Policy and Concept
Realizing a work-life balance and increasing productivity have become important issues in the sustainable development of employees and companies amidst concerns about issues of long working hours and mental health grow.
The Tokyo Tatemono Group is conducting initiatives to sustain and improve the health of executives and employees based on the Group Health Management Declaration.
In terms of overtime, we prevent overwork in accordance with labor agreements such as the 36 Agreement while striving to control overtime.
We also support a better work-life balance through recreational activities outside working hours such as club activities.
- Tokyo Tatemono Group
Health Management Declaration
- The corporate philosophy of Tokyo Tatemono is "Trust beyond the era," which incorporates our will to strive for the growth of the company and the creation of a prosperous society, taking pride in the trust placed in us that extends over a century.
To embody this corporate philosophy, we believe the health of our executives and employees as well as their families is vital.
We see mental and physical health of executives and employees as the source of sustainable corporate growth and actively promote activities for each and every person to maintain and improve their health.
I will strengthen environment to achieve this as the chief executive officer in charge of health management, and I vow that we will endeavor in health management unified as a Group.
President and Chief Executive Officer
Tokyo Tatemono Co., Ltd.
We have established Health Committee made up of members from the Personnel Division, industrial physicians, and representatives from each office.
The Health Committee generally convenes once a month for the purpose of improving standards of occupational health in the workplace and encouraging employees to maintain and improve their health.
Moreover, we are working to maintain and improve health throughout the entire Group through exchange between Tokyo Tatemono Group companies.
Indicators and Results
Indicators and Results
Tokyo Tatemono has received third-party assurance by Lloyd's Register Quality Assurance Limited (LRQA) to assure integrity of part of its data. The type and numerical data assured are marked with *.
- ●Collection Period:
- April to the follwong March each year. (Turnover Rate is from January to December)
- ●Collection Scope:
- Tokyo Tatemono Co., Ltd.
|Turnover Rate* (Only for Personal Circumstances)||%||1.7||2.2||1.4||1.4||2.6*|
|Rate of Health Check-ups*1||%||100||100||100||100*||100*|
|Average Number of Paid Leave Days Taken*1
2020 Target: 30% Increase Compared to 2015 (11.4 days)
|Number of Lost Time Injury*2||Incidents||1||2||1||0*||1*|
|Total Days Lost Due to Absence*||Days||86||138||47||81*||137*|
|Employees Unionized Rate||%||100||100||100||100||100|
- *1Other leave systems such as summer leave and national holidays are also provided (these days are not included in the above figures)
- *2Number of lost time injury: Accidents that occur during work that result in one or more days absence.
Health Management Initiatives
Tokyo Tatemono is conducting various initiatives based on the Group Health Management Declaration.
Third-party Evaluation of Health Management
Our sincere efforts toward health were evaluated and received the highest rank in 2014 for distinguished initiatives with the health considerations of employees in the DBJ Health Management Rating run by the Development Bank of Japan.
We were recognized under the Certified Health and Productivity Management Organization Recognition Program (White 500), a program in which the Ministry of Economy, Trade and Industry certifies companies practicing excellent health management, for the third consecutive year since the program was founded in 2017.
Moreover, Tokyo Tatemono and eight group companies have been recognized by the National Federation of Health Insurance Societies (Kenporen) in Tokyo as an outstanding organization under the Health & Productivity Management Outstanding Organizations Recognition Program and were issued Silver certifications as outstanding organizations.
Health Improvement Initiatives
Tokyo Tatemono aims to have a check-up rate of 100% for periodic health examinations, and is advancing initiatives to raise greater awareness in all employees about health management (100% rate is sustained since 2011).
We coordinate with health insurance associations to conduct a wide range of initiatives for improving health management. We also understand the health risk attributes of employees in addition to actively engaging in preventative measures against severe illnesses for non-obese and young people not eligible for special screenings with the purpose of improving health through preventative and early-term treatment. We have also been introducing group dental check-ups since 2017 as part of our efforts in health management.
As daily health measures, we are strengthening support to maintain the health of employees by ensuring that the costs required for voluntary health management such as physical examinations, various cancer screenings, medical treatment, pharmaceuticals, and health management programs are covered in the Welfare Cafeteria Plan*.
We had also been subsidizing the cost for influenza vaccines up until recently, but we have strengthened the prevention of mass infection during the influenza season by inviting physicians to the company to provide vaccinations from 2016.
- *This plan assigns a set number of points to each employee and they can individually choose a menu of their own within the set number of points. This provides a benefit of being able to put together a menu suitable to individual health needs.
Mental Health Initiatives
Tokyo Tatemono conducts stress tests through on online service every year for all of its employees to properly and easily grasp the stress levels of each employee.
In addition, we are providing mental health counseling via health insurance associations and these counseling services have been made available to employees who have unstable mental health. We started linking to psychiatric advisors in 2016 and have put in place a support system that includes return to work training.
As mental health enlightenment activities, we are conducting training in self-care and employee care overseen by line managers, and newly appointed managers in particular are required to participate in the training for employee care overseen by line managers (100% attendance rate).
We invite sports trainers as lecturers for new employees and conduct training all employees participate.
We understand the importance of mental health for all of our employees and strive in the early diagnosis and prevention of mental health problems.
Labor and Management Dialogue
Tokyo Tatemono supports the right for freedom of association and collective bargaining. All of our employees except for core management have formed and are members of the Tokyo Tatemono Labor Union (as of January 1, 2019). The Union and Tokyo Tatemono have concluded a labor agreement and work to solve a diverse range of challenges through a dialogue between labor and management.
Endeavoring for Work-style Innovation Together as Labor and Management
Tokyo Tatemono established a Work-Style Innovation Labor-Management Review Meeting with the labor union in 2017.
This meeting committee structure anticipates the accomplishment of the Group medium-term business plan and growth thereafter and aims to further improve productivity and efficiency in business execution.
We know conducting work-style innovation suitable to Tokyo Tatemono is necessary and have setup specific measures for debate between labor and management.
We shared the purpose and goals intended by work-style innovation and engaged in a lively debate between labor and management.
Since 2018, we have been conducting telework trials in an effort to further the introduction of specific measures geared toward enhancing productivity.
[Tokyo Tatemono Work-Style Innovation Concepts]
The ideal goal of work-style innovation is to bring about more time, such as more efficiency, to aid in corporate growth as well as individual growth and happiness.
Image of Tokyo Tatemono Work-Style Innovation
Initiatives to Reduce Overtime
Tokyo Tatemono has continued measures to prevent overtime since 2008 from the perspectives of work-life balance and employee health management.
We have adopted a system to shut down computers at the standard end of the working day in 2010 to control late-night working hours and prevent overwork. Furthermore, in departments long-working hours occur, we have implemented a framework to fight back by requiring direct supervisors to report improvement measures. Through this type of PDCA cycle, we are striving to reduce overtime (outside working hours).
Transitioning to Fixed Overtime per Month
*1 The fixed regular working hours per day is 7.5 hours (statutory working hours is 8).
Occupational Health and Safety
Tokyo Tatemono works to ensure employee safety by advancing a wide range of initiatives for the guarantee of a work-friendly environment as stated in the Compliance Manual. Although we have not acquired the OHSAS18001 or other external certifications related to occupational health and safety, we work to ensure safety by conducting risk assessment and improvement activities.
Support of Club Activities
Tokyo Tatemono put in place approval and subsidy rules for club activities in 2014 and has introduced systems to support the outside activities of employees. Currently, we are subsidizing rental fees of activity venues and participation costs in competitions for the 12 clubs that have been approved. Employees of Group companies are also participating, and we are conducting Group-wide activities that go beyond corporate barriers.
Furthermore, each club participates in athletic competitions held by local public organizations and actively communicates with the local community.