General Employer Action Plan

  • Nurturing the next generation
  • Promoting the success of women

Nurturing the next generation

 Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, we have formulated the following General Employer Action Plan. By implementing this plan, we will promote the development of an environment that enables employees to balance work and family and remain active. We believe that the development of such a working environment will make use of our valuable human resources and lead to the provision of higher level of service.

(Publication: April 19, 2017)

Action plan period

April 1, 2017 – March 31, 2020

Acquire Kurumin

The next generation certification mark “Kurumin” is an action plan (general employer action plan) for child rearing support based on the Law for Promotion of Next Generation Support Measures enforced in April 2005, the achievement was recognized It is what business owners can obtain. We acquired on August 22, 20.

NE-kurumin

Major action plans and activities

1. We will attain a male childcare leave adoption rate of 7% or more.
  • We will publicize the “Dad/Mom Childcare Leave Plus” system and encourage employees to take childcare leave (eight-week special case childcare leave).
  • We will exchange opinions for improving the adoption rate for male employees taking childcare leave using the opportunity of discussions between labor and management.
2. We will develop the vocational abilities of employees on childcare leave, and provide company information and childcare-related information during period of childcare leave.
  • We will publicize our internal intranet (bulletin board, scheduler, etc.) so that it can be viewed on an individual smartphone.
  • We will support women’s network-building and information sharing through the activities of the women’s association ‘Nadeshiko Kai.’
3. We will work to reduce overtime work hours.
  • We will aim for zero workers with average legal overtime hours of 60 hours per month or more, and an average of less than 45 hours per month of legal overtime and work on holidays for regular employees.
4. We will promote working style reforms so that employees who work while raising children can secure time.
  • We will support part of the cost of using babysitters to support childcare.
  • We will implement no overtime days.
  • We will manage the adoption rate status on a monthly basis to promote the adoption of annual paid holidays.
  • We will introduce teleworking, etc. on a trial basis.

Initiatives already in place

1. Implementation of a system that exceeds the childcare leave system of the Child Care and Family Care Leave Law
  • Childcare leave can be taken until the child reaches 2 years old.
  • If a child under primary school age is ill and requires care, employees can take child nursing leave for up to the following number of days per year.
    ● One child under primary school age …. 6 days
    ● Two or more children under primary school age …. 12 days
    Alternatively, employees may reduce their working hours by up to 2 hours per day for nursing care of children under primary school age, etc.
  • Employees with children under primary school age will be exempted from overtime work if they request it.
  • Employees with children under primary school age may shorten or change their prescribed regular working hours by up to 2 hours. If employees have special circumstances, such as both parents working or single parent family, employees with children from first grader to sixth grader of primary school can also make similar changes in their working hours.
2. We set every Wednesday as no overtime day, and we are working on reduction of overtime work hours.

Promoting female success

Based on the “Act on Promotion of Female Activities”, the Company formulated the following general employer action plan. By implementing this plan, we will promote the development of an environment where female employees will continue to be active. We believe that the development of such a working environment will make use of valuable human resources and lead to the provision of higher service.

Action plan period

April 1, 2016 – March 31, 2018

Goal to be achieved

1.New employee / The ratio of women in mid-career hiring shall be 30% or more.
  • Active publicity for job seekers about the fact that women can be active.
  • Expansion of the scope of duties for general positions, etc. · Revision of upper limit of promotion · Improvement of treatment
  • Aggressive operation of conversion system from general profession etc. to general job etc.