Respect for human rights policy
Respect for human rights is a major premise for our operations. By clearly stipulating prohibition of child labor and forced labor, we demonstrate our determination to respect human rights. When hiring, we make sure that there are no fraudulent rules, such as stating the age in official documents.
We distribute the “Labor and Ethics Guidelines” prepared in accordance with the RBA Code of Conduct for the electronic industry to all executive members to raise their awareness of harassment, while implementing other measures, such as posting the guidelines in the internal database, communicating specific harassment examples, and providing related training programs, to prevent any harassment.
Eliminating discriminatory treatment
We do not allow any discrimination in employment, promotion, or pay raises based on nationality, origin, gender, sexual minority (LGBTQ+), etc.
Freedom of association
Although we do not have labor unions, we declare that we will respect the rights of employees.
We have established contact points both inside and outside the Company for internal reporting of non-compliance, etc., which are made known to all executive members.
Management of overtime work hours
While it is difficult to totally eliminate overtime work that arises depending on the nature of work or season, long working hours that may affect health must be avoided. MEC monitors the monthly overtime work hours of each employee to ensure that the employee’s overtime work hours do not exceed 45 hours per month.
Acquisition of paid holidays
The acquisition rate for fiscal 2020 was 61.6%. This means 10.7 paid holidays were taken by each employee during the year.
Retention rate of new entrants
We endeavor to establish a comfortable working environment and provide sufficient training and on-the-job teaching and education for new employees. As a result of these efforts, the retention rate of new entrants in their third year is kept high level.
Education and training
Various education/training programs are offered according to the position or job type. Participation in external seminars is also actively encouraged. In the labor and ethics field, improvement activities are conducted based on the annual risk assessment and management review.In addition, training related to mental health is also carried out on a regular basis.
Employee satisfaction survey
We conduct a survey to gauge the opinions and the degree of satisfaction of employees , for the purpose of improving the worksite environment, etc.We have maintained a high level of satisfaction in the 2020 survey.
Changes in the number of employees
MEC proactively recruits highly capable personnel, through hiring new graduates and mid-career entrants, as well as concluding direct employment contracts with temporary workers. Our employee retention rate has been constantly at a high level.
|Employees, fixed-term employees*||Male (persons)||139||145||160||163||159|
(average of the year)
|Female (years old)||42.6||42.7||42.8||42.8||42.5|
|Average years of service||Male
*Officers and loaned staff not included
Number of newly hired employees
Figures in parentheses indicate the number of mid-career employees (as opposed to new-university-graduate employees). *Include the concluded direct employment contracts with temporary staff members, etc.
Employee turnover rate
- Employee turnover rate in fiscal 2020 was 5.7% in total (those who retired are not included).
- On a gender basis, 5.6% (9 persons) of male employees and 5.7% (4 persons) of female employees left the Company.
- Fiscal 2019 results: 2.5% in total, 1.2% (2 persons) for male, 5.8% (4 persons) for female.
Proportion of male and female employees
Switch to direct employment
Since fiscal 2007, MEC has concluded direct employment contracts with 37 temporary staff members, etc.