Labor Practice
Labor Management Relations
Labor Union
Nabtesco was established following the integration of Teijin Seiki Co., Ltd. and NABCO Ltd. in October 2004, and the labor unions of the two companies were united on October 30, 2010 to form the Nabtesco Labor Union (hereinafter referred to as the “Union”). The Union is a union shop system with approximately 2,000 members as of December 31, 2023, and serves as the representative of the majority in all domestic establishments. In December 2022, the Union welcomed as new labor union members post-retirement continuous employees who were previously ineligible for membership. This was done in order to absorb the voices of more workers and develop union activities to realize a secure and rewarding work environment.
The labor and management of Nabtesco maintains good relations with the union by jointly discussing ways to improve the company’s various systems and programs, regularly meeting to exchange opinions regarding business management, environment and occupational health and safety, and salaries and bonuses. The written agreement between the company and the union includes a clear statement on management’s obligations to make efforts to implement the no overtime day system and encourage employees to take planned annual paid leaves. The labor and management cooperate with the union to help maintain the work-life balance of its employees.
Labor Union Participation Rate (non-consolidated / as of Dec. 31, 2023)
79.9%
*The rate of employees who have the right to collective bargaining is the same as the labor union participation rate.
Protection of Freedom of Association and Right to Bargain Collectively
- 1.Labor-management meeting (twice a year)
- 2.In-house company labor-management meeting (twice a year)
- 3.Onsite labor-management meeting (every month)
- 4.Study meeting on personnel affairs and labor relations (three times a year)
Nabtesco holds labor-management meetings regularly with the labor union. Through these meetings the union obtains important information about the company’s management, which helps maintain sound labor-management relationships. In recent years, labor and management have been working together to resolve common labor-management issues through close communication on topics such as countermeasures against infectious diseases, reform of work styles, and support for diverse human resource activities. In addition, when both sides have proposals regarding working conditions and treatment of union members, we hold labor-management council meetings, and when there is disagreement, we make our best efforts to resolve the issue peacefully and protect the right to collective bargaining by accepting collective bargaining agreements.
In the collective labor agreement, Nabtesco approves that the labor union has the three rights of labor (the right to organize, the right to bargain collectively and the right to act collectively).
Guaranteeing Payment of Minimum Wages
Based on the minimum wages set by region and industry under the Minimum Wage Act, Nabtesco agrees with the Union about its own minimum wages to be paid at each of the sites.
Legal minimum wage levels are revised every year, and Nabtesco calculates its own minimum wages by business site for the year by adding a certain amount agreed upon with the Union to the revised wages, thereby improving the treatment of employees and preventing noncompliance with related laws.
Also at the Nabtesco Group companies outside Japan, employee wage levels are set in accordance with laws stipulating minimum wages in the relevant country to ensure legal compliance.
