Basic Principles / Guidelines
The Fujikura Group helps employees achieve work-life balance, while respecting diverse values and lifestyles, in hopes of supporting the achievement of both business growth and enriched personal lifestyles.
Measures to Ensure Appropriate Working Hours
Fujikura Ltd. works to ensure appropriate working hours as one of its most important management issues that will help improve the value of the company and its human capital. We strive to ensure local compliance and reduce overtime work hours across the entire Group. 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.
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.
FY2018 Performance (Fujikura)
In April 2017, we established the Labor-Management Review Committee on Work Style Reform, which has been actively working towards work style reforms. The committee comprises members from the human resources department and the labor union. In fiscal 2018, the average monthly overtime hours was -1.11 h / month compared to the previous year, and we achieved certain results. In addition, we reviewed the 36 contracted hours in accordance with the stable operation of the telecommuting system and work style reform-related laws, and made improvements to allow flexible working styles to reduce total actual working hours.
FY2018 Main Efforts
Promotion of Work-Life Balance and Development of Work Environment
Initiatives in Fiscal 2018
|FY2018 Plan||FY2018 Results|
|1. Expansion of the telecommuting system||・Confirmation of actual conditions for expanding the scope of the system|
|2. Review of various work systems
－Examination of paid leave by hour
－Introduction of the transfer holiday
|・The hourly paid system will be introduced in FY2019|
|3. Examination of support measures for balancing work and nursing care
－Review of the nursing care work system
|・Introduction of nursing care concierge service and implementation of nursing care seminars|
|4. Employee surveys (surveys to grasp the actual conditions for balancing both life events and careers)
－Planning of various systems based on the survey results
|・Contract tie-ups with company-affiliated childcare facilities
・Revision of the continuous employment system after retirement
・Introduced a concierge service to support activities to bring children into daycare centers smoothly
Fujikura's systems in support of work-life balance are outlined in the eight-th General Employer's Action Plan.
(2) Support for balancing work and nursing care
(3) Work style review
An overview of work-life balance support systems can be found at:
In November 2017, Fujikura received a notice of certification for general business owners meeting the basic criteria from the Director-General of the Tokyo Labor Bureau based on the Act on Advancement of Measures to Support Raising Next-Generation Children. Since receiving this recognition, the logo mark for next generation businesses that support childrearing (nicknamed Kurumin) has been updated. Fujikura uses the new logo in internal publications and business cards.
Participation in the IkuBoss Business Alliance
We joined the IkuBoss Business Alliance, sponsored by the NPO Fathering Japan (Representative Director: Tetsuya Ando, "FJ" below) on November 15th, 2016 in an effort to promote diversity and work style reforms.
Work Style Reform Challenge Day
We hold Work Style Reform Challenge Day to reevaluate the conventional approach to work styles and approaches, with the following main initiatives.
Participation in Telework Days
In support of Telework Days, which is promoted by the government, the period from July 23, 2018 to July 27, 2018, "A culture in which employees utilize diverse working styles and produce outputs" The following efforts were encouraged in order to foster a culture of accepting diverse working styles.
1.Promote new applications for workplaces where the flex work system is not applied
2.At a workplace where the flextime system is applied, commuting from the core time start time or leaving the work earlier than the prescribed working time
3.Acquisition of regular holidays (full and half holidays)
4.Going straight / going home when going out or traveling
5.Recommended work from home
* What is Telework Days?
The government will work with related organizations to increase productivity, secure a work-life ban, and promote the spread of telework that contributes to excellent human resources. July 24 is Telework Day, and companies and other organizations are conducting telework throughout the country.
Activities to Enhance Employee Incentives
The Fujikura Group offers activities and support systems to enhance employee incentives in order to increase its corporate value and develop a workplace environment that enables diverse workforce to contribute their skills to the fullest. Within these systems are items that have continued tracing back to the first president, Tomekichi Matsumoto.
Overview of Systems
[Table of Systems]
|System Outline||System Explanation|
|1||Incentive System for Acquisition of Qualification/Skills||A system that provides support for distance education|
|2||In-house recruitment system||A system that allows employees to apply to posted job openings on the company intranet|
|3||Domestic Exchange Studies System||A system for dispatching employees engaged in research and development to postgraduate school (doctoral-level studies)|
|4||President’s Award System||A system that gives awards/incentives to employees/groups that contribute to improving performance, etc.|
|5||Patent Meister System||A system for rewarding the employees with the most patents|
|6||Proposal Award System||A system for the recognition of excellence in proposals|
|7||Career Support System||A system implementing general work training and interviews targeting promoted employees|
|8||Master Certification System||A system for “takumi” (master) designation of tech employees who demonstrate an exceptional degree of proficiency in technologies that can be passed down|
|9||Overseas Internal Transference System||A system to allow for human resources at bases across the Group to work at the Fujikura headquarters and elsewhere as part of global human resource development|
|10||Special Research Fellow (Special Researcher) Certification System||A system for supporting those with stellar academic evaluations who have demonstrated both laudable personal characteristics and predominant expertise in research and development|
|11||Vacation Rollover System||A system to save up to 100 days of missed vacation to be used for sickness, elder care, or philanthropic activities.|
|12||Introduction of employee referral program for mid-career hires||To create opportunities to hire a broad range of human resources by establishing a system for hiring based on employee referrals|
Community Service Leave (expanded usage for banked holidays)
Fujikura offers a system of banking vacation days (banked holidays system) which enables an employee to use their paid holidays for which the two-year entitlement period has expired up to a maximum of 100 unused vacation days for events such as illness or family care. Starting in April 2015, as a measure to develop a workplace environment that is compatible with diverse lifestyles, we added community service activities (volunteering) as another way of using banked holidays.
CSR activities that fall under this system include volunteer activities during a disaster, donor registration and provision related activity, welfare activities for persons with disabilities, welfare activities for the elderly, community service activities including disaster and crime prevention, youth guidance and development related activities, and so on.
In fiscal 2018, there were 10 employees, for a total of 32 days.