{"id":2834,"date":"2020-11-02T08:27:42","date_gmt":"2020-11-01T23:27:42","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=2834"},"modified":"2020-11-02T08:27:42","modified_gmt":"2020-11-01T23:27:42","slug":"effective-january-1-next-year-you-will-be-able-to-take-sick-injured-child-care-leave-and-short-term-family-care-leave-on-an-hourly-basis","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2020\/11\/02\/effective-january-1-next-year-you-will-be-able-to-take-sick-injured-child-care-leave-and-short-term-family-care-leave-on-an-hourly-basis\/","title":{"rendered":"Effective January 1, next year, you will be able to take Sick\/Injured Child Care Leave and Short-term Family Care Leave on an hourly basis"},"content":{"rendered":"<p><img decoding=\"async\" class=\"aligncenter  wp-image-2832\" src=\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom.jpg\" alt=\"\" width=\"463\" height=\"333\" srcset=\"https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom-200x144.jpg 200w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom-300x216.jpg 300w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom-400x288.jpg 400w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom-600x432.jpg 600w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom-768x553.jpg 768w, https:\/\/labor-consultant.com\/wp\/wp-content\/uploads\/2020\/11\/Working-Mom.jpg 800w\" sizes=\"(max-width: 463px) 100vw, 463px\" \/>\u25c6What is the &#8220;Sick\/Injured Child Care Leave&#8221; system?<br \/>\nAccording to the Child Care and Family Care Leave Act, a worker who takes care of a child who has not yet started elementary school can take up to 5 days (10 days in the case of two or more children who have not yet started elementary school) in a fiscal year by making a request to the employer.<br \/>\nIn addition, workers who are hired on a daily basis are excluded as eligible workers, and certain workers can be exempted from the scope of the program by labor-management agreement.<\/p>\n<p>\u25c6What is the &#8220;Short-term Family Care Leave&#8221; system?<br \/>\nUnder the Child Care and Family Care Leave Act, a worker who cares for or looks after a family member in need of nursing care can take up to five days (or 10 days in the case of two or more family members in need of care) in a fiscal year by making a request to the employer.<br \/>\nThe requirements for workers who can take this leave are the same as for Sick\/Injured Child Care Leave.<\/p>\n<p>\u25c6What will change?<br \/>\nAlthough Sick\/Injured Child Care Leave and Short-term Family Care Leave have to be taken in one-day or half-day units, as of January 1st, 2021, leave can be taken on an hourly basis.<br \/>\nIn addition, although workers who work 4 hours or less per day are not required to take leave in half-day units, from January 1st 2021, they may take leave on an hourly basis.<\/p>\n<p>\u25c6What do you need?<br \/>\nIt is necessary to review the regulations for childcare and family care leave.<br \/>\nIn addition, if there is any work for which it is difficult to obtain hourly basis, workers engaged in that work can be excluded from the target workforce through a labor-management agreement, so if there is such work, a labor-management agreement must also be concluded.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u25c6What is the &#8220;  [&#8230;]<\/p>\n","protected":false},"author":1,"featured_media":2832,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[74],"class_list":["post-2834","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-child-care-leave-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2834","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2834"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2834\/revisions"}],"predecessor-version":[{"id":2835,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2834\/revisions\/2835"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2832"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2834"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2834"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2834"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}