Relationships with Employees

We are committed to creating a vigorous work environment and developing human resources to ensure individual employees can perform to the best of their potential.

Employment and Use of Human Resources

Stance on Employment and Use of Human Resources

We are making efforts to provide a healthy and safe work environment in which every member of our diverse workforce can exercise their abilities using their individuality and keep fulfilling themselves and growing both in work and personal life.
Also, we promote the employment of women and the globalization of human resources with the aim of achieving workforce diversity to contribute to sustainable growth in the cutting-edge areas of technology. We respect human rights and do not engage in discrimination against employees and job applicants based on race, religion, nationality, sex, or disability.
We also prohibit remarks and acts that may disrupt the healthy work environment or ignore other people's human rights, including all kinds of harassment and slander. Our human development activities are focused on encouraging individual employees to keep improving their abilities with aspirations.

Promotion of Diversity

Efforts to Promote Employment and Careers of Women

To further enrich our work environment where individual employees can perform to the best of their potential, we endeavor to make our workplace friendly to female employeesand actively hire women as part of our diversity promotion efforts. We have systems for parental leave and short-time working hours for parents in place that surpass the statutory standards, and these systems are operated flexibly to meet the actual needs of individual employees.

Action Plan for Promoting Employment and Careers of Women
  • Goals
  1. Ensure that women account for 30% or more of new graduate job applicants.
  2. Ensure that female regular employees account for 20% or more of the total number of employees (numbers of hired college and high school graduates and mid-career workers combined).
  • Action Plan
  1. Set a policy and goals for increasing the ratios of female job applicants and hired women.
  2. Examine the possibility of assigning female employees to divisions where no women have been hired or assigned before, and consider assigning female employees to divisions and jobs to which no or few women have been assigned before.
  3. Explore active public relations approaches for new graduate recruitment planning for each fiscal year.
  4. Review application requirements and recruitment standards that are difficult for women to meet (to make the selection process just and fair for all applicants regardless of sex).
  5. Provide training aimed at encouraging female employees to raise their awareness of career building, and ensure that superiors motivate female subordinates.
  6. Ensure that each employee creates her own career plan in consultation with her superior and is developed from a mid- and longterm perspective.
  7. Raise the awareness of managers about the development of female subordinates.
  8. Raise the awareness of managers about the work-life balance and diversity management.

Promotion of Employment of Global Human Resources

We actively hire foreign employees both in Japan and abroad. We also employ Japanese, both new graduates and mid-career applicants, who are open-minded and willing to adapt themselves to different cultures.

Support System for Foreign Employees
  • In Tsuchiura Plant and Metrology Center, we have Global Service Teams, each supervised by a manager and coordinating activities as a hub for the service staff of every country concerned. The managers are available for consultation by foreign employees, as well as Japanese employees working abroad, seeking advice on private matters.
  • We have been active in increasing the number of foreign employees among design and development engineers, sales representatives, and overseas service staff. Also, to increase the number of foreign plant workers, we are replacing notices and signs in plants with ones that are easy to understand for employees who are not native speakers of Japanese.

Promotion of Employment of the Disabled

At Tokyo Seimitsu, physically challenged employees are engaged in various kinds of work. We intend to expand opportunities for employment of disabled persons and continue to strive to create a work environment where physically challenged employees can work comfortably.

Promotion of a Barrier-free Environment

The No. 6 Plant built on the Hachioji Plant premises is a barrierfree building. It is a disabled-friendly plant equipped with a multipurpose restroom. The plant has allowed disabled persons to do a wider range of jobs, and we will promote employment of the disabled more actively.

Multi-purpose Restroom of the No. 6 Plant in Hachioji

Promotion of the Work-life Balance

Reduction in Working Hours

The regular annual working hours at Tokyo Seimitsu in fiscal 2015 are 1,824.6 hours (with 126 holidays a year in fiscal 2015), approximately 4% lower than the regular annual working hours in fiscal 2015* reported in the "2015 Comprehensive Survey on Working Hours." We reduce the total actual working hours per year by cutting back on overtime hours and increasing holidays and put various measures in place to ensure that employees can achieve a proper work-life balance.

*The regular annual working hours in fiscal 2015 reported in the Institute of Labor Administration Report No.3896, "2015 Comprehensive Survey on Working Hours," are 1,909.39 hours with 120.7 holidays a year.

Family Leave Systems

We support employees in childcare and nursing care by having systems for parental leave, short-time working hours for parents, and nursing leave in place that surpass the statutory standards.These systems are available not only to regular employees but to non-regular employees as well.
We also have a compensation system that allows employees a maximum of two years and a half for long-term sick or injury leave to ensure that they can concentrate on treatment without anxiety.

Long Vacation System

We have a system whereby employees can take a "long vacation" for five consecutive business days whenever they want every fiscal year and strive to increase the ratio of employees taking vacations under this system.

Refreshment Leave System

Employees who have worked with us for the specified number of years or reached the specified age are granted "leave for refreshment" of two weeks along with a "money gift." Taking long leave for refreshment helps employees get more motivated to work, creating a virtuous cycle.

Welfare Benefits

We have a membership program for general welfare services to ensure that employees can use a wide variety of services according to their diverse needs and lifestyles. We also have a corporate contract with a service company that runs membersonly hotels across the country to provide employees with accommodation facilities at reasonable prices and help them enjoy themselves in their free time.

Training and Ability Development

Ability Development Policy

To reinforce human resource training and improve organizational abilities, we conduct new employee training and in-house educational programs for employees who are promoted. Basically employees are encouraged to learn by themselves through daily work at the workplace and to realize
that there are different missions and perspectives depending on positions, which helps develop "human resources who can think and act on their own."
In addition, managers and subordinates hold meetings regularly, in which subordinates can consult their managers about the jobs they hope to do and the skills they want to acquire.

Training Systems

Tokyo Seimitsu has many different training systems in place for employees to develop their abilities, from new employee training to lifelong learning programs. In addition to group training and on-the-job training on manufacturing in plants, we introduced an e-learning system in fiscal 2015 to provide employees with a convenient means of training.
The use of special tools and machines and the handling of chemical substances require high levels of expertise. We keep education and training records and give work qualifications to employees who have reached a specified level of expertise. Qualification records are managed individually by each
operation site and used to verify the appropriateness of qualifications in the internal audit that is conducted twice a year.

 Main Training Systems

Main Training Systems Description
Group training for new
employees (soon after joining the company)
Education on work regulations and other major
rules, norms for living, safety, health, and disaster prevention
Basic development and
design training
 (for one-year employees)
Basic training, including practical manufacturing training, on elemental technologies and functional components. Employees assigned to technical jobs must receive this training, regardless of their majors.
Class-specific training Training tailored to job requirements for each job class
Job skill training Training on usage standards and guidelines for
tools, precision measuring instruments, reference standards, etc.

Training for Managers

Industrial Health and Safety

Basic Views on Industrial Health and Safety

To create a vigorous work environment where employees can work comfortably, we promote safety, health, and disaster prevention activities, giving top priority to the "physical and mental health and safety of employees." In fiscal 2016, we started to conduct stress checks on all employees and group analyses to identify workplace tendencies. We intend to promote our effort to create a work environment where employees can work safely and actively in a healthy condition both physically and mentally.

Promotion of Health and Safety in the Company

Activities of the Health and Safety Committee

Each plant has a Health and Safety Committee, led by the plant manager, under which we have a Safety Working Group, Health Working Group, Disaster Prevention Working Group, Chemical Substances Management Working Group, etc. Under these organizations, we have sub-committees responsible for doing their respective jobs to promote fine-grained activities. We are working actively, issuing a monthly health and safety committee report of each working group, conducting an internal audit twice a year, etc.

Health and Safety Management System

Efforts to Create a Safe Work Environment

In order to create a safe work environment where employees can work comfortably, we have safety measures in place and strive to raise the awareness of employees about safety through
safety education.
In addition to the basic safety training that employees receive when they are assigned to work in the field, we make various efforts to raise the awareness of employees about safety, including giving lectures for employees engaged in special work such as crane operation and work in high places, offering qualifications unique to the company, and encouraging employees to acquire public qualifications.

Safety Measures

Securingsafety at the work site
Safety patrol (conducted twice a year)
traffic safety lecture (conducted by the local
police department)
A crane is installed in each area where heavy
objects are assembled, and a work standard
without heavy objects is set.
A lifter or work station is installed for each worker
to eliminate the need for them to bend down.
Work instructions are given via a tablet. When
the worker logs in, past incidents are displayed,
raising the worker's awareness about safety.
Securing safety abroad
Employees who make overseas business trips
or who are assigned to work abroad must
obtain approval of a director beforehand, and
information about travel restrictions and other
necessary matters is provided.
Installation of a Crane for Assembly
Installation of a Lifter to Prevent the Worker from Bending Down
Traffic Safety Lecture

Efforts Related to the Handling of Chemical Substances

In order to ensure that chemical substances are handled in a safe way, we have rules and standards in place regarding the handling of all chemical substances. Particularly, the divisions that use chemical substances perform risk assessments properly to eliminate potential risks and ensure thorough legal compliance.
Also, we have a division that manages chemical substance purchase requests from Hachioji Plant and Tsuchiura Plant in a centralized manner to accomplish strict management of chemical substance purchases.

Efforts to Create a Vigorous Work Environment

In order to energize the workplace, it is vital for all employees to stay healthy and work actively. We are making a variety of efforts to help employees stay fit and reduce stress.

 Efforts for Health and Hygiene Management

Adult disease checkup*1 and complete
medical checkup*2 in the annual medical
Stress checks and group analyses
Consultation office that works with external
counselors and lawyers
"Mental health training" for new employees
given by an external instructor
*1 For young employees who wish to undergo
the checkup
*2 For managers
Hygiene Installation of additional AEDs (6 AEDs were
installed in fiscal 2015) and lecture on the
handling of an AED
Emergency life-saving lecture (conducted by
the local fire department)
Foot mat for the alleviation of leg fatigue from
standing work
Foot Mat

Efforts to Create a Disaster-resistant Work Environment

In preparation for natural disasters and other emergencies, we are seeking to make our work environment disaster-resistant in terms of both facilities and human resources.
As part of our facility-related efforts, we constructed a new quake-resistant building on the Hachioji Plant premises that would reduce tremor by about 20% even in the event of an earthquake of intensity 6. Also, in response to the growing number of employees, we have increased the food stockpile of Hachioji Plant from 7,740 meals to 8,775 meals (three days' worth of food for 975 people). When renewing the stockpile, we donate the existing food to a food bank.
As for our human resource-related efforts, we invited disaster prevent experts and conducted a drill in the new building to train employees on the use of the new type of fire hydrant and other
emergency procedures. Each plant carries out a regular emergency drill for natural disasters such as earthquakes, fires, and accidents. In addition, each workplace conducts an emergency response drill in preparation for chemical substance leakage and other emergencies.
We continue to implement these emergency response measures and carry out internal audits of annual drill plans and reports to promote risk response drills based on assessment results.

Drill on the Use of a Fire Hydrant in the New Building
Emergency Response Drill Assuming the Leakage of an Aqueous Solution of 25 Percent Caustic Soda

Activities of the Internal Fire-fighting Squad
Hachioji Plant and Tsuchiura Plant each have an internal fire-fighting squad, and the squad members are devoted to daily training. In the "Internal Fire-fighting Training Contest" hosted by the Hachioji Fire Department, our squad earns a high place in a simulated drill every year. We report these results to employees to raise their awareness about disaster prevention.

Internal Fire-fighting Training Contest
New Year's Ceremony by Internal Fire-fighting Squad in the Hachioji Area

Promotion of Health and Safety outside the Company

Our products and services are used in the production processes of customers across the world. Since much work is done in customers' plants, it is very important to secure health and safety on the customer premises as well. To address this need, our field workers make active efforts to acquire public work qualifications, comply with common industry safety standards, attend customers' unique safety lecturers, and obtain licenses.

 Efforts to Promote Health and Safety outside the Company

External Safety Education
Safety education recommended by the SEAJ
(Semiconductor Equipment Association of Japan)
Safety qualification for workers who handle
semiconductor wafers of φ 450 mm
Safety foreman training program based on the internal standard of a certain semiconductor manufacturer
Safety training programs for construction supervisors, chief workers, foremen, and personnel in charge of work in high places, electric shock, and low pressure
Many other education programs
Public qualifications and external licenses Qualification for operation chiefs of work for handling specified chemical substances
Qualification for toxic and hazardous materials officers
Acquisition of electrical and gas engineer licenses (internal work standard of a certain semiconductor manufacturer)