ENVALITH
株式会社POPER logo

POPER Co.,Ltd.

5134Growth MarketInformation & Communication

株式会社POPER logo
POPER Co.,Ltd.5134

Governance

The company is a company with a board of company auditors. The Board of Directors consists of 5 members (1 outside director, 20% outside ratio), and all members attended 100% of the 14 Board of Directors meetings held during the fiscal year under review. The Board of Company Auditors consists of 3 outside auditors. Neither a nomination committee nor a compensation committee has been established.

Outside Director Ratio

20.0%

Nomination Committee

Not Established

Compensation Committee

Not Established

Risk Management

The Compliance and Risk Management Committee, chaired by the Director and CFO, meets quarterly to comprehensively identify and manage risks, with a system in place to report material risks to the Board of Directors. For information security, the company has obtained ISMS (ISO/IEC27001:2022) and Privacy Mark certifications and has established an information asset management system.

Shareholder Returns

No dividend continues. The dividend forecast for both the interim and year-end of FY2026 (ending October 2026) is ¥0. Meanwhile, in March 2026, based on a resolution of the Board of Directors, the company acquired 69,100 shares of treasury stock (acquisition value of ¥39,949 thousand), implementing share buybacks as part of its capital policy.

Dividend Policy

Annual dividends for both FY2025 (ending October 2025) and FY2026 (ending October 2026) are ¥0 (no dividend). The basic policy is to pay a year-end dividend once annually, and the Articles of Incorporation provide for the possibility of an interim dividend by resolution of the Board of Directors; however, priority is given to securing internal reserves for future business development and strengthening the financial structure, and the timing and likelihood of implementing dividends remain undetermined at this time.

Dividend

None

Share Buyback

Possible

Shareholder Benefits

None

ESG

The company positions human capital as a key priority, with mid-career hiring regardless of gender or nationality, an MBO (management by objectives) system, and arrangements for remote work, flextime, various leave programs, and self-development support. Quantitative sustainability-related indicators and targets have not yet been set and are treated as a matter for future consideration. There is no specific disclosure regarding climate change.

Last updated: January 26, 2026