Yamaichi Electronics has established the following items in its Group’s Code of Conduct, based on respect for human rights and providing a safe and comfortable work environment.
Respect for human rights
- ・Corporate policy on the prevention of child labor and forced labor
In accordance with the Group’s Code of Conduct, Respect for Human Rights and Workplaces Easy to Work, we do not approve child labor or forced labor.
- ・Corporate policy on non-discrimination
Under the Group’s Code of Conduct, Respect for Human Rights and Workplaces Easy to Work, we will not engage in any act of discrimination based on race, religion, gender, nationality, age, physical or mental disability, sexual orientation, or other unreasonable factors.
- ・Dealing with bullying and harassment cases
In order to deal with bullying and harassment cases, we have a confidentiality-preserving reporting desk. We quickly identify and respond to all situations by periodically notifying the entire Company how to use the contact point.
Furthermore, training on harassment is provided to managers and above to raise their awareness and promote their acquisition of knowledge to prevent harassment.
- ・Fair compensation for labor
Wages are paid in compliance with laws and regulations, with minimum wage guarantees and overtime premiums as required by law. The amount and timing of wage payments are clearly shown to all employees in the rules and regulations. Furthermore, a detailed statement confirms wages paid to each employee.
- ・Appropriate working hours
We will comply with laws, regulations, and agreements regarding working hours and overtime work and manage them so that they do not exceed the established limits. We will promote proper and efficient operations and reduce overtime work.
- ・Workforce diversity
We will not discriminate on the basis of race, religion, gender, nationality, age, mental or physical disability, sexual orientation, etc., in the promotion, advancement, salary increase, and appointment to posts of employees. We will conduct a fair evaluation of employees’ abilities and performance based on our internal rules. We have a reemployment system that allows employees to work until age 65 after retiring at age 60, maternity leave, childcare leave, child nursing care leave, shorter working hours for childcare, nursing care leave, and various other systems. We will promote creating an environment in which various employees can work comfortably.
- ・Human resource development
Education and training are essential investments for the survival and development of the Company. We will provide equal and fair opportunities to all employees.
- ・System for engagement
When enacting or revising work rules, we obtain written opinions from democratically elected employee representatives at each business site, review them, and make decisions.
- ・Freedom of association
In accordance with laws and regulations, we respect the right of each employee to form and join a labor union of their own free will and to bargain collectively as an employee representative.
- ・Policies to support local communities
We do not discriminate on the basis of race, religion, gender, nationality, age, physical or mental disability, sexual orientation, or upbringing, and we use fair selection criteria when hiring employees.
- ・International norms on human rights
We support international norms on human rights, such as the Declaration of Fundamental Principles and Rights at Work of the International Labour Organization (ILO) and the Universal Declaration of Human Rights. We will also respect human rights in accordance with the United Nations Guiding Principles on Business and Human Rights.
- ・Supervisory responsibility and management resources
In order to ensure the implementation of compliance management, including respect for human rights, we have a Director in charge of compliance and a Compliance Committee to develop and continuously operate an appropriate compliance system.
- ・Commitment to human rights
Upon joining the Company, all employees receive training on the Yamaichi Electronics Group’s Code of Conduct, Respect for Human Rights and Workplaces Easy to Work. The Company will ensure that all employees comply with the Code of Conduct by informing them of it in writing each fiscal year.
Providing a safe and comfortable work environment
- ・Basic policy on safety and health
We strive to improve our health under the Group’s Code of Conduct: We endeavor to maintain and improve the safe and comfortable work environment and build our health. Under the provisions of the Labor Standards Act, the Industrial Safety and Health Act, and the Poisonous and Deleterious Substances Control Act, we have established the Safety and Health Management Regulations for the safety and health of our officers and employees.
- ・Health and safety risk management by board/committee
We have a general health and safety manager selected from the board of directors and appoint the general health and safety manager as the chair of the Health and Safety Committee to conduct overall management of health and safety.
- ・Health promotion system
All officers and employees shall comply with the Safety and Health Management Regulations. At the same time, following the instructions of their superiors, the general safety and health manager, industrial physicians, safety managers, health managers, and safety and health promoters, they shall strive to prevent accidents and improve health and hygiene. They shall be willing to cooperate with any safety and health measures the Company takes.
In addition, a director has been appointed for overall health and safety management to ensure proper supervision of health and safety.
- ・Follow-up on post-accident activities
To prevent the recurrence of accidents, the Safety and Health Committee serves as the overseeing organization, investigating the causes of accidents and planning, implementing, and following up on countermeasures.
- ・Health and safety monitoring
With a goal of zero occupational accidents, we continue detecting and addressing hazardous areas through monthly workplace inspections to prevent accidents before they occur. The Safety and Health Committee thoroughly analyzes the causes of occupational and commuting accidents, follows up on countermeasures, and shares the results with others.
Basic information on employees
Yamaichi Electronics Group（Consolidated）
|Employees||Number of consolidated employees||-||1754||1809||1946||Person|
|Number of consolidated employees by gender||Males||977||1005||1104||Person|
|Employees||Number of employees||-||378||388||404||Person|
|Number of employees by gender||Males||300||299||313||Person|
|Number of employees by employment type||Regular employees||318||328||339||Person|
|Temporary and part-time employees||48||37||35||Person|
|Three-year retention rate for new hires||-||86.7%||85.7%||91.7%||%|
|Average years of service||-||18.8||18.3||18.3||Year|
|Average annual salary||-||6,114,575||6,448,699||7,567,483||Yen|
|Diversity||Recruitment of new graduates||Whole||7||12||10||Person|
|Ratio of mid-career recruitment||-||41.7%||50.0%||52.4%||%|
|Safety and hygiene||Number of work-related fatalities||-||0||0||0||Person|
|Number of work-related accidents||-||1||2||1||Cases|
|Frequency rate||-||0.000||1.284||1.298||cases per million hours|
|Intensity rate||-||0.000||0.001||0.001||days/1000 hours|
|Health improvement||Average monthly overtime hours||-||14.0||13.5||14.3||Hour|
|Paid leave acquisition||Average number of days of acquisition||15.2||11.5||13.1||Day|
|Average acquisition rate||80.4%||61.8%||71.2%||%|
* Excludes commuting accidents