Basic Approach
We believe it is important to conduct business activities while respecting the diverse perspectives of diverse human resources. In accordance with the Prima Meat Packers Group Human Rights Policy, each Group company complies with conventions and laws related to workers’ human rights, including those concerning wages and working hours, ensures payment of wages at or above the minimum wage, and responds appropriately based on the principle of equal pay for equal work.
In addition, we prevent child labor by strictly verifying age at the time of hiring and limiting employment to those aged 18 or older.
We will continue to work on establishing an environment in which employees can work in diverse ways to support our sustainable growth.
Main Actions
Supporting work-life balance
We go beyond regulatory standards in supporting employees who are pregnant or have childcare or eldercare commitments by offering a range of support systems. These include a short-time work system for childcare, which allows employees to split reduced working hours between the beginning and end of the workday, as well as a work-from-home system.
We also encourage men to take childcare leave by providing eligible employees with information about the relevant support programs and following up with them. To help create an environment in which employees can take childcare leave more easily and to recognize employees who take on substitute duties, we provide an incentive of up to ¥100,000 to employees who cover the work of each employee taking childcare leave or other such leave.
In November 2009, we were certified as a Kurumin company, a mark awarded to companies that support employees with childcare commitments.
In addition, by introducing a flextime system, we are working to improve employee well-being and work-life balance.
Various Leave and Leave-of-Absence Programs
In addition to helping employees balance work with childbirth, childcare, and caregiving, our Group offers various leave, leave-of-absence, and time-off programs to support such needs as participation in volunteer activities.
| Type of leave | Description | Maximum number of days available |
|---|---|---|
| Marriage leave | When the employee gets married | 5 days |
| Childbirth Preparation Leave | For male employees to prepare for childbirth | 3 days |
| New Father Support Leave | For male employees to support their spouse and family after childbirth | 5 days |
| Bereavement leave | In the event of a death in the family, miscarriage, or stillbirth | 1–7 days |
| Morning sickness leave | For pregnant female employees, as needed | 14 days |
| Transfer leave | When relocating residence due to a transfer or similar reason | 2–6 days |
| Volunteer leave | When participating in volunteer activities | 3 days |
| Long-service leave | Upon reaching 30 years of service | 5 days |
| Accumulated annual paid leave | For long-term medical treatment, fertility treatment, and similar needs | 10–30 days |
| Type of leave of absence | Description | Maximum period available |
|---|---|---|
| Prenatal and postnatal leave | When a female employee gives birth | 8 weeks before and after childbirth |
| Childcare leave | When raising a child | Until the child reaches 2 years of age |
| Caregiving leave | When caring for a family member | 1 year in total |
| Volunteer leave of absence | When participating long-term in the Japan Overseas Cooperation Volunteers program | 2 years and 4 months |
| Donor leave of absence | When an employee applies for leave of absence in order to undergo surgery as a donor for a bone marrow bank or a living-organ transplant | The hospitalization period required for organ donation or similar procedures |
- *These leave and leave-of-absence programs are subject to certain eligibility requirements.
Promoting an increase in the employment of people with disabilities in the group
Prima Meat Packers, Ltd. established a special subsidy called Prima Luca Co., Ltd. with the investment of Unzen in Nagasaki Prefecture in April 1995 as a business establishment that employs many people with severe disabilities. We recognize that increasing the employment of people with disabilities is a very important issue for consideration. Accordingly, we will continue to select occupations that allow us to accept people with disabilities in the future. At the same time, we will continue to work on accepting them in our branch offices and plants.
Labor-Management Initiatives
From the perspectives of enhancing corporate value and fulfilling our social responsibility, we place importance on respecting union activities, promoting open dialogue, and creating safe and healthy workplaces.
We regularly hold labor-management councils and special councils on wages and employee welfare, where employee representatives and management engage in constructive dialogue and discuss such issues as improving the work environment, reducing long working hours, and promoting workstyle reform.
At our manufacturing sites, in addition to labor-management councils, we also hold safety and health committee meetings. In these meetings, we discuss issues and improvement measures related to the safety and health management of frontline employees, and work to formulate and implement effective measures.