Health Management Declaration
Taiyo Nippon Sanso's Health Management Declaration: Creating a work environment that supports and motivates employees
Health is one of the qualities and behaviors of health, integrity, and resourcefulness required of employees. We have declared our commitment to fostering a health-first culture in recognition that employee health is the driving force behind all we do, and through this culture, we encourage sound management and contribution to the creation of a prosperous society.
We also recognize that the mental and physical health of every employee is an asset to the company. Therefore, we strive to create safe and comfortable workplaces.
We want our employees to understand that their own health and the health of their families are the driving force behind both their work and home life. Employees are encouraged to take responsibility for maintaining and improving their own health as well as to participate in fostering a health-first corporate culture.
Health and Productivity Framework
Health Management Strategy
We believe that it is in the best interests of the company for employees to stay healthy and continue to work. We are working on health management by introducing a health system that allows employees to see their health status at a glance, distributing wearable devices, and holding various seminars with prevention in mind.
For the future growth of the company, we will position work style reform as part of our investment in health, and will work to provide work-life balance and fulfilling lives.
Support for Improving Employee Health
The Company aims to foster a culture that puts health first, following the idea that the health of its employees is the driving force behind everything it does.
Health Check
Costs for re-examinations during the annual health check, which serves as a foundation for maintaining health, are also covered by the company to enable employees to look after their health. In addition, the company provides medical checkups/brain checkups for employees who are working away from home voluntarily, regardless of age. Furthermore, the company provides free screening for five major cancers and has expanded its subsidies for influenza vaccination, a smoking cessation outpatient clinic, and dental checkups, in cooperation with health insurance associations.
Response to Overtime Work/Harmful Work, etc.
- From the perspective of preventing long working hours, various systems are in place to allow for flexible working styles, and a health support center is available so that employees can receive health consultations from an industrial physician.
- Special medical examinations, as well as medical examinations for those engaged in specific work, are available for employees performing hazardous work.
- For former employees with a history of handling asbestos, voluntary health checks are offered every year, and there is a compensation system for those certified as having suffered industrial accidents.
Dental Checkups and Tartar Removal
The company also focuses on dental health, offering free dental examinations via the Taiyo Nippon Sanso health insurance association. Furthermore, an industrial physician communicates with employees about the risk of lifestyle-related diseases and dementia if dental health is compromised, reinforcing the importance of dental hygiene. Also, annual in-house dental examinations are conducted at certain large-scale facilities. Every year, more than 100 employees receive a dental interview and tartar removal by a dental hygienist, raising awareness of the importance of dental health maintenance, which is said to be essential for maintaining overall health.
Employees received tartar removal by a dental hygienist in a temporary medical examination room.
Subsidies for Influenza Vaccinations
The company also focuses on infectious disease countermeasures, and the health insurance association provides a 2000-yen subsidy for influenza vaccination to all company employees and their families.
In order to increase the vaccination rate, the company invites doctors to large-scale facilities so that employees can receive influenza vaccinations during work hours.
Wearable Devices for Visualizing Health
We provide wearable devices that can measure steps, pulse, sleep time, calorie consumption, etc., to anyone who wants one. The measured PHR (personal health record) will be linked to the health insurance association's application. It helps to visualize individual health and raise health awareness in line with the results of health checks. Points given according to the number of steps taken each day can be used for various services. This motivates people to walk.
In addition, the annual walking event also includes team competition elements so that employees can have fun while developing the habit of exercising.
We would like to extend this support to affiliated companies and dependents as well in the future.
Distributed wearable devices
Holding Health Awareness Seminars
We regularly hold various seminars that contribute to raising health awareness among our employees.
For first to fifth year employees, an industrial physician holds health seminars in line with annual training, giving lectures to raise awareness of such health issues as diet, exercise, sleep, fluid intake, and mental health.
In FY 2024, the effects of hormones on health and femtech, etc. were introduced at a webinar on "working women's health" held by an industrial physician.
In addition, health videos on themes such as exercise, diet, and smoking are uploaded to a website that employees can access freely.
Participants engage in stretching at the "Improving the Health of Working Women" seminar
Caring for Mental Health
We have introduced health consultation services by external specialists to provide opportunities to discuss health concerns confidentially without the company knowing.
Health consultations by industrial physicians are available in person and online within the company, and employees nationwide can use the service.
Those on leave can have online interviews while on leave if they so wish, to support recovery. When returning to work, measures to prevent recurrences will be formulated, for example, and support is provided to help employees with mental health issues return to their active roles.
Line care training is mandatory for managers, and self-care training by psychological counselors is annually provided to general employees through the labor union.
Providing Opportunities for Exercise
We provide opportunities for employees and their families to enjoy physical activities. For example, we regularly hold the Tamagawa River Cleanup and Nikko Tree Planting Activity.
In the Tamagawa River Cleanup, each team rafts down the upper reaches of the Tamagawa River and exercises their bodies to the fullest in the rich natural environment. Along with rafting, they also pick up trash from the river, collecting about 10 kg of waste every year, including plastic, rubber, and pottery fragments.
In the Nikko Tree Planting Activity, participants plant trees at the Ashio Copper Mine after walking up the mountain to experience the clean air with their whole bodies. Based on the fact that the company has developed by utilizing oxygen, we are contributing to the prevention of global warming by planting saplings, thereby creating oxygen in the natural world.
We plan and implement events that support mental and physical health on an ongoing basis, not only to compensate for a lack of daily exercise, but to promote mental health through employee interaction and community contributions.
Each team worked as one, rowing and searching for trash (Tamagawa River Cleanup).
We worked up a nice sweat walking up the mountain and planting trees (Nikko Tree Planting Activity).
External Evaluation
"Health & Productivity Management Outstanding Organization 2025"
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 is designated a "Health & Productivity Management Outstanding Organization 2025" 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 five consecutive years since 2021.
Work-Life Balance Support System and Human Resource Development
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.
Return to Work with Peace of Mind; The Importance of Common Understanding
Y.M. (Joined the company in 2013)
Before returning to work, I met with members of my department and had an interview with my supervisor regarding my work style after returning to work. During the meeting, we thoroughly discussed and came to a common understanding that I would gradually expand the scope of my work while getting used to my duties and work style.
In my case, I was transferred to another department when I returned to work. However, it has been a year without anxiety since I returned to work, not only because of the sense of security I gained through the face-to-face meetings and interviews before returning to work, but also because I had talked about various things with my new supervisor before I went on leave. Now I can see the workflow and movements of others around me, and I feel more relaxed in my work than before.
Caregiver Leave System
| Caregiver leave |
Caregiver leave can be taken up to three times per family member within a total of 365 days.
* Salary will be paid for up to 5 consecutive days from the first day of the first leave.
* 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.
The company standard exceeds the statutory standard of 93 days. |
Short flextime work 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)
* This system can be used in conjunction with the flextime work system.
* If the work schedule is changed, it cannot be changed again for at least 6 months.
* Wages and bonuses equivalent to the reduced working hours will not be paid. |
Flextime work system
(regular workers only) |
Regular workers can use the flextime work system.
(1) Core time [10:30 - 15:00] (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]
* This system can be used in conjunction with the short flextime work system. |
| 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. |
| Exemption from overtime and holiday work |
When caring for a family member, exemptions from overtime and holiday work are available within a period of up to 3 years. |
| 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. |
| 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.
* Leave can be taken in hourly, half-day and daily increments (shift workers can take it in one-day increments).
* Salary will be paid for up to 5 days per year. |
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.
* A maximum of 60 days annual paid leave can be accumulated after the expiration of the valid period of 2 years as "accumulated leave for personal injury, illness, or nursing care."
* Special leave can be taken in half-day increments for nursing care.
This is a system unique to the Group, which is not covered by federal or prefectural laws. |
| [Union] Accident and sickness benefit |
Union members or their spouses and children are eligible for benefits from the Mutual Aid Association.
|
Systems Related to Career Development
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.
Employee Welfare Program
As a welfare program to support the livelihood of employees, we have established a system of employee rent subsidies and housing allowances, as well as company housing and dormitory rental for those relocating to other locations. We have also formulated an "Action Plan to Support the Development of the Next Generation" based on the "Act for Measures to Support the Development of the Next Generation," and are working to support employees who are balancing work and childcare. As part of these efforts, we issue babysitter discount coupons promoted by the Children and Families Agency to employees of child-rearing age.
The program also makes it possible for current employees and family members, as well as retired employees, to use three company-owned recreational facilities.
External Evaluation
"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."
Diversity & Inclusion
Taiyo Nippon Sanso Diversity & Inclusion Declaration
We will realize sustainable growth and contribute to society by having a diverse workforce.
- All members commonly recognize the significance of existence and active participation of diverse human resources to work on the following:
Promoting "creation of place" where diversity is respected and utilized
✓We will aim for an organization without negative communication such as harassment arising from unconscious bias, etc.
✓We will create an environment where everyone's individuality can be respected and diversity can be utilized.
- Promoting human resource development so that a diverse workforce can be active and motivated
✓Activity of diverse human resources means that all members are independent and active and we will aim for confirmation of identity.
For this purpose, the company will support the growth of individuals from an unbiased perspective.
✓First, we will start by eradicating the fears of women, who are a minority, changing their mindset, and resolving the individual issues faced by diverse human resources to support continued employment and individual growth.
- Aiming for a flexible organization where a diverse workforce can thrive
✓We will aim for an organization that enables continued business growth by utilizing various values and responding flexibly to changes in the environment.
✓We will aim for an organization that accepts nursing care, male childcare leave, disabled persons, LGBTQ, etc. that enables everyone to work together in harmony.
Diversity & Inclusion Promotion Plan
Under the Diversity & Inclusion Declaration, we aim to make organizations whose members accept each other and work together in harmony natural, and are setting up a step-by-step action plan.
Initiatives to Promote Diversity & Inclusion
We will promote various initiatives with the aim of fostering a "natural" culture.
D&I Town Hall Meeting
In order to promote diversity within the company and the mindset required to embrace it, D&I town hall meetings for employees are held at the headquarters as well as each branch office. These meetings are periodically held at each place to promote understanding.
Implementing Various Types of Training Related to D&I
Training tailored to various categories such as training for all employees, stratified training, and screened training are being implemented. Training to recognize unconscious bias, which becomes an obstacle to developing female leaders and encouraging diverse human resources to thrive by themselves, is also essential to promote D&I.
Valuable Opportunity to Reassess Unconscious Bias
H.A. (Joined the company in 2006)
Before undertaking the training, to be honest, I didn't even know what the term "unconscious bias" meant. When I actually undertook the training, I was often reminded in various ways. I was shocked to discover that I had biases that I was unaware of due to unconscious behavior.
After taking this training, I realized that I was acting more on assumptions than I thought. I would like to get into the habit of stopping once and asking myself questions like "Is that really true?" instead of "It's probably like that" and practicing listening carefully to others to put the brakes on unconscious beliefs.
Creating the Work-life Balance Support Handbook
A summary of internal and external support systems to balance childcare/elderly care with work is contained in the Work-life Balance Support Handbook. The handbook explains the company's system for supporting childcare and elderly care in an easy-to-understand manner.
Bread and Pesticide-Free Vegetable Sales Events by People with Disabilities
In an effort to increase the health consciousness of employees concerning food, we have been holding multiple sales events of additive-free bread and baked goods made that morning by disabled people, as well as pesticide-free and organic vegetables, from Pasona Heartful since 2018. All of the food items are extremely popular and sell out in the blink of an eye every time.
We are also actively recruiting people with disabilities and promoting employee awareness of diverse human resources and work styles, as well as the creation of workplace environments.
A sales event was held in the lobby of the Head Office. The event was crowded with many employees shopping for healthy and tasty foods.
External Evaluation
"D&I AWARD"
The "D&I AWARD" is the grading of companies' progress in diversity and inclusion by JobRainbow, which gives a certification according to the score. We were evaluated as "advancing the way in D&I and leading the promotion of D&I in Japan as a role model", and received advanced certification, the second highest rank.