The FPCO Group supports international norms including the Universal Declaration of Human Rights and the Fundamental Principle and Rights at Work of the International Labor Organization (ILO). In accordance with the following policy, we will achieve a safe and pleasant workplace environment where human rights and individuals are respected.
The Board of Directors of FP Corporation comply with the above policy and oversee the status of its implementation.
We also pursue efforts to respect human rights by ensuring that this policy and the Code of Conduct takes root among employees, and by conducting various training.
We comply with the laws and ordinances of each country or region in our recruitment activities.
When employing a worker, we make sure to verify their age to prevent child labor. In addition, to prevent forced labor, we don't withhold employees' passports or other important legal documents or restrict their freedom of movement.
The Board of Directors of FP Corporation comply with the above policy and oversee the status of its implementation.
We also pursue efforts to respect human rights by ensuring that this policy and the Code of Conduct takes root among employees, and by conducting various training.
We carry out harassment prevention training by giving lectures based on examples and precedents and watching DVDs for all managers of the FPCO Group, and we are promoting the creation of a pleasant working environment.Training provided to managers in particular includes instruction on the handling of reports of bullying and harassment received by the FPCO Group Workplace Consultation Desk, and training designed to strongly raise awareness of harassment prevention.
(Fiscal Year Ended March 31, 2022: Course completion by 847 managers, 1,167 regular employees, 2,014 people in total)
At the FPCO Group, we believe that developing an environment in which each and every Group employee fulfills their role by fully harnessing the individual skills and qualities and can work with satisfaction, fulfillment, and vigor is one of the management challenges linked with improved corporate value.
In tangible aspects, we build workplaces which ensure health and safety. In intangible aspects, we design systems for pleasant working conditions and implement other initiatives in our efforts to improve the workplace environment.
More information about our human resource management initiatives is available here.
We have established various programs and take measures to provide pleasant working conditions to employees and support them in their caring for their children.
Systems・Measures | Details |
---|---|
Staggered work hours |
As an initiative optimizing work hours, we have introduced staggered work hours with eight different options to permit each employee to work in a way that is appropriate for the characteristics of their job. |
Leave of five consecutive days (Smile Leave) |
This program was introduced to enable employees to effectively use their work hours and be physically and mentally refreshed, among other purposes. |
Annual paid leave in hourly increments |
We have introduced this program to enable employees to take leave flexibly in various circumstances, such as hospital visits, participation in children's school events, and the provision of nursing care to family members. |
Shorter working hours for childcare | We permit employees to work shorter hours to care for their children until they start school. In addition, we have enhanced this program so that they are allowed to continue working shorter hours until the end of their children's third year of elementary school at the longest if there are special circumstances and the company permits it. |
No-overtime days | We have introduced no-overtime days (two days a week, in principle) to enable employees to work efficiently while balancing work and their personal lives. |
Working from home | We have introduced teleworking to maintain and improve productivity by leveraging teleworking combined optimally with working in offices. |
Financial support for recreational activities | We provide a certain amount of financial support for employee social events, such as company trips and year-end, new year's, welcome and farewell parties. |
We have implemented a range of work style reforms, such as curbing extended overtime by having employees focus on work during busy periods to improve work productivity, creating staggered shifts with sliding start and finish times, requiring employees to take five consecutive days of paid leave (smile leave), introducing paid leave that can be taken in hourly increments, and the setting of no overtime days. Specifically,regarding the weekly work hours of employees, we comply with the local laws and regulations of each country or region and manage the hours based on the number of hours stipulated in the labor-management agreement, among others, to prevent workloads from becoming excessive.Regarding overtime, we are working to reduce overtime hours based on internal targets that by beyond statutory compliance, encourage employees who have put in excessive overtime to reduce their overtime hours through the Safety and Health Committee and consultations with industrial physicians, and are generally working to eliminate extended working hours by proactively considering and taking action regarding the allocation of working hours.
Indicators | unit |
FY Ended | FY Ended March 2021 | FY Ended March 2021 |
---|---|---|---|---|
Average overtime hours |
hour/month | 9.85 | 7.95 | 7.80 |
Paid holidays dates |
day | 9.8 | 9.1 | 10.3 |
Paid holidays rate |
% | 53.6 |
49.3 |
56.1 |
Number of maternity leave | person | 25 | 12 | 15 |
Number of people who acquired childcare leave | person | 28 | 15 | 15 |
Female | person | 28 | 14 | 13 |
Male | person | 0 | 1 | 2 |
Percentage of female | % | 100.0 | 100.0 | 100.0 |
Percentage of male | % | 0.0 |
5.0 |
9.0 |
Certified as a parenting-friendly company by the Ministry of Health, Labor and Welfare.
We aim to create a workplace environment that is conducive to work even after events such as marriage and childbirth, and allow shortened working hours at the request of all employees until their children enter elementary school.In addition, we support employees returning from maternity and childcare leave and encourage men to actively take childcare leave.
General Employer Action Plan based on the Act on the Promotion of Measures to Support the Development of the Next Generation(from Ministry of Health, Labour and Welfare, Database for the Promotion of Women's Activities)
When employees take part in recovery activities in connection with natural disasters and other events, or engage in activities supported by the FP Corp. Environment Fund, they can make use of a volunteer leave system.
In addition, employees are involved in the running of Floor Hockey tournaments organized by FP Corporation as volunteer staff.
We offer financial support for recreational activities conducted by employees for enjoyment, such as baseball, yachting, tennis and floor hockey.
Non-sporting activities and welcome parties are also entitled to our financial support. We also provide a welfare program that allows employees to enjoy lodging facilities and amusement facilities nationwide at reduced rates in a bid to help them enjoy spending time with friends and family members.