“The happiness of its individuals strengthens the company.”
In recent years, conditions have changed significantly for workers. The life revolving around work has ended, as it is now commonly accepted that each employee should value their work and personal life. The King Jim Group aims to be an organization that maximizes the work motivation of each employee by offering the option to choose a flexible working style that suits the individual and makes their life more fulfilling. At KING JIM, we encourage our employees to take annual paid leave by setting a target for the number of days of leave that should be taken and notifying employees of this target. In the term ending June 2024, our target is for every employee to take at least eight days of leave.
We provide managers of each department with monthly updates on how much paid leave their subordinates have taken to help them keep track of the status to ensure that all employees can take paid leave actively and aim for further improvement.


Results from the term ended June 2023 (June 16, 2022 through June 15, 2023): 11.8 days taken on average In addition to annual paid leave, we also have the following leave systems in place. [Celebration Leave]
We grant one day of special leave each year that the employee can choose from either their birthday, the birthday of their spouse, child, or parent, or their wedding anniversary.

[Volunteer Leave]
We have a system in place to allow employees to take a leave so that they can volunteer, as we support the contribution of our employees to society through volunteer activities.

[Refreshment Leave]
We grant special leave according to the employee’s length of service so that employees can take consecutive leave to feel refreshed mentally and physically.

Days of consecutive leave	Length of service
10 years	3 days
20 years	5 days
30 years	5 days

[Carryover of Paid Leave]
Up to 40 days of annual paid leave that is not used within the two years of validity after its granting can be carried over. It can be used when at least two weeks of consecutive leave is needed, such as when recovering from illness or during a disaster.

[Special Leave]
We grant the corresponding number of days of special leave in the following instances.

The employee's marriage	5 days
Childbirth by the employee's spouse	4 days
Death of the employee's parent, spouse, or child	5 days
Death of the employee's grandparent, sibling, or spouse's parent	3 days
Death of the employee's grandson or child's spouse	2 days

①Employees must leave the office by 20:05 at the latest.
②Overtime work is not allowed on Wednesday every week.
③The supervisors of employees whose overtime exceeds 45 hours a month are given warnings.

---

General Employer Action Plans According to the Act on Advancement of Measures to Support Raising Next-Generation Children
(KING JIM non-consolidated)

---

To make work easier for employees with children or relatives who require their care, we offer various systems and measures to encourage employees to take a childcare or nursing care leave.

[In-House Systems to Support Flexible Working Hours and Locations]

＜Staggered Working Shifts＞
This system allows employees to change working hours for work-related circumstances, injury or illness, and childcare or nursing care. Employees who use the shortened working hours system for childcare or nursing care can combine that with this system to set more flexible working styles.

＜Restrictions on off-the-clock work, overtime work, and late-night work. Child nursing care leave, shortened working hours＞
Laws stipulate that employees may use systems until children enter elementary school for child nursing care leave, restrictions on overtime work, and late-night work. And systems for shortened working hours for childcare and restrictions on off-the-clock work until children reach three years of age.
KING JIM raises the criteria for such systems above the statutory levels to the time children to complete the third grade of elementary school.
Even when nursing care is involved, employees can use the system for shortened working hours in addition to nursing care leave. Moreover, off-the-clock work, overtime work, and late-night work are restricted.

＜Telework＞
We provide environments that let employees balance work and home in line with their life cycles. We have introduced work at home, satellite offices, and mobile work to achieve diverse working styles and motivate employees. For employees working from home ten or more days per month, transportation expenses are covered, and a separate at home work allowance is provided.

[Encouraging Employees to Take Childcare Leave]
We encourage employees to take childcare leave, of which five days are paid.
In addition, we try to foster a company culture where it is easy to take childcare leave. For example, we individually reach out to male employees whose spouses will be giving birth so that we can share their stories with the persons concerned inside and outside of the company.

[Leave Before and After Childbirth]
Employees may take long-term leave during the six weeks before and eight weeks after childbirth (in the case of multiple pregnancies, 14 weeks before and eight weeks after the child's birth).

[Long-Term Childcare Leave]
Employees may take long-term leave until their child is two years old. Status of Childcare Leave Taken at KING JIM

	Men	Women
a. Total number of employees who had the right to take childcare leave	0	５
b-1. Total number of employees who took childcare leave	-	５
b-2. Total number of employees who used a special leave for their spouse’s childbirth	-	-
c. Total number of employees who returned from childcare leave during the reporting period	-	３
d. Total number of employees who are still with the company 12 months after returning from childcare leave	-	8
e. Return and retention rates of employees after childcare leave	-	80%

Note: a captures the total number of employees who had this right between June 21, 2022 and June 20, 2023.
Note: b-1 captures the number of employees among the total caught in “a” who took childcare leave for the corresponding child, regardless of the reporting period.
Note: b-2 captures the number of employees caught in “a” who took special leave for their spouse’s childbirth, regardless of the reporting period.
Note: d captures the total number of employees with the company as of June 21, 2023, among those who returned to work between June 21, 2021 and June 20, 2022.
Note: e excludes employees who extended their long-term childcare leave for reasons such as being unable to return to work due to their child being on a waiting list after the end date of their long-term childcare leave passed during the corresponding period.
[Distributing and Posting the Iku-Boss Manual]
We explain to bosses through an Iku-Boss manual broken into the following five chapters to teach them how best to engage with pregnant or raising children themselves and the employees in the workplace. This manual is also available on our internal network.
0. Acquire Knowledge About the Childbirth and Long-Term Childcare Leave Systems
1. After Receiving a Notice of Pregnancy
2. Support During Childbirth or Childcare Leave
3. Returning to the Workplace
4. Words and Actions That Amount to Pregnancy Harassment

[Sharing Company Updates with Employees on Childbirth or Long-Term Childcare Leave]
To avoid feelings of loneliness or isolation during periods of leave, we help these employees maintain their connection to the company by regularly contacting them and updating them on the news in the office and media coverage so that they can eventually smoothly return to work.

[Interviews Before and After Childbirth or Childcare Leave]
The interviews will involve the employee, the boss, and an HR representative.
1. An interview before going on childbirth leave to clear up any uncertainty about going on leave or coming back to work.
2. Interviews when returning from childbirth or long-term childcare leave to clear up any uncertainty and prepare a better work environment. For childbirth leave, the timing will be when returning to work and three months later. For long-term childcare leave, the timing will be one month before returning to work and three months later.
[Transferred Spouse Accompaniment System]
In the event an employee’s spouse is transferred, this system allows an employee to accompany their spouse for a maximum of three years per assignment.

[Transferred Spouse Accompaniment Leave System]
In the event an employee’s spouse is transferred, this system allows an employee to take a leave of absence in order to accompany their spouse for a maximum period of three years.

[Job Return System]
This system is designed to enable employees who were compelled to resign from our company due to reasons including a spouse’s transfer, childcare, caregiving, etc., to have an opportunity to return and actively contribute to our company once again. At KING JIM, we believe that personnel changes are necessary, as they allow employees to advance in their careers while allowing us to rotate our human resources.
We have various systems to minimize the burden on transferred employees as part of a personnel change and their families.

[Paying Costs of the Transfer]
We will cover relocation costs associated with a transfer. Miscellaneous relocation costs will also be paid separately to cover the costs associated with relocating as part of a transfer.

[Company Dormitory and House System]
We have a system where the company provides rental dormitories and houses for employees who relocate as part of a transfer.

[Dormitory and Allowance for Employees single assignment]
Employees who leave their families as part of a transfer will be paid an allowance for a single assignment. We also have a system where the company provides rental dormitories for these employees.
We also pay for all traffic costs for a round trip to return home once a month.
Suppose an employee's family members who leave their family as part of a transfer decide to relocate to live with the employee. In that case, the company will cover relocation costs while also paying for miscellaneous relocation costs.
We rehire employees who retire after reaching the mandatory retirement age when they want to continue working.
Note: Unless noted otherwise, published data are aggregated for the June 2023 period (June 21, 2022, to June 20, 2023) or are figures as of June 20, 2023.