Acceptable Conduct & Workplace Safety Policy
We expect professional engagement and protect employees from abusive customer conduct.
Red Ark Laboratories LLC provides security assessment, managed monitoring and operations (MSP), software development, and related services. Quality work depends on people who can focus in a safe environment. We value constructive dialogue with customers and partners. At the same time, we set clear boundaries against abusive or harassing conduct directed at our staff—sometimes discussed in Japan as customer harassment; here we frame it in U.S.-readable workplace-safety terms.
This English version is provided for convenience for international readers. For contracts and regulatory matters governed by Japanese law, the Japanese originals prevail unless we execute a separate English agreement with you.
What We Mean by Unacceptable Conduct
We treat the following as unacceptable when directed at our people by any individual or organization contacting us (customers, prospects, vendors, or other parties):
- Demands that lack a reasonable basis
- Means or manner of pursuing a demand that are socially inappropriate or intimidating
- Demands that, even if related to a service issue, are disproportionate in content or tone
- Behavior that threatens the physical or psychological safety of employees or contractors
We may refine this definition as laws and workplace norms evolve.
Examples
Examples include, without limitation:
Unreasonable demands
- └Demanding remedies where no defect, error, or contractual breach is shown
- └Demands unrelated to the service (e.g., improper personal payments, or insisting a specific employee be fired)
Abusive means or manner
- └Physical assault or threats of violence
- └Threats, defamation, insults, or verbal abuse
- └Intimidating or coercive behavior
- └Excessive or ritualized apology demands intended to humiliate
- └Persistent harassment via repeated calls, emails, or unannounced visits
- └Refusal to leave premises, confinement, or other restraining conduct
- └Discriminatory or sexual harassment
- └Targeting individual employees personally rather than the company
- └Online harassment or doxxing via social media or other forums
- └Prolonged detention of staff in meetings (in person or remote) without a legitimate operational need
Disproportionate remedy demands
- └Demands for product replacement, cash compensation, or apologies that are not grounded in our fault or contract
Legitimate complaints and good-faith requests for remedy where we are at fault remain welcome. The issue is unreasonable content or abusive process.
Our Response
If we determine conduct is unacceptable, we may decline further engagement, suspend or terminate services under applicable agreements, and document the incident. Serious threats or criminal behavior may be referred to counsel and, where appropriate, law enforcement. We will continue to address legitimate service issues professionally.
Related Policies
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Questions about this policy:
Effective Date
Effective when published. First published: August 7, 2026. Updates will appear on this page.