initiatives

Initiatives regarding
health management

We aim to make the workplace healthy,
comfortable, and employee-friendly,
such that each member can achieve a work-life balance and
feel fulfilled in their work.

We aim to be a company that balances social problem solving and growth.
We will include "workstyle innovation" as an issue in the company's 10-year plan, and as a concrete measure, we will practice health management according to the following policy.

Alps Pharmaceutical Ind. Co.,Ltd.　Health management policy

As a firm engaged in the health sector, we recognize our responsibility to create a foundation for the health of each of our employees, and creating a workplace where diverse people can all feel at ease working for the long term. To that end, we pursue a tripartite system of health maintenance and preservation, mental health measures, and work-style reforms to contribute to the healthy growth of the company.

Activities for health maintenance and improvement

We pursue employee health maintenance and offer more opportunities for physical fitness, as well as call for smoking cessation. In this way, we are creating a workplace that encourages employees to look after their health.

Mental health measures

We consider the maintenance of mental health essential to ensuring the happiness and well-being of employees and their families. This is a comfortable, employee-friendly space where harassment is not tolerated. We also pursue active communication in order to ensure that employees can remain in good mental health.

Creating an employee-friendly work environment

We emphasize a work-life balance that is tailored to employees’ needs. We have implemented a range of reforms like childbirth and childcare leave, and a reduced working hours system, enabling female personnel to feel fulfillment in the workplace, and supporting the lifestyles of a diverse range of people.

Organizational structure

2023 health management measures and report(as of April 1, 2024)

Health maintenance and preservation
Efforts to maintain health	Support who go through re-examination post company's annual medical checkups Encourge to take re-examinations with special breaks
	Provision of opportunities for implementation of specified health guidance Three months later, the patient was present and confirmed the results with a public health nurse. (11 out of 11 people underwent medical examination for high-risk person management, consultation rate 100%) Conduct specific health guidance for young employees eventhough who were not applicated. There is one person under 40 years of age in 2023, and health guidance will not be provided due to the person's request.
	Efforts to prevent infectious diseases Implemented in-house flu immunization at the company's expense in full. The company will pay half of the cost of vaccinations for dependents. If an employee is prohibited from coming to work due to an illness that is not stipulated as subject to work restrictions under the Infectious Disease Prevention Act, such as influenza, etc., 60% of the average wage will be paid as leave allowance.
	Implementation of milestone checkups Implementing physical examinations(Human Dock) for staffs in their 40s, 50s, and 60s 25 employees in fiscal 2023
	Health information for families Distribution of a letter to encourage employees' families to take health examinations from industrial doctors.
	Publication of an in-house health newspaper Distribution of health information every month and widespread dissemination of the efforts through social networking services such as LINEWORKS.
Keeping employees healthy	Financial support for mental and physical health Provided JPY10,000 to each employee who applied for the support aiming of excercises. (The rate is 78.2%)
	Establishment of Exercise Promotion Day Establishment of recommended days for commuting on foot and using stairs instead of elevator.
	Implementation of dietary improvement Every Wednesday is designated as a dietary improvement day ① Non-Aru ② Low salt ③ Non-confectionery ④ Saccharide Off ⑤ Eat fermented foods We encourage you to implement one of the five selections above. We set a salad day and a yogurt day were set on the first and second Friday of each month and provided them to employees.
	Hold an walking event Held ALPS WALK the one month walking event for improving health. (318 participants out of total 326 employees) Set health points, award points to those who achieve their goals, and receive prizes based on the cumulative health points. Participants will receive a health novelty (assortment of health foods) Photo contests will be held in May, July, September, and November, and health points will be awarded to top performers. Photo contests will be held in May, July, September, and November, and health points will be awarded to top performers. Health points will be given to those participating in club activities and relay races. Health points will be given to those participating in club activities and relay races.
	Participation in local health promotion events Continued participation in Summary, a health promotion event run by Hida City since 2020
	Supporting stop smoking measures Non-smoking outpatient expenses will be fully subsidized for those who wish to continue receiving medical examinations during work hours. (The system started in 2018. 19 users and 15 successful persons) Subsidize the cost of smoking cessation aids for those who wish to do so. Smoking free on the premises from April 2021.

Mental health
Efforts for Mental health	Promoting mental health education Conduct line care training for managers in August. Conduct line care training for managers in August.
	Strengthening workplace improvements based on the results of stress checks Conducted interviews with all departmental managers based on group analysis. Implementation of countermeasures for the departments with highly stressed. Individual hearing to the high stress group was carried out, and tendency and countermeasure were examined. Implement workplace environment improvement by grasping the actual situation of the workplace environment in detail from 80 questions Held a roundtable discussion with the general affairs department manager for all employees.
	Strengthening of consultation desks Diversification of the consultation desk staff. Continue to improve the skills of staff in charge of consultation from time to time through external courses, etc.
	Review of the system Formulate the “Health Management Manual” and reviewed and re-enforced the reinstatement support system and work-life balance support system which are subordinate systems.

Improvement of workplace
Promotion of Women's Advencement in the workplace		Women's Advancement Committee took part in the health improvement. Proactively hiring female employees in manufacturing (Hired 2 female high school graduates)
Diversity	Participation in Health Promotion Committee	Senior employees representatives have participated in the committee.
Work style innovation		Establishment and implementation of a telework system. Complete telework for people who have difficulty commuting. Continuation of productivity efficiency consultants to manufacturing departments. Continuing to provide e-learning. Promotion of work flow and other work efficiency systems to indirect departments. Paid hospital leave for pregnant women. Established life care leave (paid) that can be used for menstruation, menopausal disorders, and fertility efforts.

Other supervisory metrics
	Target value	2018	2019	2020	2021	2022	2023
Rate of full-time employees	-	86.5%	93.1%	91.7%	94.0%	90.5%	88.6%
Rate of full-time employee turnover	-	4.2%	2.3%	1.6%	2.6%	4.1%	2.7%
Rate of return to work following childbirth	100.0%	100.0%	100.0%	100.0%	100.0%	100.0%	100.0%
Usage of extension of retirement age system	-	83.3%	50.0%	50.0%	100.0%	76.9%	100.0%
Rate of regular health screenings	100.0%	100.0%	100.0%	100.0%	100.0%	100.0%	100.0%
Rate of stress check screenings	100.0%	94.9％	98.2%	100.0%	98.8％	99.0％	100.0％
Rate of special medical screenings	100.0%	68.0%	100.0%	94.1%	86.7%	93.8%	100.0%
Rate of personnel who smoke	Less than 10%	19.9%	17.5%	16.9%	16.1%	16.0%	16.0%
Monthly overtime per capita	Less than 10H	8.7H	7.9H	7.2H	6.2H	8.7H	9.5H
Average rate of paid leave	70.0%	73.6%	72.5%	77.8%	84.7%	82.4%	68.9%
Metabolic syndrome ※ Percentage of abdominal circumference of 85 cm or more for men and 90 cm or more for women	Less than 20%	21.3%	21.9%	22.7%	22.4%	24.4%	19.8%

Full subsidy for medical examination costs, grant of special paid leave

*Special screenings (organic solvents, specific chemicals, late-night shift workers, VDT) taken by 100% of applicable personnel

Other special medical screenings:　: Fundus screenings (age 35+), prostate cancer (men 40+)
Breast cancer (women 30+), uterine cancer (women 20+)

Certified as a Health and Productivity Enterprise 2024

Our company has been certified as a "Health and Productivity Enterprise 2024 (Large Corporation Division) White 500" in view of our efforts to actively improve the health of our employees and undertake good health management practices.

Selected as a local leader of enterprise

We were recognized as a local leader of enterprise by the Ministry of Economy, Trade and Industry for the pivotal role we play in the region and the impact we have had.

Certified as a Sports Yell Company

Our company has been certified by Japan's Sports Agency as a "Sports Yell Company" in view of our efforts to actively incorporate sports into our activities as a means to improve the health of our employees.

Obtained the Tomonin mark

We obtained the Tomonin certification from the Ministry of Health, Labour, and Welfare for our activities as a firm pursuing a workplace culture that ensures a balance between work and nursing care.

Certified as an excellent firm
in Gifu Prefecture pursuing work-life balance

We were recognized by Gifu Prefecture as a leading firm in terms of work-life balance.

Health management office

We were recognized by the Japan Health Insurance Association for our pursuit of an employee-friendly workplace and actively promoting better health.

New Lively Workplace Declaration

We are promoting work-style reforms and issued a “New Lively Workplace Declaration” clarifying our commitment to make the workplace vital and vivid.