Support Raising Next-Generation Children

SUMCO Action Plan

We have established our Action Plan to enable employees to perform fully to their abilities by developing child-care support arrangements under which employees with small children balance their work and child-rearing and by enhancing a comfortable and pleasant working environment for all employees.

1. Time Period

From April 1, 2024 to March 31, 2029 (five years)

2. Plan

Goal 1

Expansion of the number of users of measures supporting the balance between work and parenting, and further enhancement of those support measures.

Action

  1. Initiatives aimed at expanding the number of users of measures that support the balance between work and parenting.
    (1) To enable employees with children to gain a broader understanding of the internal and external systems available to them, we will create brochures introducing on-site daycare facilities, childcare support allowances, and other childcare-related programs.
    (2) When applying for the congratulatory cash gifts upon childbirth, we will ensure the distribution and explanation of the aforementioned brochure (1) to the employee. Additionally, to encourage further utilization of the support system, we will provide the same explanation to the employee’s supervisor.
  2. Initiatives aimed at enhancing measures that support the balance between work and parenting.
    (1) Every year, we track the utilization of various types of childcare-related leave and listen to and understand the opinions and requests of the system users and the labor union.
    (2) On that basis, every year, at the review committee convened continuously by labor and management, we engage in discussions and considerations aimed at expanding effective systems.

Goal 2

Proper management of overtime work hours and promotion of annual paid leave utilization.

Action

  1. Measures aimed at the proper management of overtime work hours.
    (1) We will track daily working hours, and establish a system that if employees exceed a certain threshold of overtime hours, warning alerts will be automatically sent to their supervisors.
    (2) At regular intervals, we confirm the man-hour balance between production volume and workload, and implement measures such as personnel supplement when a shortage occurs.
  2. Measures aimed at increasing the utilization rate of annual paid leave
    (1) The numerical target is to achieve 80% or higher each year.
    (2) We encourage the establishment of Annual Paid Leave Incentive Days and promote taking a continuous 5-day vacation (relaxing vacation) once a year. We will provide education and guidance to each department head to create a workplace environment where employees feel it easy to take annual paid leave, including promotion of Annual Paid Leave Incentive Days.