with an agency of the National Government or of another local public body, entrust it to such agency.

2　The personnel commission may, in cases where there is no employment eligible list provided for in Article 21 paragraph 1 for such positions of the personnel as it may specify and if it deems it to be necessary for the operation of personnel administration, consider a person who has passed the competitive examination or selection of the National Government or other local public bodies corresponding to the competitive examination or selection for those positions of the personnel to have passed the selection for such positions.

Article 19.　Competitive examinations must be open and on equal terms to all persons who meet the requirements fixed by the personnel commission. No person belonging to any examining body nor personnel must obstruct the taking of examination or furnish any special or secret information for the purpose of giving undue influence on the taking of examination.

2　The personnel commission shall fix, as necessary qualifications for the examinees, minimum and appropriate, objective and uniform requirements necessary for the performance of duty.

3　Promotional examinations shall be open only to the personnel who have regular status in classes designated by the personnel commission.

Article 20.　Competitive examination shall have as its object the accurate measurement of the relative abilities of the persons examined to perform the duties of the particular class for which the examination is given. It shall be in writing or in the form of oral tests, physical examination, and evaluation of personality, character, education, experience, aptitude, intelligence, skill, common sence, professional knowledge and adaptability or a combination thereof.

Article 21.　For the employment of the personnel through competitive examination in local public bodies with the personnel commission, the personnel commission shall prepare employment eligible lists (entrance eligible list or promotion eligible list) for every examination.

2　In the entrance eligible list or promotion eligible list, the full names and marks of persons who have scored the qualifying marks or more in the entrance examination or promotion examination shall be entered in the order of their marks.

3　The initial appointment or promotion of the personnel in terms of the entrance eligible list or promotion eligible list shall be made, for each person to be initially appointed or promoted, from among five applicants certified by the personnel commission and ranking highest by the marks scored in the entrance examination or promotion examination out of those who have been entered in the relevant list.

4　If the number of names available on the entrance eligible list or promotion eligible list is fewer than the number of applicants to be certified by the personnel commission, the personnel commission may certify by adding names available on other most appropriate entrance eligible list or promotion eligible list.

5　Other than those prescribed in the preceding four paragraphs, necessary matters concerning the preparation of employment eligible lists and means of appointment thereby must be fixed by rules of the personnel commission.

Article 22.　All initial appointments or promotions of personnel, other than temporary appointments or appointments of personnel in part-time service, shall be conditional and shall become regular appointments when they have served in their positions with conditional status for a period of six months and performed their duties satisfactorily during such period. In such case, the personnel commission may prescribe for any class a longer conditional period not to exceed one year.

2　In local public bodies with the personnel commission, the appointing authorities may, in accordance with the provisions of rules of the personnel commission, make temporary appointment for a period not exceeding six months with the approval of the personnel commission, in case of emergency or in the case of positions of a temporary nature or in cases where there is no employment eligible list. In such case, the appointments may, upon the approval of the personnel commission, be renewed for an additional period not exceeding six months, but not more than once.

3　In the case under the preceding paragraph, the personnel commission may, with regard to temporary appointments, specify qualifications of persons to be appointed.

4　The personnel commission may cancel any temporary appointment that violates the provisions of the preceding two paragraphs.

5　In local public bodies without the personnel commission, the appointing authorities may make temporary appointments for a period not exceeding six months, in case of emergency or in the case of positions of a temporary nature. In such case, the appointing authorities may renew such appointments for an additional period not exceeding six months, but not more than once.

6　Temporary appointments shall be no cause for any precedence whatsoever on the occasion of regular appointment.

7　Besides the provisions of the preceding five paragraphs, this Law shall apply to temporary appointees.

Article 23.　The local public bodies with the personnel commission shall adopt position classification.

2　Plans concerning position classification shall be fixed by by-laws.

3　Necessary matters relating to the putting into practice of plans concerning position classification shall be fixed by rules of the personnel commission in accordance with by-laws mentioned in the preceding paragraph.

4　The personnel commission must classify and grade the positions of the personnel in accordance with the kinds of duties and by the degree of complexity of duties and responsibilities involved.

5　In position classification, the positions of the personnel must be so classified and graded that the same qualifications may reasonably be required for the positions in the same class under substantially the same conditions of employment and that the same schedule of basic pay may be applied equitably to those who are occupying such positions.

6　In putting plans concerning position classification into practice, the personnel commission must allocate to one of the classes every position of the personnel.

7　The personnel commission must review from time to time the allocations of positions of the the personnel and revise them when deemed necessary.

8　In the local public dodies where position classification is adopted, no classification shall be made, with regard to the positions of the personnel, on any basis other than position classification. However, this classification shall not prevent the use of titles of organizations or other official titles for public convenience, such as operation of administrative organizations, etc.

9　In fixing plans concerning position classification and putting them into practice, adequate consideration must be given so that they may correspond equitably to those of the National Government and other local public bodies.

Article 24.　The compensation of the personnel must be in accordance with their duties and responsibilities.

2　The purport of the provision of the preceding paragraph must be achieved as soon as possible.

3　The compensation of the personnel must be fixed by taking into consideration the cost of living, the compensation of the personnel of the National Government and other local public bodies and the employees of of private enterprises, and other circumstances.

4　The personnel must not receive compensation for other positions they may hold concurrently.

5　In fixing the work hours and other working conditions outside of the compensation of the personnel, adequate consideration must be given so that they may not be out of proportion to the personnel of the National Government and other local public bodies.

6　The compensation, work hours and other working conditions of the personnel shall be fixed by by-laws.

Article 25.　The compensation of the personnel must be given in terms of the by-law concerning compensation provided for in paragraph 6 of the preceding Article, and, if not in terms thereof, no money or valuable must be given to the personnel.

2　The by-law concerning compensation shall provide for the following matters:

3　The personnel commission must conduct investigations and studies and formulate a plan concerning such pay schedule as is compatible with position classification and submit simultaneously to the assembly and the head of the local public body.

4　In the local public bodies where position classification is adopted, the definite salary range for every class under position classification shall be fixed by the pay schedule.

5　In the local public bodies where position classification is adopted, the personnel must be paid at the rates fixed by the pay schedule for the classes of their respective positions under position classification.

Article 26.　The personnel commission shall make a report simultaneously to the assembly and the head of the local public body at least once a year as to whether the pay schedule is adequate. It may make at the same time a suitable recommendation therewith if it considers appropriate to increase or decrease the amount of pays fixed by the pay schedule on account of a change in the conditions determining the compensation.

Article 27.　The status and disciplinary punishment of the personnel must be equitable in every respect.

2　The personnel shall not be subjected, against their will, to demotion or dismissal except for causes provided for by this Law, to temporary retirement except for causes provided for by this Law or by-laws, or to reduction of pay except for causes provided for by by-laws.

3　The personnel shall not be subjected to a disciplinary action, except for causes provided for by this Law.

Article 28.　In cases where a member of the personnel falls under one of the following cases, he may be demoted or dismissed against his will:

2　In cases where a member of the personnel falls under one of the following cases, he may be temporarily retired against his will:

3　The procedure and effect of the demotion, dismissal, temporary retirement and reduction of pay against the will of the personnel must be fixed by by-laws, except for cases specially provided for by laws.

4　The provisions of paragraph 2 of the preceding Article and paragraphs 1 to 3 inclusive shall not apply to the following personnel:

5　With regard to the status of the personnel mentioned under the items of the preceding paragraph, necessary matters may be provided for by by-laws.

6　In cases where a member of the personnel has come to fall under any of the items of Article 16 (excluding item (3)), he shall lose his office, except for cases specially provided for by by-laws.

Article 29.　In cases where a member of the personnel falls under one of the following cases, he may be subjected to an action of reproof, reduction in pay, suspension or dismissal as a disciplinary action:

2　The procedure and effect of the disciplinary punishment of the personnel must be fixed by by-laws, except for cases specially provided for by laws.

Article 30.　Every member of the personnel, as a servant of the whole community, must attend to his duties in the interest of the public and exert his utmost in the performance of his duties.

Article 31.　The personnel must take the oath of performance of duty as provided for by by-laws.

Article 32.　The personnel, in the performance of their duties, must comply with laws and orders, by-laws, regulations of the local public body and rules fixed by agencies of the local public body, and faithfully observe their superiors'orders no matters pertaining to the performance of their duties.

Article 33.　The personnel must not act in such a way as to discredit his position or reflect adversely on positions of the whole personnel.

Article 34.　The personnel must not divulge any secret which may have come to their knowledge in the performance of their duties. This shall also apply after they have retired from office.

2　In cases where a matter of official secrecy is to be disclosed upon becoming a witness, expert witness, etc., in accordance with laws and orders, the permission of the appointing authority (or, in the case of a person who has retired from office, the appointing authority over the office from which he has retired or the office corresponding thereto) must be obtained.

3　The permission mentioned in the preceding paragraph cannot be refused except for cases specially provided for by laws.

Article 35.　The personnel must, except for cases specially provided for by laws or by-laws, devote their full work hours and occupational attention to the discharge of their official responsibilities and engage themselves solely in those services which the local public body has the responsibility to perform.

Article 36.　The personnel must not participate in the formation of a political party or any other political organization, or become officers of such organization, or conduct any campaign to induce others to become or not to become members of such organization.

2　The personnel must not engage in any of the following political activities for the purpose of supporting or opposing any particular political party or other political organization, any particular Cabinet or executive agency of the local public body, or for the purpose of supporting or opposing any particular person or case in a public election or vote;however, the personnel other than the personnel serving in the public school (meaning the public school provided for by the School Education Law (Law No.26 of 1947);the same hereinafter), outside of the area of the local public body to which they belong (jurisdictional area of the local branch office, local affairs office or ward office concerned, in case the personnel concerned are ones serving in the local branch office or local affairs office of To, Do, Fu or prefecture, or the ward office of the city mentioned in Article 155 paragraph 2 of the Local Autonomy Law), and the personnel serving in the public school, outside of the area of the local public body which is the establisher of the school (area of the ward where the school is situated, in case the school concerned is the primary school, middle school or kindergarten provided for by the School Education Law and its establisher is the city mentioned in Article 155 paragraph 2 of the Local Autonomy Law), may engage in any of the political activities mentioned in items (1) to (3) inclusive and in item (5):

3　No person must request or instigate or incite the personnel to engage in any political activity provided for in the preceding two paragraphs, or must give or attempt to give or promise to give any appointment, position, compensation or any other benefit or disadvantage in relation to the in-service status of the personnel as reward or retaliation for doing or not doing any political activity mentioned in the preceding two paragraphs.

4　The personnel shall not be subjected to adverse treatment on account of not having consented to such unlawful acts as are provided for in the preceding paragraph.

5　The provisions of this Article shall be construed and applied in line with their object of assuring the fair operation of the administration of the local public bodies and protecting the interest of the personnel by guaranteeing the political neutrality of the personnel.

Article 37.　The personnel must not resort to strike, slow-down and other acts of dispute against their employer, who is the local people as represented by the agencies of the local public body, or to such idling tactics as will deteriorate the functional efficiency of the agencies of the local public body. Nor must any person attempt, or conspire, instigate or incite the perpetration of, such unlawful acts.

2　Any member of the personnel who has acted in violation of the provision of the preceding paragraph shall become unable, simultaneously with the commencement of such acts, to set up against the local public body the rights to appointment or employment he enjoys under laws and orders, or by-laws, regulations of the local public body or rules fixed by agencies of the local public body.

Article 38.　The personnel must not concurrently occupy the posts of officials and other posts specified by rules of the personnel commission (regulations of the local public body, in local public bodies without the personnel commission) in a company or other organization the object of which is to undertake a private enterprise for profit, or undertake a commercial enterprise on their own account, or engage for reward in any enterprise or business without the permission of the appointing authority.

2　The personnel commission may, by rules of the personnel commission, establish standards for the granting or withholding of the permission of the appointing authorities specified in the preceding paragraph.

Article 39.　The personnel must be given opportunity to receive training for the purpose of development and improvement of their working efficiency.

2　The appointing authorities shall be responsible for the training mentioned in the preceding paragraph.

3　The personnel commission may recommend to the appointing authorities as to formulation of training programs and other training methods.

Article 40.　The appointing authorities shall periodically evaluate the work performance of personnel and shall take such appropriate action as the result of evaluation may call for.

2　The personnel commission may recommend to the appointing authorities as to formulation of programs of evaluation of work performance and other necessary matters with regard to the evaluation of work performance.

Article 41.　The protection of the welfare and interest of the personnel shall be adequate and impartial.

Article 52.　The personnel may or may not form and may or may not join an organization (hereinafter in this Section to be referred to as a "unit organization" ) the object of which is to negotiate with the authorities of the local public body concerned with regard to the compensation, work hours and other working conditions.

2　The unit organization may form a federation with other unit organizations of the local public body concerned or join a federation of unit organizations formed by other unit organizations of the local public body concerned. And, the federation of unit organizations may form a federation with other federations of unit organizations of the local public body concerned or join another federation of unit organizations of the local public body concerned.

3　The provision of the preceding paragraph shall not prevent a unit organization or a federation of unit organizations (hereinafter in this Section to be referred to collectively as "the personnel organization" ) from actually forming a united organization with the personnel organizations of other local public bodies or with other organizations of public service personnel or actually joining a united organization formed by the personnel organizations of other local public bodies or other organizations of public service personnel.

4　The police and fire defense personnel cannot form and join the personnel organizations.

5　The personnel must not administer the business of the personnel organizations or conduct activities in the interest of such organizations, while they are receiving compensation from the local public body.

Article 53.　The personnel organizations may apply, accompanying their agreements (Articles of Association, in case it is to be a juridical person;the same hereinafter in this Article), to the personnel commission (in local public bodies without the personnel commission, it shall be the head of the local public body;the same hereinafter in this Section) for registration in compliance with by-laws. In such case, the personnel commission must, as provided for by by-laws, register it with the agreement and so notify the personnel organization concerned, if the personnel organization having applied for registration complies in all respects with provisions of this Law and by-laws issued thereunder.

2　The agreements of the personnel organizations mentioned in the preceding paragraph shall contain at least the following matters:

3　In order to qualify for and maintain registration, the personnel organizations must establish the procedures to the effect that the adoption or alteration of the agreement, election of officers and other similarly important actions are decided by a majority vote of all members through direct secret ballot in which all personnel who are constituent members shall have equal opportunity to participate, and these important actions must actually be decided through such procedures. However, in the case of the federation of unit organizations, it may be sufficient only to establish the procedures to the effect that those important actions are decided by a majority vote of all representatives, whom each constituent organization shall elect by a majority vote through direct secret ballot in which all personnel who are its constituent members shall have equal opportunity to participate, through direct secret ballot in which all such representatives shall have equal opportunity to participate, and to decide them actually through such procedures.

4　When the personnel organization registered has become inconformable with the provisions of this Law and by-laws issued thereunder, the personnel commission may, after conducting hearing, cancel its registration in compliance with the provisions of by-laws. The hearing must be conducted in public, if the personnel organization concerned so requests.

5　When it has changed its agreement, the personnel organization registered must so notify the personnel commission in compliance with the provisions of by-laws. In such case, the provision of the latter part of paragraph 1 shall apply mutatis mutandis.

6　When it has dissolved, the personnel organization registered must so notify the personnel commission in compliance with provisions of by-laws.

Article 54.　The personnel organizations may be incorporated as juridical persons. Those provisions of the Civil Code (Law No.89 of 1896) and the Law of Procedure for Non-Contentious Litigation (Law No.14 of 1898) which are relating to the juridical persons provided for in Article 34 of the Civil Code shall apply mutatis mutandis to the juridical persons mentioned in this paragraph. However, "the competent government agency" in those provisions shall read "the personnel commission" .

2　When those personnel organizations which are intended to be incorporated as juridical persons have been registered in accordance with the provision of paragraph 1 of the preceding Article, they shall be considered to have obtained the permission mentioned in Article 34 of the Civil Code which is applicable mutatis mutandis in the preceding paragraph.

3　When the registration of the personnel organization having a juridical personality has been cancelled in accordance with the provision of paragraph 4 of the preceding Article, the cancellation of permission mentioned in Article 71 of the Civil Code which is applicable mutatis mutandis in paragraph 1 shall be considered to have been effected.

4　When an alteration of the Articles of Association has been registered in accordance with the provision of paragraph 5 of the preceding Article, it shall be regarded as having been approved under Article 38 of the Civil Code being applicable mutatis mutandis in paragraph 1.

Article 55.　The personnel organization registered may, under the conditions and circumstances as fixed by by-laws, negotiate with the authorities of the local public body concerned with regard to the compensation, work hours and other working conditions of the personnel. And, in conjunction therewith, negotiation for lawful purposes including social or welfare activities may be done. However, such negotiation shall not include the right of collective agreement with the authorities of the local public body concerned.

2　In the case mentioned in the preceding paragraph, the personnel organization may conclude a written agreement with the authorities of the local public body concerned, provided that such agreement shall not conflict with laws and orders, or by-laws, regulations of the local public body or rules fixed by agencies of the local public body.

3　The agreement mentioned in the preceding paragraph must be carried out with sincerity and upon responsibility by both the authorities of the local public body concerned and the personnel organization.

4　The freedom of the personnel to express grievances or submit opinions to the authorities of the local public body concerned with regard to the compensation, work hours and other working conditions or for lawful purposes including social or welfare activities shall not be be denied to the personnel for the reason that they do not belong to the personnel organization.

Article 56.　The personnel shall not be subjected to adverse treatment on account of the fact that they are members of the personnel organization, or that they have attempted to form or join it, or that they have acted legitimately for the personnel organization.