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Work-life Balance
- Systems to Promote a Work-Life Balance
- Commitment Related to Working Hours
- Commitment Related to Leave Privileges
- Communication with Employees
Systems to Promote a Work-Life Balance
We have promoted the introduction of systems that allow each employee to work with peace of mind. As a measure to prevent the spread of COVID-19, we have implemented telecommuting and allowed employees to take "special leave" for vaccinations and their side effects, so that employees who wish to get vaccinated can do so quickly and without concern.
In April 2023, we introduced a "transfer deferment system" which allowed employees to be exempted from being transferred for a certain period of time. As part of our consideration for the stability of our employees' lifestyles and family circumstances, we will continue to review and evaluate our systems flexibly and promptly in accordance with the changing times and in response to emergency situations when necessary.
Proper management of working hours
At Techno Associe, labor and management work hand in hand to ensure appropriate working hours with the aim of supporting employee health and creating a workplace where they can work without concern. To that end, we use an attendance management system that has been put in place to accurately monitor and manage employee working hours. We also lay emphasis on the proper management of working hours: for example, industrial physicians interview, and check the health of, employees having worked long hours; and based on the findings, we take steps to reduce working hours, such as instructing their superiors to prevent the subordinates from working long hours. Furthermore, every year we provide supervisors with labor management training so that they can manage the working conditions of their subordinates in an accurate and appropriate manner.
Actual annual working hours per regular employee
| FY2020 | FY2021 | FY2022 | |
|---|---|---|---|
| Employees (general employees) | 1,760 | 1,772 | 1,734 |
| Employees (supervisors) | 1,754 | 1,754 | 1,745 |
[Calculation formula] Total annual actual working hours = Annual scheduled working hours + Annual unplanned working hours - Annual paid leave accrual - Other leave accrual
Number of regular employees who worked more than a certain number of hours in excess of the statutory limit (FY2022)
| 0 times | 1 time | 2 times | 3 times | 4 times | 5 times | 6 times or more | |
|---|---|---|---|---|---|---|---|
| Regular employees who have completed 45 hours per month (person) | 231 | 9 | 2 | 2 | 1 | 1 | 0 |
Regular employees who annually worked more than 360 hours in excess of the statutory limit (FY2022)
| person | |
|---|---|
| Regular employees who annually worked more than 360 hours in excess of the statutory limit (person) | 13 |
Commitment Related to Working Hours
Since fiscal 2017, we have improved our system in which employees facing family circumstances, such as childcare or caregiving, and employees who experience chronic overtime work as a result of work related to overseas base operations and time zone differences can realize a more efficient and reasonable work schedule.
In the meantime, the average overtime in fiscal 2022 was 8.25 hours/month. While the length is returning to the level before the COVID-19 pandemic, it continues to be below the overtime of 12.80 hours/month in fiscal 2017.
- Flex-time system:
As of fiscal 2022, the system has been revised to allow for more flexible and autonomous work styles by increasing the number of flex-time working hour patterns from 10 to 13. - Reduced hours system for childcare:
Employees with a child or children in third-grade or younger can use this system by submitting applications therefor to the company.
Per-capita average overtime/month
Commitment Related to Leave Privileges
In order to maintain a comfortable work environment, employees must be able to take a leave of absence with peace of mind to refresh his or her mind and body.
We have also been expanding our leave system program since fiscal 2016, and our annual paid leave utilization rate has steadily increased.
- Personally planned annual leave ("My Day-off Plan" annual leave)
A system that allows employees to make plans to take five days of the annual paid leave granted each fiscal year on the dates of their choice - Accumulated leave
A system that allows expired paid leave to be used for childcare, caregiving, and nursing care (as well as non-occupational injury and illness, etc.) - Hourly paid leave system
A system allowing employees to take paid leave in one-hour increments (up to five days per year) was introduced in April 2022. - Volunteer leave
In April 2023, a system was newly established to allow employees to take paid leave for the purpose of engaging in activities that contribute to society and local communities in addition to regular paid leave.
Per-capita average rate of taking paid holidays
The use of the childcare leave support system
| Scope | FY2022 | |
|---|---|---|
| The use of the childcare leave support system (person) | Male | 2 |
| Female | 23 | |
| Total | 25 |
Communication with Employees
In the Group, we respect the freedom of association and the right to collective bargaining based on the laws and regulations of each country, and labor-management consultations about working conditions, welfare benefits, etc. are held on an equal footing. From fiscal 2021 to 2022, we conducted roundtable talks at our domestic sites and individual interviews with young employees to obtain a diverse range of candid opinions. The general manager of our Human Resources & General Affairs Department then confirms all the content of the hearings, and if necessary, we take measures to resolve issues that arose in order to promote the revitalization of workplaces.
