We are expanding the scope of short-time work for childcare and family nursing care. Specifically, we have extended applicability of the childcare short-time work system from "until admission to elementary school" to "elementary school third grade". Also, in anticipation of revision to the law, we have expanded the scope of the family nursing care short-time work system to "three years in total". We also support life and work balance through exempting overtime work, limiting after-hours work and late-night work, and expanding application of the staggered work hours system for childcare to "until graduation from elementary school" and so on. In this way, we are striving to create an environment in which all employees are able to fully exhibit their capabilities.
Also, from the fiscal year ended March 31, 2017, anticipating revision to the law, we made it possible for employees to take half-day holidays for family nursing care and take nursing leave in up to three installments.
We actively promote awareness and encourage employees to utilize such systems by posting them on the intranet and so on. As a result, 100% of female employees returned to work after childcare leave, while 14 male employees have so far made use of childcare leave (as of the fiscal year ended March 31, 2019).
Moreover, based on the Act on Advancement of Measures to Support Raising Next-Generation Children (Next Generation Act), we have compiled and practice an autonomous action plan, and we acquired next generation support certification (Kurumin Authorization) from the Minister of Health, Labour and Welfare in July 2017. We will continue to strive for measures to support life-work balance from now on.
(Formulated on March 28, 2017 and revised on March 28,2018)
1. Planned period Three years from April 1, 2017 to March 31, 2020
|1||Establish diverse working conditions.||September 2017 Introduction of the work-from-home system|
|2||Hold seminars aimed at supporting employees to think their career development while maintaining work and balancing work and childcare.||March 2020 Hold a seminar on balancing work and childcare|
|3||Set average overtime work hours to no more than 10 hours a month.||May 2017 - Implementation of awareness promotion and education activities via emails, etc.|
The IDEC Group is making a company-wide effort to promote life-work balance and prevent excessive work with the aims of reducing overtime work hours to zero and realizing 100% use of annual paid leave.
In addition to the conventional "no-overtime work days", we encourage employees to leave work on time through calling on employees to leave early on the P.A. system and executing a program to forcibly shut down employees' PCs each day. As a result, employees are required to compile and execute more efficient work plans, making them more conscious of working hours than before.
We also strive to increase annual paid leave utilization rates with emphasis on encouraging employees to seek mental and physical refreshment based on scheduled utilization of paid leaves. We are striving to create a workplace atmosphere that encourages taking holidays. For example, we give monthly feedback on individual leave utilization with the aim of realizing 100% utilization.
We were also one of the first corporations to introduce the office hours interval system and take other pioneering measures to reduce long working hours.
In this way, we help our employees control their working hours, leave work early when their workloads are light, and shorten working hours so that they can devote more energy to having fuller private lives.
See the following for data related to promotion of life-work balance (childcare leave, annual paid leave utilization rates, etc.)
Regarding the safety and health of employees as its most important issue, the IDEC Group has established a health and safety management system and disaster prevention standards in compliance with health and safety legislation with the aim of preventing labor accidents and health impairment. We strive to maintain safe and healthy workplace environments through promoting autonomous and scheduled activities.
In particular, we investigate risks and hazards in the workplace and, based on the results, conduct risk assessment for preventing risks and health damage to employees. To ensure that all employees can fully exhibit their individual capabilities, we place emphasis on mental healthcare; for example, we implement education and training on emotional matters, provide counseling, and offer assistance to employees who are returning to the workplace. We established a counseling room in October 2016. Consulting employees on various topics raised by them, we strive to promote mental healthcare.