JAL Receives Next Generation Certification Mark
JAL received the Next Generation Certification Mark (Kurumin Mark) in June 2008 for the first time in recognition of initiatives to support the development of the next generation, in accordance with the Act on Advancement of Measures to Support Raising the Next Generation of Children.
Following the enforcement of the above Act in April 2005, JAL took measures to create a family-friendly work environment and develop an environment to balance work and parenting according to its action plan to support the development of the next generation. As a result, JAL was recognized for its corporate stance and for achieving its action goals and received the certification three times. Under the action plan from April 1, 2018 to March 31, 2020 (see below), we will continue to promote a work-life balance and support the development of the next generation.
Kurumin Mark
What is the next generation certification mark "Kurumin”?
From April 2011, companies with 101 or more employees are required to draw up and submit the general business owner action plan to their prefectural labor bureau, publish it and disseminate it to its employees, in accordance with the Act on Advancement of Measures to Support Raising the Next Generation of Children. Companies that have enforced measures to support the development of the next generation according to their action plan and meet the certification criteria such as reaching their action goals are certified by the Prefectural Labor Bureau Director-General.
Action Plan (April 1, 2018-March 31, 2020)
JAL has taken measures to reach the following goals.
Goal 1. At least two employees take paternity leave and at least 15% of employees take child care leave.
Measures
- April 2018～
- Open a child care information site on the Intranet and disseminate it through newsletters, etc. to raise workplace awareness and encourage employees to take leave.
- Disseminate information through newsletters, etc. to raise workplace awareness and encourage employees to take leave.
- Support in-house networking of male parents.
Goal 2. At least 90% of employees take child care leave through continuous dissemination of information and a workplace culture that promotes the use of childbirth and child care programs.
Measures
- April 2018～
- Expand the child care information site on the Intranet.
- Disseminate information through newsletters, etc. to raise workplace awareness and promote the use of childbirth and child care programs.
- The programs shall allow side jobs and concurrent jobs during child care leave.
Goal 3. At least 70% of employees on childbirth and child care leave return to work through improved childbirth and child care programs and support for working parents.
Measures
- April 2018～
- Introduce a shorter working week system for cabin attendants who are raising children.
- Report the current situation of the company to employees on child care leave and provide re-orientation that supports the employee’s success when returning to work.
Goal 4.Employees' statutory overtime and holiday work hours do not exceed 45 hours on average in a month and statutory overtime work hours do not exceed 60 hours on average in a month through productivity improvement and development of an environment for an enriched private life and leisure time.
Measures
- April 2018～
- Introduce hourly annual paid leave, abolish core time of the flextime system, increase the number of telework days, reduce overtime work and holiday work, and improve the rate of employees taking annual paid leave.
- Manage work in progress to reduce total work hours.
