To achieve styles of work that are not constrained by time or place through the use of IT and communications technologies, since FY2019 the Nissui Group has been working to implement a teleworking system. For example, in September 2019, almost all of the staff at the Nissui head office participated in an office-wide teleworking day as part of the effort to get the system to take root. Nissui will continue to make styles of work more flexible by combining ordinary in-office work with working remotely from home or with mobile devices, and to use these work modes to make operations more efficient and improve work-life balances.
With the declaration of a State of Emergency associated with the spread of COVID-19 in the spring of 2020, with some exceptions, such as production work, Nissui made telework the general rule. The transition was accomplished relatively smoothly, and we were able to continue operations while taking steps to protect the health of employees and their families.
Going forward, Nissui will continue its efforts to shift to new modes of work that lead to higher individual productivity and to the sense on the part of all employees that their work is worthwhile.
Office-wide Teleworking Day at Nissui’s Head Office
As part of efforts to create a comfortable and rewarding work environment, Nissui is implementing initiatives for the systematic taking of paid leave and promoting improvement in employee health. Individuals prepare their own plans for taking annual leave, which enables the sharing of leave taking within each department, facilitates advance adjustment of the work load and assists in managing the progress of leave taking.
Starting from fiscal 2019, Nissui has adopted “Anshin” leave, a new personal sickness leave system where, if the need arises, employees can take paid leave not for the reason of refreshment. This leave system was adopted in conjunction with efforts to further increase the ratio of leave-taking by employees, as the taking of paid leave of 5 days or more has become mandatory, and in response to employees requesting “to keep unused days of annual paid leave in case they must call in sick due to a sudden illness. Nissui hopes to encourage its employees to take paid leave more proactively by improving its leave system.
Number of Days of Paid Leave Taken
As of March of each year
Scope： Nippon Suisan Kaisha, Ltd. (Nissui)
Having carried out its First Phase Action Plan pursuant to the Act on Advancement of Measures to Support Raising Next-Generation Children since 2005, Nissui was recognized as a childcare supporting company by the Minister of Health, Labour and Welfare and acquired the "Kurumin" mark (Note) certification in May 2010. Currently, Nissui is engaged in initiatives aimed at fulfilling its Fourth Phase Action Plan.
Fourth Phase Action Plan (4-year period from April 1, 2017 to March 31, 2021)
||Raise the rate of employees taking leave for childcare during the plan period to the following levels.
(i) Male employees: Leave-taking rate of 7% or higher during the plan period
(ii) Female employees: Leave-taking rate of 90% or higher during the plan period
|Fiscal 2017 By treating the first five days of childcare leave as paid leave, make it easier for male employees to take childcare leave, aim at raising the leave-taking rate and disseminate company-wide the importance of taking childcare leave.|
|Objective 2||Expand the scope of “Leave for taking care of sick children” and improve support for balancing work and family for employees who are raising children.||Fiscal 2018 Expand the age of children subject to leave for taking care of sick children from the current “Children prior to entering primary school (Statutory)” to “Children who are in primary school” and provide a safety net for times of crisis.|
(note) “Kurumin” mark: Companies and national/local governments are mandated by the Act on Advancement of Measures to Support Raising Next-Generation Children to formulate an action plan to support the healthy birth and growth of children, who will be shaping our society for the next generation. It is a certification mark awarded to companies that have achieved the targets set in their action plans and met certain standards.
During the 4-year period from April 1, 2017 to March 31, 2021, the target rate for taking leave for childcare has been set at:
(i) Female employees: 90% or higher
(ii) Male employees: 7% or higher
Additionally, in order to support the child rearing of male employees, the first five days of childcare leave will be treated as paid leave.
We have launched initiatives for fiscal 2020 aimed at achieving the target rate for taking leave for childcare set at 100% of male employees.
Number of Employees Taking Childcare Leave
As of March of each year
Scope： Nippon Suisan Kaisha, Ltd. (Nissui)
In March 2020, Nissui introduced return-to-work career interviews between employees and their superiors, utilizing the "Interview Sheets for Employees Returning to Work from Maternity and Childcare Leave." Nissui's ongoing support—which is provided not only at the time of returning to work but also over the career resumption period of six to twelve months after returning to work—has been received favorably.
Cité Marine S.A.S. (France), a member of the Nissui Group, set up a nursery in October 2020, for the purpose of creating an environment that is pleasant to work in even while employees are raising children; 20 children of employees go to the nursery.
Nissui has a nursing care leave program, in which 10 days of leave per year is allowed to employees with one person in their care, and 20 days per year for employees with two persons or more in their care. Nissui holds nursing care seminar semi annually and has established specialist consultation counters where employees can receive consultation free of charge via phone and email by contracting with agencies specializing in nursing care.
|Childcare||Leave for preparing for childbirth
|This is a system of leave that can be used by an employee before and after taking maternity leave until the child reaches three years old. Childcare leave can be taken by male employees as well, and is treated as paid leave for up to five days.|
|Childcare||Leave for childbirth by spouse||An employee can take special paid leave for up to two days in cases where his spouse has given birth to a child.|
|Childcare||Leave for taking care of sick children||In cases where an employee has to take care of his/her child of primary school age or younger who has suffered injury or illness, or in cases where an employee has to make such child receive a vaccination or undergo health examination, he/she can take leave out of his/her accrued leave for up to five days in the case of one child or up to ten days in the case of two or more children.|
|Nursing care||Nursing care leave
Extended nursing care leave
|An employee can take leave out of his/her accrued leave for up to 10 days in the case of one person in his/her care or up to 20 days in the case of two or more persons in his/her care. An employee can take extended nursing care leave for a total of up to one year and six months per eligible family member in his/her care.|
|Childcare||Shortened-workday system||An employee can use this system for a maximum of seven years in total, including childcare leave, until his/her child completes the third year of primary school. An employee can also use the shortened-flextime system.|
|Nursing care||Shortened-workday system||An employee can use this system for a maximum of three years per person in his/her care. An employee can also use the shortened-flextime system.|
|Universal||Flextime system||Applicable to employees other than some employees, such as plant workers.|
|Universal||Teleworking System||Applicable to all employees other than some employees, such as plant workers.
This system can be used on the grounds of making operations more efficient, promoting health and welfare, and striking a balance between work and family.
Telework, which means working without attending the workplace, is capped at three times per week.
|Universal||"Anshin" Leave (Short-term Paid Leave for Non-occupational Injuries and Diseases)||Each fiscal year, an employee is granted five days of paid leave that can be taken when he/she has suffered short-term non-occupational injury or illness (e.g., cold) and has difficulty coming to work.|
|Universal||Refreshment leave||An employee is entitled to take leave for five consecutive days when the length of his/her service has reached 10, 20 or 30 years. Such an employee is also paid a grant.|