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人权和劳工
滨松光子学集团人权方针
【基本方法】
滨松光子学集团相信，每一位员工都能提升我们的企业价值，正如我们在“滨松光子学集团的管理理念”中所述，我们的管理基础之一是“人”。
此外，我们还制定了“行为准则”，与我们的“可持续发展基本方针”相结合，并努力在内部和外部传播。
根据“滨松光子学集团的管理理念”和“行为准则”，我们将明确我们尊重人权和履行责任的方法。我们制定了“滨松光子学集团人权方针”，并将其定位为集团尊重人权的高级方针。本方针适用于我们集团开展的所有活动。
【承诺】
我们将遵守《国际人权法案》和国际劳工组织 (ILO)《工作中的基本原则和权利》，并通过遵守《联合国工商业与人权指导原则》，努力避免对人权产生负面影响或增加人权风险。
我们也是《联合国全球契约》的缔约方，并支持“《联合国全球契约》的十项原则”。
如果地方法律法规与国际人权准则发生冲突，我们将寻求遵守国际公认的人权原则的方法。
【适用范围】
这项方针适用于我们集团的所有官员和员工。
我们还将尽一切努力确保与我们业务相关的供应商和业务合作伙伴理解并支持这一方针，并且我们将要求其尊重人权。
【倡议】
- 我们集团禁止基于性别、年龄、国籍、种族、肤色、民族、宗教、意识形态、政治观点、信仰、社会地位、残疾、性取向或性别认同的一切形式的歧视，也不容忍骚扰。
- 我们集团永远不会参与任何形式的强迫劳动，包括人口贩卖、童工或对人权组织的任何批评或攻击。
- 我们集团向员工支付高于法定最低工资的工资，并努力合理管理工作时间，提供安全健康的工作环境。
- 我们集团尊重结社自由和集体谈判权，对成立工会或真诚地进行集体谈判的要求作出回应，并禁止任何报复行为。
- 我们集团将定期进行与本集团业务相关的国内外业务合作伙伴的人权状况的调查，并努力识别、预防和减轻负面影响。
- 我们集团将建立有效的内部和外部报告渠道，以确定我们是否对人权产生负面影响，并在发生时采取适当的补救措施。
- 我们集团将为所有员工提供必要的教育和培训，以促进多元化，从而提供一个尊重人权和认可不同价值观的工作场所。
成立日期：2024 年 4 月 1 日
实施框架
在可持续发展秘书处的指导下，人力资源部正在率先推动提升人权和劳工重要性的计划。
人力资源部招聘与教育小组率先改进招聘标准和工作条件。
同时，总务部和总部以及分公司的健康和安全团队、员工福利小组、健康和安全委员会通过提高职业安全来领导改善工作环境。
具体的举措
防止骚扰的措施
滨松光子学株式会社禁止骚扰。公司认识到，骚扰违反了对个人的尊重，并在工作场所造成敌意。为了打击骚扰，公司在每个业务部门设立了联系点，以处理有关骚扰的投诉，并在内部网站上通知员工这些联系点。联系点的工作人员接受了有关骚扰的培训。在处理骚扰时，我们特别注意保护所有相关方的隐私。我们还确保提交投诉或配合确认骚扰事实的人员不会受到不利待遇。如果收到有关骚扰的投诉，投诉处理委员会将在事实调查后对其进行讨论。
我们还为防止骚扰提供适当的教育。
实施骚扰教育情况
| 2023 财年 | 5 次 |
|---|---|
| 2022 财年 | 7 次 |
| 2021 财年 | 4 次 |
| 2020 财年 | 1 次 |
适当的工作环境，禁止童工和强迫劳动
滨松光子学株式会社的目标是通过在全球范围内为医疗、工业、分析和测量应用提供关键产品，为世界各地人们的健康和福祉做出贡献。为满足这一需求，我们认识到建立组织和企业文化的重要性，鼓励员工不仅支持现状，而且基于自由和创新思维积极参与。
这是一个宏伟的目标。为了实现这一目标，滨松光子学株式会社致力于将人权——世界各地所有人的基本权利——置于我们的业务基础之上。所有员工都应了解《滨松集团行为准则》，包括禁止就业歧视和促进机会平等；禁止童工和强迫劳动；尊重人权和多元化；以及改善工作环境。2017 年 8 月，滨松光子学株式会社签署了联合国全球契约，声明公司支持其 10 大原则。
公司将在人力资源部和总务部人力资源小组的指导下，继续推进尊重人权的工作。
【禁止童工和强迫劳动】
滨松集团已制定“招聘活动指南”，并设立以下各项规定，以禁止和预防最低就业年龄以下的童工和所有形式的强迫劳动。
- 在招聘时，使用有效的官方证件进行年龄核实
- 编制用母语或员工能够理解的语言描述工作条件的劳动合同。
- 收到适当发出的事先通知后，批准自愿离职
- 禁止扣留、销毁、隐瞒或没收员工的身份证、护照、工作许可证等。
- 禁止在招聘时收受任何财物，如安置费、贿赂和捐赠
劳动关系：结社自由
滨松光子学株式会社尊重工人的组织权。目前，公司的工人由滨松集团工会代表。截至 2024 年 9 月，98.7% 的非管理层员工为工会会员。此外，集体谈判协议涵盖的员工百分比为 100%。公司和工会都努力建立以相互善意和信任为特征的劳动管理关系。双方均致力于公司业务的增长。
公司和工会每月都会定期召开一次会议，称为劳动管理会议。当工会呼吁集体谈判时，公司会善意回应。基于人们普遍认识到，劳动和管理层必须致力于合作以改善业务成果，双方从工作条件开始，反复讨论各种主题。
| 劳资管理沟通（明年的计划） | |||
|---|---|---|---|
| 劳资管理委员会 | 总部 | 9 次/年 | 每月一次 12 月、3 月和 4 月除外。 |
| 分公司 | 12 次/年 | 每月一次 | |
| 集体谈判 | 2 次/年 | 12 月、3 月 | |
经过劳动管理谈判，近年来，基本工资和奖金的增加情况如下。
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