Basic Approach

Toppan values its employees as precious “human assets” and understands how deeply it depends on them. The Company is convinced that human assets perform to their full potential when they are vigorous, earnest, and driven.

To support motivated, vigorous, and earnest work, Toppan promotes positive working conditions and healthcare and safety measures in cooperation with the labor union and Toppan Group Health Insurance Union (“the health insurance union”).

For employee health and safety in particular, the Group formulated a Basic Policy on Health and Safety in 2010 and a Health Management Declaration in October 2015. Various measures have been undertaken ever since.

The Health Management Declaration clarifies future health management policies for maintaining and enhancing the health of Group employees. From a viewpoint of “health and productivity management*,” this declaration visualizes and reorganizes health promotion measures and action plans previously organized by the Group and the health insurance union separately. The declaration pursues dual aims. The first is to promote enhanced health for employees and their families through various approaches, such as activities to support work-life balance. The second is to contribute to society through health-related businesses that support health promotion activities undertaken in communities.

The Basic Policy on Health and Safety, meanwhile, enunciates a “safety first” principle as a top priority for the entire Toppan workforce, including both regular and contract employees, towards the complete elimination of occupational accidents. The Group has maintained its efforts to eliminate occupational accidents in fiscal 2018.

*The term “health and productivity management®” is a registered trademark of the Workshop for the Management of Health on Company and Employee.

Promotion Framework

The Labor Relations Department and Personnel Department in the head office Personnel & Labor Relations Division coordinate with general affairs departments in business divisions across the Company to develop various measures on labor matters in consultation with the labor union. The Personnel & Labor Relations Division, meanwhile, spearheads employee health and safety initiatives in cooperation with the labor union, the health insurance union, and general affairs departments in business divisions across the Company.

■ Labor-Management Partnership

Toppan’s labor union and management respect each other’s positions as partners with shared ideals. They have been working together on various issues on an equal footing. Business councils are convened as Company-wide and operational-site-based forums to discuss wide ranging managerial issues. Several special committees are also convened to deliberate pertinent issues of the day. Standing committees meet to discuss issues such as working hour reductions, wages, and health and safety. Individual labor-management committees meet when necessary to discuss specially designated subjects such as the creation of a working environment amenable to enhanced job satisfaction.

Toppan has adopted a union shop system. In principle, all non-managerial employees belong to the labor union as members.

  • ■ Committing to Health Management

    The Toppan Group has formulated a structure for promoting “health and productivity management*” by establishing a Health Management Promotion Council overseen by the President & Representative Director as the head of health management. Representatives from the Group and the health insurance union meet to engage in constructive discussions on various healthcare measures. A healthcare-guidance brochure for Group employees illustrates the diverse outputs from the council.

    *The term “health and productivity management®” is a registered trademark of the Workshop for the Management of Health on Company and Employee.

■ Supporting Work-Life Balance

At the ongoing business councils and labor-management committees to support work-life balance, Toppan’s labor representatives and management exchange opinions and deliberate measures to further shorten overtime working-hours and comply with the revised Labor Standards Act of Japan. They have also been analyzing actual overtime practices, reviewing the use of recently adopted working systems, and examining the introduction of new systems.

Labor and management at each operational site also discuss approaches to creating more accommodating workplace environments that encourage employees to take leave. The measures they have devised and implemented are tailored to the actual working conditions at their sites.

■ Announcing a Common Employer’s Action Plan

Toppan Printing Co., Ltd. has published a common employer’s action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children of Japan.

This act specifies respective responsibilities of central and local governments, employers, and citizens of Japan in their efforts to create healthy environments for the upbringing of children who are to lead coming generations. The act stipulates that, as of its enactment on April 1, 2005, these four parties are expected to intensively and systematically engage in childrearing initiatives.

The common employer’s action plan, meanwhile, aims to develop a working environment that supports balanced work and family life for employees with young children. Employers are expected to design a plan primarily to arrange varied working conditions for diverse employees, including those not raising children.

■ Efforts to Support Employees with Children

Toppan has striven to create a working environment in which employees can achieve better work-life balance. It does so by providing systems for childcare and nursing care leave, reduced working hours, higher family allowances for dependents, and various other benefits for employees.

From fiscal 2015 Toppan began paying a full salary for the first five days of childcare leave taken by male employees, in order to support employees with children by encouraging the use of the childcare leave system. In fiscal 2016 the eligibility period for preferential work shifts such as reduced working hours for employees with childcare responsibilities was extended to the end of a child’s fourth year of elementary school (surpassing the age-three requirement imposed under the applicable Japanese law).

Toppan has also been developing the “Hagukumi (nurturing) Program” since fiscal 2012. This program supports the wellbeing of employee parents by providing therapeutic activities for parents on childcare leave, activities to share the know-how necessary for maintaining good balance between working and raising children, and activities to give employees in various positions opportunities to learn about and consider the importance of work-family balance. The Hagukumi Program received the Minister of State for Gender Equality Award at the Kids Design Award 2016 in Japan.

Hagukumi (nurturing) Program

■ Efforts to Support Employees Bearing Nursing Care Responsibilities

Toppan’s labor union and management employ systems to help employees maintain good balance between work and care at home. These systems create an environment where employees can concentrate on work without worrying about care for family members at home. After reviewing the results of employee questionnaires on nursing care, Toppan relaxed the eligibility requirements for nursing-care-related systems, designed ways to enable employees to more flexibly adjust their working hours for care, enhanced financial support during nursing care leave, and provided more information on work-care balance. Along with system enhancements in these four areas, the Company allows care-giving employees to commute to and from work by Shinkansen bullet train in certain cases. The Toppan intranet also provides employees with nursing care information in a timely manner conducive to the achievement of good work-care balance in accordance with the latest legal amendments and other social developments.

Toppan has held a seminar on nursing care for employees at operational sites in Tokyo to facilitate understanding and relieve concern about care burdens for family members at home. The Company will organize this seminar at more sites outside of Tokyo in the years to come.

Four Approaches in Employee Support Systems for Good Work-Care Balance

■ Occupational Health and Safety

Safety masters, safety personnel, employees in charge of engineering and safety, and other safety experts have been deployed to Group sites across Japan to strengthen safety promotion systems. Based on the Basic Policy on Health and Safety, Toppan organizes extensive safety education of various types for the Group’s workforce, including both regular and contract employees. This includes thorough training for foremen and risk assessments to upgrade the intrinsic safety of machines and equipment for every worker across the Group.

Anzen Dojo safety training facilities outfitted to simulate dangers and alert employees at the workplace were set up at two overseas Group sites in fiscal 2017, one in China and another in Thailand. The dojo facilities have been operated for several years domestically at the Kawaguchi Plant in Saitama Prefecture, Takino Plant in Hyogo Prefecture, and Fukuoka Plant in Fukuoka Prefecture.

■ Measures for Mental Healthcare

Toppan undertakes the following measures to prevent mental health problems at the workplace.

・ A stress check system and e-learning-based programs to help individuals better perceive and cope with the stresses affecting them
・ An Art Salon workshop to refresh minds and bodies through the act of artistic creation
・ Rank-based training and handbooks to prevent or promptly detect and treat mental problems
・ Counseling rooms where employees can receive advice from in-house counselors in a comfortable, pressure-free setting
・ Advisory agreements concluded with mental healthcare specialists
・ A new employment regulation defining rehabilitation programs that support employees returning from mental healthcare leave by helping them to return to work more seamlessly

Toppan recognizes that the most effective strategy to administer fundamental prevention measures for mental health problems is to enable employees to improve their physical and mental conditions by having the means and wherewithal to better understand themselves, communicate skillfully, and adopt positive lifestyle habits. The Company has been organizing mental healthcare programs such as workshops arranged in cooperation with workplaces.

Overview of Mental Healthcare Activities

Main Activities and Relevant Information