Acquisition of certification of JIS and industry group

Response to complaints

In the event that a complaint is raised, KONDOTEC first has the sales representative meet with the customer and prepare a report. When there is a need to investigate the cause, if the case pertains to a product manufactured in-house, the Quality Control Section in our factory takes the necessary steps, while if the case pertains to procured merchandise, we take steps jointly with the supplier. We have a mechanism to share complaints whereby holding a meeting on complaints (irregularly held) and cases that should be shared on a corporate-wide basis are addressed to the entire organization by issuing a sales report or guidance to draw attention in order to share information.

Technical strength through co-creation with group companies

We are engaged in product development and development of labor-saving lines by adding the technological strengths of Mechatro Laboratory as one of KONDOTEC’s manufacturing section to CHUOH GIKEN Co., Ltd. which is our group company. Thus far, CHUOH GIKEN Co., Ltd. has developed brace manufacturing lines in the factory and automated chain cutters for chain slings.
We will continue striving to improve the production capacity for the Company’s products using synergies with group companies.

Stance for Security and Safety

Implementing study groups for customers

Voluntary quality control activities (QC activities)

Internally certified qualification “Lifting equipment advisor”

For the purpose of public relations for its corporate image as a lifting equipment manufacturer and improvement in employee knowledge of products and merchandise and abilities to propose and sell, KONDOTEC introduced the “Lifting equipment advisor” system as an internally certified qualification in 2015.
Employees can be qualified as a “Lifting equipment advisor” after external safety/hygiene education, obtaining public qualifications, participating in internal three-day seminars, and passing the written examination.
By the end of March 2024, 63 employees had become qualified as lifting equipment advisors, and engage in not only supplying lifting equipment but also providing their knowledge at operating sites across Japan.
Moreover, while Technical service staff at Osaka head offices have been in charge of seminars on lifting equipment for people outside the Company, with lifting equipment advisors coming into existence study groups on lifting equipment can now be held all over Japan.

Policy on human resources development

To contribute to sustainable growth and long-term enhancement of our corporate value as a “proposal-oriented company” that leverages our employees' diversity by creating a work environment where all employees can engage in active roles with motivation, we have set "respect for the individuality and values of employees from diverse backgrounds" and "creation of a working environment in which all employees can fully display their capabilities and work with a sense of purpose" as basic policies.

Enhancement of remuneration and benefits programs

With the introduction of remuneration and benefits programs, including those listed below, the Company strives to improve motivation for employees while increasing corporate value in the medium and long term.

【 Employee incentive system 】
＜ Restricted stock (RS) program for employees ＞
In 2013, we introduced an employee stock ownership plan (ESOP) as a program that offers shares to employees who have been promoted. Upon termination of the ESOP in 2021, we replaced it with a restricted stock (RS) program for employees. By issuing shares as an incentive to employees, we encourage employees to boost their motivation and morale toward enhancing performance.

【 Benefits programs 】
＜GLTD (Group Long Term Disability income indemnity insurance)＞
Since October 2019, we have introduced the “GLTD (group long term disability income indemnity insurance)”, which indemnifies a certain revenue up to 60 years old (retirement age) for employees who become unable to work for a long period of time due to illness or injury. While widespread in the U.S., the GLTD program is a relatively new program in Japan, which was permitted in 1994. With the introduction of GLTD, we have covered a long-term “Risk of becoming unable to work“ to eliminate uncertainties for employees to work, striving to improve their motivation.

＜Employees shareholders association＞

The employees shareholders association offers financial incentives equivalent to 5% of the contribution. When employees join us, we give them an outline of the association and, in addition, provide them with education on the necessary costs in life estimated from future life events and on asset building.

＜Corporate-type defined contribution pension plan＞

We introduced the corporate-type definite contribution pension program in 2014 for ensuring employees' income after their retirement. We note that many employees make their own additional contributions to the program.

＜Workplace accumulation-type Nippon individual saving account (NISA) program＞

We introduced a workplace accumulation-type NISA program on December 1, 2019. Under the program, employees may invest the amount withheld from their salaries in their tax-exempt accounts.

Childbirth by employees and spouses