The Fujikura Group is working on the issue of work-life balance based on the following two sets of principles and guidelines.
One is the "Fujikura Group Activity Guidelines", the other is the "Criteria for the management of employees' health and safety and for ethical considerations".
■Guidelines in "Fujikura Group Activity Guidelines" is as follows.
■『The guidelines in the"Criteria for the management of employees' health and safety and for ethical considerations", has the following two items.
Creation of comfortable workplaces
The Fujikura Group is committed to providing employees with comfortable workplaces based on the Fujikura Group CSR Activity Guidelines, which states, "Secure the safety of all people involved in Fujikura Group's corporate activities, while maintaining a comfortable work environment and striving to improve it."
Fujikura group Management of adequate working hours activity policy
The Fujikura group proactively addresses Management of adequate working hours activities, such as institutional and organizational climate reforms, etc.,in order to create the environment where diverse human resources can demonstrate their abilities to the utmost, and to realize the enhancement of corporate value.
Measures to ensure appropriate working hours
Fujikura Ltd. works to ensure appropriate working hours as one of its extremely important management issues that will help improve the value of the company and its human capital. The entire Group is making a concerted effort to this end. In June 2014 we documented the Group's policies on appropriate working hours and have been conducting related activities regarding the following as the three pillars of these policies.
[Activity record for FY 2015 (Fujikura)]
The average overtime hours per month recorded showed almost no change when compared to the previous fiscal year. In the 2016 fiscal year, we will promote further improvements in this matter.
Promotion of work-life balance and improvements in the working environment
“Work-life balance” refers to an environment where the home and the workplace, or “work” and “life,” can be harmonized. In 2007, the Work-Life Balance Charter was formulated by the relevant ministries in conjunction with the finance and labor industries as an initiative that would begin to unify the public and private sectors in realizing work-life balance. The charter declares that the society that work-life balance must aim towards is a “society where each and every citizen engages in worthwhile, satisfying work and realize their responsibilities in the workplace even as they are able to choose from and realize at home and in the community a diversity of lifestyle options at every stage of human life, from early parenthood to middle and old age.”
Fujikura focuses on improving its working environment to enable each employee to achieve a better work-life balance by working in a flexible manner according to their life stage.
In January 2010, before the revised Act on the Welfare of Workers Who Take Care of Children or Other Family Members including Child Care and Family Care Leave came into effect in Japan in June 2010, we revised our childcare leave system, including abolishing the exceptional rules applied to spouses who do not work outside the home and making it possible for fathers to take childcare leave more than once. As a result three male employees actually took childcare leave, which demonstrates that employees of Fujikura are steadily improving their work-life balance regardless of their gender.
In October 2010, we published a handbook that outlines Fujikura's childcare and nursing care systems and related laws. We have distributed copies of this book widely to employees, including users of the systems, managers, and employees in charge of the systems, in order to deepen their understanding of the systems and laws.
Major initiatives in FY 2015 (Fujikura)
[Activity record for FY 2015 (Fujikura)]
[Maternity leave acquisition,Child-care leave acquisition] （Fujikura）
[Family health care leave acquisition ]（Fujikura）
[Paid holiday acquisition] （Fujikura）
[Other related data]
Main plans for fiscal 2016
Support System for Work-Life Balance
The systems supporting work-life balance in our Company are indicated in the 6th version of the General Business Owners Action Plan.
The key points are listed below.
In addition, we have tools to educate on and disseminate the systems and supports mentioned above.
List of support system
* "Retention leave" refers to a system in which employees can accumulate a maximum of 100 days of regular leave that will expire in the current annual leave period; the accumulation can occur from two years ago and will be carried over. This leave may be used in certain situations in adherence to the regulations, including volunteer participation, family caregiving, and during a period in which the employee recovers from illness.
New Kurumin Certification
The Kurumin certification system allows companies to be certified by the Minister of Labor (delegated to prefectural labor bureau directors) and be defined as an “enterprise supporting parenting” through the accomplishment of certain objectives, such as those set out in relevant action plans. A certified employer can then use the Next Generation Mark (nickname: Kurumin) to promote itself as a company that supports parenting and childcare.
*“Kurumin” is a reference to the Japanese word for a baby’s swaddle, “o-kurumi.”The word also refers to the idea of “encompassing,” like in the word “kaisha-gurumi” (literally meaning, “society-encompassing”).
Activities to Enhance Employee Incentives
In order to create an environment in which diverse human resources can fully exercise their abilities and realize enhanced corporate value, the Group has in place activities to enhance employee incentives as well as systems to support those activities. Among them is a proposal system established by our first President, Tomekichi Matsumoto; even now, his system is in active application.
Table of Systems
Expanded use of paid holidays for volunteer activities
Fujikura Ltd. has a system to allow employees to use their paid holidays for which the two-year entitlement period has expired up to 100 days if they become ill or need to take leave for their family in need of nursing care. In April 2015, the company added local community/social contribution (volunteer) activities to the activities for which employees can use such holidays.
The activities for which employees can use the aforementioned holidays now include volunteer activities for disaster victims, organ donor-related activities (registration and actual donation), welfare activities for people with disabilities and the elderly, contributions to local disaster and crime control, and youth training and education.