Three Rousai Recognition Standards of Mental Disease

1.         The employee has been suffered from a mental disease.

 

 

2.         The employee was under a strong mental stress from his/her work for half an year, before the onset of the symptom.

 

         Failure at work

         An increase of his/her responsibility

         Changes in quality and amount (time) of work

         Changes in his/her position, (forcing him/ her to retire)

 

 

3.         Find no other stress or personal reasons to have a mental stress/disease apart from his/her work.

         Divorce, separation, family’s death.


Karoshi (Brain/Heart Disease, Depression)

lKaroshi usually has lifestyle diseases, such as hypertension, diabetes and hypercholesterolemia, and depression in its background.

 

Previously, these diseases where thought to be “Private Disease” and each employee had their “Own Responsibility” for their disease.

 

 

lRecently, it is thought that these diseases are in some part a “Company’s Responsibility”.

 

The responsibility of companies and managers are imposed because some lifestyle diseases can be found in a health check-up and also, “Overtime Working” is an important factor in this issue.

 

 

l Companies have to care about their employees’ health problems which are not directly caused by their work but may have close relationship with their work.

 

 

l Companies have to know about their employees’ health situations and excessive working hours.


A New Karoshi Recognition Standard

n An accumulation of tiredness is commonly estimated by overtime work hours.

 

 nPeriod before the onset of the symptom.

n Within one week within six months.

 

 

n Relationship between overwork time and brain / heart disease.

n  >100 hrs, within 1 month   →Strong relationship!

n  >80 hrs, within 2-6 months →Strong relationship!

n  >45 hrs                             Relationship exists.

n  <45hrs, within 6months    Weak relationship.

 

 

n Factors that indicates Rousai apart from overtime work hours.

n Changes in quality and amount of work

n Changes in his/her position

n Changes in his/her working partners

n Communication problems with other workers

n Health check-up and caring for his/her health


What is a ‘Hygiene Committee’?

Hygiene Committee improves employees’ health condition and working environment considering following items;

 

    Working environment management

    Work management

     Health care

     System of labor hygiene management

      Labor hygiene education

      Correspondence to important matters

 

 

Hygiene Committee Activities

-Responsible for holding a monthly meeting (mostly with company doctor).

 

-Responsible for recording minutes, disclosure to all employees and keep it for 5 years.


Actions in Accordance with the Industrial Safety and Health Law

Actions in Accordance with the Industrial Safety and Health Law

1. Good working environment

2. Safe and comfortable working management

3. Health check-up and health care

4. System for quick response

5. Education about labor hygiene and health

6. Hygiene Committee Meeting

 


Outlines of Industrial Safety and Health Law

Industrial Safety and Health Law suggests Obligation for your employees’ safety and health such as;

 

  1. Working environment management
  2. Work management
  3. Health care
  4. System of labor hygiene management
  5. Labor hygiene education
  6. Correspondence to important matters

  n      Overwork and Overtime working

   n      Mental health 

   n      Reinstatement


Obligation of the Industrial Safety and Health Law is a Minimum Risk Management for your company in Japan.

Recently, the Control of the Labor Standards Inspection Office is strengthened, and the Number of their Recommendation is Rapidly Increasing

 

n      1996 Indications about health check-up.

n       「健康診断結果に基づき事業者が講ずべき措置に関する指針」を策定

 

n      1999 Rules about mental disease from working stress.

n       「心理的負荷による精神障害等に係る業務上外の判断指針について」

 

n      2000 Indications about employee’s mental health.

n       「事業場における労働者の心の健康づくりのための指針」

 

n      2001 Rules about appropriate working time.

n       「労働時間の適正な把握の為に使用者が講ずべき措置に関する基準」

 

n      2001Rules about cerebrovascular disease and ischemic heart disease.

n       「脳血管疾患及び虚血性心疾患等の認定基準」

 

n      2002 Measures about overwork and health problems.

n       「過重労働による健康障害防止の為の総合対策」

 

n      2003 Rules about overtime working.

n       「賃金不払い残業総合対策要領」「サービス残業解消対策指針」

 

n      2004 Indication about reinstatement of employees who suffered from a mental disease

n       「心の健康問題により休業した労働者の職場復帰支援の手引き」

 

n      2006 Rules about overwork and health problems.

n       「過重労働による健康障害防止のための総合対策について

 

Obligation of the Industrial Safety and Health Law is a Minimum Risk Management for your company in Japan.

 

 

 

 

 

 


In General, What is a Company Doctor?

“Company Doctor” in this homepage means Japan Medical Association authorized Occupational Health Physician (産業医: Sangyoui).

 

The occupational health physician depends on the skills, techniques and knowledge of the industrial hygienist to provide insight into the health background of an employee’s job.

 

Company Doctor helps the companies in fulfilling their employees’ health, security and safety obligations, and recommend on improving employees’ health plans.


Why do we need a Company Doctor in Japan?

1.In Japan, article 13 of Industrial Safety and Health Hygiene Law(労働安全衛生法) suggests that;

 A company with more than 50 employees must have a company doctor who will help them with their personal health management and who will advise the company on employees’ health management issues.

2.Corporate Social Responsibility

3.Risk management