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How the new coronavirus pandemic will change the future

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How the new coronavirus pandemic will change the future
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The pandemic caused by the new coronavirus infection has had a major impact on the travel and transportation industries. On the other hand, the digitization of society has come a long way and is changing our understanding of mobility.

Need to reconsider physical location and space. Let’s think about how digital mobility will change our lives and our industries, and how we can use digital technology.

Acceleration of digitalization changes mobility

The new coronavirus pandemic has suddenly restricted the movement of people and goods, and the digitalization of society has made great progress. People can now connect online from home instead of being at risk of infection in the real world.

During the lockout period, non-social communication, non-streaming media entertainment and offline shopping are not available. At work, digital technology is used to extend the telecommuting of employees. The digital connection between employees, suppliers and customers allows us to respond to changes that were previously considered impossible.

This acceleration of digitization is changing our understanding of mobility. It is necessary to rethink traditional thinking about things, such as location and space in the physical world. Faced with this new reality, we must rethink how we work, shop and live in families, businesses and communities.

The impact of digital mobility is extensive. This not only means the expansion of virtual spaces, but it also changes the way we use physical places.

The integration of work and life and the power of digital reduces the demand for cars and transport, and the urban space they occupy has begun to be used as a space where work, life, shopping and entertainment intertwine. I will.

Although this change may initially pose a threat to traditional companies, the convergence of mobility and digital services will create more business opportunities than obstacles. In recent years, digital native companies do not need a production site and the services they provide have nothing to do with places like stores, which has overwhelmed traditional companies.

However, in the era of the new normal, the integration of digital space and urban space has created new opportunities for traditional companies. Traditional companies are competent in the market and can provide high value-added services to seamlessly deliver a wide range of digital services.

For example, in the new normal era, Fujitsu is strengthening its role as a DX (digital conversion) company. Fujitsu is not satisfied with the positions of the leading national IT service providers, and is rapidly transforming and focusing on supporting customers to connect their existing market with the digital field.

Sudden stagnation of liquidity

Soon after the outbreak of the new coronavirus infection, the travel and transportation industries were hit hard. In urban areas, the movement of people has been reduced by 80%, the use of airports is almost zero, and government support for the industry has become indispensable.

This situation will continue for several years and may not be restored in the future. Challenges facing the aviation industry include: increased costs caused by social distancing to avoid overcrowding; low travel demand; declining demand for long-term travel due to the priority of telecommuting; and the globalization of the supply chain.

As a result, major airlines and aircraft plan to cut their labor force by as much as one-third.

Fortunately, most countries provide government support programs to mitigate the crisis and avoid the worst. As time goes by, the tourism industry is expected to recover. With the digitization of lifestyles, the need for family travel and overseas travel will increase.

Business travel is also crucial, especially for establishing trust relationships with new business partners, while establishing a decentralized global supply chain requires managing multiple overseas locations. On the other hand, urban traffic is expected to change in a more complicated way than expected.

Digital mobility from car-centric to human-centric

During the shutdown, public transportation was initially empty, and then social distancing regulations were enacted to reduce usage in major cities by 60%. Instead of private cars, traffic in urban areas is concentrated on walking, biking, or delivering goods.

To avoid traffic congestion, bike lanes have been established on the road, but these measures will continue even if life returns to its original form. With the development of digitization in the future, it is necessary to consider how to incorporate new modes of travel into sustainable solutions.

One of the recent developments that has drawn attention is Paris’s concept of “a city that can be reached in 15 minutes”.

The goal is to create a city that can be reached by bicycle or on foot while working and shopping. In addition to Paris, our aim is to achieve a car-free living environment in London, Berlin and Brussels after Copenhagen, Barcelona, ​​Melbourne and Portland.

In the last century, under the premise of cars, the area was divided into suburban residences, shopping centers, industrial parks, etc. However, with the move to digital working methods, life in Barocerona was like a “superblock”. Efforts will continue to create new cities that combine work and work.

The “Super Block” of Smart City-Barocerona

From a long-term perspective, we welcome the alleviation of traffic congestion and the improvement of the natural environment after COVID-19. The impact is extensive and direct.

Cars will cease to be the fastest means of transport that you cannot imagine, and MaaS (Mobility as a Service) in a broad sense will spread mainly in the fields of rail, cycling and walking. In view of the potential demand, Fujitsu partnered with Autonomic, a group company of the leading American automotive company Ford, to establish a connected car platform that connects millions of cars with services and objects within its activities. is.

The president of the Volkswagen Group refers to cars with online functions as “smart mobile phones”, but in this new normal era, cars must be more integrated into new urban spaces.

Tokyo’s urban space rebuilt by young digital natives

One of the reasons for the rapid expansion of digital mobility is the emergence of a younger generation accustomed to numbers. The life of using social media and online shopping, and the “gig economy” of finding short-term jobs through the Internet are no longer commonplace, and the behavior of young people in urban spaces has changed.

According to statistics from the Ministry of Land, Infrastructure, Transport and Tourism (MLIT 2017), the average number of young people aged 20 to 29 who went out every day in 1992 was 2.6, but by 2015 it had dropped to 1.8. They prefer to live in the city. The city center, because they only live near their homes, which prompted the construction of high-rise apartments.

Urban Transport: Digital Lifestyle

The use of cars has also decreased and the public transport infrastructure has been further improved. By simplifying the use of public transport, citizens can now walk or bike for almost 40% of their weekday outings. According to a 2018 survey by the Urban Land Institute, the share of private cars used in the city center has dropped to 12% of total trips, and many roads have bike lanes.

This change has also improved comfort for the elderly. According to statistics from the Ministry of Land, Infrastructure, Transport and Tourism (MLIT 2017), the average number of daily departures for people aged 70 to 79 years went from 1.8 to 2.3, which shows that they are more active than before.

In the age of the new normal, the digital lifestyle of the young will permeate the middle-aged and elderly who lead traditional lives. Value-added shopping and entertainment will be integrated into the business district, bringing vitality and pushing the urban space to a new stage.

New ways of working and working

Until now, digital technology has not really penetrated the workplace. Digital native companies are working hard to provide employees with a delightful place to combine life and work, and WeWork offers a co-working space in the city center.

However, for traditional businesses, digitization aims to reduce the lack of paper, space, office desks, and rental savings by moving offices from downtown to neighboring cities.

But now many employees begin to question. Should I go back to the boring office, go to work, sit in front of my boss, or do I need to have long face-to-face meetings to achieve the same digital goals? ..

In the next era of the new normal, companies will need to create an environment where they can freely hold meetings online or offline, and revise the traditional office environment so that employees can play an active role in the hybrid system.

Fujitsu announced that it will cut the office space in half, and other large companies have also announced that they will replace traditional offices with new coworking spaces and satellite offices.

These changes provide opportunities for diverse talents, including employees who support their parents at home and employees who live outside the office. Plus, you can expand your team globally without having to set overseas locations, issue visas, or obtain work permits.

Fujitsu: The “Three Pillars” of Work Life Transformation

Changes in working methods are wide and varied. Fujitsu offers a wide range of applications and services to support new working styles at all levels.

We offer everything from integrated Office365, secure remote office environments for Teams and Boxes and virtual workplaces to AI Zinrai and offshore solutions. Businesses can use these digital tools in their new ways of working to work seamlessly wherever employees work.

Reforming a new urban life in rural areas

In the ever-changing urban center, the work and lifestyle of the new normal era will soon be reorganized. On the other hand, cities are highly dependent on suburban ecosystems and rural supply chains, and must be linked to these traditional lifestyles.

By building cities in Europe, work and life were reduced to a confined space. With the accelerated development of digital mobility, citizens can rethink the car-based lifestyle and explore more community-focused personal roles and ways of interacting with the community. In the United States, cities are built on the premise of increased car use and travel times, and may be more affected by digital mobility.

An attractive city offering various MaaS services, walking or cycling for a healthy life, will soon become the standard of the future. In Asia, public transport systems are playing an increasingly important role in alleviating road congestion in large cities.

Traditionally, suburban commuter centers have been built to support efficient travel, with shopping malls and office buildings built nearby. In the future, it can be rebuilt as an attractive meeting place and it can become a new place that integrates work and life.

While these transformations have provided business opportunities for private companies, they have also posed great challenges for government agencies and local governments involved in urban planning and the businesses that support them.

The “Tomitake” supercomputer jointly developed by Fujitsu and RIKEN is a weapon for solving such problems. Tomitake, with the highest level of computing power in the world, will support the development of modeling and simulation of the “Society 5.0” championed by the Japanese government and will be able to demonstrate its powerful functions in better urban planning and future predictions.

In addition, the “digital annealing furnace” inspired by quantum computing supports the search for the shortest logistics routes in diverse and complex urban spaces, the selection of the best product mix and the minimization of costs. ・ We contribute to customers in the warehouse and retail industries.

With the popularity of digital services and telecommuting in the future, we will be able to move from the busy city center to the suburbs while connecting to cultural and educational services in the city center. Suburbs and local cities can become increasingly popular again.

The situation in rural and rural areas will also change. Even if local governments have financial restrictions, if e-commerce and telemedicine services are available online, they will be more attractive.

Although the existing social infrastructure, such as local hospitals, public auditoriums, and post offices, will be reduced, digital integrated services and infrastructure can be developed alongside the development of public transport.

Under these circumstances, it is necessary not to create a wall between urban areas where digitalization is progressing and rural areas where it is not.

Fujitsu will support the development of wide-area 5G services, including those outside the city center, and will connect all people and all things in real time with the mobility cloud architecture “Dracena.

” In the coming new normal era, it will be important to utilize technology to seamlessly integrate people’s mobility and mobility. By connecting cities and suburbs and establishing regional centers with advanced social infrastructure functions, we will support digitally connected rural and rural areas.


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Bereavement Leave in the Philippines





Bereavement Leave in the Philippines
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Grieving the loss of a loved one is an incredibly challenging experience, and when it happens, having the support and understanding of your workplace can make a significant difference. In the Philippines, the provision of Bereavement Leave is a crucial aspect of the employment landscape that aims to offer employees the necessary time and space to cope with such profound personal losses.

Overview of Bereavement Leave

Bereavement Leave, also known as compassionate leave or funeral leave, is a type of time-off granted to employees in the event of the death of a family member or a close relative. It recognizes the emotional toll such situations can have on an individual and acknowledges the need for dedicated time to grieve, make necessary arrangements, and find solace with family. Understanding how this form of leave operates within the legal framework is essential for both employers and employees.

Importance of Understanding Legal Aspects


the legal aspects of Bereavement Leave is vital for all parties involved. For employees, it means knowing your rights, understanding the eligibility criteria, and being aware of the support your employer is obligated to provide during such challenging times.

Employers, on the other hand, must comprehend their responsibilities under the law. Establishing clear, compassionate, and legally compliant policies ensures a supportive work environment and helps foster a sense of understanding and empathy within the organization.

This blog post aims to shed light on the legal intricacies of Bereavement Leave in the Philippines, guiding both employees and employers through the nuances of the system. By delving into the legal framework, we hope to empower you with the knowledge needed to navigate this challenging aspect of the workplace with sensitivity and clarity.

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Legal Framework in the Philippines

Understanding the legal foundation of Bereavement Leave in the Philippines is crucial for both employers and employees to ensure a fair and supportive work environment during times of loss.

Philippine Labor Code Provisions

The Philippines, recognizing the importance of providing compassionate support during bereavement, has specific provisions in the Labor Code addressing this matter. Section 6, Article 94 of the Philippine Labor Code outlines the regulations related to the grant of special leave benefits, including Bereavement Leave.

According to this provision, employees are entitled to a certain number of days of leave with full pay, specifically allotted for the death of a family member. The specific details, such as the duration and coverage, are typically outlined by the employer’s internal policies or collective bargaining agreements.

Recent Updates and Amendments

It’s important to stay informed about any recent updates or amendments to the labor laws governing Bereavement Leave. Legislation can evolve to better address the needs of employees and align with the changing dynamics of the workplace.

Who Qualifies for Bereavement Leave?

Understanding who qualifies for Bereavement Leave is a fundamental aspect of navigating this compassionate benefit in the Philippines. Let’s break down the key elements that determine eligibility and the necessary documentation.

Employee Categories and Eligibility

Bereavement Leave is generally available to employees across various categories, but the specific eligibility criteria can vary. In most cases, eligible employees include those in regular employment, whether on a full-time or part-time basis Additionally, some companies may provide this benefit only after a certain period of service, so tenure could be a factor.

Documentation Requirements

Clear communication between employees and employers during these challenging times is key. Employers should strive to create an environment where employees feel comfortable discussing their needs and seeking guidance on the required documentation. Sim

ultaneously, employees should familiarize themselves with the specific requirements outlined by their employer to facilitate a compassionate and efficient process during moments of grief.

In the subsequent sections, we will explore the duration and scope of Bereavement Leave, shedding light on how this benefit can be effectively utilized to support employees during difficult times.

Duration and Scope of Bereavement Leave

Navigating the duration and scope of Bereavement Leave is essential for both employees seeking time for grieving and employers aiming to provide adequate support. Let’s delve into the key aspects of how this leave is structured.

Maximum Leave Period

Bereavement Leave typically comes with a predefined maximum leave period, and this duration can vary based on company policies, collective bargaining agreements, or even the specific circumstances of the loss. In the Philippines, it’s common for employers to grant a certain number of days for Bereavement Leave, allowing employees sufficient time to attend to the funeral, make necessary arrangements, and cope with the initial stages of grief.

Employees should be aware of the maximum leave period specified by their employer and understand any additional conditions that may apply, such as whether the leave is granted consecutively or non-consecutively. Clear communication with the human resources department can help address any uncertainties and ensure a smooth process.

Coverage of Leave (Immediate Family, Relatives, etc.)

The scope of Bereavement Leave often extends beyond immediate family members, but the specific coverage can vary. Immediate family members commonly covered include parents, siblings, spouses, and children. Some employers may also include grandparents, grandchildren, or in-laws in their policies.

Understanding the breadth of coverage is crucial for employees when they need to request Bereavement Leave. Employers should clearly communicate the eligible relationships in their policies, allowing employees to navigate the process with ease during emotionally challenging times.

It’s worth noting that some companies may have more inclusive policies that consider the unique circumstances of each employee.

Employer Obligations and Responsibilities

When it comes to Bereavement Leave, employers play a pivotal role in providing not just a policy but a compassionate and supportive environment for grieving employees. Let’s explore the key obligations and responsibilities that employers bear in facilitating Bereavement Leave.

Notification and Approval Procedures

Timely and transparent communication is crucial during times of grief. Employers should establish clear procedures for employees to notify them about the need for Bereavement Leave. This notification process may include specifying whom to contact within the HR department, the preferred method of communication, and any required documentation.

Once notified, employers are responsible for promptly processing and approving Bereavement Leave requestsCreating a culture that encourages open communication and understanding can contribute significantly to this process. Employees should feel comfortable reaching out to their supervisors or HR representatives, knowing that their needs will be handled with empathy and efficiency.

Ensuring a Supportive Work Environment

Beyond the procedural aspects, employers have a broader responsibility to foster a supportive work environment that recognizes the emotional challenges associated with bereavement. This involves not only complying with legal requirements but going above and beyond to accommodate the needs of grieving employees.

Demonstrating empathy and understanding can contribute to a positive workplace culture that values the well-being of its members.

This collective effort contributes to a workplace where compassion is not just a policy on paper but a lived experience.

In the subsequent sections, we will delve into the comparison of Bereavement Leave with other types of leave and explore best practices for both employers and employees in navigating this sensitive aspect of the workplace in the Philippines

Comparison with Other Leave Types

Understanding how Bereavement Leave differs from other types of leave is crucial for both employees and employers. Let’s explore the distinctions between Bereavement Leave, Sick Leave, Vacation Leave, and the role of employer discretion in shaping these policies.

Contrasting Bereavement Leave with Sick Leave and Vacation Leave

  • Bereavement Leave:

  • Bereavement Leave is specifically designed to provide employees with time off to cope with the death of a family member or close relative. Its primary focus is on providing emotional and practical support during times of grief. The duration is usually short-term, addressing the immediate needs surrounding the loss.
  • Sick Leave:

  • Sick Leave, on the other hand, is intended for situations where an employee is personally unwell or needs medical attention. It addresses health-related issues and is often taken for the employee’s own illness or medical appointments.
  • Vacation Leave:

  • Vacation Leave is granted for the purpose of rest, relaxation, and personal time away from work. It is typically planned in advance and allows employees to take a break for leisure, travel, or personal pursuits.

Employer Discretion and Policies

Employers have the discretion to shape these policies based on the unique culture and values of their organization.

  • Consideration for Grieving Employees:

  • Compassionate employers may exercise flexibility in applying Bereavement Leave policies. This could involve providing additional days of leave or considering special cases where employees experience loss outside the defined policy parameters.
  • Communication and Transparency:

  • Employers should communicate their Bereavement Leave policy clearly to all employees. Transparent communication helps set expectations, reduce ambiguity, and ensures that employees are aware of the support available to them during times of bereavement.

In the following sections, we will explore how to handle disputes related to Bereavement Leave and share best practices for both employers and employees in creating a compassionate and understanding workplace in the Philippines.

Handling Bereavement Leave Disputes

In an ideal world, the process of requesting and granting Bereavement Leave would be smooth and understanding. However, disputes can arise, and it’s important for both employees and employers to know how to navigate these situations with empathy and effectiveness.

Resolving Issues Amicably

Disputes regarding Bereavement Leave can often be emotionally charged, given the sensitive nature of the circumstances. To resolve issues amicably:

  • Open Communication:

  • Encourage open communication between the concerned employee and the HR department. Establishing a platform for dialogue allows for a better understanding of each party’s perspective.
  • Reviewing Company Policies:

  • Both parties should refer to the company’s Bereavement Leave policy. Reviewing the policy together can help clarify any misunderstandings and ensure that the process is fair and consistent.
  • Flexibility and Empathy:

  • Employers should approach these discussions with flexibility and empathy. Grieving employees may be navigating complex emotions, and a compassionate approach can contribute to a more positive resolution.

Seeking Assistance from Labor Authorities

In cases where disputes persist and cannot be resolved internally, seeking assistance from labor authorities is an option. Here’s how to approach this process:

  • Understanding Legal Recourse:

  • Familiarize yourself with the labor laws and regulations related to Bereavement Leave in the Philippines. This knowledge is crucial for understanding your rights and responsibilities.
  • Documenting the Dispute:

  • Both employees and employers should document the nature of the dispute, including communication records, relevant policies, and any additional supporting documents. This documentation can be valuable when seeking external assistance.
  • Contacting Labor Authorities:

  • If internal resolution attempts prove unsuccessful, either party can contact relevant labor authorities, such as the Department of Labor and Employment (DOLE). They can provide guidance, mediate discussions, and, if necessary, enforce compliance with labor laws.

Handling Bereavement Leave disputes requires a delicate balance of legal understanding, empathy, and effective communication. The goal should always be to find a resolution that acknowledges the unique circumstances surrounding bereavement while ensuring fair and consistent application of company policies.

  1. Best Practices for Employers

In times of loss, the support employers provide can make a significant impact on the well-being of their employees. Here are some best practices for employers to create a compassionate and understanding environment surrounding Bereavement Leave.

Creating a Compassionate Bereavement Leave Policy

  • Clear and Inclusive Policies

  • : Develop clear and inclusive Bereavement Leave policies. Specify the eligible relationships, the number of days granted, and any additional support offered. Transparency is key to helping employees understand and navigate this benefit.
  • Flexibility and Understanding:

  • Infuse flexibility into the policy to accommodate the diverse needs of your workforce. Recognize that each employee’s grieving process is unique, and a one-size-fits-all approach may not be sufficient.
  • Communication:

  • Effectively communicate the Bereavement Leave policy to all employees. Make sure they are aware of the support available to them during difficult times. Regularly update and reiterate these policies to ensure everyone is informed.
  • Training for HR and Management:

  • Provide training for HR professionals and management to handle Bereavement Leave requests with empathy and understanding. Sensitivity in these situations is paramount, and proper training can equip staff to offer the support needed.

Supporting Employees During Grieving Periods

  • Check-In and Offer Condolences:

  • Reach out to employees who have experienced a loss. A simple message of condolence and support can go a long way in expressing care and empathy. Offering condolences also reinforces a culture of compassion within the workplace.
  • Flexible Work Arrangements:

  • Consider offering flexible work arrangements for employees returning from Bereavement Leave. This could include modified schedules, remote work options, or reduced workloads to help individuals ease back into their professional responsibilities.
  • Access to Counseling Services:

  • Provide access to counseling services or Employee Assistance Programs (EAPs). Grieving employees may benefit from professional support, and making these resources available demonstrates a commitment to their overall well-being.
  • Memorial Policies:

  • Consider implementing memorial policies or practices within the workplace, such as moments of silence or
  • memorial events. These initiatives can help create a supportive community and acknowledge the impact of the loss on the entire organization.


In navigating the sensitive terrain of Bereavement Leave in the Philippines, understanding both its legal aspects and the human dynamics involved is paramount. Let’s recap the key legal insights and discuss how empowerment can become a cornerstone for both employees and employers.

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Dermatologist Personalized and Custom Skin Care Routine





Skin type quiz
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Nowadays, there are a lot of websites out there claiming to personalize, and customers give the best skincare routine for their skin health. The reality is that they just try to sell their brand through this promotion. Most of them use AI to customize a better skincare routine, but AI is not enough when it comes to giving reality-based skincare suggestions based on individual requirements or skin textures. Thus, you need to always consult with the best dermatologist you can first diagnose your real skin type. Most doctors prefer to use the one and only recommended Skin type quiz that provides the best and most accurate results.

This type of quiz is mostly found in medical textbooks and is mostly used by expert dermatologists around the world. Through this quiz, they can diagnose any person’s skin type accurately. Basically, this skin type quiz was initially developed in 2005 by one of the most famous, Dr. Leslie Baumann, who is a dermatologist at the University of Miami. It is known to be a gold standard skin diagnosing quiz which is used worldwide for skin care researching and diagnosing trials.

This type of skin type can diagnose the nature of skin and identify up to 16 different skin types. It can even reveal the accurate type of skin along with the sensitivity ratio you have among the basic 4 types. After diagnosis, the dermatologist matches our skin type with a 40,000 skincare template that has been diagnosed on different Baumann skin types for years. This entire process is performed by an expert dermatologist who can tackle the process complications easily. Thus, finding the right and accurate skin care product could be difficult for common doctors. This skin care quiz is designed to provide advanced results that ordinary skin diagnosing systems are unable to identify.

In this digital era, everything is performed with software guidance. Thus, you can easily get your perfect skincare routine based on the quiz result to get the ultimate benefit. You will achieve the best skincare routine along with the best medical grade skin care brands that are suitable for your skin type. You can find out many options for your skincare and choose the one based on your skin requirements. You can get a personalized skincare routine along with dermatologist recommended skincare brands product easily.

But what if you are vegan? Well! It doesn’t matter if you are vegan or not. If you want luxury skincare, recycled packaging for every skincare product or need to invest in an affordable skincare brand, you can get many options. You don’t need to worry about costly skincare items. All you need is to scroll and choose the best and required skin care products that meet your requirements for your skin type. You can even find drugstore brands in the list. After getting the results of the skincare routine quiz, you will be able to manage your skin health by following a custom skincare routine based on your skin type!

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