JINS JINS PARK

Occupational Health and Safety of Employees and Health and Productivity Management

Policy

Guidelines for Code of Ethics for Employees

JINS has established JINS Group Guidelines for Code of Ethics which provide standards to all the employees for acting in daily operations with high morals and a good sense, in addition to complying with international standards, laws and regulations applied in each country and region, internal regulations, etc. With these as the base for all activities conducted internally and externally, it provides guidelines for responsible actions.

Medium-term Goals for 2030 and Progress

Zero Serious Incidents at Group Companies in Japan

In order to protect the health and physical safety of our valuable employees and to continue to be a company that is always close to its employees, we will continue to strive for the physical and mental health of our employees, thorough compliance, and the prevention of occupational accidents with the goal of zero serious incidents at Group companies in Japan.
Regarding occupational accidents caused by unsafe behavior, we promote the creation of an environment that prevents accidents from occurring by ensuring thorough compliance with manuals and work procedures, and by developing a training system. As for occupational accidents caused by mental illness, we are taking preventive measures such as the Health Committee with qualified industrial counselors and communication with employees by a health promoter in each store. In addition, through the contact point for whistleblowers, we prevent inappropriate behavior by detecting acts of violation or acts that are carried out without the parties concerned realizing they are violations at an early stage. We seek and analyze thoroughly the causes of occupational accidents and diseases occurred in each Group company and office and share the results internally to prevent recurrence. JINS will continue to pursue the well-being of its employees to contribute to the maintenance of the physical and mental health of each person.

Progressive Workstyles That Set Examples for Other Companies and Countries and Abolishment of Mandatory Retirement

By creating an organization with a highly productive and advanced work system, JINS aims to bring about changes in the economic activities of the entire society and become the starting point for creating a new society that can coexist with the global environment. To this end, we are developing a work environment in which each employee can take responsibility and make a commitment to his or her work, and in which diverse values can be respected.

Health and Safety Systems and Activities

Health and Safety Management Systems

In order to provide a safe and healthy workplace environment, we have established the Health Committee within the company with qualified industrial counselors to provide counseling and other support to employees, as well as to disseminate information on mental and physical health so that the employees can engage in managing their health. In addition, in accordance with laws and regulations, each store has appointed a store director as a health promoter to promote health and safety activities in the store.

Establishment of Hotline (Contact Point for Whistleblowers)

In order for JINS to detect unfair business practices, illegal acts, and problematic transactions at an early stage and resolve them proactively, with the help of its employees, rather than through accusations by its employees to outside organizations, compulsory detection from outside, or boycotts and criticisms from outside, JINS has established a Compliance Hotline (contact point for whistleblowers) within the Administration Division and external law firms to accept reports and consultations on ethical concerns. This enables us to detect violations at an early stage and to point out acts that are carried out without the parties concerned realizing that they are violations, thereby contributing to the prevention of inappropriate behavior.

In addition to the reporting system through the internal contact point and the external contact points (lawyers) for whistleblowers, in 2021, JINS introduced “ANONIMA,” a completely anonymous reporting system to ensure the anonymity of whistleblowers. In addition to the existing internal contact point for whistleblowers, we have established external contact points for anonymous reporting, and we will continue to introduce this system to our overseas subsidiaries and suppliers to strengthen internal control on a global basis, seek and analyze the causes of problems occurred within each Group company and office, and strive to prevent recurrence.

Activities for Improvement of Workstyles and Health and Productivity Management

Concluding Labor Agreements with the Representative Employee

JINS concludes every labor-management agreement between the majority representative employee and the Company, such as Overtime Work and Work on Days Off Agreements (Agreement 36) and Childcare Leave and Nursing Care Leave Agreements based on the Labor Standards Act. Representing regular, associate, part-time, and contract employees, the majority representative employee is elected from among the employees of every office once a year.

Elimination of Regional Differences in Base Hourly Wages of Associate and Part-Time Employees

JINS changed the base hourly wages*2 of associate*1 and part-time employees in the 47 prefectures of Japan to equal the standard level of Tokyo in September 2022. The regions with the greatest rise in salary have a salary raise percentage of over 30%. We aim to revitalize the various regions throughout Japan through this change by rectifying income differences between regions and contributing to local economies by increasing the population of people working and living life to the fullest in their hometown, favorite region, or otherwise preferred location, with a salary that is at the standard level in Tokyo.

*1: An associate employee is employees with a fixed term of six months or no fixed term of employment contract.
*2: The base hourly wage is the minimum hourly wage for all associate and part-time employees of the Company. The actual amount paid is determined by adding allowances, etc., based on the employees’ skills.

Promotion of Working from Home and Reduction of Working Hours

Considering recent social trends, we are promoting working from home for employees at the head office. In addition to aiming for a more flexible workstyle, in order to continue our business without interruption even in emergency situations, we have developed a system that allows our employees to carry out their own work without coming to the office, and provide incentives for working from home including subsidies for the cost of preparing the environment for working from home, such as Wi-Fi environments and chairs, and subsidies for Internet fees and utility costs, promoting this workstyle as a BCP measure. In addition, working hours are constantly monitored and appropriate measures are taken against long working hours. In order to prevent long working hours from becoming the norm, not only do supervisors deal with the employees concerned in individual cases, but we are also striving to develop an appropriate attendance management system for the entire company.

Changes in average monthly overtime hours of all employees

Measures to Prevent Occupational Accidents

JINS has created and developed e-learning content to prevent occupational accidents. The content is based on past cases that have actually occurred in stores and provides basic knowledge of occupational accidents as well as practical examples. in 2021, the completion ratio has reached about 90%. In the future, we will make use of video content to further promote understanding and prevention.

Establishment of Facilities for Mental and Physical Health Management

As initiatives for maintaining and improving the physical and mental health of our employees, we promote health examinations, provide health guidance by industrial doctors and public health nurses to those who with health problems, subsidize vaccinations, and support employees who have taken leaves of absences return to work. We have also introduced a service that allows our employees to consult with doctors about their own and their family’s health and medical care via chat and video phone. Furthermore, a relaxation room has been set up for employees at the head office so that they can relax and work efficiently during working hours. We will continue to pursue well-being to contribute to the maintenance of the physical and mental health of our employees.

Systems to Enhance Employees’ QOL

JINS is continuously implementing various initiatives to enhance the Quality of Life (QOL) of its employees. These include an employee discount system for our products, and an award system at the annual kick-off party, and we are working to implement and further enhance these systems including our benefits package. We also conduct employee satisfaction surveys on a regular basis, and promptly share these results with all management members in order to reflect them in management and create a comfortable work environment for employees.

Corporate-Type Defined Contribution Pension Plan

JINS offers a corporate-type defined contribution pension plan for regular, contract, and associate employees (excluding some creator-ranked employees) as asset-building support.