JINS JINS PARK

Occupational Health and Safety and Creating Better Working Environments

Policy

Code of Ethical Conduct for Employees

JINS considers it a top priority to protect the health and physical safety of its valued employees and continually aims to be a company that remains close to its employees. In addition to working to support the physical and mental health of each employee, ensure thorough compliance, and prevent workplace accidents, we are making progress on creating safe, secure, and comfortable working environments in our pursuit of employee wellbeing. In our Guidelines for Code of Ethical Conduct, we have set out our efforts to maintain comfortable working environments, which includes ensuring health and safety in the workplace, along with the health of our employees.

Code of Ethical Conduct

Related Data

Health and Safety System and Initiatives

Health and Safety Management System

To provide safe and healthy working environments, JINS holds monthly Health Committee meetings attended by qualified industrial counselors in accordance with the Industrial Safety and Health Act. We are improving working environments and supporting employees with counseling and other initiatives, along with providing information on mental and physical health in order that employees can get involved in health management. Moreover, in accordance with laws and regulations, store directors at each store are appointed as health promoters to promote activities for health and safety in stores.

Establishing a Hotline (Internal Reporting Desk)

Establishing a hotline (internal reporting desk)

Initiatives for Improving Working Styles and Health Management

Concluding Labor Agreements with Employee Representatives

In accordance with the Labor Standards Act, JINS elects a representative of the majority of employees at each business site once yearly to represent permanent full-time, associate, part-time, and contract employees. The company and the representatives of the majority conclude various labor-management agreements, including agreements concerning overtime and holiday work (Article 36 Agreement), along with parental and nursing care leave.

Zero Regional Disparity in Base Hourly Wages for Associate and Part-time Employees

As of September 2022, we have revised the base hourly wages*2 for associate*1 and part-time employees working in all 47 prefectures to bring wages in line with the Tokyo standard. In regions with the largest wage increases, wages will increase by 30% or more. By correcting disparities in income between each region through this revision, thereby allowing more people to work and live on Tokyo-level wages while following their own path, either in the place where they were born and raised or their preferred town or city, we aim to contribute to local economies and further revitalize various regions throughout Japan.

*1: An associate employee is an employee on a fixed term employment contract of six months or less, or an employment contract with no fixed term.
*2: Base hourly wage is the minimum hourly wage for all JINS associate and part-time employees. Allowances are added in line with an employee’s skills to determine the actual payment amount.

Employee-friendly, Flexible Working Practices and Reduced Working Hours

JINS introduces a flex workhours system for Head Office employees and allows telework partially. This flex workhours system creates a more ideal work environment suited to individuals, enabling all employees, including those engaged in childcare or nursing care, to work more in a more flexible and efficient way that suits their lifestyles. In addition to promoting more flexible working styles, we aim to be able to continue our business without interruption even in emergency situations. To achieve this, we have developed a system that allows our employees to carry out their own work without coming to the office. Moreover, we constantly monitor working hours and take appropriate measures in cases where employees are working long hours. To prevent long working hours from becoming the norm, not only do supervisors deal with the employees concerned in individual cases, but the company itself is also striving to develop an appropriate attendance management system for the entire organization.

Initiatives for Preventing Workplace Accidents

JINS is working to prevent workplace accidents and reduce risks. In the event of a workplace accident, we strive to identify the cause of the accident through interviews, investigations, and the like, and implement specific preventive measures to make improvements and prevent the recurrence of accidents. We have also created and rolled out e-learning content for store employees with the aim of preventing workplace accidents in stores. The content has been created based on past cases that actually occurred in stores, enabling employees to learn practical examples in addition to basic knowledge of workplace accidents. We will utilize videos and other content to increase understanding and further aid prevention.

Establishing Systems and Facilities for Mental and Physical Health

As initiatives for maintaining and improving the physical and mental health of our employees, we encourage employees to undergo health examinations, have occupational health physicians and public health nurses offer health guidance to employees for whom findings have been detected, as well as subsidizing vaccinations and supporting employees who have taken a leave of absence in returning to work. We have also introduced a service that allows our employees to consult with physicians about their own and their family’s health and medical care via chat and video calls. Furthermore, a relaxation room has been set up for Head Office employees so that they can relax and work efficiently during working hours. In our pursuit of wellbeing, we will continue striving to help maintain the physical and mental health of our employees.

ARNE SAUNA

In January 2024, sauna rooms were installed in the JINS new Head Office for its employees' exclusive use. A group sauna room and a solo sauna room are provided to support employees' mental and physical health. The use of sauna is being promoted, for example, the outdoor air bathing space of the group sauna room has a whiteboard so that ideas generated through communication can be quickly discussed.

Systems to Enhance Employees’ QOL

JINS is continuously implementing various initiatives to enhance the quality of life (QOL) of its employees. We are working to implement and further enhance systems including our benefits package, such as the employee discount system for our products. Moreover, we also conduct employee satisfaction surveys on a regular basis and promptly share these results with the entire management team in order to reflect employee opinions in our management and create comfortable working environments for employees.

Encouraging Creative Ideas Through the Liberalization of Dress Code for Head Office Employees

There are no specific dress code requirements for Head Office employees, who are free to dress for work in clothing suited to the outside temperature. Allowing employees to work in clothing they prefer and feel comfortable in without being restricted by rules leads to improved comfort at work and satisfaction among employees. Casual dress makes it easier for employees to develop friendlier relationships with one another and activates communication, which is part of our aim to create working environments that respect individuality more than ever and bring about free and creative ideas from within the company.

Corporate-Type Defined Contribution Pension Plan

JINS offers a corporate-type defined contribution pension plan for regular, contract, and associate employees (excluding certain employees) as a system to help employees build assets.

Employee Stock Ownership Association

In addition to supporting employees’ medium to long-term asset building, JINS has established an employee stock ownership association system with the aim of raising employees’ sense of engagement in management processes. Membership is open to both regular and non-regular employees of JINS HOLDINGS Inc. and its subsidiaries in Japan, including associate and contract employees. The company provides a 10% financial incentive for contributions made by individual employees. We anticipate that this will further motivate employees to contribute to the growth of our business and enhance our corporate value over the medium to long term.