The “K” LINE Group takes a firm stand in the first part of its Charter of Conduct that it will consistently respect human rights and well consider personality, individuality and diversity of its corporate members and improve work safety and conditions to offer them comfort and affluence.
With the aim of maximizing labor productivity by strengthening the capabilities of individuals, we are reviewing our workstyle practices at the individual level.
We have been very successful in establishing an excellent relationship with our labor union, and we are jointly seeking an opportunity to realize a better working environment and measures that enable “Work-Life Balance.”
Naming a few includes remote working system, implementation of infertility treatment leave, maternity leave, and child care leave. Other than child care leave, we have also implemented child care leave exclusively for fathers which enable fathers to take consecutive leaves up to 10 working days to participate in their child cares. In addition, we have also established various systems such as shorter working hours and flex-time systems to promote our employees’ work-life balance.
We have been certified as a Childcare Support Company under the Act on Advancement of Measures to Support Raising Next-Generation Children in Japan, with a certification called "Kurumin 2020" (for the actions from April 1, 2016 to March 31, 2019). We received the same certification in 2016 for the actions from April 1, 2014 to March 31, 2016.
In addition, KMDS CO.,Ltd. one of our consolidated subsidiaries, has also acquired “Kurumin 2021” certification (for the action from April 1, 2017 to March 31, 2020).
The company, which is engaged in trade administration including documentation related to ocean freight transportation, outsourcing business contracting, and worker dispatching services, has a characteristic that the ratio of female employees has reached 90%. We are working to improve the work environment and diversify work styles so that both women and men can play an active role.
We strive to continuously improve health and safety at the office and the mental and physical health of our employees. The Company established the Health Enhancement Committee, chaired by an executive officer in charge of human resources (overall health controller), which functions as a health committee as required by the Industrial Safety and Health Act.
The committee convenes once a month, studies and deliberates employees’ health maintenance and improvement, including office environment, health and safety, training, prevention of infectious diseases. After each meeting, the minutes are uploaded on the company’s internal website for the employees’ information.
We share information by regularly communicating the matters discussed and reported at these committee meetings to the Board of Directors and Executive Officers’ Meeting.
We require employees to receive a physical examination once a year and we assist with the cost for those who wish for a second examination. Thus we proactively support our employees’ health management. We have a medical clinic at the head office that provides medical examinations and employees can visit a doctor when they are not feeling well. In addition, we have a health keeper who provides massages to help them recover from fatigue and relieve.
In order to assist with mental health issues, we have adopted a stress check program on the Internet with which employees can manage their own mental health and improve their stress tolerance. In addition, we hold seminars on mental health every year for executives and employees at the Tokyo head office. Furthermore, we have prepared various support systems such as consultation for mental health by a medical specialist and the EPA (Employee Assistance Program) system as an external counselor to care for employees’ physical and mental conditions.
We stress prevention of overworking and provide an opportunity for explanation about relevance of health and overworking to managerial posts. Diligent duty of managerial posts is especially being continuously enlightened.
We support the taking of a medical examination and vaccinations for employees who are transferring overseas, including their family, and after being posted overseas, they can also receive support from emergency medical assistance companies that cooperate with us.
We are working on the following measures in order to prevent employees from being infected by COVID-19.
・Encouraging employees to work from home whenever possible
・Encouraging employees to stagger commuting hours when coming to the office
・Conducting thorough infection prevention in the office (Hand sanitizer, Visitor’s temperature measurement, Installation of the acrylic plate)
・Conducting meetings or providing training programs via online
・Granting the day of COVID-19 vaccination as a working day and granting the paid leave in case the adverse reaction is observed
Our company is a designated public institution specified in the Act on Special Measures for Preparedness and Response against Pandemic Influenza and New Infectious Diseases (Act No.31 of 2012). The Act requests designated public institutions to take appropriate measures to prevent disruption to the operation of the business, and to continue the business even in an event of pandemic influenza outbreak to minimize its effect on the people’s living and national economy.
The Act also requests designated public institutions to formulate a pandemic influenza preparedness and response operation plan for their business, to report the plan to the Prime Minister of Japan, and to publish the outline of the plan.
In accordance with this provision of the Act our company has formulated a “Pandemic Influenza Response Operation Plan”. The outline is shown below.
As a logistics company rooted in the shipping industry, our corporate principle is to help make the lives of people more affluent, and we conduct our business activities accordingly. Crucial to realizing this principle is “providing reliable and excellent services,” which calls for us to constantly maintain the physical and mental health of individuals involved in our business, and help them fully demonstrate their potential abilities. We believe that health is the source of individual happiness and is indispensable for realizing the Group’s principle. Positioning the health of each and every Group employee as paramount, we will work hard to maintain and enhance the health of employees in cooperation with health insurance associations, labor unions, and clinics (occupational health physicians).
【Priority health-related initiatives】
- Establishing Health Enhancement Committee and holding a regular meeting (the minutes of which is disclosed to employees)
- Offering Stress Check Consultations and its follow-up
【 Stress Check Examination Rate】
【Work Engagement and High-Stress Employees Ratio】
Comprehensive Health Risk *1
High-Stress Employees Ratio *2
Work Engagement *3
※ Referring the Score of The Brief Job Stress Questionnaire
*1 Comprehensive Health Risk is derived from the scores of the following four factors: "work burden (quantity)", "work discretion", "support from superiors", and "support from co-workers". It is a quantification of the degree of health risk that occurs due to the work environment. The national average is 100, and the lower the number, the lower the risk.
*2 High-stress Employees were evaluated based on the average score of "mental and physical stress response," "work stress factors," and "support from surroundings" converted into a five-point evaluation. (National average is 10%)
*3 Work engagement is an indicator of how employees are energized, proud of their work, and enthusiastic about their work. Scores given to each answer to the following question are as follows: "I feel full of vitality when I work" and "I feel proud of my work": Yes = 4 points, Almost Yes = 3 points, Somewhat different = 2 points, different = 1. The score shown above is calculated based on the average score of all examinees. (National average is 2.5 points)
- Holding Harassment Prevention Seminar (for all employees)
- Ensuring employees to take 5 days annual paid leave at least.
【Average days annual paid leave taken】
【Average days *7 days vacation taken】
※7 days vacation is non-statutory leave available up to 7 days in a fiscal year.
- Controlling overtime working hours
【Overtime working hours (Monthly Average)】
As a result of the above initiatives, we have been recognized as a "2022 Certified Health & Productivity Management Outstanding Organization" for the fourth time and 3 years in a row, under the Certified Health and Productivity Management Organization Recognition Program designed and promoted by the Japan's Ministry of Economy, Trade, and Industry (METI), jointly with the Nippon Kenko Kaigi, to honor companies that practice good health management.