Tokyo Ohka Kogyo Co., Ltd. (TOK) provides chemical products, such as photoresist, and equipment needed to manufacture semiconductors and flat panel displays (FPD).

We place priority on creating a workplace that is safe and healthy and that encourages employees to do their best.

Since our foundation, we have conducted operations in line with the basic policy that human resources are our most valuable asset.

Personnel System

TOK's Personnel System, comprising the rank system, the remuneration system, the evaluation system and the “job challenge” system, supports us in promoting a new approach to utilizing human resources. Our goal is to create a more rewarding workplace by evaluating employees on their job performance.

Rank System

The rank system allows talented employees to earn early promotion. The system offers employees the option of a career course based on choosing where you work, depending on aptitude, education, assignment and rotation, and a career course based on qualifications, depending on duties and responsibilities.

Remuneration System

Under the remuneration system, employees receive a “base salary” that reflects their skills and performance and a “job category salary” that reflects the nature of their work and responsibilities. For regular employees, the “base salary” comprises remuneration based on “functional skill grade” and on “job performance.” For executives, remuneration primarily reflects their achievement of the performance required in their particular “functional skill grade.” Furthermore, there are upper and lower payment limits for each level of qualification. This system eliminates seniority-based salaries and gives younger employees the opportunity to earn more.

Evaluation System

The evaluation system combines the assessment of “performance” measured against the yardstick of employees accomplishing their respective goals and assignments and the processes by which they achieve their goals and assignments; that is, “competency” in carrying out each duty and responsibility. This approach eliminates all other factors, such as age, academic background and gender, from the evaluation system.

“Job Challenge” System

This system was initiated as a means to assist employees taking on the challenge of doing new tasks of their own volition. The aim is to have employees take charge of their own careers. The “job challenge” system is composed of the following two parts.

1. Free Agent System
   In this system, individuals select the position they wish to fill and are then interviewed. The decision on whether or not to approve the transfer is based on a comprehensive array of factors, such as skills, career goals and self-education. This system encourages individuals to take on new challenges to expand the choice of their career paths, thus moving away from the system where the Company makes assignments.
2. Career Challenge System
   This system allows employees to apply for work at a particular location. The request is then referred to the employee's current division and desired division and a decision is taken based on the individual's character, skills and other factors. In principle, employees must return to their original division within five years. This system enables employees to explore their personal growth direction and role within the Company from a medium- and long-term perspective. It allows individuals to gain experience in more fields of expertise and develop skills by performing various tasks, and it also encourages them to become more motivated to reach career goals.

Time-Off System for Child-Raising

In July 1990, TOK introduced a system that gives employees time off to look after their children. The Time-Off System for Child-Raising gives an employee the option of taking leave from the birth of a child until the child is 18 months old or the first April 30 after the child's first birthday, whichever is longer. Under certain conditions, this enables an employee to take up to two years' leave, which exceeds the leave period required by law. In principle, an employee can return to his/her former position or a similar position elsewhere. Employees will be allowed to make use of the provisions for shorter working hours until their children finish the third grade of elementary school. Moreover, TOK started the Child Care System (flextime) in October 2007 to provide more assistance for employees with preschool children.
As of the end of March 2011, a total of 56 employees were using the Time-Off System, 30 employees were using the Reduced-Time System, and 27 employees were using the Child Care System. In fiscal 2005, TOK established an action plan based on the Law for Measures to Support the Development of the Next Generation. Our goal is to provide workplaces that make it easy for individuals to perform their jobs while also fulfilling responsibilities at home.

Time-Off System to Care for a Family Member

In July 1992, TOK introduced a system that gives employees time off to look after a parent or other family member in need of care. Under the Time-Off System to Care for a Family Member, time off was extended to up to a total of 366 days, which exceeds the period under the law. Moreover, the Company continues to pay health insurance and pension premiums during the time the employee takes off, except for contract workers. In principle, an employee can return to his/her former position or a similar position elsewhere. Employees can also request a shorter working day so that they can care for a family member while continuing to work. As of the end of March 2011, a total of 7 employees were using the Time-Off System.

Recovery Holiday System

In March 1993, TOK adopted a system that assists employees who wish to continue working following a serious disease or injury. Under this system, an employee who has the will to work but cannot do so because of serious disease or injury (absence for convalescence) can opt for short-term recovery leave, long-term recovery leave or special long-term recovery leave. The Company supplements employee's pay depending on the type of leave.

Break-In Working System

On April 1, 2005, TOK introduced the Break-In Working System to assist employees to return comfortably to work after an absence of one month or longer due to illness or injury. The break-in period is limited to 2 month upon an employee's return and allows the employee a shorter working day during this period.

Charitable Activity Holiday System

Under the Charitable Activity Holiday System, which we have offered since July 1993, employees can take leave for up to 2years and 4months to participate in the activities of the Japan Overseas Cooperation Volunteers.

Time-Off System for Bone Marrow Donors

TOK started offering time off for bone marrow donors in September 2005. We want to support the social contributions of employees by reducing the burden involved in bone marrow donation, from registration through the actual transplant. Employees can receive up to 6 days off for examinations and hospital stays for transplants, which are used to treat leukemia and other disorders.

System for Accumulating Expired Paid Leave

Established in April 2008, this system allows employees to accumulate annual paid leave that had expired due to the inability to use that time during the specified period. The purpose is to permit employees to make effective use of this leave in the event of an injury, disease or other problem. Vacation time can also be used in half-day increments. A maximum of 5 days can be added each year and a total of up to 30 days can be stored for future use.

Time-Off System for Child-Rearers

TOK started offering time off for rearers nursing children in October 2002. Employees who have pre-school aged children can use this system for nursing, bringing their children to hospitals, and transportation to and from nursery school. A maximum of 10 days can be taken a year.