To promote employee development, work-life balance and a comfortable working environment, we will implement the following action plan.
Term
Objectives 1-3
April 1st, 2019 – March 31st, 2024 (five years)
Objective 4
July 1st, 2022 – March 31st, 2024 (two years)
Objectives
Objective 1
Pregnancy, childbirth and childcare leave; paid child education leave; to provide information about social insurance exemptions during childcare leave.
Implementation
4/2019~ Survey the legal basis for action
6/2019~ Inform employees of the leave system in a timely manner
Objective 2
To provide counseling and reduce hours (or transfer to a department allowing for reduced hours) for employees with preschool-aged children, if desired.
Implementation
4/2019~ Explaining the system to all responsible managers to promote understanding
5/2019~ Implementing the option for hours reduction or transfer in line with employee wishes
Objective 3
To support paternity leave.
Implementation
4/2019~ To inform employees in all workplaces.
※ Full-time employees can take up to three days of paid paternity leave at the time of birth.
Objective 4
To increase the childbirth leave rate to the following levels.
- Male employees … 50% or more
- Female employees … 80% or more
Implementation
7/2022~ To understand employee needs, examine procedures for providing cover at all work sites, etc.
The implementation system will be set up taking occasional employee interviews and consultations into account.