SocietyEmployee Work Styles and Health
At Fujikura Kasei, we promote careful management of employee health based on the awareness that the health of our employees is the foundation that allows our company to achieve sound growth.
We also modify our personnel system as required to create a workplace environment where our employees can work to their full potential at their own initiative.
Provision of support in response to work/life needs
We believe employees play the main role in business activities, and that strengthening their motivation leads to an invigorati on of business. Thus, we have introduced a system that supports diverse and flexible work styles in response to the work/life needs of our employees. By increasing employee independence, responsibility and motivations, we aim to realize a workplace where everyone can comfortably work to their fullest.
The childcare leave program
In today’s world where diverse work styles are sought, we engage in various initiatives toward their realization. The childcare leave program is a manifestation of our wish as a company to actively help employees balance their work and childcare at the child-raising stage of their life cycle. We thus hope our employees will utilize this program to their full advantage.
Paternity Leave System
Separate from our childcare leave system, our postpartum paternity leave system allows fathers to take up to 4 weeks of leave within 8 weeks following the birth of their child. This leave can be taken in up to two separate segments under the paternity leave system, and when combined with the option to split childcare leave into two segments, a total of up to four separate leave periods may be utilized.
Support for taking and returning from parental leave
Three-way meetings are held with both male and female leave takers, their supervisors, and the human resource development both when employees take and return from their leave. The purpose of these meetings is to prevent harassment during the leave and confirm job responsibilities both before and after.
Second career support system
We provide occasions that encourage employees who have reached their fifties to think about their second career or life after retirement. We mainly offer second career workshops that prompt these employees to reflect on their passion in life and the career they have led through the years. At the same time, we provide information on various aspects of second careers and life after retirement, such as on working while caring for elderly family members, pensions, etc.
We also take time to interview employees who are nearing their retirement age about post-retirement work styles.
Flexible work hours system
Employees can work efficiently while maintaining work-life balance by deciding for themselves what time they will start and end their daily work in accordance with the duties they must attend to each day. As there is no required “core time,” flexible work arrangements are possible.
GLTD (Group Long Term Disability) system
If an employee becomes unable to work for a prolonged period of time due to an illness or injury, an insurance system is in place that compensates for the loss in income, in part, up to when the employee reaches the age of 60, at the longest. The compensation is paid out in cases when an employee becomes unable to work due to an illness or accidental injury, whether the illness or injury was sustained during or after work hours or in Japan or abroad, to support the employee until he/she can return to work in the form of income compensation.
Paid leave reserve system
Regular employees can keep up to 100 days of annual paid holidays that normally lapse in three years, as reserve holidays and use them when necessary, such as to recuperate from an illness or injury sustained outside the job or to care for a family member who requires nursing care. As reserve holidays are treated in the same manner as annual paid holidays, employees receive their regular salary in full during their reserve holidays.
Employee health management
We strive to create a workplace where employees can work in good physical and mental health, by for example, encouraging employees t o undergo m ore detailed examinations based on the results of physical examinations and stress checks, and by arranging interviews with industrial physicians and psychiatrists.
Stress checkup system
We provide stress checkups to prevent our employees from becoming mentally unwell. Depending on the results of the checkup, employees can receive medical counseling if they so desire.
Furthermore, the management examines and discusses the results of a collective analysis of the checkups, and departments that have high stress indices are alerted and requested to take corrective action.
Health awareness seminars
We provide health awareness seminars as an opportunity for employees to think about their health.
Influenza prevention measures
As a measure to prevent influenza in the company, we offer influenza vaccination to all employees who are interested, paid by the company.
“PepUp” health promotion website
We promote a Web service called “PepUp,” provided by Fujikura Composite Health Insurance Society. It can be accessed via personal computer or smartphone, and provides various contents relating to health, with the objective of helping employees maintain and improve their health.
Other systems and initiatives
- Encouragement for health check-ups and specific health guidance for employees and their dependents
- Subsidy for comprehensive medical check-ups
- Establishment of a telephone hotline for health consultations
- Promotion of various sports (initiatives by the cultural and sports club and the health insurance association)
- Subsidies for various vaccinations for expatriates
- Temporary home-return system for expatriates (once every six months for those on single assignments; once a year for those accompanied by family)
- Health promotion app (by the health insurance association)