Basic approach
Futaba strives to improve the work-life balance of its employees by working to reduce total working hours, introducing measures to enable employees to balance their home and working lives, and encouraging employees to take paid annual leave so each and every employee with diverse attributes and values can work with a sense of reassurance.
Work-life balance support systems of work and childcare
/ nursing care
In order to support the balancing by each employee of work and childcare / nursing care, we are working on the enhancement of work-life balance support systems and the creation of a work environment where employees can use such systems easily.
We have compiled Childbirth/Childcare schemes in a handbook to spread awareness of them within the company and implement activities to increase understanding among managers. We promote the use of these schemes to create a supportive working environment for employees during their parenting years.
Furthermore, in order to publicize and raise awareness of public and corporate systems and services related to nursing care, the labor union and the company have jointly prepared a nursing care handbook and distributed it to all employees.
| Childbirth/Childcare | Nursing care | ||||||
| From pregnancy to childbirth | One year old | Two years old | Three years old | Entry to elementary school | Completion of fourth grade | ||
| Long-term leave |
Spouse maternity leave
Maternity leave before and after childbirth
Childcare leave |
Nursing care temporary leave
|
|||||
| Leave |
Child nursing leave |
Anshin leave *No age limit for children. |
Nursing care leave
Anshin leave
|
||||
| Work |
Exemption from overtime work Exemption from late-night work Telecommuting system *No age limit for children Flextime system（no core time）*No age limit for children |
Shorter work hours |
Shorter work hours
Restrictions on overtime work
Exemption from late-night work
Telecommuting system
Flextime system
（no core time） |
||||
Details of the main work-life balance support systems
| System | Details |
|---|---|
| Childcare leave | Employees can take leave until their child reaches two years old. |
| Shorter work hours for childcare | Designated work hours per day can be reduced by a maximum of two hours until the end of March when the employee's child completes the fourth grade of elementary school（flextime work is also possible） |
| Nursing care temporary leave | A total of 365 days can be taken per eligible family member（leave can be split into three installments） |
| Shorter work hours for nursing care | Leave can be taken any number of times in the three years from initial use of the system for each eligible family member |
| Anshin leave | A maximum of 20 days of expired annual paid leave can be accrued and used for personal injury or illness, nursing, childcare and nursing care |
| Telecommuting system | Employees in indirect divisions can work all day or part of the day at home |
Rates of taking childcare leave (union members on a non-consolidated basis)
| FY | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|
| Men | 1% | 0% | 6% | 11% | 35% |
| Female | 85% | 100% | 86% | 95% | 121% |
* The percentages may exceed 100% because employees and/or spouses of employees who had given birth in a prior fiscal year took childcare leave during the current fiscal year.
Status of paid annual leave taken
In order to promote the taking of annual paid leave, labor and management set targets for the number of days taken, and follow up on the number of days taken at monthly labor-management meetings. In addition, Futaba also encourages employees to take 3-day consecutive paid annual leave.（Target for FY2023: 18.5 days or more）
Average number of days taken as paid annual leave（union members on a non-consolidated basis）
| FY | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|
| Days | 16.9 | 17.5 | 17.9 | 19.4 | 18.6 |
Status of total working hours
We seek to reduce employee overtime hours by drawing up a plan at the beginning of each fiscal year and taking a monthly follow-up action based on actual overtime hours. In general indirect divisions, we are promoting workstyle reforms such as improvement of the IT environment and the introduction of telecommuting.
Total working hours (union members on a non-consolidated basis)
| FY | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|
| Hours | 2,075 | 2,010 | 1,971 | 1,979 | 1,960 |
Monthly average overtime hours（union members on a non-consolidated basis）
| FY | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|
| Hours | 26.9 | 22.7 | 20.4 | 21.4 | 19.3 |
Labor-management relations
At Futaba Industrial, we have built sound and fair labor-management relations aimed at the maintenance and improvement of corporate prosperity and working conditions based on mutual trust and responsibility between labor and management. In terms of communication between labor and management, we provide opportunities for labor and management to hold honest dialogue, such as labor-management consultation（once a year）, labor-management meetings（twice a year）, and plant meetings（monthly）held at each plant.
