In today’s globalized market where free trade is on the rise, companies have a significant impact, both positive and negative, on human rights. Operating worldwide, the JVCKENWOOD Group recognizes the need to respect the human rights of all stakeholders that have an interest in its operations, including employees and suppliers, while ensuring fair labor practices. We are taking a wide range of measures to fulfill our responsibilities as a global company by sharing our human rights policy and initiatives across the Group while establishing and administering a relevant management system.
The JVCKENWOOD Group requires all its employees to complete JVCKENWOOD Group Compliance Code of Conduct training in order to ensure that all human rights are respected and that its business is conducted in a sincere and ethical manner that is in compliance with laws and regulations. We are also promoting diversity and preventing harassment through new employee training, etc. in order to raise awareness of human rights and ensure that communication is done with respect and consideration for others.
The JVCKENWOOD Group maintains a whistleblower system that enables employees to report on possible violations of any law or regulation, the JVCKENWOOD GROUP Compliance Code of Conduct, and other internal rules.
Ahead of the June 2020 enforcement of a new law requiring companies to provide a harassment hotline service as a measure to prevent workplace power harassment, we set up a harassment hotline in April 2017, enabling employees to report incidents of harassment.
JVCKENWOOD has established labor agreements with the JVCKENWOOD Labor Union that represents all employees excluding managerial employees, with regard to the three rights of labor (the right to unionize, the right to collectively bargain, and the right to collectively act) as well as wages, working hours and other working conditions, and conducts negotiations/discussions on personnel matters, complaints, etc. When making a practical change that may have a significant impact on the employees’ way of working, the management explains and discusses it with the union in advance, in accordance with the labor-management agreement.
Representatives of labor and management meet on a regular basis in informal management gatherings, financial results briefings, and special labor-management committee meetings to discuss institutional matters, and the agreements reached through these discussions are immediately put into place. In FY2019, 25 labor-management meetings were held to discuss matters such as changes to be made to the personnel system. In FY2020, we will further solidify the sound relations between labor and management by actively continuing to promote labor-management dialogue.