Enhanced Workplace Environment
Our Policy
We create an environment in which employees can maintain their high engagement and demonstrate their abilities to the fullest. We do this by expanding the choice of available work styles and enhancing the balance of work and home life. In addition, through activities including a full range of health and welfare programs and support for club activities, we carry out a wide range of initiatives in close communication with employees to help them and their families lead healthier and more stable lives.
Initiatives to Support Flexible Work Styles and Continuation of Employment
We have adopted a wide range of programs aiming to increase employee satisfaction and motivation and achieve a healthy work-life balance, through increasing the options available regarding flexible work styles and continuation of employment.
| Systems Related to Flexible Work Styles | Details |
|---|---|
| Teleworking system | Permits telework from home or elsewhere under certain conditions |
| System for taking leave in hourly units | Grants annual paid leave, child nursing care leave, and short time off for long-term care in hourly units |
| Other leave systems | Refreshment leave (awarded as special leave after certain years of continuous employment), summer vacation (awarded separately from annual paid leave), compassionate leave, job transfer leave, etc. |
| Systems to Support Continual Employment | Details |
|---|---|
| Changing patterns of employment | May apply for changing patterns of employment or transferring to work in another region based on the circumstances of each life event (e.g., marriage, job transfer of a partner, or long-term care) |
| Program for re-employment of those who have resigned for reasons of marriage, childcare, or job transfer of a partner. | Administrative workers who have resigned for reasons involving marriage, childrearing, or the job transfer of a partner can be re-employed following registration and screening |
| Leave program for job transfers of a partner. | Leaves of up to three years may be taken if the employee cannot continue work when accompanying a partner who has been transferred |
Initiatives to Support Work-Life Balance Regarding Childbirth, Childrearing, and Long-Term Care
We are making progress in developing environments to enable employees to balance work and home life. With regard to childrearing, in addition to a childcare leave program that provides a longer leave period than required by law, we are enhancing support programs, including early return support allowance and subsidies for childcare services. We have earned Platinum Kurumin certification from the Ministry of Health, Labour and Welfare of Japan as a company that supports employee childrearing. In the area of long-term care, we are focusing on support for work-life balance by allowing employees to take long-term care leave for up to twice the period required by law.
List of Childbirth, Childrearing, and Long-Term Care Support Programs
While improving childbirth, childrearing, and long-term care support programs, we are also seeking to raise awareness of these programs among all employees to create an environment in which anyone, regardless of gender or age, can easily use these programs.
Childbirth and Childrearing
| Main programs to support work-life balance and follow-up system | Details |
|---|---|
| Maternity leave | Up to 6 weeks before childbirth (up to 14 weeks for a multiple birth), up to 8 weeks after childbirth |
| Partner maternity leave | Special leave of up to 3 days awarded for childbirth by partner (can also be taken in half-day units) |
| Childcare leave | Up to age of 12 months (can be retaken up to the age of 26 months in cases in which it is difficult to enroll the child in nursery school) |
| Shortened working hours (for childcare) | Working hours may be reduced by 60 minutes after the start and before the end of the workday or 120 minutes in total |
| Early return support allowance | Actual cost of childcare services paid, up to 50,000 yen/month, when returning to work before the child reaches the age of 12 months |
| Childcare assistance, Babysitting assistance | Discount coupons available for use of babysitters, childcare facilities, etc. |
| Pre-maternity leave/pre-return support consultation | Three-party interviews among persons planning to take maternity or childcare leave, their superiors and HR |
| Congratulatory money for childcare | First child: 200,000 yen; second child: 300,000 yen; third and later child: 1 million yen paid |
Long-Term Care
| Leave | Long-term care leave | Up to 186 days (may be split into up to three separate occasions) *Up to 93 days is required by law |
|---|---|---|
| Time off | Short time off for long-term care | Up to 5days/year per family member requiring long-term care (up to 10 days/year for two or more family members) |
| Cumulative time off | Up to 40 days of cumulative unused annual paid leave may be taken (limited to purpose for family long-term care or nursing care). | |
| Shortened hours | Shorten working hours | Working hours may be reduced by 60 minutes after the start and before the end of the workday or 120 minutes in total. May be used for up to three years (may be split into four separate periods) *Splitting into two or more times is required by law. |
Enhancing Employee Health and Welfare
We maintain the following employee health and welfare programs to ensure that employees can work with peace of mind in optimal mental and physical health:
Asset-building savings program, employee stock ownership program, home loans program, company rental housing program, subsidy programs for kindergarten and school admission fees for transferred personnel, scholarship programs for children of deceased employees and others, subsidies for travel expenses for employees on unaccompanied job postings to return home, sympathy grants for accidents, injuries, and illnesses, crisis management service/medical care assistance for employees assigned overseas, defined-contribution corporate pension plan, membership-based health and welfare services, etc.
Support for Club Activities
Considering enhancement of life both on and off the job to be essential to sustained corporate growth, Iwatani provides support for a wide range of club activities to promote good health, enrich time away from work, and provide opportunities for communication among employees.
Communication with Employees
To achieve enriched workplace environments, Iwatani measures employee engagement quantitatively and proactively engages in communication with employees by gathering feedback. We seek to operate workplaces full of vitality in which labor and management work together in harmony in various ways, including labor-management discussions of a wide range of topics, from companywide programs to issues in individual workplaces. These occur in various settings: collective bargaining, labor-management conferences, labor-management liaison meetings, and in various committees.
We also provide opportunities for strengthened communication by maintaining an employee dining hall (at the Tokyo Head Office), employee dormitories, and other facilities.