Labor Practices
Basic
PolicyWe consider our employees corporate assets that are vital to our business, and strive continuously tocreate safe, clean workplaces that give employees the freedom to express themselves.

Long-Term Goals●Number of occupational accidents: 0●Percentage taking health checks: 100%

Priority Initiatives●Number of employees quitting work for elderly care: 0 every
year●Percentage taking stress checks: 100%●Rate of obtaining make-up holidays: 100%

●Exceed statutory employment rate for disabled
persons every year.
(Example: Higher than the statutory minimum
employment rate of 2.0% in FY2016)●Overtime: Average of less than 5 hours per month perperson●Number of employees quitting work forchildcare: 0 every year

●Consumption rate of yearly paid holidays: 70% or higher●Percentage using in-house system for diverse work styles
such as work-from-home and ﬂexible working hours: 50% or
higher●Elucidate the cause of the ﬁre at the plant inIndonesia, prevent any recurrence, and provide
relief to the victims and bereaved families●Build and continuously improve a labor systemwith the aim of achieving Decent Work practices
and ideal work-life balance, securing diverse
human resources, and providing fair and impartial
evaluations■ Ensuring Diversity / Diversity & Inclusion
In April 2015, Mandom established a Diversity Promotion Ofﬁce and we are trying to build an organizational system that embodies
diversity and inclusion in order to retain workers of diverse attributes and value systems, and enable them to reach their fullpotential.
The ﬁve Mandom Principles announced in May 2017 are a code of conduct that is followed by all Mandom personnel at all times andinclude "Active Employee Engagement" and "Human Assets;" every day we are engaged in thoughtful action in this area.

■ Promoting Women's Participation
In April 2016, a Japanese law took effect, which obliges large companies and local and central governments to set numerical targets
for hiring and promoting women. Mandom understands that promotion of women is an important theme that draws expectations
and demands from a broad range of players in the society. Accordingly, this theme has been reﬂected in one of the CSR MaterialIssues for the Mandom Group - "Achieving employee satisfaction (ES) and diversity." In line with the objectives and purposes of thelaw, Mandom will develop and execute a phased action plan to help realize a society where
women are promoted and encouraged to exercise their individuality and unleash their fullpotential. We will also disclose our actions and keep the information up to date through theofﬁcial website of Ministry of Health, Labour and Welfare below.

External Site
Ministry of Health, Labour and Welfare Ofﬁcial Website●Mandom page for general employer action plan basedon the Act on Promotion of Women's Participation andAdvancement in the Workplace ( Japanese only)■ Promoting Hiring of People with Disabilities
We aim to build an organization that encourages diversity and inclusion. As part of this, we are creating workplace environments thatallow us to hire more people with disabilities and facilitate their participation.
At our head ofﬁce we have set up an accessible restroom on the ground ﬂoor, provided handicapped parking spaces, and made theofﬁce hallways wide enough for wheelchairs and other mobility equipment, among our many efforts to ensure a "barrier-free"
workplace. At the Fukusaki Factory in 2014 we renovated the production building, and set up
accessible and multi- purpose restrooms, along with an accessible entrance and othermeasures.
Our initiatives go beyond simply providing support in terms of implementing physicalaccessibility measures. In order to foster a mindset and workplace culture where disabled
employees can work with a sense of satisfaction together with diverse human resources, weenlist the cooperation of the Japan Universal Manners Association (Mirairo Inc.) and carryout training for universal manners certiﬁcation.

Mandom Ofﬁcial Website
CSR Information●Mandom Key Data on Personnel and Labor

28 M a n d o m K o h D o h R e p o r t 2 0 1 8

■ Cultivating Human Resources■ Mandom Group HR VISION2027
The Company considers all its employees as Human Assets. The aim of VISION2027 is, through daily thoughtful action, to motivate
them, and encourage their active engagement.
To realize VISION2027, employees must take responsibility as Human Assets to provide support for the Company and society. The
Company, in turn, shall seek to develop their capabilities as Human Assets and provide this diverse talent pool with opportunities for
motivation and active engagement. The HR Division shall redesign and develop systems and structures that allow both parties torealize these ideals and provide Dedication to Service (Oyakudachi).

Main Efforts in FY2017

New Employee
Training

New Manager
Training

Training for junior personnel with less than 3 years'
experience on the job to gain and verify skills and acquire
the mindset they need as working individuals, with theaim of developing into self-reliant employees.
First three weeks for new hires. Then two days a year.
Number of new graduates in FY2017: 25 (Oct)
Number of second year employees in FY2017: 22 (Feb)
Number of third year employees in FY2017: N/A
Training conducted in-house for employees new tomanagerial positions. New managers learn what mindset
they need, the role of managers, and about such topics ascoaching, mental health, and company regulations.
Once a year 1 day
Number of participants in FY2017: 15 (Sep)ManagerTraining

Conducted in-house for employees in management, andg r o u p l e a d e r s . T h e t ra i n i n g h e l p s e m p l oye e s t ounderstand company regulations and rules necessary fordiversity and management, and strengthens skills forinteraction, facilitation, and communication.

Group Training
in Health,
Safety andEnvironmental
Protection at
Fukusaki
Factory

Career Training(for employees
in their 30s, 40s
and 50s)

Number of participants in FY2017: 89 (Nov-Mar)

Company-Wide
Education on
Mandom Codeof Conduct

Conﬁdential
Information
Management
Education

Correspondence
Education

Ed u c a t i o n f o r a l l e m p l o y e e s t o g a i n a n d v e r i f y
understanding of the Mandom Group's Code of Conduct.
Conducted by division with testing.
Education is also promoted using the monthly in-houseemail newsletter.

Language Study
Support System

Forum 8(cross-industry
exchange)

Once a year approx. 2 hrs.
Target: All employees
To support personal development for Group employees
in Japan and Japanese employees on overseas
assignment, half the cost or the entire cost of course fees
are subsidized.
Twice a year by application
Target: All employees

One day each, twice a year
Target: All employees at Fukusaki Factory
Most recently: Nov. 2017, April 2018
Participants at different phases of life look back on theircareer, build a future vision of their career, and generatem o t i va t i o n . Fo r p e o p l e i n t h e i r 3 0 s t h e f o c u s i sself-understanding; for people in their 40s it is career
design; for people in their 50s it is "second life."
For each age category once a year 2 days
FY2017, only for employees in their 50s
Number of participants: 25 (Jan)For applicants, the system subsidizes the costs of taking
the TOEIC test, offers in-house language classes led byoutside instructors after the end of work, subsidizes
language study costs, etc.
Twice a year by application
Target: All employees

Once a year approx. 2 hrs. (one email newsletter/month)Target: All employees
Education is provided to gain and verify understanding of
the Act on the Protection of Personal Information andrelated laws and Mandom's regulations with regard to the
management of personal information and conﬁdential
information. Conducted by division with testing.

Twice a year (one day each time), all employees at the
Fukusaki Factory undergo training to deepen theirunderstanding of occupational health and safety, reducing
environmental impact, quality, and relevant rules andregulations. Trafﬁc safety education is also incorporated withthe cooperation of the Trafﬁc Department of the Fukusaki
Police to help prevent accidents among employees who
commute to work by car.

This internally organized cross-industry exchange workshop
brings together attendees and secretariats from eightcompanies with ofﬁces in the Tokyo and Kansai regions.
Top- and mid-level managers working at the vanguard ofbusiness give lectures, present case studies or their own
company's research or the research of other companies toexpand knowledge and elevate business skills.
Once a year: in-house recruitment (8 times total)
Number of participants in FY2017: 6

Study Abroad
SystemSelected employees will be sent to study on company
orders to acquire qualiﬁcations and gain globally
applicable management skills and cutting-edge knowledge
as well as gain an understanding of diverse perspectives.
On occasion, number of participants in FY2017: 3■ Deﬁned Contribution Pension System
To support the lives of employees after retirement, the Mandom Group has adopted a deﬁned contribution pension system sinceNovember 2003.
In 1985, we introduced a qualiﬁed retirement pension system, but due to reform of the public pension system, we revised ourretirement allowance system to ensure income from retirement until age 65 (the age when eligibility to receive the national pension
begins), to compress and stabilize retirement beneﬁt obligations, and to meet the demands of increasing mobility and diversity
amongst employees.
We currently make use of two types of corporate pension systems: a deﬁned beneﬁt plan (DB) and a deﬁned contribution plan (DC).
Employees can join these plans voluntarily, and intent to continue is reconﬁrmed once a year. If an employee has not joined either
or both plans, then a pre-paid retirement allowance is paid as an addition to the biannual bonus. Also, due to the amendment of theDeﬁned Contribution Pension Act in January 2017, it became possible for employees who have not joined a corporate deﬁned
contribution plan to join a personal deﬁned contribution plan.
For our employees, we hold periodic study sessions to promote understanding of the system and asset management. We also provide
support so that they can check their balance and asset statusthrough web services, and carry out other tasks such as
checking the performance of and making changes toinvestment products.

Mandom Ofﬁcial Website
News Release●November 4, 2003 News Release "Deﬁned contribution
pension system adopted in November" ( Japanese only)

Mandom KohDoh Report 201829

Labor Practices■ Employee Satisfaction (ES), Decent Work and Work-Life Balance■ Aiming to Achieve Decent Work and Work-Life Balance
At Mandom we aim to achieve Decent Work practices, encourage proper health management by employees, and promote work-lifebalance, having in place the following systems and measures.

Employee
Awareness
SurveysS u r ve ys o f re g u l a r e m p l oye e s a re co n d u c t e dbasically once every three years as a means ofgathering information to ascertain issues in theculture of each division and to make improvements.
After the survey, the results are examined from every
angle at workshops held by the Personnel Division(for the assistant manager level and higher). Efforts
are made to spread awareness of the issues and theoverall results are conveyed to relevant employees
through face-to-face conversations conducted bydivision heads.
Regular employees surveyed basically once every
three years.
Target: All employees

StressChecksIn accordance with our "Stress Check System Based on
the Amended Industrial Safety and Health Act" whichcame into effect on December 1, 2015, we have
expanded the scope of stress checks to all employees incollaboration with an EAP organization. Individuals are
informed of the results and anonymous statistics arecompiled and analyzed by division and department.

Childcare/
Elderly
Care
Support
SystemSee FY2017 Data on Personnel and Labor (P.33)

Flexible
Working
Hours

Work-FromHome
SystemOnce a year (September)
Target: All employees
In FY2017, 821 employees had their stress levels
checked (73.8% of all employees).

Health Checkand PhysicalExamination
Subsidy
SystemUse ofIndustrial
PhysicianPe r i o d i c h e a l t h c h e c k s a re co n d u c t e d fo r a l lemployees. To maintain health and detect illnessesa t a n e a r l y s t a ge , p hys i c a l e x a m i n a t i o n s a rerecommended for employees and their spouses over
the age of 35, with subsidies provided.

For full-time regular employees involved in homecaregiving, a ﬂextime system (with core working
hours) is offered, and for employees in management
positions involved in home caregiving, a ﬂextime
system (without core working hours) is available.
In order for each and every one of our diverse rangeof employees to be able to work comfortably, and tocreate a meaningful working environment in which
they can maximize their potential, since April 2017
we have implemented a work-from-home system.
To begin with, those with certain restrictions on theirplace of work and working time, such as employees
raising children or caregiving, are able to take up to 5days per month from half-day increments.
Number of employees in FY2017: 17

Reemployment
SystemA retiree reemployment system was introduced in
FY2006, and is now being updated to comply withchanges in the law made in 2013.
See FY2017 Data on Personnel and Labor (P.33)

Number of employees examined in FY2017: 1,048(Medical examination rate: 96.6%)
An industrial physician makes the rounds at theh e a d o f ﬁ c e a n d Fu k u s a k i F a c t o r y , j o i n s t h e
O c c u p a t i o n a l He a l t h a n d S a f e t y Co m m i t t e e
m e e t i n g s h e l d o n ce a m o n t h t o i m p rove t h eworkplace and provide health guidance.

A support system is in place to enable employees
who would otherwise be constrained by childcare
or elderly care to continue in their jobs.
A consultation desk was set up in-house to improve
support for employees with regard to balancing
work and elderly care.

Volunteer
Leave
SystemVolunteers are solicited to participate in JICA's Japan
Overseas Cooperation Volunteers through theprivate-sector partnership volunteer program.
Employees who go on a mission through the program
are supported with special leave during that period.
In-house solicitation once/year, FY2017 number ofvolunteers: 0(FY2012: 1, FY2013: 1)

FY2017 Occupational Health and Safety Committee
held 12 times■ Support for Balancing Work and Home Duties Such as Child/Elderly Care
We have established various systems to enable work-life balance that allows employees to work while raising children and caring for
elderly parents, as well as managing change at different stages in their lives.
Since 2009, we have been encouraging three-way meetings between pregnant employees, their supervisors, and the personnel
department to remove anxiety about returning to work after the birth of a child.
With regard to support for caregiving, we have a care leave/work arrangement system plus an elderly-care leave system that allows
for ﬁve extra days off per year. Starting in 2012, we instituted a system of ﬂexible working hours plus a system that allows the use ofpooled, invalidated paid leave for elderly-care leave.
For information on general employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation
Children, please see the following website operated by the Ministry of Health, Labourand Welfare.

Mandom Ofﬁcial Website

External Site

CSR Information

Work-Life Balance Support Forum●Mandom Key Data on Personnel and Labor●Mandom page for general employer action plan basedon the Act on Advancement of Measures to Support Raising
Next-Generation Children ( Japanese only)

30 M a n d o m K o h D o h R e p o r t 2 0 1 8

Overview of Childcare/Elderly Care Support System●Chart of childcare support programs
Women
Program

Men

Programs for women and men

During
6 weeks
pregnancy before
birth

Birth

8 weeks
1 year andafter
1 year 6 months 2 years 3 years
birth
old
old
old
old

Elementary school
1st
grade

〜

2nd
grade

3rd
grade

4th
grade

5th
grade

Junior high school
6th
grade

1st
year

〜

Maternity leave

Until child reaches Can be extended to 1 year and 6 months, or re-extended to 2 years old
1 year oldChildcare leave
Childcare work
program(shorter hours)
Child nursing
care leave

Child has not yet
entered school

Spouse maternity
leaveWork-from-home

When spousegives birth

5 days are provided per person per year
(10 days for 2 or more people)
Can be taken in half-day units (paid)

5 days of special leave (paid)

Up to 5 times
per month*Regular employees only

Duringpregnancy

Exemption from overtime work, work on holidays, and late night work

Until child reaches
3 years old

Overtime program

Limitations on irregular work (exemption from overtime)

Until child enterselementary school*Contract employees(1) Limitations on late night work
(2) Limitations on overtime work exceeding
24 hours per month or 150 hours per year
Until child ﬁnishes
3rd grade ofelementary school*Regular employees only

(1) Limitations on late night work
(2) Limitations on overtime work
exceeding 24 hours per monthor 150 hours per year

Congratulatory
payment
for birth
Congratulatory
payment for entering
kindergarten/school
Support forbabysitter
utilization●Chart of elderly care support programs
Program

Program use

365 days

2 years

3 years〜

Necessary period

Short-term elderly
care leave

5 days are provided per person requiring care
(10 days for 2 or more people)
Can be taken in half-day units (paid)

Elderly care leave

Upper limit of 365 days for regular employees, divided into
multiple times (number of calendar days, not workdays)
Contract employees can take up to 93 days

Use of pooled
yearly leave
Elderly care work
program(shorter hours)

Can be taken for 3 years, divided into multiple times

Overtime program(1) Limitations on irregular work (exemption from overtime)(2) Limitations on late night work
(3) Limitations on overtime work exceeding
24 hours per month or 150 hours per year

Flextime*Regular employees only

Work-from-home*Regular employees only

Up to 5 times per month

Mandom KohDoh Report 201831

Labor Practices■ Occupational Health and Safety■ Creating a Healthy and Safe Workplace Environment at Our Factory
Mandom's Fukusaki Factory has acquired OHSAS 18001 certiﬁcation, a widely used international standard for occupational healthand safety management systems, and we are working hard to create a healthy and safe workplace environment.
(OHSAS: Occupation Health & Safety Assessment Series)
The OHSAS 18001 international standard aims to proactively prevent
labor accidents, mitigate disasters and eliminate health hazard risks byclarifying the occupational health and safety policies of organizations,and conducting PDCA (Plan-Do-Check-Action) management using an"established evaluation system."
Going forward we will continue working hard to ensure that operationsat Mandom's Fukusaki Factory take into account consumers, society, theenvironment, and employees. This will be achieved by striving forcontinuous operation and synergistic effects, and implementing threemanagement systems: an occupational health and safety management
system; an environmental management system (ISO 14001
international standard) which aims to simultaneously achieve
management together with reduction in environmental risk andGroup training at the Fukusaki Factory on occupational healthand safety and environmental protection

contribution to the environment based on the idea of sustainability; andthe Mandom Quality Management System for raising the quality of thecompany, products, and services, and achieving true customer
satisfaction.

External Site
Ofﬁcial Website, Japan Management Association
Quality Assurance Registration Center●BS OHSAS 18001,"What is the Occupational Health and Safety
Management System (OHSMS)?" (Japanese Only)■ Mental Health Measures
Since FY2011 we have utilized the Employee Assistance Program (EAP) specialist HOKENDOHJINSHA Inc. to provide a toll-free
support hotline for employees and their families that allows individuals to speak with an outside counselor about their troubles.
We also bought group long-term disability income indemnity (GLTD) insurance, and in May 2011 set up regulations pertaining toemployees taking leave to cover how employees are treated when they are on leave and after they return to the workplace. In theseand other ways we are strengthening our mental health measures. Since FY2012 we have been asking all employees to take adiagnostic test for stress and following up with private consultations if necessary.

■ Mand om Safe Driving Courses
Within the Mandom Group in Japan, about 500 vehicles are on the roads per day acrossthe country, including both company vehicles and vehicles used for commuting to work.
We set up a Vehicle Safety Measures Committee to carry out ongoing, in-house
educational activities with cooperation by experts on road trafﬁc safety to prevent roadaccidents.
In FY2017, safe driving courses taught by outside instructors were held in May andOctober for sales staff working at our head ofﬁce building, drivers, and others who wanted
to participate and participants were reminded of their responsibility and the importanceof driving as a representative of the company. We will continue to thoroughly implement

Safe driving course at the head ofﬁce

a safe-driving mindset.

■ Safety Measures at Head Ofﬁce Building
Mandom is engaged in various initiatives to help prevent casualties from natural disasters.
Every year, ﬁreﬁghters from Osaka's Chuo Fire Station visit the head ofﬁce building toconduct a variety of drills to prepare Mandom's employees for a potential disaster such as
an earthquake or ﬁre, covering topics such as alerting others when a ﬁre is discovered,initial efforts to put out a ﬁre, using a ﬁre extinguisher, evacuation, and rescue. We arealso engaged in a basic course in life-saving and provide emergency skills training.

Lecture on emergency life-saving techniques

32 M a n d o m K o h D o h R e p o r t 2 0 1 8

<HR/Labor Data（FY2 0 1 5 ̶ 2 0 1 7 ）>FY 2015

FY 2016

FY 2017

Male

429

442

444

Female

108

116

130

Mandom Corp.
Full-time
employees

Fixed-term
contracts

Total

537

558

574

Male

38

41

45

Female

368

370

372

Total

406

411

417

MandomCorp.
Average age

Otherdomestic

MandomCorp.

Other domestic
Full-time
employees

Fixed-term
contracts

Male

30

29

28

Female

5

4

5

Total

35

33

33

Male

5

6

7

Female

19

24

23

Total

24

30

30

Average yearsof service

Other
domestic

New
graduateIndonesia
Full-time
employees

Number of
employees

Fixed-term
contracts

Male

623

616

598

Female

1,066

1,054

1,055

Total

1,689

1,670

1,653

Male

256

274

322

Female

3,241

3,193

3,189

Total

3,497

3,467

3,511

Male

122

114

121

Female

318

295

333

Total

440

409

454

Recruitment(domestic
group total)

Midcareer

Fixedterm

Other overseas
Full-time
employees

Fixed-term
contracts

Male

11

7

8

Female

8

8

10

Total

19

15

18

Mandom Group total
Full-time
employees

Fixed-term
contracts

Male

1,204

1,201

1,191

Female

1,497

1,469

1,523

Total

2,701

2,670

2,714

Male

310

328

382

Female

3,636

3,595

3,594

Total

3,946

3,923

3,976

Grand total
Full-time
employees

MandomCorp.
Number ofmanagement
staff andmale/female
percentage ofmanagement
staff

Male

1,514

1,529

1,573

Female

5,133

5,064

5,117

Total

6,647

6,593

6,690

Male
Female
Total
Male

Other
domestic

FemaleTotal
Male

Indonesia

Female
Total

88

96

（93.6％） （95.0％）

6

5

102

（94.4％）

6（6.4％）（5.0％）（5.6％）

94

101

108

7

6

7

（87.5％） （85.7％） （100.0％）（12.5％） （14.3％）

1

1（00.0％）

8

7

7

50

52

11

11

61

63

（82.0％） （82.5％）（18.0％） （17.5％）

052（82.5％）

11

Job turnoverNote : Full-time employees only.

Rate of employment of
1.70％
1.66％
1.93％
people with disabilities
Note : Figures refer to Mandom Corp. employees at the end of each FY.
Rate calculated according to the legal employment rate calculation method in Japan.

FY 2016

FY 2017

Male

41.6

42.0

42.0

Female

37.6

37.1

37.0

Total

41.0

41.0

41.0

Male

44.6

45.1

45.8

Female

47.5

43.1

42.2

Total

44.1

45.0

45.3

Male

17.4

18.0

18.0

Female

13.5

13.0

12.1

Total

17.0

17.0

16.1

Male

15.3

17.1

17.9

Female

17.0

12.1

15.1

Total

16.0

16.6

17.6

Male

15

14

14

Female

5

8

11

Total

20

22

25

Male

2

10

4

Female

2

5

6

Total

4

15

10

Male

20

9

14

Female

80

52

65

Total

100

61

79

Male

4

4

7

Female

5

4

2

Total

9

8

9

Does not include retirees, individuals promoted to directorships and transfers within the group.

Retirees andemployees
rehired after
retirement

Number ofusers of child/elderly caresystemRetirees
Employees
rehiredafter
retirement

Male

10

6

2

Female

0

2

0

Total

10

8

2

Male

8

5

2

Female

0

2

0

Total

8

7

2

8

17

17

8

6

11

2

3

0

2

3

2

21

18

20

Employees taking
childcare leave
Employees using
childcare work program
Employees taking
carer's leave
Employees using
carer work program
Employees taking
short-term nursing care leave

Note: Figures refer to recipients at the start of leave period. Work programs include nursing care flexi-work programs.

Annual overtime
working hours
per person andcompared to theprevious year

199 hours 156 hours 135 hours
52 minutes 16 minutes 40 minutes

MandomCorp.

（116.2％） （78.2％）

Number ofoccupational
accidents
requiring time
off from work

Number ofoccupational
accidents not
requiring time
off from work

（86.6％）

43 hours 107 hours 58 hours
58 minutes 05 minutes 40 minutes

Otherdomestic（178.5％） （243.6％） （54.2％）

Rate of lost-worktime
Rate of lost-worktime injuries
injuries and injury
severity rate at the
Injury severity rate
Fukusaki Factory（17.4％）

63

Domestic
group
total

FY 2015

1.47％

0.00％

1.36％

0.00％

0.00％

0.05％

Domestic total (Fukusaki Factory）

1

0

1

Overseas total

69

31

18

Indonesia Factory

64

29

16

RIDA Factory

5

2

2

Domestic total (Fukusaki Factory）

4

1

2

Overseas total

22

13

22

Indonesia Factory

21

13

22

RIDA Factory

1

0

0

Mandom KohDoh Report 201833

Labor Practices■ Internal Communications■ Creating a Comfortable Workplace Environment Geared for Individuality and Easy for Employees to Use
At Mandom, we are creating a comfortable ofﬁce environment that facilitates workby establishing concepts based on the function and role of each department, suchas "an ofﬁce that can cultivate employees' creative sensibilities" or "an ofﬁce with adiverse and global image."
Also, in 2014 we renovated the employee cafeteria at the head ofﬁce with new
tables and chairs, layout, tableware, and menu, so the area can also be utilized as acafe or meeting space. Incidentally, the employee cafeteria conducts regularsurveys and takes employee requests into consideration when providing andimproving services such as special menu items and seasonal drinks.
In 2017 we improved the garden on the 3rd ﬂoor of our head ofﬁce, renovating it asa space called M-circle. This space has a warmth and atmosphere different from an
ordinary ofﬁce space.

Aoyama Marketing Ofﬁce

Ofﬁce on 7th ﬂoor of head ofﬁce

M-circle on 3rd ﬂoor of head ofﬁce

Employee cafeteria at head ofﬁce■ Employee Social Gatherings
Eve r y ye a r we o f fe r " m u t u a l a i d a s s o c i a t i o n "(employee training) trips that are designed torelieve the fatigue and stress of daily work while
deepening friendships among employees. The travelis voluntary and employees can select from various
plans, offering both domestic and international
destinations.

■ Publishing of Weekly In-House Newsletter MP News
Mandom has been publishing its weekly in-house newsletter MP News every
week since 1982. As of the end of March 2018, 1,678 issues have been publishedover a period of 35 years.
The newsletter’s content covers a wide range of topics, from the monthly
morning assembly speeches at the head ofﬁce to reports on various events,
general information required for business and social activities, and reports on
employee volunteer activities. The newsletter is a valuable communication tool
for sharing information and for weekly enjoyment.

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