CSR/Environmental Activities

Social Report

Respect of Human Rights, Personnel Training

 Our employee regulations specify equal opportunity such that employees are not discriminated by their nationality, religion, sex or social position.
 These regulations also specify strict compliance of "prohibition of forced labor", "prohibition of inhumane treatment", "prohibition of child labor", "restriction of dangerous and harmful work" and "restriction of dangerous and harmful work for pregnancies" as stipulated by law. We are further addressing "control of working hours" to prevent overwork.
 We have also formally participated in UN Global Compact proposed by the UN in October, 2011, and put up our original poster in each of our departments including our group companies and overseas distributors in order to comply with the 10 rules.
 We are thoroughly instructing the importance to respect and cooperate with each other for pursuing work through personnel training courses described below.

Personnel Training

«Employee Training»

  • Hierarchy Courses
      Fresh Recruit Follow-up Training
    • Intensive Fresh Recruit Training (April, every year)
      Intensive training for 10 days is provided to fresh recruits to build up basic skill as an employee of Rubycon. Group discussion over hours is included to fully communicate each other.
      Afterwards, all newly hired employees will conduct hands-on training at the manufacturing site for half a year to acquire the basics of monozukuri, and then will be assigned to the intended sections.
    • Fresh Recruit Follow-up Training (at 6 to 12 months from employment)
      Fresh recruit follow-up training is provided at a certain period after assignment. In the training, each trainee reviews his or her acts in the initial period to determine the extent of accomplishment of the target set at the time of employment, and sets a new target for the next step.
    • Young Employee Training (4th or 5th year after employment)
      This training is provided to motivate each young employee to proactively expand his or her work scope beyond his or her duty, so as to grow into mid-level employee.
    • Class 1 Employee Qualification Training (for mid-level employees 7-10 years from employment)
      We have an ability-based grade system, and Class 1 employee corresponds to mid-level employee. This training is aimed to improve awareness of responsibility as mid-level employee, so as to pursue work in wider viewpoint.
    • Beginning Supervisor Training (for beginning chiefs, leaders and managers)
      We provide beginning supervisors with training of knowledge and ability to lead workers, expectations to supervisor, Rubycon personnel system, and points on personnel evaluation.
    • Beginning Management Training (for beginning general managers)
      We provide beginning management with training of role and responsibility of management, labor management, understanding of Company counts, goal setting, and communication with staff.
  • Language Courses
      English Course
    • English Course
      We provide primary English course every week to develop global persons with external native speaking instructors. Also, a TOEIC certification exmination is held at the company once a year to self-evaluate own English skills.
    • Chinese Course
      Employees of Chinese origin teach Chinese to other employees once a week, since Chinese market is huge and attractive for us.
  • Correspondence Courses
      Correspondence Courses
    • We update the brochure for correspondence courses every year so as to promote self-development of each employee. We prepare e-learning courses compatible with smart phone and tablet, so as to establish environment for easy learning.
      We have further compulsory courses as a promotion requirement for comprehensive-work employees.
  • Other Professional Courses
    • Mental Healthcare Course
      We believe that physical and mental health of employees is the first step to create dynamic workplace. Then we invite an instructor from Nagano Industrial Health Promotion Center or else once every few years to hold mental healthcare course.
    • Telephone Manners Course
      Telephone Manners Course We have telephone manner training for personnel with frequent telephone response each year. Such personnel participate in a telephone manners competition.
      2 employees participated in the contest in Ina and Komagane area last year, and achieved outstanding results as 3rd place (excellent award, ability to participate in the prefectural convention) and 4th place (superior award). She won the excellent award at the prefectural convention as well.

Child-raising and Nursing Care

  • Establishment of Child-raising and Nursing Vacation Regulation
    We have "Child-raising and Nursing Vacation Regulation" complying with the Child Care and Family Care Leave Act. Many of our employees use child-raising vacation to return to work.
    To support child-raising, employee raising a child up to the first grade of primary school can select working hours 2 hours shorter than regular at most.
  • Establishment of Healthcare Vacation
    Healthcare vacation system is our original one to accumulate annual paid holidays not used up to 10days for a year with the retention of 2 years at most. This system helps need of long cure due to accident, injury or disease.
  • Hourly Paid Holiday
    We also have an hourly paid holiday system in which an employee can have hourly holiday up to 3 days in a year. It is useful for late attendance or early leaving due to going to a hospital for one's own or a family's sake.
  • Acquisition of Kurumin Mark
    KuruminWe have been addressing to the next-generation development support, and approved Kurumin Mark by Nagano Labor Bureau on August 29, 2008 according to the Act for Measures to Support the Development of the Next Generation. We have been awarded the second approval in 2015 for the activities conducted between 2011 and 2015.
  • Mothers' Meeting
    We gather female employees in child-raising vacation and working raising children, so as to exchange child care information. It is a good opportunity to consult childcare problems.

Creation of Comfortable Workplace

Occupational Health and Safety

We carry out various activities toward "Creating a healthy and comfortable workplace". As part of such efforts, we acquired "OHSAS 18001" certification, an occupational health and safety management system, in this fiscal year.
In improvement activities, we are working to raise awareness of employees' occupational health and safety.

ActivitiesDetails
Health and Safety Committee meetings
(12 times a year)
Health and Safety Committee is formed with both labor and management, and meetings are held every month to prevent occupational accidents.
Health and safety patrols
(Twice a year)
We have company-wide safety and health patrol in the national safety week and the national labor health week, so as to find potential problems and to improve them.
Health and safety patrols [Factory]
(6 times a year)
By the members of the safety and health committee, we conduct checks (patrol) to see whether there are any place where employees are likely to get hurt, and whether workplaces are well organized, etc. at the factory manufacturing site where there are many dangerous parts, once every two months.
Patrol of Health Representative
(Weekly)
KYT Activity
(Once a year)
Hiyari-Hatto Proposal Activity
(Once a year)
Health representative performs weekly patrol of workplaces in a professional view, so as to find and improve problems. Safety and health patrol is made by the members of safety and health committee.
KYT Activity : "Kiken Yochi Training" meaning the foreseeing danger situations training.
Factory Environment Survey
(Twice a year)
Health representative and members of safety and health committee measure illuminance, noise and dust in each factory to improve factory environment.
Plant Environment Survey
(Twice a year)
Plant environment is performed for atmospheric environment, lighting and illuminance to improve plant environment.
VDT Environment Survey
(Annual)
VDT environment survey is performed with questionnaire to all employees to improve working environment.
Risk AssessmentAll employees in the company participated in the risk assessment for workplaces and jobs, so as to address to improvement activity.
Photo 1: Case of improved risk
(Phosphorescent tape that was set up in the stairs for emergency evacuation.)
Safety and Health Patrol
Photo 1
Young Drivers ClubIn the national safety week and the national labor health week, members of Young Drivers Club inspect fastening of seat belt and call for safety driving.
Disaster DrillWe performs company-wide disaster drill in the national labor health week.
In the drill, notification to fire station, exercise of fire extinguisher, exercise of hydrant, exercise of pumper truck by company firefighters, exercise of AED and emergency response are include.
Disaster Drill
Safety and Health EducationWe provide safety and health education to members of safety and health committee as well as fresh recruits, so as to enhance awareness of safety and health through the committee members.
  • Address to Mental Healthcare
    As described in the section of professional training, we provide mental healthcare training with external instructors.
    We take appropriate actions for persons of mental disorder in cooperation of personnel section, company nurse and company doctor.
  • Health Consultation
    Company nurse picks up 3 to 4 persons every month from long-hour workers and employees with findings in medical check, to consult company doctor on monthly visit.
  • Stress Check
    Based on the amended Occupational Health and Safety Law, we conducted a stress check in October 2017. 447 employees took the examination of stress check, and several of them chose to take an interview with industrial doctors.
  • KYT (Danger Prediction Training) activities
    KYT activities are conducted at each section of the company once a year, by having section members think about what kind of dangers exist in the workplace, decide important issues among them to work on, study how to resolve them, and set the goals by when to resolve them.
    By doing it, we encourage them to have a habit looking around for searching potential dangers in the workplace.
  • Hiyari-Hatto(Near miss) suggestion activities
    Hiyari-Hatto (near miss) is literally "a thing that makes you feel emotion of fear in an unexpected event" by a step before a serious accident.
    Heinrich's is one of the empirical rules, and the content is that there are 29 minor accidents and 300 near-miss incidents (hiyari-hatto) exist behind one serious accident. According to such rule, we collect from each section reports about such incidents once a year, and take appropriate measures to eliminate risk of accidents.

Baseball team activities

Baseball team  Rubycon's soft baseball club, one of the most powerful teams in the prefecture, has been very active although with only 12 members.
 They achieved remarkable results in 2017, e.g., they won the championship at 72nd Emperor's Cup Nagano Prefecture Tournament, the best 4 position at 72nd National Sports Festival Nagano Prefecture Tournament, and the championship at 62nd Central Japan Toshi-taiko Baseball Competition Nagano Prefecture Tournament.
 We expect that they keep up their best as a representative of the community.

Relation with Labor Union

  • Labor-management Council
    Labor-management Council  We have labor-management council with labor union of the company, for the common purpose of "development of company and happiness of employees.
     The council is held as necessary at any time to find resolution through discussion, including the regular "Spring Labor-management Negotiation" in every spring,
  • Summer festival
    Summer festival We co-host summer festival together with the labor union, in the time of Ina-matsuri Festival in August. Section managers make Yakisoba noodles and shaved ice to serve to employees. It is helpful to activate communication among employees.
  • Bus tours hosted by the Labor Union
    As part of welfare programs, we hold several bus tours a year for employees. Destinations are various, including cultural heritage, factory tour, theme park, etc. Normally about 40 people participate in a tour. By doing one day activity together with people in other departments who are less involved in daily work, it helps revitalize communication beyond the fences between departments.
Bus tours

At Yamanashi Sweets Factory

Bus tours

At Universal Studio Japan

Participation in Community and Development

Social Contribution Activities

·Acceptance of Internship and factory tour
In the view of social service and youth development, we accept the requests of internship for students of junior high-school, high-school and university, businesspeople and disabled people as mush as possible. Such requests are increasing year after year, and we are going to accept to the utmost extent.

《Track Record of Internship and Factory Tour in 2017》
MonthSubjectsHead-countDuration
MarchChildren of employees who are entering Primary School (Tour)141 day
MayStudents of Nishiminowa junior high school (Internship)23 days
MayStudent of Harutomi junior high school (Internship)11 day
JulyStudents of Komagane industrial high school (Internship)22 days
SeptemberStudents of Ina-Tobu junior high school (Internship)22 days
NovemberStudents of Ina junior high school (Internship)22 days

·Participation in Clean-up Activity around Tenryu River Area
Tenryu River Environmental Picnic  We are participating in clean-up activities around Tenryu River Area (Tenryu River Environmental Picnic) every year to cooperate with community residents, as a part of Local Beautification Activity. The activities work as parent-child communication, as children of employees participate in them.

·Promotion of local firefighting activities and Japanese Red Cross Service activitiess
 We promote cooperation with and participation in community activities. Local firefighting activities and local Red Cross service activities are especially important for local active disaster prevention and local welfare. We treat absence due to participation in such activities as paid holidays.

·Participation in Ina-matsuri Festival
Ina-matsuri Festival  We participate in Ina-matsuri Festival every year with a dancing team.
The dancing team performs powerful dance in gratitude for the community, in order to encourage the festival.

Contribution to revitalization of community

·Tonouchi Clock Memorial Museum
Tonouchi Clock Memorial Museum Approximately 250 mechanical clocks mainly from Europe in the 18th to 19th century are exhibited at the Museum, all of which are still counting time. Deceased Mr. Teruo Tonouchi used to wish that people sympathize with the passion for the science of the predecessors and children foster interest in science through complicated mechanical clocks, and wish to give some help to improve regional culture. The museum was built with such his wishes, and it is quietly standing in a grove in which more than 1,000 rhododendrons were planted.
The clock museum that is maintained with the consideration to the preservation of natural environment, and that with the carillon's bell ringing in the forest, is a well-known cultural facility of the area.

·Tonouchi Memorial Park
Tonouchi Memorial Park In the park, within the Company campus, more than 100 cherry trees were planted, of which majority are turmeric cherry trees carried from Yuri-honjo City of Akita Pref., and as well some red peony cherry blossoms and weeping cherry trees.
It has been open to the community and has become a place for relaxation.

·Lending the baseball stadium
Rubycon stadium We have a Rubycon stadium equiped with lighting for night games. While the company baseball team is away from hometown due to expedition or else, the stadium is open to community. It is used by various organizations, including local youngstars baseball team practices.

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1938-1, Nishi-Minowa Ina City, Nagano 399-4593 Japan TEL:0265-72-7111 FAX:0265-73-2914