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With Employees
Respect for Human Rights
Human Rights Policy
Origin holds a steadfast commitment to the principles of human rights. In alignment with our core management philosophy and fundamental sustainability policy, we consider the respect for human rights, the inherent rights of individuals worldwide, to be among the foundational pillars of our business activities. Our primary objective is to enhance our corporate value in a sustainable manner.
We wholeheartedly endorse and uphold globally recognized principles and standards related to human rights, including the "ILO Declaration on Fundamental Principles and Rights at Work" by the International Labour Organization (ILO), the United Nations' "Ten Principles in Four Areas of the Global Compact," and the "Guiding Principles on Business and Human Rights." Our comprehensive human rights policy is crafted in accordance with these esteemed principles and standards.
Human Rights Enlightenment Activities
Origin stipulates in its Compliance Manual that we respect each other's values and personalities and do not discriminate on the basis of race, religion, nationality, age, gender, or place of origin, and we conduct training and awareness programs for all employees to ensure that our business activities are rooted in an awareness of human rights.
Establishment of a complaint and consultation service
We have established internal and outsourced contact points for personal consultation and complaints from employees regarding the workplace environment (working conditions, health and safety, harassment, etc.) to maintain a favorable work environment, maintain employees' mental health, and strengthen compliance management.
Health and Productivity Management Initiatives
Declaration of the Health and Productivity Management (H&PM)
In order to achieve our "Corporate Philosophy" of "the company with a strong presence to become further useful for human society and to become the open-minded and unique company providing opportunities for self-fulfillment," we believe that the employees’ health is an important foundation of our corporate activities. We hereby declare our commitment to promoting the maintenance and enhancement of our employees’ health. We will proactively promote to create a vibrant work environment where each employee can maximize his or her potential, and to promote the mental and physical health of all employees, including their families.
Origin Co., Ltd.
President：Hideki Inaba
Purpose of the Health and Productivity Management(H&PM)
The aim is to enhance long-term corporate value by implementing health management initiatives that enable employees to work in optimal condition. Additionally, by fostering better communication and creating a work environment where employees are highly motivated and can thrive, we strive to cultivate a dynamic and engaging workplace.
Health and Productivity Management (H&PM) Promotion Organization
The President and Representative Director is assigned as the chief H&PM officer and is leading H&PM activities, while the Officer in charge as committee chairman and H&PM Promotion Committee members play a central role in promoting employees’ health in cooperation with occupational health physician, registered nurses in head office and factories, and Origin Health Insurance Society.
ORIGIN’s Health and Productivity Management Strategy Map
Key Outcomes Achieved Through Health Investment Initiatives
| FY2022 | FY2023 | |
|---|---|---|
| Regular Health Checkup Participation Rate | 99.8% | 99.7% |
| Rate of Individuals Eligible for Targeted Health Guidance | 14.5% | 15.3% |
| Hypertension Risk Rate | 18.5% | 16.6% |
| Smoking Rate | 18.7% | 18.2% |
| Rate of Exercise Engagement | 41.4% | 44.3% |
Outstanding Health and Productivity Management Companies
We established the Health Management and Promotion Committee on April 1, 2023, and have been actively engaged in health management. On March 11, 2024, we were certified as one of the “Outstanding Health Management Companies 2024 (Large organizations)” jointly promoted by the Ministry of Economy, Trade and Industry and the Japan Health Council. We will continue to promote health management.
Safety and health of workers Initiatives
At ORIGIN Co., Ltd., we are committed to being a trusted partner to our customers and society, consistently prioritizing safety and health in all our workplaces. By making safety and health activities the cornerstone of our corporate management, we strive to create workplaces we can be proud of, ensuring that the impact on the safety and well-being of our employees and local communities is minimized. (From ORIGIN Co., Ltd.'s Basic Policy on Occupational Safety and Health)
Each of our locations holds a monthly Safety and Health Committee meeting, fostering open communication between employees and the company to share information, investigate issues, and deliberate on matters related to safety and health.
| Number of industrial accidents | Frequency rate | Severity rate | ||
|---|---|---|---|---|
| Absence | No absence | |||
| FY2023 | 0 | 3 | 2.89 | 0.00 |
| FY2022 | 0 | 0 | 0.00 | 0.00 |
Providing a Safe and Healthy Workplace
The offices are staffed with nurses and have a consultation system to help resolve health, medical, and mental health concerns.
In addition, employees are provided with lunch boxes in kind, and in some areas, they can choose a boxed lunch that is designed to prevent lifestyle-related illnesses, and we have begun health-conscious initiatives.
We also receive boxed lunches from local companies that are committed to local production for local consumption, food ingredients, and health, and we continue to engage in community-based corporate activities.
Origin's head office business site was certified as a Saitama Prefecture Health Declaration Business Site in October 2021.
Origin is committed to health management to promote management that takes into consideration the health of employees and others at its business sites.
Examples of Major Initiatives
- Health checkups as comprehensive as complete physical examinations (Target: 100% annual consultation rate)
- Secondary checkups related to lifestyle-related diseases are available at no cost.
- Gynecological, dental, and family (dependent) checkups, etc. Enhanced health insurance assistance
- Influenza vaccination available at no out-of-pocket expense
- Implementation of subsidy program for workplace friendship
Human Resource Development
~Let's be "a company that is a place for self-realization" where we can give opportunities, overcome failures, and delegate.~
In order to realize this management philosophy, we recognize the importance of strengthening the organization through human resource development, and we conduct "new employee education" as well as "rank-based training" every year.
Utilization of Diverse Human Resources
Support for Diverse Work Styles
We are working to support women's work styles through a childcare support system. We also promote diversity within the company, including employment of people with disabilities and non-Japanese employees. In recognition of these efforts, we have been certified as a platinum company (the highest category) by Saitama Prefecture as a company that practices diverse work styles.
Employment of older workers
In order to provide opportunities to utilize their skills and knowledge even after retirement, we have adopted a reemployment system that allows employees to be rehired up to age 65 after reaching the mandatory retirement age of 60. In the last three years, almost all retirees have requested to be rehired and continue to work.
Career Recruitment
As one of our efforts to promote diverse and flexible work styles, we continue to hire career recruits (mid-career hires). Not only will you be able to work immediately, but you will also be able to take advantage of your own experience and abilities that you have cultivated to date as we continue to move toward the creation of new synergies.
employment of people with disabilities
We are actively working with Hello Work to hire people with disabilities.
In addition, we provide a workplace where employees can work with peace of mind.
Work-Life balance
In order for employees to fully demonstrate their abilities, Origin strives to reduce total actual working hours by implementing a weekly "No Overtime Day," setting aside five summer holidays (company holidays), and systematically granting annual paid leave as part of efforts to create a comfortable work environment that promotes harmony between work and private life. We are also striving to shorten the total number of actual working hours through such measures as the implementation of a leave system for employees In addition, we are promoting efforts for work-life balance by introducing leave systems for employees and systems to support childcare and nursing care, some of which exceed the legal requirements.
Systems to support work-life balance (partial list)
| (data) item | Contents | |
|---|---|---|
| Vacations | Company Holidays | Saturdays, Sundays, national holidays, year-end and New Year holidays (12/30 - 1/4), company foundation day (5/1), summer holidays (5 consecutive days) |
| annual paid vacation | 17 to 21 days/year depending on years of service (credit for acquisition: 1 day, half a day, 1 hour) *Valid for 3 years |
|
| Menstrual leave (paid) | Number of days required | |
| Childbirth & Childcare | Maternity leave (paid) | Prenatal leave: within 45 days before the expected date of delivery (within 101 days for multiple pregnancies) Postnatal leave: 70 days *101 days through prenatal and postnatal (157 days for multiple pregnancies) |
| System of not treating tardiness due to "morning sickness" (with pay) | Less than 2 hours per day, for 84 days from notification of pregnancy | |
| Pregnant women's hospital leave (paid) | Total 18 days | |
| Childcare time (paid) | Twice a day for a total of 120 minutes or less (in increments of 30 minutes per session), until the child is 1 year old. | |
| Childcare shortened working hours (unpaid*) | Up to 150 minutes twice a day in total (in increments of 15 minutes per session), until the child is in the sixth grade of elementary school *No pay (however, bonuses are paid until the child reaches the age of two). |
|
| Caring | Nursing care leave (unpaid) | Up to 365 days of leave per eligible family member in total for all leave already taken |
| Shortened caregiver work (unpaid) | Unlimited number of times and duration | |
| Nursing and Caring | Child nursing care leave, nursing care leave (unpaid) | 5 days per year (10 days for two or more eligible family members) (credit for acquisition: 15 minutes) |
【Mamada Plant】Recognized as a oyama City Work-Life Balance Promotion Business
Oyama City has certified the Mamada Plant as a "Oyama City Work-Life Balance Promotion Business" as a business that is actively involved in creating a comfortable work environment.
Highlights～ Easy-to-work-in work environment ～
Origin Health Insurance Association
Origin Corporation established a health insurance association in 1969 and celebrated its 55th anniversary in June 2024. Since the union's establishment, we have focused on disease prevention programs such as adult disease prevention medical checkups and preventive injection assistance programs to manage the health of our employees.Currently, in addition to providing women-specific cancer screenings, dental checkups, and family health checkups, we are analyzing the health status of employees based on the "Data Health Plan" mandated by the national growth strategy and implementing effective health care programs such as web-based walking events, mental health counseling, and smoking cessation support programs. In addition, we are collaborating with the company more than ever to support employee health management by providing health guidance aimed at preventing serious lifestyle-related diseases and holding health lectures to improve employee health literacy through health collaboration with the company.