Promotion of diverse work styles
Basic Approach
Aichi Tokei Denki aims to enable employees to pursue an ideal work-life balance based on their respective values, and to actively participate at work and at home.
In order to help achieve this objective, we strive to improve the environments and systems required for different work styles, including child rearing and nursing care leave of absence systems.
Major Child Rearing Support Systems
The Company administers systems that support employees in their efforts to balance childbirth and child rearing with work during the period starting before childbirth until the child completes the third grade of elementary school.
- 1. Exemption of Pregnant Women from Overtime Work, Holiday Work, and Late-night Work
- 2. Pre- and Post-childbirth Leave
- 3. Child Rearing Leave of Absence
- 4. Shortened Work Hours for the Purpose of Child Rearing
- 5. Leave to Care for Sick Children
- 6. Exemption from (or limited) Overtime Work, Exemption from Late-night Work
Child Rearing Support Systems
(Overview of some available systems)
| System | System Overview |
|---|---|
| Exemption of Pregnant Women from Overtime Work, Holiday Work, and Late-night Work | (applicable period, etc.) Women during pregnancy and up to one year following birth |
| Pre- and Post-childbirth Leave | (applicable period) Six weeks prior to birth (including the date of birth) up to eight weeks after birth In the case of multiple pregnancies, 14 weeks prior to birth (including the date of birth) up to eight weeks after birth |
| Child Rearing Leave of Absence | (applicable period) For children up to two years old |
| Shortened Work Hours for the Purpose of Child Rearing | (applicable period) For children up to the completion of the third grade of elementary school (shortened hours, etc.) Work hours can be shortened in one-hour units up to a maximum of two hours |
| Leave to Care for Sick Children | (applicable period) For children up to the start of elementary school (number of useable leave days) Up to five days/year in the case of one child Up to 10 days/year in the case of two or more children (leave units) Either one day or one-hour units |
| Exemption from (or limited) Overtime Work, Exemption from Holiday Work and Late-night Work for the Purpose of Child Rearing | (applicable period) For children up to the completion of the third grade of elementary school (explanation of “limit” for overtime work) Can be limited to within 24 hours of overtime work per month, and 150 hours per year |
| Special Leave (at the time a spouse gives birth) | (applicable period) Within 14 days around the time of childbirth (number of useable leave days) Up to three days/birth (others) Can be taken together with a Child Rearing Leave of Absence |
| Childbirth Bonus | Paid in accordance with the length of direct employment and number of births |
Nursing Care Support Systems
(Overview of some available systems)
| System | System Overview |
|---|---|
| Nursing Care Leave of Absence | (useable period) Up to a total of 276 days (number of applications) Up to three applications each time a member of the same household requires nursing care |
| Nursing Care Leave | (number of useable leave days) Up to five days/year in the case one member of a family requires nursing care Up to 10 days/year in the case two or more members of a family require nursing care (leave units) Either one day or one-hour units |
| Shortened Work Hours for the Purpose of Nursing Care | (useable period) Three years from the start of use (number of times) Two or more (shortened hours, etc.) Work hours can be shortened in one-hour units up to a maximum of two hours |
| Limits on Overtime Work for the Purpose of Nursing Care | (explanation of “limit”) Can be limited to within 24 hours of overtime work per month, and 150 hours per year |
| Exemption from Overtime Work, Exemption from Holiday Work and Late-night Work for the Purpose of Nursing Care | Limited |
Certifications
Kurumin Certification (May 2021)
In May 2021, we received Kurumin Certification from the Minister of Health, Labour and Welfare as a company that engages in child rearing support.
Partial List of Results at the Time of Certification Application
(the period for which the application was made covered April 1, 2018, to March 31, 2021)
| Category | Results |
|---|---|
| Number of Male Employees Who Took a Child Rearing Leave of Absence During the Period |
2 (One also used the leave system for child rearing purposes) |
| Number of Employees Who Took a Child Rearing Leave of Absence or Child Rearing Leave When a Spouse Gave Birth During the Period |
41 |
| Number of Female Employees Who Gave Birth During the Period |
12 |
| Number of Female Employees Who Took a Child Rearing Leave of Absence During the Period |
18 (including six employees who gave birth before April 1, 2018, and took a Child Rearing Leave of Absence for a period including April 1, 2018) |
| Average Number of Paid Vacation Days Taken by Fiscal Year During the Period |
FY2018: 12 FY2019: 12 FY2020: 12 (results prior to the period in FY2017: 9) |
| Number of Employees Who Used Shortened Work Hours for the Purpose of Child Rearing by Fiscal year During the Period |
FY2018: 7 FY2019: 9 FY2020: 10 (one of whom was a male employee) (results prior to the period in FY2017: 4) |
Certification as an Aichi Company Enabling Women to Shine (January 2023)
In recognition of our proactive efforts to support the advancement of women, Aichi Prefecture certified us an Aichi Company Enabling Women to Shine in January 2023.