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工作方式
基本方法
滨松光子学株式会社从事光业务，关于光性质的许多内容仍未得到解答。我们从长期追求未知和未探索的领域的角度来解决这些问题。在滨松光子学株式会社，我们假设我们的员工长期与我们在一起。因此，我们付出了巨大努力，创造舒适且长期支持员工的工作环境。滨松光子学株式会社以奖励员工对公司业务成果的长期贡献的工资结构为基础，确保员工的工资超过法定最低工资，并附带对员工工作公平补偿的奖金（包括绩效奖金）。
我们有关工作条件的招聘规定发布在我们的内部网站上，任何员工都可以随时阅读。
退休计划
滨松光子学株式会社维持一项退休计划。2002 年 3 月，公司推出了持续就业计划。根据该计划，月薪收入者的退休年龄从 60 岁增加到 65 岁。在继续就业的同时，公司在延长期内提供的工资金额与 60 岁时获得的工资金额相同。该计划创造了一个环境，使老员工可以充分利用他们的技能和能力，将他们的知识传递给年轻的同事。该计划还使滨松光子学株式会社能够留住其所需的优秀人才。
非固定期限兼职员工
此前，滨松光子学株式会社雇佣了大量兼职员工。兼职员工受雇于固定期限合同。他们的每日工作时间比月薪收入者要短。然而，兼职员工在滨松光子学株式会社的广泛流程中发挥着至关重要的作用。请注意，2010 年，公司将所有兼职员工的状态更改为“规定工时的员工”，引入了没有固定期限的雇佣合同。由此制定的雇佣计划为兼职员工提供了在公司稳定的职位，使他们能够放心地履行职责。
鼓励员工带薪休假
员工带薪休假后，他们会以全新的精神面貌回到工作岗位，准备好以新的活力处理下一项任务。滨松光子学株式会社认识到带薪休假对提高生产力的贡献。因此，滨松集团从员工入职第一年起就为其提供带薪年假，员工不仅可以按天休假，还可按半天或按小时休假。公司还提供各种特殊休假计划（示例如下），并鼓励员工利用这些计划。
- 婚假：5 天
- 产假：2 天
- 丧假
- 生日假：1 天（在员工出生月份提供给员工）
- 恢复活力假：服务满 15 年后为 3 天，服务满 25 年后为 5 天，服务满 35 年后为 5 天
建立工作与生活的平衡
员工带薪休假后，他们会以全新的精神面貌回到工作岗位，准备好以新的活力处理下一项任务。滨松光子学株式会社认识到带薪休假对提高生产力的贡献。因此，滨松集团从员工入职第一年起就为其提供带薪年假，员工不仅可以按天休假，还可按半天或按小时休假。公司还提供各种特殊休假计划（示例如下），并鼓励员工利用这些计划。
- 为消除工作时间过长，员工的工作时间不仅要由管理层监督，还要在劳动管理会议上确认。
- 指定每周三为无加班日。
- 向经理提供适当的培训。
- 当员工的加班时间过长时，经理会与该员工进行对话，并安排与适当的专业人士进行面谈，例如工业医生或公共卫生护士。
带薪假累积计划
- 需要连续休假超过 7 天或经公司（员工或家庭成员）、护理、援助（家庭成员）批准的个人疾病或伤害
- 不孕不育治疗
- 在医生建议的情况下，在怀孕期间保护产妇健康
- 与配偶怀孕和分娩有关时
- 适用于初中毕业前儿童的护理、教育等
- 参与在重大自然灾害发生后支持恢复的活动，以及滨松光子学株式会社认可的其他志愿者活动，为社会做出重大贡献
临时退休计划
当一名为公司做出贡献的有成就员工因疾病等原因而无法工作时，该员工可能因无法工作而不得已退休。这种情况不仅对员工造成重大损失，对公司也造成重大损失。为了解决这个问题，滨松光子学株式会社制定了一项针对疾病或伤害的临时退休计划。根据此计划，员工可以根据其连续服务年数暂时退休，带薪休假构成该暂时退休期的一部分。公司已制定因疾病或受伤而暂时退休的指南，以便暂时退休的员工可以安全地返回工作岗位，并在公司中再次发挥积极作用。
继续就业的措施：将工作与托儿或护理相结合
有经验和良好业绩的员工退休，会给公司带来重大损失。为使员工能够持续为滨松光子学株式会社工作，公司制定了以下措施。
| 计划 | 详情 |
|---|---|
| 育儿临时退休 | 照顾 2 岁以下子女的员工可以停薪留职。 |
| 缩短工作时间用于育儿 | 照顾小学毕业前子女的员工可以缩短工作时间。 |
| 育儿弹性工作时间 | 照顾小学毕业前子女的员工可以灵活安排工作时间。 |
| 育儿轮班工作 | 照顾小学毕业前子女的员工可以提前上班和下班。 |
| 产前缩短工作时间 | 怀孕的员工可以选择产前缩短工作时间。 |
| 临时退休护理 | 照顾亲属的员工可以停薪留职。 |
| 缩短工作时间用于护理 | 照顾需要护理的亲属的员工可以缩短工作时间。 |
| 护理弹性工作时间 | 照顾需要护理的亲属的员工可以灵活安排工作时间。 |
| 护理轮班工作 | 照顾需要护理的亲属的员工可以提前上班和下班。 |
| 减少子女照顾和护理期间的工作 | 照顾 3 岁以下子女或照顾需要护理的亲属的员工可以申请免予加班或设置工作时间上限。 |
| 累计休假 | 员工可将其用于子女照顾和护理。 |
* 护理期间缩短工作时间、护理期间弹性工作时间以及护理期间轮班可以结合考虑。
- 我们在公司内部网站上总结了与育儿相关的计划，以便所有员工熟悉这些计划。
- 如果员工因个人疾病或受伤而暂时退休，员工可以休一段时间的临时休假，时间因连续服务年限而异，最长为 3 年。
- 在医生的指导下，可能要求面临重返工作岗位困难的员工履行复职准备职责。或者，可以分阶段调整工作时间，逐渐接近规定的工作时间。
【与公司主导的日托中心合作】
自 2023 年 4 月起，我们设立了公司主导的日托系统。
通过与建立公司主导的日托设施的公司签订使用协议，我们在这些日托中心优先安排员工的子女。
该计划允许员工选择适合其不同工作方式的日托设施，从而为有子女的员工提供支持。
【已生育并继续受雇的女性员工人数】
男性也有资格接受临时退休育儿、缩短工作时间用于育儿、育儿弹性工作时间和育儿轮班工作。
【接受临时退休育儿】
临时退休护理、缩短工作时间用于护理、护理弹性工作时间和护理轮班工作的结果如下。
【接受临时退休护理】
员工持股协会计划
为了帮助员工建立资产组合，公司推出了员工持股协会计划。在滨松光子学株式会社首次公开发行股份 (IPO) 之前，引入了员工持股协会计划。为了鼓励员工勤勉尽责，并进一步促进公司业绩的改善，滨松光子学株式会社提供员工购买公司股份成本 10% 的激励性付款。
由于这些长期的持股协会活动，超过 90% 的滨松光子学株式会社员工加入了持股协会。在某些年里，100% 的新员工加入了持股协会。
【持股协会成员资格】
为单身员工运营宿舍
滨松光子学株式会社每年都会迎接来自日本各地的 100 多名员工。对于来自远方地区的员工而言，寻找居住地尤为重要。为了帮助这些员工，滨松光子学株式会社建造了宿舍，并为单身员工提供住所。我们还为感兴趣的员工提供低成本的早餐和晚餐服务。滨松光子学株式会社通过降低宿舍住户的成本，为从远处地区加入公司的员工的工作和家庭生活提供支持。
我们的宿舍尊重单身员工的尊严和隐私。每位住户都分配有自己的套房，并且不会宵禁。此外，当来自海外子公司的学员和来自外国联合研究合作伙伴的研究人员抵达日本时，公司会为他们提供空置的宿舍套房作为临时住所。
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