CSR in the OKI Group Respect for Employees
Efforts to Support the Development of the Next Generation
Establishing Support for the Development of the Next Generation
OKI was granted the "Law for Measures to Support the Development of the Next Generation" certification (nicknamed "Kurumin") by the Tokyo Labor Bureau. The main reason for its acquisition of the certification was that it had achieved the targets set in its Action Plan in compliance with the Law for Measures to Support the Development of the Next Generation.
In fiscal 2011, OKI introduced a new teleworking system for employees responsible for childcare or nursing care as part of its third Action Plan focusing on "establishing work-family balance through various support programs that help employees take specific actions."
Promotion of Work-Life Balance
OKI has offered various supporting systems about childbirth, child rearing and nursing care in order to help its employees balance work and family life. Among them are a flextime system and a HOP (discretionary labor) system that allow flexible work styles. In case of "Special Leave for a Particular Purpose," employees are allowed to take a leave for medical care for themselves, nursing care for their families, and other purposes including participation in social action programs, education and school events.
Furthermore, the Work-Life Balance Promotion Committee, with members from both the management and the labor union, sets specific targets, checks and improves the relevant systems for work-life balance. Information on the committee's activities is available on the intranet. In fiscal 2011, we focused on "the efficient management of working hours," had all manager class employees take a training program on this topic.
Maternity, Childcare and Nursing Care Programs and Time Adjustments
| Programs (by Application) | Maternity medical care leave | During pregnancy, female workers are allowed to take time off for various reasons, including regular medical examinations, health checks, medical guidance and pregnancy-related health problems. |
|---|---|---|
| Reduction of working hours during pregnancy | Female workers can apply to have their working hours reduced during pregnancy. | |
| Childbirth leave | Female workers can take 56 days of special leave before childbirth (98 days in the case of multiple births) and 56 days after childbirth. | |
| Childcare leave | After childbirth, an employee is allowed to take leave until the child reaches the age of two. | |
| Reduced working hours for childcare | Working hours can be reduced until the child completes the sixth year of elementary school. | |
| Nursing care leave | Up to one year of leave can be taken to provide nursing care for a family member. | |
| Reduced working hours for nursing care | Working hours can be reduced for up to one year to allow a worker to provide nursing care for a family member. | |
| Time Adjustments | Rest times during pregnancy | Rest times will be provided when necessary on the request of female workers who are pregnant. |
| Nursing periods | Female workers who are caring for infants under the age of one year can apply for two 30-minute nursing periods per day. |
Scope and Duration of Special-purpose Leave
| Purpose | Eligible Situations | Duration of Leave |
|---|---|---|
| Medical treatment for employee | Treatment for injury or illness affecting the employee | Up to 50 days |
| Nursing care for family member |
|
Up to 50 days |
| Voluntary activities | Service activities of high social or public importance in social welfare institutions, etc. | Up to 30 days |
| Education | Training and educational programs | Up to 30 days |
| Children's school events | Events at childcare centers, kindergartens and elementary schools | Up to 30 days |
