We enhance our flexible and self-managed work styles and promote balance between work and personal life, so that employees can be motivated and confident in their jobs.
Work Style Reform
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We offer our employees various options for flexible and self-managed work arrangements, including flextime, discretionary work, and a telecommuting program.
In fiscal 2016, we introduced the time-based annual leave program, so that employees can take annual paid leave on a per-hour basis. This new program offers employees a wide range of holiday options, and we also encourage our members to use the program.
In order for employees to have a better understanding of this program and to actively use it, we provided them with the Work and Holiday Handbook in fiscal 2016.
In fiscal 2016, to address prolonged work hours, the Tokyo Head Office started to turn off its lights at 7 p.m. simultaneously with Osaka Head Office. We also introduced a new attendance management system to visualize working hours and enhance working hours management.
Going forward, we will continue to establish necessary systems and create a company environment where all employees can work in a lively and efficient way.
Work and Holiday Handbook
Childcare and Family Care Leave Programs
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In fiscal 2009, Kaneka acquired Kurumin Mark certification, which is awarded to companies that support employees' childcare.
We have formulated action plans based on the Act on Advancement of Measures to Support Raising Next-Generation Children, and continue efforts to achieve our targets.
Utilization of these programs in fiscal 2016 is as follows:
■ Number of Users（Fiscal 2016）
|Name of Program||Term and Period||Number of Users|
|Childcare leave||By the day before the child becomes 2 years and 6 months old||3 (male)|
|Nursing care leave||1 year or less for one eligible family member||1|
|Child nursing care leave||By the beginning of a semester for a child in the 4th grade (5 days per year per person)||46 (male)|
|Shorter work-hours program||By the beginning of a semester for child in 7th grade (maximum of 2 hours per day per person)||1 (male)|
|Telecommuting||Employees in pregnancy, child-rearing (by the beginning of a semester for child in 7th grade) or nursing care can work at home (4 days per month)||18|
|Babysitting Expenses Aid System||Company covers part of babysitting expenses for a child ages 0 to 2||29|
|Leave of Absence for Spouse's Overseas Transfer System||A maximum of 3 years from the day when the employee's spouse is transferred abroad||1|
We are creating a company environment where employees can use various welfare programs.
To help balance work and family care, in fiscal 2016 we made some revisions to our work-life balance support programs, including allowing employees to divide one instance of nursing care leave into three (formerly, two) in a year for one care receiver.
We also focus on issuing the Nursing Care Handbook, holding nursing care seminars (five times a year), and providing information and consultation services jointly with external nursing care support companies.
Nursing care seminar
Employee Feedback Use of the childcare leave program
I took childcare leave when my son was about six or seven months old. This was because I wanted to stay with him and take care of him, and also because I wanted to maintain the dual-income life and become a compassionate person through child-rearing. I found it very tough to raise children, and this experience made me aware how difficult it is to balance work and child-rearing. I realized once again that I need to work more efficiently and go home early to share in the housework and child-rearing with my wife. And most of all, this program allowed me to deepen the bond with my wife and son.
Fumihiro Ishiguro, Legal Department