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.

Cultivation of Human Resources

«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.
  • Support to Obtaining Qualifications
    • Incentive Reward System for Obtaining Qualifications
      In order to develop abilities and increase motivation of employees, we provide incentive rewards for the employees who have passed national qualifications and have developed advanced technology for R&D of the Company. Not only national qualifications such as Certified Skilled Worker, Chief Electrician, and Health Supervisor but also private qualifications such as TOEIC, JCCI Bookkeeping Certification, and the like, and many of the employees are challenging to obtain such qualifications. In addition, Incentive Reward System is being applied to application and registration for patents, utility models, and designs invented by employees.
    • Correspondence Course
      We update and distribute a pamphlet of correspondence courses for all employees as a self-development tool. We have a wide range of the courses to meet the needs of the employees preparing to obtain such qualifications. We also provide the management trainees with the mandatory courses required for promotion to managerial positions.
  • Other Special 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.
    • Utilization of Outside Training Courses
      In addition to internal training courses, we actively utilize outside training courses with the aim of taking advantages of inter-industry exchanges for our participants. Spending time together with people with similar titles or positions in different industries would stimulate and motivate our participants for further skill development. Managerial stuff are required to take outside training courses.

Child-care and Nursing Support

  • Establishment of Child-care and Nursing Support Rules
    We have established Child-care and Nursing Support Rules complying with Child Care and Family Care Leave Act. Especially many employees utilize child-care leave to return to the former workplace after the leave. To support child-care, if employees wish, they could work up to 2 hours less per day until March 31 of 2nd year elementary school.
  • 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.
  • Child-care Support
    We always provide company information to female employees on child-care leave by sending in-house newsletters or else, and when their return to work approaches, we inquire them about their preference of working conditions and employment status in order to remove an anxiety of their return to work. We also support them by preparing experienced industrial nurses to advise on child-care during the leave.

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 maintain "ISO45001" certification, an occupational health and safety management system.
In improvement activities, we are working to raise awareness of employees' occupational health and safety.

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 health and safety patrols 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 Health and Safety 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 occupational environment by Health Representative
Health representative performs a weekly patrol of workplaces from a professional point of view. While the health and safety patrols are conducted by members of the Health and Safety Committee, this patrol identifies potential problems from a professional perspective and leads to improvement activities.
Internal health and safety audit
(Once a year)
Auditors are certified internally, and conduct audit to identify any issues.
Factory Environment Survey
(Twice a year)
Health representative and members of Health and Safety Committee measure illuminance, noise and dust in each factory to improve factory environment.
Office Environment Survey
(Twice a year)
Office environment survey is performed for atmospheric environment, lighting and illuminance to improve office environment.
VDT (Visual Display Terminals) Operation Survey
(Once a year)
VDT Operation Survey is performed with questionnaire to all employees to improve working environment.
Risk assessment and improvement activitiesAll employees in the company participated in the risk assessment for workplaces and jobs, so as to address to improvement activities.
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 Club activitiesIn the national safety week and the national labor health week, members of Young Drivers Club inspect fastening of seat belt and call for safe driving.
Disaster DrillWe perform company-wide disaster drill in the national labor health week.
We prepare for emergency by performing a training of report to the fire department, evacuation training, fire extinguisher training, fire hydrant training, operation of pump car by self-defense firefighting team, explanation of AED operation and understanding emergency response procedures.
Disaster Drill
Health and safety educationIn addition to the education for new employees, we conduct health and safety education for the members of Health and Safety Committee, and we work on raising awareness of health and safety to all the sections of the company through the training and activities of the committee.
  • 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
    We conducted a stress check with the scope of all emp-loyees in October 2019.
    452 employees took the examination of stress check, and several of them chose to take an interview with industrial doctors.
    The company-wide health risk was almost at the national average level.
  • KYT activities
    "Kiken Yochi Training" meaning the foreseeing danger situations training.
    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 rubber-ball baseball team, one of the most powerful teams in the prefecture, has been very active even with only 15 members.
  They achieved remarkable results in 2019 as shown below:
the championship at 74th Emperor's Cup Nagano Tournament,
the best 2 position at 74th National Sports Festival Nagano Tournament,
the best 2 position at 64th Central Japan Toshi-taiko Rubber-ball Baseball Competition Nagano Tournament,
and the championship at 70th Tokai Five Prefecture Rubber-ball Baseball Competition Nagano Tournament.
  We expect that they keep up their best as a representative of the community.

Relationship 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,
  • Thanksgiving Festival
    Thanksgiving Festival   We hosted Thanksgiving Festival jointly with the labor union.
      We used to organize it for August at the same time as Ina Matsuri Festival, but in 2019 we changed it to September to avoid the heat of hot summer.
      Though worried about decrease in number of the participants, in fact the largest number of the participants gathered and we could spend a lively day.

  • Bus tour hosted by the Labor Union
    Bus tour   As part of welfare programs, several bus tours a year for employees are being organized by the labor union. Destinations are various places, including cultural heritage, factory tour, theme park, and the like. Normally about 40 people participate in a tour. In 2019, two tours were held, one is Nagoya Castle / Nagoya sightseeing Tour and another is Tokyo Disneyland & DisneySea Tour (2 times). Participants had a good time and deepened exchanges of the employees. 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.

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 2019»
Month Subjects Head-count Duration
FebruaryCollege Students (Internship) 183 days
MarchChildren of employees (Factory Tour) *Elementary School 21 day
MayStudent of Harutomi Junior High School (Internship)12 days
MayStudents of Minami-Minowa Junior High School (Internship)22 days
MayStudents of Nishi-Minowa Junior High School (Internship)2 3 days
AugustStudents of Komagane Industrial High School (Internship)22 days
SeptemberStudents of Tobu Junior High School (Internship) 22 days
SeptemberCollege Students (Internship)31 day
OctoberStudents of Ina Junior High School (Internship)12 days

·Participation in Clean-up Activities 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 Activities. The activities work as parent-child communication, as children of employees participate in them.

·Promotion of Local Firefighting Activities and Japanese Red Cross Service Activities
  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, as one of regional contributions.
  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-shi, Nagano 399-4593 Japan TEL:0265-72-7111 FAX:0265-73-2914