カジノ オンライン Workstyle Reform
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We promote workstyle reforms and started the OLIVE (Outdate Long-standing work practice and Increase Vitality of Employees) project in July 2015 for the purpose of establishing a workplace environment that allows all employees to play active roles and flexibly work with enthusiasm without rigid constraints on working hours. We review our workstyles to make efficient use of time and recognize the importance of work-life integration, which aims for a fulfilling balance of both work and life, and expect that this will lead to the creation of innovations and new value, as well as improved competitiveness. Measures to achieve this include promoting the use of a flex-time system, allowing early departures from work, reducing and shortening meetings, monitoring daily work hours, as well as Remote Work and encouraging male employees to take カジノ オンライン. These measures are disseminated throughout the company by the Human Resources Group and NYK Labor Union, to reduce overtime and meeting hours, etc.
カジノ オンライン
52
- *Employees working at the NYK headquarters
53
NYK Labor Union and Management have jointly established カジノ オンライン*, which aims to increase employee motivation and sense of loyalty to the カジノ オンライン.
カジノ オンライン leads initiatives that include monitoring overtime hours and paid holidays on a companywide and department basis, interviewing employees and supervisors of departments that have a considerable amount of overtime, and disseminating information aimed at changing attitudes.
- *カジノ オンライン
This special committee was organized in 1968 by NYK labor Union and management to find ways to reduce overtime hours. In 2001, the committee changed its name to the Office-Hours Management Committee and strengthened its initiatives to promote better work-life balance. Further, in April 2008 it was reorganized as カジノ オンライン, comprising general employees; managers; and general managers, who act as third-party committee members.
カジノ オンライン
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For this reason, from April 2022 we introduced a カジノ オンライン that provides 14 days of additional paid leave so that both men and women can have the opportunity to be involved in childcare immediately after the birth of their children. By establishing a system of cooperative housework and childcare not only during the leave but also after returning to work, we hope that parents will come to value the contributions being made by their partners.
We trust that this system will encourage employees to practice a work style that achieves results within a limited time frame, and we expect this system to play a role in reforming the way employees work.
| FY2019 | FY2020 | FY2021 | FY2022 | FY2023 | |
|---|---|---|---|---|---|
| Total | 35 | 29 | 53 | 64 | 57 |
| Men | 23 | 22 | 37 | 52 | 50 |
| Women | 12 | 7 | 16 | 12 | 7 |
- *Excluding those who did not return after the leave
カジノ オンライン
Based on the Act on カジノ オンライン Measures to Support Raising Next-Generation Children(*), NYK has been evaluated as a "high-level child-rearing support company" and was recognized with Platinum Kurumin certification in September 2021. In addition, Kurumin certification has been received five consecutive times since 2007.
カジノ オンライン implement measures such as a childcare leave system that exceeds the legal requirement, establish an in-house daycare facility, and improve the rate of male employees taking childcare leave. We are also working to ensure that all employees can balance their life events and careers.
- *Law for カジノ オンライン Support Raising Next-Generation Children
In response to Japan's declining birthrate, companies, national governments and local governments are to formulate various action plans to support the healthy growth of children who will lead the next generation of society.
"Platinum Kurumin" & "Kurumin" mark certifies カジノ オンライン support the development of the next generation.
- *The カジノ オンライン stars represents the カジノ オンライン certifications so far.
Sixth Action Plan
As an initiative up to the fifth action plan, we have implemented various measures such as support for employees balancing childcare, encouragement of male employees to take childcare leave, and improvement of カジノ オンライン. In this action plan, while inheriting the measures taken so far, we will further expand the system, raise the awareness of the entire company, and promote behavior change so that everyone can continue to play an active role during each life event.
- 1Duration
Five years (April 1, 2021, to March 31, 2026) - 2Goals and Activity Contents
Goal (1)
- カジノ オンライン active efforts for male employees to take childcare leave and participate in childcare/housework
Action (カジノ オンライン1)
- Further カジノ オンライン the taking of childcare leave by men, and Childcare / houseworkbeing done by both men and women
Goal (2)
- Enhancement and acceptance of a system that enables diverse work styles
Action (カジノ オンライン1)
- カジノ オンライン remote work, encouraging expansion and acceptance of the system to further promote diverse work styles
Goal (3)
- Career support for female employees
Action (カジノ オンライン1)
- Even if there has been a career break or time constraints, カジノ オンライン enhance opportunities for experience-based compensation through training and secondment to promote self-growth and support to broaden career opportunities.
- カジノ オンライン raise awareness of diversity and inclusion within the company.