Healthy Management

Generally, the decision after a health check is left up to the individual, but in cooperation with our industrial physician, we carefully identify those who require detailed testing and provide appropriate guidance on re-examinations. We continuously monitor the health of our employees and strive to prevent risks from occurring.
At that time, a public health nurse hands each employee a notification letter with comments based on the contents of the re-examination, allowing for individualized support. We also check the status of re-examinations and further encourage those who have not yet undergone them to do so.

Health-related information is distributed to all employees once a month.
Themes include content in line with the annual event plan set out by the Ministry of Health, Labor and Welfare (e.g., dental and oral health habits, Japanese Hepatitis Day), issues within the company (e.g., women’s health, stiff shoulders, specific health guidance), and seasonal topics such as heatstroke. When there is an increase in infectious diseases, we also distribute timely information such as special editions warning people to be careful about infectious diseases.

At our company, we prioritize employee health. In cooperation with our industrial physician, we take preventative measures against health risks associated with long work hours, such as conducting care interviews with public health nurses if overtime hours exceed a certain threshold.
We check for symptoms that may indicate cerebrovascular or heart disease and share the results with our industrial physician.

We provide self-care training to enable employees to protect their own mental health.
We also incorporate a “thinking habit check” that helps employees become aware of biases in their own perceptions, and teach them that changing the way they perceive things can reduce stress. We also teach the importance of recognizing stress and talking to those around you about it, as well as ways to prevent mental illness by adjusting your lifestyle habits.

We conduct “line care training” to help managers and supervisors notice unusual behavior among their subordinates and prevent mental health issues.
In addition to learning key points for daily observation and methods of attentive listening, we also provide training to check their own thinking habits in order to control the anger that can lead to harassment. Furthermore, we communicate the importance of preventing harassment and preventing mental health issues for managers themselves by expanding the boundaries of what “should” be and what “should” be.

To prevent injuries from falls, we measure employees’ walking habits using a device called “THE WALKING” from Microstone Co., Ltd., and evaluate the risk of falling by quantifying the results. We also introduce exercises to improve walking habits, and measure employees who are at high risk of falling again.

With the establishment of the Well-being Promotion Center, we have strengthened our implementation system for specific health guidance. Professional public health nurses are on-site at the center, enabling us to provide individual consultations aimed at preventing lifestyle-related diseases. This has created an environment where we can respond more quickly and carefully to those who are eligible for specific health guidance, further strengthening our efforts to maintain and improve employee health.
Public health nurses personally hand out notices to each employee who is eligible for specific health guidance, explaining how they should receive the guidance.
Implementation rate in fiscal year 2024: 95%
Implementation rate target for fiscal year 2025: 100%

We provide consultations regarding everyday health and mental health.
Consultations are held outside of working hours to suit the convenience of employees who wish to consult. After health checkups, many employees come to us for consultations regarding concerns about their physical condition and which medical departments they should visit.

We compile the results of health checkups to understand employees’ health conditions and any issues they may have.
We particularly check lifestyle indicators such as BMI (ideal weight), high blood pressure, bad cholesterol, and high blood sugar (HbA1c 8% or higher). To address these issues, we have implemented initiatives such as setting aside days when low-calorie menus are served in the employee cafeteria.

Employees can apply for part-time work to accommodate their lifestyle, such as childcare or nursing care.
Employees can switch between part-time and full-time employment, providing support tailored to each individual’s life stage.
Example: 6-hour shift from 9:00 AM to 4:00 PM

Some workplaces allow employees to decide their own start and finish times, with the exception of core hours (10:00 AM – 3:00 PM). This flextime system is made possible through thorough advance application.

The factory operates 24 hours a day on a rotating shift system, but offers a wide range of working hours to suit employees’ lifestyles.

Employees are entitled to 120 days of annual holidays, and we have also established systems such as a day for all employees to use up their paid leave at once (1 day), planned paid leave (4 days per year), annual leave that can be taken in hourly increments, and birthday leave. Through these efforts, we are striving to enhance our annual holiday and vacation systems.

To reduce overtime and promote a healthy work-life balance, we have been implementing initiatives such as evenly distributing workloads and preventing overtime from exceeding 45 hours over two consecutive months.
As a result, the average monthly overtime per employee is approximately 10 hours.

We have introduced a body care service (massage) that can be used in 15-minute increments during working hours to help employees refresh their mind and body.
This initiative also involves visually impaired therapists, helping to create a workplace that respects individual wishes.

We provide on-site explanations to employees before they begin work to deepen their understanding of their special needs and strive to create an environment where they can work with peace of mind.
We also divide work processes into small, detailed steps to ensure that tasks can be carried out by people with visual or physical disabilities.

Workplace environment surveys conducted by external organizations are conducted after employees start work to objectively understand the work environment and any issues in the workplace, leading to improvements.

The Well-being Promotion Center is an in-house health support center established to support employee health and a comfortable workplace. Built within our Green Hill headquarters in October 2021, the center is fully implementing health management initiatives, led by a dedicated industrial nurse.

To ensure workplace safety and health, we patrol the site to check for hazards and unsafe behavior.
We conduct these activities monthly to create a better workplace.