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Invigorating people and workplaces

Work-life balance

Workstyle reform

TEL is working to introduce a new personnel system aimed at supporting its vision to become “a real global company generating high-added-value and profits,” as part of the medium-term management plan. The system is designed to enable each employee to challenge themselves to meet their goals without fear of failure, and to provide fair evaluations proportionate to individual levels of contribution. Based on the idea that raising the engagement1 of employees is essential for sustained growth of our company, the new system also aims to create a rewarding workplace environment where employees can challenge themselves to achieve higher goals with widening global career opportunities. The new personnel system specifies new ways of working, such as clarifying roles and expectations, enabling employees to work more autonomously with challenging goals linked to the company’s vision, and rewarding eagerness and voluntary effort important for increased motivation. Rating, evaluation, and remuneration will be built as common global systems, enabling us to share objectives and goals among employees worldwide. This new system will become part of standard operations in fiscal 2018.

1 Engagement: A constant feeling of pride, passion and a sense of responsibility in one’s own work and a desire to work hard to achieve results

 
Features of the new personnel system
Rating system
The system clarifies duties (the roles and responsibilities required of the employee) supporting a global way of working

Evaluation system
The system is designed to establish performance goals appropriate to employee level and stretch goals designed to develop the employee, and it assesses the employee based on achievement of (or contribution to) those goals

Remuneration system
In addition to a level of remuneration that is competitive in the market, the system provides the employee with career opportunities as well as a productivity-linked bonus proportionate to their degree of achievement (contribution)
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Refreshment leave

TEL has a refreshment leave system that offers a special paid leave every five years to regular employees with 10 or more years of continuous service. Refreshment leave ranges from two weeks to one month.2 The purpose is to renew employees’ eagerness to work, encouraging them to refresh their body and mind. In fiscal 2017, 586 employees in Japan took refreshment leave.


2 Employees with 10, 15, 20, and 25 years of continuous service can take a leave of two weeks, three weeks, two weeks, and one month, respectively
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Systems supporting flexible workstyles

TEL is committed to reducing overtime, encouraging employees to take time off, and improving the various leave systems. In this way, we allow employees to adopt a flexible approach to work according to their individual lifestyle and stage in life. Amid a declining birthrate and aging population, we are focused on enhancing our childcare and nursing care leave systems, enabling all employees to develop their careers.

Our childcare support system in Japan allows employees to extend their leave until their child turns three. Also, we give parental guardians an option of taking reduced work hours until their children finish elementary school, which goes significantly beyond the legal requirement. As a result of these measures, 44 employees (including two male employees) took childcare leave in Japan operations in fiscal 2017, and 44 (including two male employees) returned to work after taking childcare leave in previous years for a 93.6% return rate. About 35% of female TEL employees in Japan are successfully balancing work and family as working mothers.

Leave and other support systems for childcare and nursing care
System Overview Eligible employees Notes
Relief for commuting difficulties Allows work start times and finishing times to be moved forward or back by a maximum of one hour each day Pregnant female employees who are under instruction from their doctor As per the legal requirement
Childcare leave (1) Allows leave to be taken up until a requested date but no later than the end of April after the child turns 18 months of age
(2) If the child cannot gain admission into a nursery school, leave may be extended from the end of April after the child turns 18 months of age until the child turns three years of age (i.e. the day before their third birthday)
Employees with a child who will be less than 18 months of age at the end of the following April More than the legal requirement (up to a maximum of three years of age)
Childcare time Allows an employee to request time to care for their infant for two 30-minute periods per day, in addition to prescribed rest periods (treated as paid leave) Female employees with an infant under one year of age More than the legal requirement (paid component)
Flextime for childcare and nursing care Allows work start times and finishing times to be moved forward or back by a maximum of 90 minutes per day Employees with a child who has not graduated elementary school, or who are caring for a family member requiring nursing care More than the legal requirement (up until the child finishes elementary school)
Leave to care for a sick/injured child Allows leave to be taken for up to a maximum of five days for employees with one child, and 10 days for employees with two or more children, per business year (up to five days treated as paid leave) Employees with a child not old enough to commence elementary school More than the legal requirement (paid component)
Childcare support leave Special leave to care for a child for up to a maximum of five days per business year(unpaid) Employees with a child not old enough to commence junior high school Unique system
Short nursing care leave Allows leave to be taken for up to a maximum of five days for employees with one family member requiring nursing care, and 10 days for employees with two or more family members requiring nursing care, per business year (up to five days treated as paid leave) Employees with a family member requiring nursing care More than the legal requirement (paid component)
Extended nursing care leave Allows an extended period of leave to be taken for up to three times per person requiring care, up to a maximum of one year in aggregate Employees with a family member requiring nursing care More than the legal requirement (up to one year of leave)
 

Employee voices | Childcare leave for men

I took 17 months of childcare leave from September 2015 to February 2017. This was due to several reasons: my strong, longstanding desire to be involved with my children, a desire to help my wife return to work as a freelance piano teacher, and the problem of waiting for admission to a nursery school.
Seeing as it is still uncommon for male employees to take long-term childcare leave, my supervisor was surprised at first, but happily accepted my temporary departure. People around me were also concerned about me taking leave for such a long time, but in the end, I was allowed to return to the same marketing work as before. I am extremely grateful for this. I would be glad if the option of taking childcare leave continues to be afforded to male employees. I plan to take the joyful experience of spending many days close to my newborn, and apply it to my work and life in the future.

Masahiro Atsumi Marketing Department 1, TFF

Masahiro Atsumi
Marketing Department 1, TFF

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