Creating an Environment Where Everyone Can Work Comfortably
We have various systems in place to create a better working environment for our employees. In addition to our efforts to protect the health of our employees, we have received recognition from outside the company and obtained various certifications.
Systems Related to Life Planning
Maternity and Childcare Leave System
In order to create an environment where employees can raise children in good health and with peace of mind, we have established a maternity and childcare leave system that complies with the law.
Caregiver Leave System
| Caregiver leave |
Caregiver leave can be taken up to three times per family member within a total of 365 days.
* The period of absence is treated as an absence from work and is not included in the length of service, salary is not paid, and bonuses are not paid. Caregiver leave benefit is paid by employment insurance.
(Chapters 1-3 of the Regulations on Caregiver Leave)
The company standard exceeds the statutory standard of 93 days. |
| Shortened working hours system (regular workers only) |
When caring for a family member, working hours can be shortened by one or two hours per day as many times as desired within a period of up to 3 years.
* Start and finish times can be adjusted in 30-minute increments. (e.g., start work 30 minutes later and end work 90 minutes earlier)
* If the work schedule is changed, it cannot be changed again for at least 6 months. (Chapter 4, Article 17 of the Regulations on Caregiver Leave)
* This system cannot be used in conjunction with the flextime work system.
* Wages and bonuses equivalent to the reduced working hours will not be paid. |
| Flextime work system (regular workers only) |
When caring for a family member, the flextime work system can be used as many times as desired within a period of up to 3 years.
(1) Core time (the hours during which employees must work)
(2) Flexible time (time period when employees can choose to work)
〇Start time window [7:00 - 10:30]
〇Finish time window [15:00 - 22:00]
(3) Break time [12:00 - 13:00]
* The applicable period is in monthly units and the start date is the first day of each month.
* If the work schedule is changed, it cannot be changed again for at least 6 months.
(Chapter 4, Article 17 of the Regulations on Caregiver Leave)
(Chapter 3, Section 1, Article 21, Paragraph 2, Item 1 (ii) of the Rules of Employment) |
| Limitations on overtime work |
When an employee who cares for a family member requests it, the employee is restricted from working more than 24 hours/month or 150 hours/year of overtime for a period of not less than one month and not more than one year at a time.
(Chapter 3, Section 2, Article 31 of the Rules of Employment) |
| Exemption from overtime and holiday work |
When caring for a family member, exemptions from overtime and holiday work are available.
(Chapter 4, Article 17 and Article 18-2 of the Regulations on Caregiver Leave) |
| Exemption from night shifts |
When an employee who cares for a family member requests it, the employee is exempted from night shifts (work from 10:00 p.m. to 5:00 a.m. the next day) for a period of not less than one month and not more than six months at a time.
(Chapter 4, Article 18 of the Regulations on Caregiver Leave) |
| Short-term leave for nursing care |
Employees who care for or otherwise look after relatives in need of nursing care are eligible to take short-term leave for nursing care.
* If there is only one relative in need of care, the maximum is 5 days per year; if there are two or more relatives, the maximum is 10 days per year.
* In addition to one-day increments, leave can be taken in half-day increments (shift workers can take it in one-day increments).
* No salary will be paid during the period of short-term leave for nursing care.
(Chapter 3, Section 5, Article 48-3 of the Rules of Employment) |
| Special leave for nursing care (accumulated leave for personal injury, illness, or nursing care) |
Special leave may be taken to care for relatives, with priority given to annual paid leave.
* Annual paid leave after the expiration of the valid period of 2 years can be accumulated in half-day increments up to a maximum of 60 days as "accumulated leave for personal injury, illness, or nursing care."
* In addition to one-day increments, it can be taken in half-day increments for nursing care.
(Chapter 3, Section 5, Article 44, Paragraphs 1, Item 2 of the Rules of Employment)
This is a system unique to the Group, which is not found in the law. |
| [Union] Accident and sickness benefit |
Union members or their spouses and children are eligible for benefits from the Mutual Aid Association.
* If an employee is absent from work for more than 7 consecutive days due to injury or illness, JPY 8,000 will be paid for the first 7 days, including Saturdays, Sundays, and holidays, and JPY 5,000 will be paid for every 7 days thereafter.
* If a spouse or child is hospitalized for more than 7 consecutive days due to injury or illness, JPY 6,000 will be paid for the first 7 days, and JPY 3,000 will be paid for every 7 days thereafter (up to 140 days for the same injury or illness).
* An application must be made within one year using the Union's "Application for Mutual Aid Benefits" (available on the Union's website). |
Systems Related to Career Development
Educational System
Stratified Training
We provide a unique training system that covers basic training for employees throughout their first five years of employment. New employees begin with a three-month training program, and then experience annual training in each of their first five years in the company. In addition to stratified training, we also offer a variety of other programs, including "selective," "optional," and "theme-specific" programs, which are designed to develop the skills required by each individual.
Correspondence Courses and Qualification Acquisition Incentive Scheme
We encourage correspondence courses to improve necessary business skills at the company, and we subsidize a portion of the cost for employees who achieve certain goals in correspondence courses. We also encourage our employees to obtain the various qualifications required for their work at the company, and we offer incentives to those who obtain the designated qualifications.
Other Systems Related to Career Development
Return to Work Scheme
The Return to Work Scheme is a system that enables rehiring of retired employees who wish to return to work at the Company and for whom there is a suitable job.
Continuous Employment System for Incumbent Employees
This is a system whereby employees who are forced to relocate due to a spouse's transfer, nursing care, or other family reasons may continue their employment if there is a job suitable for them in the new location and they are willing to continue working there under an internal agreement.
External Evaluation
"Health & Productivity Management Outstanding Organization 2023 (White 500)"
We have implemented a wide variety of measures under the "Health Management Declaration of Taiyo Nippon Sanso" announced in April 2017. In recognition of its activities as a company that practices outstanding health and productivity management, Taiyo Nippon Sanso has been designated a "Health & Productivity Management Outstanding Organization 2023 (White 500)" by the Ministry of Economy, Trade and Industry.
"Sports Yell Company"
As a company that is actively engaged in the implementation of sports to promote employee health, Taiyo Nippon Sanso has been designated a "Sports Yell Company" by the Japan Sports Agency for four consecutive years since 2021.
"Eruboshi"
The "Eruboshi" Certification is granted by the Minister of Health, Labour and Welfare to companies that have formulated and submitted notification etc. of a general employer action plan based on the Act on the Promotion of Female Participation and Advancement in the Workplace, and have satisfied certain requirements including exhibiting outstanding progress in efforts to promote female participation and advancement. This time, we earned two stars, the second of the three levels of certification, in recognition of attaining the three benchmark items of "continual employment," "work styles including working hours," and "diverse career tracks."