Mitsui Chemicals

与公司员工一起

创造轻松工作的职场环境

“重视人和社会”是以“三井化学集团人才管理方针”为基础的思路,是更高标准的“三井化学集团可持续增长”和“员工的幸福和自我实现”同时实现的目标。为了让每一位公司员工保持高昂的工作热情,不断地创造成绩,制定生活事件援助政策的重要性日益提高。

应对生活时间的措施

本公司针对抚养幼儿和护理病人等生活事件,在休假、休业、工作时间、收入等方面,制定了比法律规定更为充实的保障制度,并向员工广为告知。
对于抚养幼儿,主要以鼓励男性员工取得育儿休假为目的,修改了一些条件,如扩大了休假条件、休假头5天为带薪休假等,其结果,休假人数显著增加了。另外,对于护理病人而休假,扩大的休假条件,虽然护理对象仍限于需要护理者,但是即使需要帮助的状态也可以取得休假了,使制度条件更为宽泛了。
今后,公司将完善OA环境,调整工作流程,推动整个组织的意识改革,进一步努力扩大使用对象。

生活与工作兼顾政策一览表(三井化学)

Leave ● Leave to care for a sick family member (paid leave)
● Paid family care leave
● Childcare leave (first five days treated as paid leave)
● Unpaid family care leave (eligibility extended to enable employees to take leave when family members are certified as being in need of support)
● Special leave (paid leave, leave for illness or injury, family care leave, childcare leave, leave to participate in social activities)
● Leave of absence to accompany spouse’s overseas assignment
● Social services leave (paid leave)
Working hours ● Shortened working hours (childcare/family care leave)
● Restrictions on overtime (childcare/family care leave)
● Restrictions on late night work (childcare/family care leave)
● Work-from-home program (childcare/family care leave)
● Company childcare center
Income ● Maternity pay
● Childcare assistance
● Maternity allowance
● Family care assistance
● Subsidies for home-care services
● Subsidies for babysitting services

*符号为超出法定条件的政策措施

为育儿和护理病人而停职制度的实际利用情况(三井化学总公司员工)

      FY2012 FY2013 FY2014 FY2015 FY2016
Childcare Number of employees taking childcare leave Males 23 19 29 33 62
Females 48 50 67 62 16
Total 71 69 96 95 78
Number of employees using shortened working hours Males 5 3 2 1 2
Females 66 84 89 86 88
Total 71 87 91 87 90
Number of employees using the work-from-home program Males 4 3 3 5 5
Females 8 7 9 13 19
Total 12 10 12 18 24
Family care Number of employees taking unpaid family care leave 1 1 1 0 0
Number of employees using shortened working hours 1 2 1 1 1
Number of employees using the work-from-home program 3 2 1 2 1

由育儿停职到回归车间的援助计划

本公司的“回归职场援助计划”已经实现了制度化,改善了车间劳动环境,使育儿休假中的公司员工,能从生育、抚育休假顺利回归职场,并保持高昂的工作动力。
在该计划中,明确了产前休假前、育儿休假中、育儿休假回归职场后等各个时期所实施的援助内容。休假之前,由本人与上级领导面谈,确认工作的交接、休假时的联系方式、需要办理的各种手续等。在休假时期,本人与上级领导也要进行面谈,对复职后劳动态度的影响、职场的接收体制以及担当业务内容等共享信息,互相加深了解。同时也就复职后各种制度的办理手续等进行说明。
这样,员工就不会在选择离职休假时对因生育和抚育婴幼儿休假以及回归职场感到不安,可帮助员工继续其职业生涯。

面向工作生活平衡和推动劳动方式的改革

本公司,作为劳动方式的改革,以实现提高取得带薪休假(一年20天)率作为目标。特别是为了促进休假率较低的管理职位提高休假率,将取得连续2天休假的“恢复性休假”原则上定为了一项义务。另外,法定假日之间夹着出勤日的话,将这一天作为“鼓励带薪休假日”,人事部要求公司内不得在这一天安排会议,非紧急工作不得安排部下等,为员工创造了容易获得休假的环境。

<提高带薪休假率的措施>

  • 恢复性休假(连续2天)
  • 鼓励计划性长期休假
  • 设定鼓励带薪休假日
  • 鼓励超值星期五的下午半天年休(除事业所以外)
  • 各车间的带薪休假率的统计和通知、指导

<带薪休假率(三井化学总公司员工)>

2016年实绩:员工平均70.0% 一般员工平均80.8%, 管理岗位员工平均56.0%
2017年目标:管理职位 带薪休假消化率 60%

A Message from the President

The Mitsui Chemicals Group is targeting operating income of ¥200 billion in 2025 under its Long-term Business Plan. In order to achieve this lofty goal, it is vital that each and every member of the Group takes up this unprecedented challenge and pursues every possible avenue while rethinking their approach to certain concepts and work
Equally important is the need for management to take the lead in ensuring the sound health of all employees, raising productivity, and putting in place an environment in which creativity is the norm. By addressing each of the following issues, I pledge to promote work style reform across the Mitsui Chemicals Group.

<Work Style Reform at Mitsui Chemicals>

1. Strive to ensure that the sum total of overtime and hours worked on designated holidays for each individual employee is less than 80 hours for each month

  • Executive maneger and management staff will take the initiative in reforming mindsets and promoting varied work styles.
  • Management staff will review operational processes as well as human resources systems and improve operational efficiency while strictly controlling the number of hours worked.
  • Employees will abandon the notion that the number of hours worked will lead to a favorable assessment and in principle endeavor to carry out their duties within scheduled working hours.

2. Looking beyond child and family care needs, promote the utilization of the work-from-home program in order to address a host of issues. This includes efforts to improve the work-life balance of employees, increase productivity, secure outstanding personnel, and improve business continuity in periods of emergency

  • Management staff will take the initiative and incorporate working from home as a viable option. Thought will also be given to the effective management of subordinates with respect to working from home hours.
  • Employees will consider how they can raise productivity with respect to their duties while working from home and endeavor themselves to put in place the necessary environment.
  • ・ Related departments will establish rules regarding the promotion of work from home and put in place the necessary framework.

Tsutomu Tannowa
President and CEO
January 1, 2017

三井化学保育园--“市原梦广场”,提供育儿帮助

以帮助有幼儿的员工为目的,2009年4月,在千叶县市原工厂袖浦中心附近设立了三井化学保育园-“市原梦广场”。规定的入园人数不断扩大,2011年增加到了30人。保育园南侧是整体玻璃结构,并设置了地热房间等,有着完善的设施。

在直率的对话和相互理解基础上的劳资关系

本公司在劳动合同中,确定了将同时实现“企业集团理念”与“员工的幸福和自我实现”作为劳资双方共同的目标,致力于构建建设性的稳定的劳资关系。为实现2025长期经营计划目标,公司将就经营课题的共享与意见交换、提高生产率、提升员工的工作生活平衡等课题,在劳资之间开展直率的讨论,让我们的职场成为每一位员工都能实现人生价值和劳动价值的场所。