{"id":48420,"date":"2023-02-04T08:00:25","date_gmt":"2023-02-03T23:00:25","guid":{"rendered":"https:\/\/norimen.net\/wordpress\/?p=48420"},"modified":"2023-02-03T19:03:40","modified_gmt":"2023-02-03T10:03:40","slug":"what-would-happen-if-small-and-medium-sized-construction-companies-forced-a-full-two-day-weekend-system","status":"publish","type":"post","link":"https:\/\/norimen.net\/en\/%e4%b8%ad%e5%b0%8f%e5%bb%ba%e8%a8%ad%e4%bc%9a%e7%a4%be%e3%81%8c%e3%80%8c%e5%ae%8c%e5%85%a8%e9%80%b1%e4%bc%91%e4%ba%8c%e6%97%a5%e5%88%b6%e3%80%8d%e3%82%92%e5%bc%b7%e8%a1%8c%e3%81%97%e3%81%9f%e3%82%89\/","title":{"rendered":"What Would Happen If a Small or Medium-Sized Construction Company Forced a \u201cFull Two-Day Weekend System\u201d...? (From the God of Construction)"},"content":{"rendered":"

\"The<\/p>\n

The \u201dInside Story\u201d Behind the Major Revision of the Employment Rules\u201d<\/h2>\n

Last August, taking the fiscal year-end as an opportunity, we made significant revisions to our employment regulations and sought to transform from \u201cShowa Company\u201d to \u201cReiwa Company,\u201dPrevious Article<\/a>I wrote that.<\/p>\n

The official reason was that the company wanted to secure some young employees and revitalize the workforce, but in reality, there were \u201dhidden circumstances\u201d at play.<\/span><\/b><\/p>\n

The \u201cOvertime Limits for the Construction Industry (with Penalties),\u201d which will take effect in April 2024, and the \u201cIncrease in Overtime Pay Rates,\u201d which took effect in April 2023. I realized that our current work rules simply wouldn\u2019t be sufficient to comply with these changes\u2026<\/p>\n

Incidentally, until then, technical staff had \u201cone day off per week.\u201d As for national holidays, the policy was \u201cthose who can take the day off are free to do so.\u201d Overtime pay for hours exceeding the 15-hour \u201cdeemed overtime\u201d allowance was handled in a rather rough-and-ready manner: a half-year\u2019s worth was added to the bonus payment. (There was no mention of overtime pay in the employment regulations.)<\/p>\n

So, if by any chance the Labor Standards Inspection Office were to conduct an inspection, it was clear they would label us a \u201cblack company\u201d and leave. Apparently, even the social insurance and labor consultant we consulted about revising our employment rules told us, \u201cThis won\u2019t work.\u201d Well, of course not.<\/p>\n

Just to be clear, the CEO isn\u2019t a monster. He\u2019s not the type to impose quotas on employees and whip them into shape with cries of \u201cWork! Work!\u201d As I mentioned in my first article, employee salaries and bonuses are fairly high, so if I were told that overtime pay is factored into the bonuses, I\u2019d nod and accept that as true.<\/p>\n

If that's the case, why have they let the situation go on like this until now?<\/p>\n

The answer is simple. He was just \u201ctoo lazy to bother.\u201d The current president, the third-generation head of the company, took over the business\u2014which was founded in the early Showa era\u2014for various reasons. He is a man who, without any particular vision or drive for innovation, has simply kept the company afloat with diligence. He is someone who has steered the ship cautiously, taking care to avoid the biggest waves as much as possible.<\/p>\n

I had been telling that president for years that \u201cwe need proper employment rules.\u201d The fact that this issue has suddenly gained momentum now is likely due to the government\u2019s \u201c2024 Work Style Reform\u201d initiative.<\/p>\n

<\/div>\n

What Lies Ahead as We Move Toward a \u201cFull Two-Day Weekend System\u201d<\/h2>\n

To tell the truth, the \u201cfull two-day weekend system\u201d wasn\u2019t actually a \u201cfull two-day weekend system\u201d from the start. Initially, it consisted of one full day off and one half-day off (three hours of work)\u2014a setup that didn\u2019t make much sense.<\/p>\n

Apparently, they consulted with a certified social insurance and labor consultant based on the previous working hours (7 hours and 20 minutes of work plus a 70-minute break per day) and calculated a schedule that would be \u201cacceptable under labor standards.\u201d However, even if it\u2019s acceptable under labor standards, it\u2019s obviously a no-go when it comes to hiring.<\/p>\n

Therefore, I proposed setting the workday at the standard 8 hours, the break time at 60 minutes, and ensuring two days off per week, so that the job posting could state \u201cfull two-day weekend system.\u201d<\/p>\n

By the way, \u201cpublic holidays\u201d are included in the two days off per week. I didn\u2019t realize this until later, but apparently, as long as the system allows for two days off each week\u2014in whatever form\u2014it can be advertised as a \u201cfull two-day weekend system.\u201d<\/p>\n

And so, our company\u2019s \u201cfull two-day weekend system\u201d was launched. Sure enough, major upheavals began to arise in various places.<\/b><\/span><\/p>\n

Our employees generally work independently. There is one person assigned to each site. While they may help each other out depending on the size of the site, it\u2019s extremely rare for multiple people to be assigned to the same site. If their assigned sites overlap, they have to handle them all on their own. Naturally, this leads to comments like, \u201cThere\u2019s no time to rest! A full two-day weekend is nothing but a pipe dream!\u201d<\/p>\n

Now, let\u2019s go back to basics. Why is a \u201cfull two-day weekend system\u201d necessary right now? Looking back at the events leading up to this point, here\u2019s what happened.<\/p>\n

    \n
  1. There is so much work that we can\u2019t get it all done without working overtime. Although we\u2019ve managed to secure one day off per week, our workforce is aging, and if things continue this way, there is a risk of health problems arising.<\/li>\n
  2. If we hire more employees and implement a multi-person responsibility system, wouldn't that allow us to spread out the workload and make it easier for people to take time off?<\/li>\n
  3. If you're going to expand your workforce, it would be wise to hire more young employees to help rejuvenate the company.<\/li>\n
  4. To attract young employees, we want to adopt a \u201cfull two-day weekend system\u201d!<\/li>\n<\/ol>\n

    That's how it went.In short, it's the \u201dchicken-or-egg\u201d dilemma.<\/b><\/p>\n

    After all, when we\u2019re short-staffed, there\u2019s no way to spread out the workload, and we can\u2019t take time off either. That was clear from the start. Setting aside the company\u2019s motives, shouldn\u2019t we be asking ourselves, \u201cWhy are we doing this, and for whom?\u201d<\/p>\n

    The Secret Behind How Other Companies Have Managed to Implement a \u201cFull Two-Day Weekend System\u201d<\/h2>\n

    When preparing this job posting, I looked at job listings from other companies for reference. In doing so, I came across a company that seemed almost too good to be true: it had implemented a \u201cfull two-day weekend system,\u201d successfully recruited young employees, had minimal overtime, and offered the option to work remotely.<\/p>\n

    The company was founded in the early Showa era, just like ours. The president is a young third-generation leader. Perhaps because they\u2019ve chosen to feature young employees and women, judging by the photos in their employee profiles, the average age seems to be at least 10 years younger than at our company. Based on the employees\u2019 comments, it appears they\u2019re also able to take \u201cweekends off.\u201d<\/p>\n

    Why? Is such a dream deal really possible in the construction industry? Is it true?<\/b><\/p>\n

    As I looked over every corner of the website, I noticed something. Many of the projects they\u2019ve been awarded are \u201cpublic works\u201d projects\u2014what are commonly referred to as \u201ctender projects.\u201d That\u2019s when it all made sense.<\/p>\n

    This is because, in response to the \u201cOvertime Limits for the Construction Industry\u201d\u2014which will take effect in April 2024 as mentioned above\u2014the Ministry of Land, Infrastructure, Transport and Tourism is promoting \u201cpublic works projects with a two-day weekend.\u201d If a project site adopts a two-day weekend based on the client\u2019s wishes, contractors will also be able to take time off with confidence.<\/p>\n

    The Ministry of Land, Infrastructure, Transport and Tourism\u2019s website even features a \u201cTwo-Day Weekend Support Tool,\u201d and the support site displays photos of \u201csite representatives spending their weekends with their families.\u201d<\/p>\n

    It\u2019s true that at our company\u2019s headquarters, which handles public works projects, it\u2019s relatively easy to take time off, but public works projects are, after all, \u201ctendered projects.\u201d We can\u2019t always be sure we\u2019ll win the bid. Is it really wise to devote our main resources to that?<\/p>\n

    Since our company primarily handles private-sector construction projects, it would be realistic for us to wait for the Ministry of Land, Infrastructure, Transport and Tourism to call on individual companies and general contractors to promote \u201ctwo-day-a-week construction.\u201d<\/p>\n

    In the end, was our company able to implement a \u201cfull two-day weekend system\u201d?<\/h2>\n

    Amid a flurry of mixed opinions, our company pushed through its \u201cfull two-day weekend system.\u201d It\u2019s been half a year since it began\u2014but has it actually been successful?<\/p>\n

    The answer is, \"It's about 80 percent done.\"<\/b><\/p>\n

    To be honest, I\u2019m surprised myself\u2014I\u2019m not sure if it\u2019s because sharing the holiday and leave schedule on Microsoft Teams was a good idea, if the employees are successfully helping each other out, or if it just happened to be a period when there wasn\u2019t much work on-site\u2014but people are actually managing to take time off more than I expected. Even the craftsmen from our partner companies, who have just taken over, seem to be taking full advantage of their time off to rest and recharge.<\/p>\n

    Of course, there are exceptions\u2014namely, the remaining 20 percent of managers.<\/span><\/p>\n

    In theory, they are in a position to delegate work, and as a general rule, they should not be part of the execution team themselves. However, at our company, key projects are managed by those in positions of responsibility. Naturally, these projects are large in scale and often involve complex tasks. There\u2019s no way they can simply be absent from them just because \u201cwe\u2019ve switched to a two-day weekend.\u201d<\/p>\n

    Is there really no other option but for everyone to do their best in their respective areas, in accordance with the Ministry of Land, Infrastructure, Transport and Tourism\u2019s directive that \u201cconstruction sites should also adopt a two-day weekend\u201d? It\u2019s a difficult issue.<\/p>\n

    Is the construction industry the one that will survive?<\/h2>\n

    The construction industry is facing a severe labor shortage, even by global standards. It\u2019s so serious that it makes one worry: If things continue this way, who will turn architectural plans into reality 50 or 100 years from now?<\/p>\n

    But if you look at it another way, I can\u2019t help but feel that the construction industry might actually be the \u201cindustry that can survive.\u201d<\/b><\/span><\/p>\n

    In a future where AI replaces various job roles, the key to outperforming AI lies in \u201cspecialized skills\u201d combined with \u201cversatility.\u201d While AI can draw up blueprints, it cannot incorporate a client\u2019s feedback and fine-tune them to just the right balance. Only humans can do that.<\/p>\n

    What we need now is for young people who are currently enthusiastically studying IT and other fields to shift their focus toward the construction industry. I would really like to ask officials at the Ministry of Land, Infrastructure, Transport and Tourism to take steps in that direction.<\/p>\n

     <\/p>\n

    The God of Construction<\/a><\/p>","protected":false},"excerpt":{"rendered":"

    The \u201dInside Story\u201d Behind the Major Revision of the Employment Rules In my previous article, I wrote that last August, coinciding with the fiscal year-end, we made major revisions to our employment rules in an effort to transform from \u201cShowa Company\u201d to \u201cReiwa Company.\u201d The official reason given was that we wanted to secure young employees and rejuvenate the company\u2026<\/p>","protected":false},"author":2,"featured_media":39421,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_total_topic_count_hidden":0,"_bbp_total_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[1231],"tags":[1246],"class_list":["post-48420","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-1231","tag-1246"],"acf":[],"yoast_head":"\n\u4e2d\u5c0f\u5efa\u8a2d\u4f1a\u793e\u304c\u300c\u5b8c\u5168\u9031\u4f11\u4e8c\u65e5\u5236\u300d\u3092\u5f37\u884c\u3057\u305f\u3089\u2026(\u65bd\u5de5\u306e\u795e\u69d8\u3088\u308a) - 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