SANKI ENGINEERING CO.,LTD

SUSTAINABILITY

Work Style Reform Smile Project

Promoting the Smile Project

Sanki Engineering launched the Company-wide Smile Project, led by the president, in fiscal 2015 to promote work style reform. We have been implementing initiatives across the Company to create a better working environment. In fiscal 2017, we set up the Smile Site Plan, a committee dedicated to construction sites. In addition, we are working on efforts to lessen the operational load of construction managers and enhance capabilities and quality at our construction sites.We have reviewed and improved work conditions: hourly off, Consecutive Leave for Construction Manager, Telecommuting and Telework System, Return to Career Program and so on.

Smile Work Guideline

With the goal of enhancing the "Smile Project," we formulated the Smile Work Guideline in FY2019, which sets forth the fundamental idea regarding work environment and human resource development.

Basic Guideline

This guideline sets forth the fundamental idea in order to enhance the environment where employees of SANKI ENGINEERING Group work together. With the basic rule of being respectful to each other, let's make the workplace comfortable and efficient.

  1. For those who are not as knowledgeable and experienced, pay adequate attention to their workload and its difficulty and provide timely support without taking much time.
  2. For colleagues of different genders, have an understanding of mental and physical differences, being attentive to physical strain, night-time work, and work departure time.
  3. For colleagues who are physically or intellectually challenged, have an understanding of the degree and conditions of the challenges and pay attention to their work contents.
  4. For those who are from overseas, have and show sufficient understanding of their lifestyles and values.
  5. Regardless of gender, have an understanding toward each other's living conditions and cooperate with one another.

Human Resource Development Guideline

This guideline demonstrates the fundamental idea with regard to not only the relationships between supervisors and subordinates, but also the development of human resources in any positions and situations. Regarding development of human resources, we are capable of offering safe and secure equipment, products and services to clients, and as a result, obtaining the trust and satisfaction of clients.

  1. Before being a member of the SANKI ENGINEERING Group, develop an employee as a "member of society."
  2. Instead of developing short-term industry-ready skills, focus on acquisition of skills that allow an employee to continuously work over the long term and develop the employee in a planned manner.
  3. With understanding of individual characteristics, such as way of thinking, physical strength, knowledge and experience, provide appropriate direction.
  4. On a regular basis, follow up on the progress of development in accordance with expectations. If the development does not meet expectations, address the cause and swiftly make a course correction.
  5. Hold a meeting on a regular basis and have the employee confirm own growth. Listen to his/her thoughts and feelings and make an effort to have two-way communication.

Smile Site Plan

Established in FY2017, it is an expert committee on work-style reform with the goal of reducing the burden on construction management operators and enhancing work efficiency.
This committee targets construction sites, with the aim of reducing the workload of construction management operators by reflecting opinions from on-site workers, including engineers in charge of construction management, in order to further enhance the quality of construction as well as health and safety.

Promoting the Smile Project

Promoting Work-Life Balance

We have been augmenting our programs in response to employee requests for broad support of a healthy balance of work and personal life so both male and female employees can continue to work with a sense of security while attending to various life events.
We also introduced a full-scale telecommuting and telework system to create a working environment that is beneficial for employees raising children or caring for the elderly.

Major Programs Supporting Work-Life Balance (Non-consolidated)
(as of April 2023)

Area Program Details
Work Refresh leave Five consecutive days of leave for each five- year period of employment using employee’s reserved leave.
Consecutive leave for construction managers Three consecutive days of leave after staying at a construction site for more than six months or before moving to another site.
Half day/hourly off Paid leave for half a day or by the hour.
Anniversary leave A planned paid leave on special dates for employees or their families, requested at the start of the fiscal year.
Sanki Smile Day The Company’s own Premium Friday, a scheme based on that launched by the Japanese government. Employees are
encouraged to take a full or half day of paid leave on monthly payday and avoid overtime.
Reserved leave The use of reserved days off for childcare, nursing, or volunteer activities.
Telecommuting and telework system Aims to improve operational efficiency and business continuity during childcare and nursing care or in the event of emergencies such as natural disasters and pandemics.
Sliding work hours Employees can slide the start and end times forward or back for business or non-business reasons insofar as this does not interfere with their work.
Childcare and nursing care Return to Career program Employees who have left the Company for unavoidable reasons can apply for reinstatement.
Childcare leave Can be obtained for the requested period of time up to when the child turns one year old.
Nursing leave Can be obtained five times for up to 180 days per person on nursing leave.
Shortened work hours Employees caring for children or other family members can apply for shortened or sliding work hours. In the case of childcare, the program applies to children up to the third grade of elementary school.
Support for childcare leave and reinstatement An interview is held with the supervisor before and after applying for childcare leave.
Special childcare/nursing leave Can be obtained multiple times and up to 20 days in total for childcare and nursing care.
Postpartum paternity leave Those on paternity leave can work during the leave only if they have requested to do so and with Company permission.

Acquiring the Kurumin Mark and Recognition for Supporting Childcare by the City of Nagoya

In 2015 we were granted an update for the Kurumin mark, a certificate granted by the Tokyo Labor Bureau of the Ministry of Health, Labour and Welfare and based on the Act on Advancement of Measures to Support Raising NextGeneration Children, for meeting certain criteria as a company supporting childcare.

In 2014 the Chubu Branch became the first construction equipment company to be recognized by the City of Nagoya as a company supporting childcare, and the certification was updated in 2017.

The Kurumin mark for support of raising nextgeneration children (left) / City of Nagoya certification for companies supporting childcare (right)
The Kurumin mark for support of raising nextgeneration children (left) / City of Nagoya certification for companies supporting childcare (right)

Measures on Health and Productivity Management

Understanding that reducing long hours of work is a primary consideration for managing employee health and productivity, we engage in activities for maintaining and improving employee well-being in tandem with other work style reforms.
We have been certified as a Health & Productivity Organization 2023 (Large Enterprise Category) in recognition of those efforts, by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi.

Health & Productivity Management
Health & Productivity Management Organization 2023

Maintaining and Improving Employee Health

We introduced a 24-hour toll-free health consultation service to offer advice on health, medical, nursing, and childcare issues for employees and their families. The service was set up outside the Company, and caller privacy is strictly protected. We have also been working to prevent employees from developing mental health issues by conducting checkups for stress-related symptoms, even before they became legally mandated in 2014.

Health promotion event
Health promotion event