Creating Supportive Workplaces
Casio creates work environments and systems that enable all employees to demonstrate their full potential.
Initiatives to help employees balance work and family life
Casio is working to build a supportive work environment that permits all employees to fulfill their job responsibilities and demonstrate their full potential on the job. Casio aims to be a place where people can achieve their desires for their own lifestyles and life stages. During the three-year period from fiscal 2008 through 2010, over 90% of the eligible women at Casio Computer Co., Ltd., took childcare leave in connection with childbirth.
As a result of these initiatives, in July 2009, the Japanese Ministry of Health, Labour and Welfare granted Casio the Kurumin mark for helping to foster the next generation. This certification recognizes Casio as a company that actively supports employees' efforts to balance their work and family lives.
Number of employees taking childcare leave / returnig from childcare leave (Casio Computer Co., Ltd.)
FY2010
|
FY2011
|
FY2012
|
|
|---|---|---|---|
Number of employees taking
childcare leave |
32
|
30
|
34
|
Number of employees
returning from childcare leave |
31
|
30
|
34
|
Return rate
|
96.9%
|
100.0%
|
100.0%
|
Kurumin mark for helping to foster the next generation
Discussion meeting on work-life balance
Initiatives to improve productivity
Casio Computer Co., Ltd., is working to reduce annual work hours, and is carrying out the "Daily Improvement: Zero Overtime Movement" with an eye to changing work styles and improving productivity. This is part of a larger work-style reform initiative that aims to achieve zero overtime with no decline in the quality of work. The aim is to comprehensively raise the quality of work, whicn in turn will drive improvement in Casio’s business performance. Managers and supervisors use a Web-based system that enables them to track and manage the working hours of their subordinates.
Communication between labor and management
Through regular communication between management and the labor union, Casio hopes to raise the awareness of employees about their participation in the management of the company. Casio values close communication between labor and management.
At the core of this labor-management communication is the Group Workers' Labor-Management Conference, which is held four times a year (February, May, September, and November). At these conferences, management and labor, together representing the entire group, exchange opinions about current conditions at the company. In addition, close communication is maintained at various other levels, including the Central Labor-Management Meeting, the Division Labor-Management Meeting, and the Sales Chapter Labor-Management Meeting. Casio operates on a union-shop basis; as a rule, all employees except for managers are members of the union.
In fiscal 2012, Casio revised its retirement allowance and pension system. The company formed a special committee of management and labor representatives from companies in the group, and held repeated discussions. Casio introduced a point-based retirement allowance system, abolished the life pension system, and raised the ratio of defined contribution pensions, shifting to a more balanced system.
Main employee leave programs
Program
|
Description
|
|---|---|
Vacation Day Accumulation
|
Employees can accumulate a maximum of 30 unused vacation days to carry over to the following year, but which will expire at the end of that year. The leave days can be used if the employee gets sick or injured, or in order to care for a family member.
|
Refresh Leave
|
This program grants five days of leave for every 10 years worked.
|
Childcare Leave
|
An employee can take this leave until the day before the child turns one year and six months, or until March 31 after the child turns one. The employee can also reduce working hours, up to two hours per day, from the time that the employee returns to work until the child completes grade three of elementary school.
|
Nursing Care Leave
|
An employee can obtain up to one year of nursing care leave per eligible family member. After that, the employee can also reduce working hours, up to two hours per day, as long as the reason for nursing care leave continues.
|
Re-employment of Employees that Retire for Childcare or Nursing Care Reasons
|
This program enables the re-hiring of employees that retire in order to give birth, care for a child, or care for a family member, when they are ready to come back to work.
|
Child Nursing Care Leave
|
An employee with a child that has not yet completed grade three of elementary school, can take up to five days off per year (or ten days when there are two or more eligible children) in order to care for the child when sick or injured, or in order to take the child for vaccinations or medical appointments.
|
Hourly Leave
|
Employees can take their annual paid leave in hourly increments, for a maximum of five days per year.
|
Casio Thailand Receives Outstanding Establishment on Labor Relations and Welfare Award for Sixth Consecutive Year
Casio Thailand places importance on improving quality of life in the local community, while contributing to economic and social development that makes local residents self reliant. Using this CSR activity policy, the company has established guidelines and is carrying out various initiatives.
Based on a positive evaluation of the activities and results under this policy, Casio Thailand has received an award from the Thai Ministry of Labour and Social Welfare as an outstanding company in the area of labor relations and employee welfare. The company has received this award for six consecutive years.
The company received high marks in all five evaluation areas for the award: (1) codification of human resources and labor union policies; (2) wage and salary systems; (3) hotline establishment; (4) employee welfare programs; and (5) CSR activities.
