Tokyogasgroup csr report

Employee Awareness Survey

I am satisfied with working at Tokyo Gas.

I am satusfied with working at Tokyo Gas.

I feel connected to Tokyo Gas.

I feel connected to Tokyo Gas.

We regularly survey all employees to ascertain their views on work, the workplace, lifestyles, and other factors, and survey responses are used, for example, to improve our personnel programs. The surveys have shown that, in general, our employees are satisfied working for Tokyo Gas.

DFF Inc., Corporate Social Responsibility Sect, General Administration Dept., Corporate Planning Dept., Resources & Global Business Division, Energy Solution Div, Power Buisiness Dept., Pipeline Network Division, IT Division, Residential Sales Div., Fundamental Technology Dept., Energy Solution Div, Environmental Affairs Dept., Purchasing Dept. , Health Insurance & Employees' Welfare Sect., Personnel Dept., Internal Audit Dept., Audit & Supervisory Board Member's Office, Compliance Dept., Regional Development Div., Finance Dept, TGES, TOKYO GAS COMMUNICATIONS, INC.

Building Positive Labor-Management Relations through Active Communication

Our labor union operates under a union shop system. All employees except for those in management are subject to membership in the Tokyo Gas Labor Union based on a union shop agreement*1 and therefore the labor union participation rate of applicable employees is 100%.
The agreement with our labor union clearly states that “the company and the labor union confirm and mutually respect the company’s management rights and the labor union’s basic labor rights.” It honors the freedom to associate and organize as well as the right to act and bargain collectively. The company and labor union establish sound and positive labor-management relations and exchange honest opinions on various management issues and labor conditions through periodic labor-management negotiations. Also, we strive to provide our non-labor union contract employees with a safe working environment and have signed a minimum wage agreement with them. In addition, we are mindful of local laws and regulations and respect worker rights.
  • *1  An agreement under which employers agree to dismiss workers who do not become union members or who withdraw from or are expelled from the union. All qualifying employees are enrolled in the union.

Main Labor-Management Consultations and Topics Discussed in FY2018

Negotiation Period Main Themes
Intensive spring labor-management talks February through March Economic working conditions, personnel arrangements, rules of employment and other working conditions
Special Subcommittee of the Joint Management Council (policy related) October Current state and future direction of business strategy and key policies
Special Subcommittee of the Joint Management Council (financial results) May  Forecasts of company performance and financial results
Working Hours Committee May and November Current and projected working hours and productivity increases
Employee Pay and Benefits Programs Committee December Current state of personnel arrangements and policies
Business Process and Work Style Reform Promotion committee May and September Verification and analysis of our involvement in business processes and labor innovation for improved productivity
Departmental labor-management councils June Current state and future direction of departmental/divisional policies
DFF Inc., Corporate Social Responsibility Sect, General Administration Dept., Corporate Planning Dept., Resources & Global Business Division, Energy Solution Div, Power Buisiness Dept., Pipeline Network Division, IT Division, Residential Sales Div., Fundamental Technology Dept., Energy Solution Div, Environmental Affairs Dept., Purchasing Dept. , Health Insurance & Employees' Welfare Sect., Personnel Dept., Internal Audit Dept., Audit & Supervisory Board Member's Office, Compliance Dept., Regional Development Div., Finance Dept, TGES, TOKYO GAS COMMUNICATIONS, INC.