Harassment

Human resources are an asset to a company. Therefore, employee resignation is a major loss. Many companies want to retain as many employees as possible and try to persuade those who wish to resign. In such cases, one thing to be careful of is so-called "retirement harassment. In this issue, we will introduce what companies should pay particular attention to during the handover process. What is workplace power harassment in the first place? What exactly is power harassment in the workplace? The Ministry of Health, Labor and Welfare defines "power harassment in the workplace" as fulfilling the following three elements. (1) Behavior or words based on a relationship of superiority (2) That which goes beyond what is necessary and reasonable in the course of business (3) That which harms the worker's working environment. Source: "Definition of Harassment," Akarui Shokuba Ouen-dan, Ministry of Health, Labor and Welfare Power harassment is not limited only to what a superior does to a subordinate. Note again that harassment by a senior or junior employee with excellent sales performance or by a colleague is also defined as power harassment. In April 2022, the "Power Harassment Prevention Measures (Power Harassment Prevention Law)" became mandatory for employers of small and medium-sized companies. In many companies, strengthening measures against harassment has become a necessity. Many small and medium-sized employers may be troubled by the need to take additional measures to prevent power harassment. Back to Table of Contents Power harassment that can occur after the decision to resign This issue of the newsletter will focus on the so-called "resignation harassment" that can afflict employees after they have decided to resign. The following are some of the possible types of harassment that can occur after an employee decides to resign. Employees are forced to delay their resignation. When you inform the company of your intention to resign, they may not approve your resignation, stating that "you are a necessary person for the company" or "if you resign, we will be short-staffed". Being put in charge of an unfeasible task When you inform the company of your intention to resign, you may be assigned a very large workload and difficult tasks. Furthermore, the company may not approve your resignation until the work is completed. They will not allow you to take paid leave. When a prospective retiree applies for paid leave, the company may not approve the request for paid leave because "the handover to the planned successor is not sufficient," etc. They make unreasonable requests. When you tell the company that you are resigning, the company may tell you that they will file a claim for damages. Reasons for this include being pulled out of another company or resigning during the contract period. You are told that you have not taken over the job. The company wants to make sure that the handover is done properly. If the handover is even slightly inadequate, it may lead to problems such as not accepting the resignation notice. It is even possible that the person who has committed these acts does not consider them to be "power harassment," but rather actions taken for the benefit of the company. However, all of these statements and actions can be harassment. Be especially careful if you are in a leadership position. Back to Table of Contents Succession is Essential to the Survival of the Company Particular emphasis should be placed on handover at the time of retirement. Handover does not only occur when an employee resigns; it is also necessary when an employee transfers. Transfers and retirements occur frequently, and a smooth handover is essential for the company's survival. Without a solid handover, the successor will be confused. The importance of a thorough handover is obvious, since a successor without a handover will need a lot of time to perform the same duties as his or her predecessor. Therefore, it is recommended that the company prepare a plan for handling the situation in advance. Back to Table of Contents Retirement Harassment During Handover One of the most common types of retirement harassment during a handover is forced handover by the company to the prospective retiree. It is important for both the successor and the client that a firm handover be made to the next person in charge. However, if the company forces the handover, for example by saying that the resignation will not be accepted unless the handover is completed, there is a very high possibility of violating the law, and care must be taken to avoid such a situation. For a smooth retirement, it is advisable that both the prospective retiree and the company make sure that the handover process is clear. Back to Table of Contents Benefits the Company Gains Through Anti-Power Harassment Measures Today, various companies are taking measures to combat power harassment as well as harassment at the time of retirement. It seems that these measures may bring unexpected benefits to the company. The Ministry of Health, Labor and Welfare has released a report on "Survey on Power Harassment in the Workplace," which lists the following benefits Increased trust in the company Change in work environment Increased work motivation Decrease in the number of employees taking leave and leaving the workforce Reference] FY2020 Ministry of Health, Labor and Welfare Commissioned Project: Survey on Harassment in the Workplace Report (Summary Version) These reports indicate that power harassment countermeasures can increase the motivation of conventional employees, and may even reduce the number of employees who leave the company in the first place. A company without power harassment is a place where any employee can work comfortably and may not even have to make the decision to "resign. Back to Table of Contents Communication is the Key to Preventing Retirement Harassment Communication is still the fundamental factor in preventing severance harassment. It is important to note that it is not "communication" in which the supervisor speaks one-sidedly to the subordinate, but rather how to create an environment in which it is easy to speak from the subordinate's perspective. This requires not only the improvement of the communication skills of the supervisor, but also the improvement of the same skills of the subordinate. It is important that supervisors and subordinates feel "psychological safety" with each other. Do they both feel that it is safe to talk about anything here as a team? Back to Table of Contents SUMMARY In order to create a workplace free of power harassment, it is important for each employee to have a proper awareness of harassment as well as the company's attitude. The important thing is to acquire solid knowledge and to avoid becoming either a victim or a perpetrator of harassment. Online training is recommended as an easy way to acquire knowledge about harassment. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment. LearningBOX ON" is a service that makes it easy to add training content required by companies to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. ▼Here's another recommendation! Also read Back to Table of Contents

Among power harassment (power harassment) that occurs in the workplace, the most typical case is known as "supervisor to subordinate" harassment. Managers who are in a superior position in the company may not generally be aware of the possibility of being victimized by harassment. In some cases, however, harassment against "subordinates to superiors" does occur, and attention should be paid. This article describes "reverse power harassment," in which a person in a superior position in the workplace becomes a victim. Table of Contents 01What is Reverse Power Harassment? Definition of Reverse Power Harassment Main Causes of Reverse Power Harassment Disadvantages of Neglecting Reverse Power Harassment to a Company 02Major Examples of Reverse Power Harassment and How to Deal with Them Specific examples of reverse power harassment What to do when reverse power harassment is suspected 03Countermeasures to Prevent Reverse Power Harassment Conduct harassment training Establish rules on harassment in the employment regulations Keep records of cautions and guidance to subordinates Establish a consultation desk within the company 03To promote awareness of reverse power harassment within the company What is reverse power harassment? Power harassment (power harassment) is an act of harassment that takes advantage of differences in position. Although the person in a superior position is often the perpetrator and the person in a subordinate position is often the victim, the opposite is also true. Here, we will introduce the meaning of reverse power harassment, the factors that cause its occurrence, and the risks of leaving the victim unattended. Definition of Reverse Power Harassment Reverse power harassment" is defined as harassment of a superior by a subordinate in the workplace. Power harassment is defined as "behavior that is based on a superior relationship and that goes beyond what is necessary and reasonable in the course of work and that harms the working environment of the worker" and meets three requirements. Source: "Definition of Harassment," Akarui Shokuba Ouen Dan, Ministry of Health, Labor and Welfare Generally, supervisors have an advantage over subordinates. However, in certain situations, such as the following, the subordinate may have an advantage over the superior. For example, when a subordinate's skills and cooperation are indispensable for the smooth execution of work, or when a group of people act in a way that the supervisor cannot resist. Major Causes of Reverse Power Harassment Lack of recognition of reverse power harassment This is a case in which there is insufficient understanding of reverse power harassment within a company. Many employees are aware that "power harassment is something that superiors do to subordinates. Many companies instruct managers not to engage in power harassment, but only tell general employees where to consult and how to deal with it. When working to prevent harassment, it is also important to explain that inappropriate behavior or harassment toward supervisors constitutes reverse power harassment. There is a difference in skill or age between the supervisor and the subordinate. Circumstances where the subordinate is older than the supervisor or has more work experience than the supervisor are also factors in reverse power harassment. Due to the reversal of experience and ability levels, the subordinate may disrespect the supervisor, causing reverse power harassment and bullying. Lack of supervisor's management skills Subordinates may develop problems of reverse power harassment as a result of growing dissatisfaction with their superiors' management. In many cases, the problem is left unresolved because the supervisor is unable to consult with others or get help from colleagues, and the situation worsens. There is a possibility that the internal situation of power harassment will be spread on the Internet or through social networking services, leading to a decline in corporate image and sales. It may also make it difficult to secure human resources and affect the development of the company's business. Disadvantages of leaving Reverse Power Harassment unchecked Decreased productivity in the workplace If the workplace environment deteriorates due to reverse power harassment, work motivation will be undermined, leading to a decline in employee productivity. The decline in productivity may lead to a deterioration of business performance, which in turn may cause a negative cycle of further deterioration of the workplace environment. Increased psychological burden on supervisors If reverse power harassment becomes the norm, the psychological stress of supervisors increases, and the risk of mental illness increases. Health problems such as depression and adjustment disorder may occur, leading to leave of absence or retirement, and in the worst case, incidents or accidents. There is a risk of being sued in court for damages. If a company fails to take measures to prevent reverse power harassment or ignores consultations, the victim's supervisor may file a lawsuit based on employer liability or breach of the duty of care for safety. There are precedents in which an employer was awarded damages for reverse power harassment, as well as precedents in which the Labor Standards Inspection Office's decision not to certify workers' compensation was unjustified. Back to Table of Contents Major Examples of Reverse Power Harassment and How to Handle Them What are some specific examples of power harassment from subordinates to supervisors? Here, we will provide information on major examples of reverse power harassment and how to respond to suspected cases. Specific Examples of Reverse Power Harassment Violence and abusive language Direct violence such as punching or kicking, or verbal abuse that hurts the other party is considered harassment regardless of whether the person is a supervisor or subordinate. The point is that verbal abuse here includes spreading rumors that are detrimental within the company, slandering on social networking services, and so on. If a supervisor is identified in writing on a social networking service, it may be considered defamation of character. Excessive reaction to appropriate attention or guidance If a supervisor's attention or guidance is appropriate and does not go beyond what is necessary and reasonable in the course of work, the following reactions by a subordinate may constitute reverse power harassment. For example, these are words and actions such as "I will sue you for power harassment," "I will go to the Labor Standards Supervision Office for consultation," or "If you do not apologize, I will consult a lawyer and file a lawsuit. Abandonment of duties or unauthorized absence from work despite proper guidance by the supervisor can also constitute reverse power harassment. Isolation from relationships by a group of people Group harassment is considered reverse power harassment when several subordinates conspire to collectively ignore their supervisors or isolate their supervisors from their relationships within the company. The problem is that such group harassment is difficult to resist by an individual, even if he or she is in a superior position as a manager. Requests for reassignment or dismissal There is no problem for a company to order an employee to be reassigned or dismissed if there is a justifiable reason. However, in cases where a subordinate who is engaged in reverse power harassment requests the reassignment or dismissal of his or her supervisor, care must be taken because confirming the facts with the supervisor can be burdensome for the individual and can also lead to trouble. What to do if you suspect reverse power harassment If you are the victim of reverse power harassment, it is important to involve your supervisor's superiors and take a firm organizational stance. If the supervisor is left to deal with the situation alone, the psychological burden may become too great, and mental health problems may result. In such cases, keep a record of the attention and guidance given to the subordinate, and objectively confirm the facts based on evidence of suspected reverse power harassment and testimony from the employee. If it is difficult to resolve the issue internally, we recommend that you consult a third-party organization. Power harassment and other problems can also be discussed at public services such as the General Labor Consultation Corner, Kaiketsu Support, Houterasu, and Minna no Houjin 110 (Everyone's Rights 110). Back to Table of Contents Measures to Prevent Reverse Power Harassment What measures should be taken to prevent reverse power harassment problems within a company? Finally, we will explain the measures that companies should take. Conduct harassment training Harassment training is a measure to raise awareness of problematic behaviors that fall under the category of reverse harassment and lead to early detection of suspicious cases. In addition to outsourcing, you can use an e-learning system to customize training content for your company. In addition, management training aimed at improving supervisors' leadership skills is also recommended. Establish rules on harassment in employment regulations It is necessary to establish an internal system to prevent harassment. In the employment regulations, it is recommended to clearly state the disciplinary actions to be taken against power harassment offenders, as well as to set forth the company's anti-harassment policy and make it known to all employees. Keep records of cautions and guidance to subordinates. In confirming the fact of reverse power harassment, it is necessary to clarify that appropriate attention and guidance were given to subordinates. Have the relevant managers keep a record of the instruction, including the date, time, and reason for the instruction, the specific content of the instruction, and the subordinate's reaction. Establish a consultation service within the company. For early detection and resolution of harassment problems, including power harassment, establish an in-house consultation service and encourage employees to use it. As a countermeasure against reverse power harassment, it is effective to educate not only general employees but also managers that they can use the consultation service. Back to Table of Contents To Promote Awareness of Reverse Power Harassment within the Company We have described "reverse power harassment," in which a supervisor becomes a victim of power harassment. Reverse power harassment tends to be less recognized than general power harassment. Conduct harassment training in the workplace to spread understanding of various types of harassment and prevent damage. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. ▼Here's another recommendation! Also read. Back to Table of Contents

A typical example of power harassment in the workplace is that of a superior harassing a subordinate. A supervisor who takes advantage of his or her superior position to use coercive or insulting language or behavior toward subordinates is called a "power harassment supervisor. Harassment by superiors must be treated as an important labor issue, just like sexual harassment, moral harassment, and maternity harassment in the workplace. This article provides a thorough explanation of how to deal with power harassment supervisors, which can cause a variety of labor problems. Table of Contents 01Characteristics of Managers Considered "Power Harassment Bosses" in the Workplace Acting self-centeredly in the workplace Forces work onto subordinates Uses inappropriate language Forces subordinates to have guts 02How to stop power harassment by supervisors? Talk to your supervisor or the Human Resources Department Talk to a contact outside the company Take the matter to court 03Responses to be taken by the company against a power harassment supervisor Promptly conduct an investigation to ascertain the actual situation of power harassment Actively work to prevent recurrence of power harassment 04Perform a careful investigation of the power harassment supervisor and take disciplinary action as necessary Characteristics of Managers Considered "Power Harassment Bosses" in the Workplace Power harassment by supervisors involves using one's position within the company to inflict physical or emotional pain on subordinates. Below are some typical characteristics of many power-harassing supervisors. Self-centered behavior in the workplace Self-centered behavior in the workplace is a typical characteristic of power harassment supervisors. These supervisors tend to excessively reprimand subordinates and become grumpy when they do not get their way. They believe that they are right and are unable to recognize the diverse opinions and values of their subordinates. When subordinates deny their ideas or fail to understand them, they become emotional, which may lead to verbal abuse and violence. Pushing work onto subordinates Some power harassment supervisors force their subordinates to do a huge amount of work or throw difficult tasks at them. They may also give unreasonable guidance, believing that subordinates are responsible for all mistakes and failures on the job. In many cases, they persistently and repeatedly say and do things that negate the abilities of their subordinates. Speaks with inappropriate language There are also power harassment supervisors of the type who routinely use abusive language and intimidate others with their remarks. A typical example is a supervisor who insults his/her subordinates by calling them "tee-hee. Beware also of a boss who is constantly stressed and irritable, or who treats others in a high-handed manner. Forcing guts on subordinates Some supervisors instruct their subordinates that they can solve a problem if they "work hard" when they encounter difficulties. If they fail to achieve results, it is seen as due to a lack of effort and may lead to verbal abuse and violence that denies their character. The characteristic of this type of supervisor is that he or she is biased toward effort and imposes his or her ideas on subordinates. In many cases, they evaluate only the results produced by their subordinates and do not value their efforts. Back to Table of Contents How do I stop my boss from harassing me? How can I stop my boss from harassing me? Below are some typical responses to stop power harassment. Talk to your supervisor or the human resources department. Consult with the supervisor's superior, the person in charge of human resources, or the harassment consultation service to discuss countermeasures. When consulting, it is important to be considerate to the victim of power harassment. It is necessary to consult with the victim about his/her concerns in strict confidentiality and inform his/her superior or the department in charge of the situation while giving consideration to the victim's privacy. In doing so, it is not acceptable for the victim and the harasser to discuss the situation only between the parties concerned. There is a risk that the situation may worsen or that the victim, who is in a weaker position, may be subjected to retaliation. Consult with an external contact. One option is to use an outside consultation service. A typical outside contact is the "General Labor Consultation Corner" set up by the Labor Bureau of the Ministry of Health, Labor and Welfare. The General Labor Consultation Corner is a consultation service that helps resolve labor problems such as unfair dismissal, wage reductions, and various types of harassment. When you contact the General Labor Consultation Corner, an investigation into your company's power harassment problems will be conducted if necessary. After that, the company will be given guidance or referred to an appropriate specialist organization (mediation). The service is available free of charge and does not require an appointment, so it can be useful in dealing with power harassment supervisors. Filing a lawsuit If the problem of power harassment does not improve with guidance from the Labor Bureau, the victim can file a labor tribunal. A labor tribunal is a procedure in which a labor tribunal committee mediates labor problems, including power harassment. A labor tribunal officer or a labor tribunal commissioner acts as an intermediary, aiming to resolve the issue through discussion. If the labor tribunal does not resolve the issue of power harassment, the case may develop into a lawsuit. It is common to ask a lawyer to proceed with the procedure. Back to Table of Contents What a Company Should Do About a Power Harassment Boss When power harassment is discovered, the company must take some action. The company should consider the need for disciplinary action against the supervisor and the details of such action. It is also important to take steps to prevent recurrence. Below is an explanation of the measures a company should take in response to a power harassment supervisor. Promptly conduct an investigation to ascertain the actual situation of the power harassment. When a company receives a power harassment consultation from a victim, it is obligated to promptly investigate the facts. First, conduct interviews with the victim, perpetrator, and related parties to gather evidence of power harassment. If the investigation confirms the fact of malicious power harassment, consider taking disciplinary action against the perpetrator. The disciplinary action will depend on the actual situation of the power harassment, and typical examples include a pay cut, suspension from work, demotion, or dismissal on disciplinary grounds. In some cases, it may be desirable to demonstrate the company's commitment to the prevention of power harassment by taking serious disciplinary action. By letting people know that you will take strict action against power harassment supervisors, you can deter power harassment in your company. Proactive efforts to prevent recurrence of power harassment Taking disciplinary action against the perpetrator is not enough. Similar problems may occur in the workplace, so efforts must be made to prevent recurrence. The key to preventing recurrence is to help employees understand the importance of harassment prevention and to improve the work environment. Examples of effective recurrence prevention measures include conducting harassment training, making employees aware of problems that have occurred in the company, and reviewing communication and working styles. This is because internal human relations and a harsh working environment can be a factor in power harassment. When disseminating cases, be sure to withhold information about the parties involved to ensure privacy. Harassment training can also be conducted online, using an e-learning system that allows you to create training programs and manage employee attendance. Back to Table of Contents Power Harassment Supervisors Should be Disciplined as Needed after Careful Investigation Power harassment from supervisors to subordinates is a concern because of the nature of the professional relationship. However, in many cases, power harassment supervisors recognize it as part of their guidance and attention, and it is not easy to solve the problem. When a victim complains of power harassment, promptly investigate the facts, including the fact that there was harassment and the specific details of the harassment. The matter will then be handled by the immediate superior or a specialized department within the company. If the situation does not improve, you may need to consider consulting with the Labor Bureau or a labor tribunal. Once a problem of power harassment by a supervisor has occurred, it is important to work to prevent recurrence. If you want to conduct harassment training, please use the harassment training contents of "learningBOX ON. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

Sexual harassment is generally considered to be an assault by a man on a woman, but it can also be perpetrated by a woman on a man. Such cases in which men are the victims are called "reverse sexual harassment. Especially in the corporate world, there are many cases arising from the difference in position between a female boss and a male subordinate, and there is an urgent need to deal with reverse sexual harassment. In this issue, we will explain the basics of reverse sexual harassment, examples of relevant words and actions, and preventive measures that companies can take. We hope that those in charge of human resources will find this information useful in order to create a comfortable working environment for both men and women. Table of Contents 01What is Reverse Sexual Harassment? Meaning of Reverse Sexual Harassment Problems of Reverse Sexual Harassment 02Specific Examples of Reverse Sexual Harassment Comments about private life Highly revealing clothing Excessive body touching Excessive comments about masculinity Teasing about body shape or appearance 03What Companies Can Do to Combat Reverse Sexual Harassment Clarify policies against reverse sexual harassment Establish a consultation service Conduct harassment prevention training on a regular basis 04Make the workplace a comfortable place for both men and women to work by taking measures against reverse sexual harassment What is reverse sexual harassment? While many people have heard the term sexual harassment (sexual harassment), many are not familiar with reverse sexual harassment. Therefore, we will first explain the meaning and problems of reverse sexual harassment. Meaning of Reverse Sexual Harassment Reverse sexual harassment refers to sexual harassment by a woman against a man. In the workplace, female supervisors tend to be the perpetrators and male subordinates are often the victims. Sexual harassment is a generic term for sexually harassing words and actions, and is regarded as a human rights issue and an act of discrimination on the basis of gender. Although sexual harassment can be perpetrated against both women and men, the term "reverse sexual harassment" was coined because of the persistent perception that sexual harassment is perpetrated by men against women. Problems of Reverse Sexual Harassment One of the problems with reverse sexual harassment is that the stereotype that "women are the victims of sexual harassment" is widespread, making it difficult for male victims to come forward. There are many cases of women engaging in reverse sexual harassment without being aware of it. It is also important to note that reverse sexual harassment may violate the Equal Employment Opportunity Law. Companies and employers may receive advice, guidance, or recommendations from the Minister of Health, Labor and Welfare if they fail to take preventive measures. Failure to comply with the recommendations may not only result in a fine, but also in the name of the company being made public, which may damage the company's image. Reference] e-Gov "Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment Back to Table of Contents Specific Examples of Reverse Sexual Harassment In order to prevent reverse sexual harassment within a company, it is important for companies to proactively communicate "what kind of words and actions constitute reverse sexual harassment. Here, we will explain specific conduct that falls under the category of reverse sexual harassment. Comments about private matters Comments about one's private life are a typical example of reverse sexual harassment. For example, "Do you have a girlfriend? Do you plan to get married? What do you do on your days off? You need to be careful about such comments. Even if you are not close to the employee, comments that go into his or her private life unrelated to work may constitute reverse sexual harassment. Revealing clothing Highly revealing clothing such as transparent underwear, blouses with open bosoms, and short skirts may be considered reverse sexual harassment if a man feels that he cannot look where he is going. Even in companies where employment regulations stipulate that men wear suits, women's attire is broadly defined in many cases, so care should be taken. Excessive body touching It is common for both men and women to feel uncomfortable when someone who is not close to them touches them. Excessive body touching by a woman to a man may be perceived as reverse sexual harassment. It does not matter whether there is a sexual purpose or not, or the part of the body to be touched. When giving guidance, remind them to maintain an appropriate distance. Overly masculine remarks Gender-biased comments also tend to be offensive to many people. Gender bias refers to stereotypical ideas about gender, and is behavior that demands "femininity" or "masculinity. For example, statements such as, "You are a man and you lack physical strength," or "You should show a masculine attitude," fall under reverse sexual harassment. Teasing about body shape or appearance Making fun of a man's body shape or appearance not only makes the other person feel uncomfortable, but may also be considered reverse sexual harassment. For example, "Have you gained weight lately?" Have you gained gray hair?" are typical examples of such comments. Back to Table of Contents What Companies Can Do to Prevent Reverse Sexual Harassment Lastly, here are some tips on what companies can do to deal with reverse sexual harassment. If harassment, including reverse sexual harassment, becomes the norm, employee motivation may decline, leading to deteriorating business performance and an exodus of human resources. To prevent such a situation, companies should take measures against harassment in advance and inform their employees about them. Clarify the policy against reverse sexual harassment First of all, it is important for the top management of a company to send out a message that they will not tolerate any behavior that constitutes reverse sexual harassment, and to clarify the policy for dealing with such harassment. Some men may find it difficult to speak up about being a victim of reverse sexual harassment, so having the company's policy clear will make it easier for them to feel comfortable discussing the issue with you. It is effective not only to send out information by e-mail or internal newsletters, but also to clearly state the response in the work rules or collective labor agreement. If a case of reverse sexual harassment actually occurs, deal with it strictly within the rules. This will clarify what disciplinary action will be taken for unacceptable behavior, and will help publicize and deter reverse sexual harassment. Establish a consultation service. It is a good idea to set up a consultation service that employees can feel free to use in the event of a suspected case of reverse sexual harassment. Without a place to consult, employees may judge for themselves whether or not an incident constitutes reverse sexual harassment, and by the time the company is aware of the situation, the damage may have been done. Ideally, a specialist such as an industrial physician should be stationed at the company. When setting up a consultation service, take measures to protect the privacy of the consultants and the perpetrators, and make this known to the public. If there is concern that the fact that a consultation has been given and its contents will be leaked within the company, employees will be less likely to use the contact point. If it is difficult to handle the issue in-house, one option is to use an external harassment consultation service. External consultation services are provided by public institutions as well as law firms with social insurance labor consultants, administrative scriveners, and lawyers. Some people may find it easier to consult with these services than with in-house counseling services, which can be effective in preventing problems before they occur. Conduct harassment prevention training on a regular basis. Anti-harassment training is a training program designed to provide correct knowledge about harassment and to prevent harassment in the workplace. Regular implementation of this program is expected to raise awareness of harassment throughout the organization and improve the workplace environment. We recommend the use of an e-learning system to formulate a harassment training program. e-learning systems are systems that collectively create and distribute training materials, manage participants, and accumulate and analyze data. Compared to outsourcing, it is easier to optimize the training content for your company, and higher effectiveness can be expected. Back to Table of Contents Make the workplace comfortable for both men and women by taking measures against reverse sexual harassment Sexual harassment is often perceived as an assault by a man against a woman, but there is also reverse sexual harassment by a woman against a man. Compared to general sexual harassment, it is not well recognized, and some employees may be reluctant to speak out. Please use the harassment training contents of "learningBOX ON" to raise awareness of harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content, for example, is available free of charge, so please take advantage of this service for your in-house training. Take proactive measures to prevent reverse sexual harassment and create a comfortable work environment for both men and women. We also recommend this! Also read Back to Table of Contents

Moral harassment (moraharassment) is one of the most difficult types of harassment to define and is considered to be less visible. For this reason, there are many cases in which an employee becomes a perpetrator or a victim without being aware of it, and in many cases it is discovered when the employee takes a leave of absence or resigns from the company. To prevent such situations, it is necessary for companies to take proactive measures to protect the working environment of their employees. This article therefore explains the characteristics and specific examples of moral harassment that occur in the workplace, as well as measures to prevent moral harassment. Table of Contents 01Characteristics of Moral Harassment Occurring in the Workplace What is Moral Harassment Occurring in the Workplace? Risks of Leaving Workplace Moral Harassment Untreated 02Specific Examples of Moraharassment in the Workplace and How to Deal with It Specific Examples of Moral Harassment in the Workplace What to do when workplace moral harassment is suspected 03How to Resolve Moral Harassment Issues in the Workplace Countermeasures against workplace moral harassment 04Protect your employees' working environment by taking measures against workplace harassment Characteristics of Moral Harassment Occurring in the Workplace Moral harassment occurs in a variety of places, including within the workplace, at home, and at school, and has become a social problem. First, let's review the characteristics of moraharassment occurring in the workplace and the risks of leaving the damage untreated. What is moraharassment that occurs in the workplace? The term "moral harassment" is a combination of the words "morality," meaning ethics, and "harassment," meaning harassment or bullying. Moral harassment occurring in the workplace refers to behavior that causes mental distress to the other person through attitudes or words in the workplace, which leads that person to quit his or her job, or which deteriorates the working environment. The characteristic feature of moral harassment is that anyone can be either a victim or a perpetrator, regardless of whether or not there is a hierarchical relationship. There are many cases in which a person becomes a perpetrator of moral harassment without being aware of it. Risks of neglecting workplace moral harassment If preventive measures are neglected despite the occurrence of moral harassment, the victim's psychological stress may increase and he/she may suffer from mental illness. Specifically, depression, psychosomatic disorders, adjustment disorders, and post-traumatic stress disorder (PTSD) may develop, leading to leave of absence or retirement in some cases. Companies and employers that allow moral harassment to go unchecked are in violation of their duty to consider the workplace environment, and may be held liable for damages and other claims. There is also a risk of a decline in sales due to a damaged corporate image, an increase in the number of employees leaving the company, and a difficulty in finding human resources. There have been cases in which the perpetrators of moral harassment have been charged with insult, defamation, and other crimes. Back to Table of Contents Specific Examples of Moral Harassment in the Workplace and How to Handle It When workplace moral harassment becomes the norm, it can lead to a decline in productivity and motivation, as well as an exodus of human resources. If a suspected case is reported, promptly identify the cause and take countermeasures. Specific Examples of Moral Harassment in the Workplace Aggression that causes emotional distress is a typical example of workplace harassment. Specific examples include denial of one's appearance or humanity, bad-mouthing one's family, prolonged reprimands, imposition of personal chores, unfair personnel evaluations, and suggestions of demotion or restructuring. Other acts that disconnect from relationships or isolate a particular employee also fall under the category of moral harassment. Typical examples include removing an employee from work without explanation, spreading unfavorable rumors, ignoring the employee, and excluding the employee from company events. Excessive interference with private life is also considered moral harassment. Examples include persistent contact with employees on vacations and vacations, prying into the private affairs of those who do not want to be involved, and telling others about private matters. What to do if you suspect workplace moral harassment When a case of suspected workplace harassment occurs, the basic rule of thumb is to handle it through a consultation service that ensures privacy and is led by a specialist such as an industrial physician. Unlike power harassment and sexual harassment, there is no clear definition of moral harassment, and it is difficult to judge. It is necessary to conduct hearings not only with the victim but also with the perpetrator and third parties to confirm the facts. In such cases, it will be easier to confirm the facts if there is evidence of the harassing behavior recorded. It is effective if there are still texts of e-mails and chats, IC recorder recordings, and testimonies from colleagues. If it is difficult to resolve the issue internally, it is recommended to consider consulting an outside organization. If you have a law firm or other legal advisor, contact them promptly and ask them to handle the matter. Back to Table of Contents How to Resolve Workplace Moral Harassment Issues Finally, we will explain where to consult and what to do about workplace harassment problems. Power harassment countermeasures became mandatory for large companies on June 1, 2020, and for small and medium-sized companies on April 1, 2022. Since there are cases in which moral harassment leads to power harassment, it is important to create a workplace environment in which workers can work with peace of mind by establishing a disciplinary system and an internal system. Countermeasures against Moral Harassment in the Workplace Clarification of Company Policy In order to prevent workplace moral harassment, it is important to clarify that the company will not tolerate moral harassment. Specifically, the company should clearly state its policy against moral harassment in its employment regulations and collective labor agreement, and engage in activities to inform and educate employees about the policy. Since moral harassment can occur regardless of rank and gender, it should not be limited to managers and leaders, but should be communicated to all employees. It is also advisable to establish disciplinary rules for perpetrators. Establishment of a Consultation Desk An effective way to prevent harassment is to establish a consultation service and make it known to all workers. To enable employees with concerns to consult with the service at an early stage, posters should be prepared to provide information on how to use the service, and the service should be provided in cooperation with the labor union. In order to actively promote the use of the consultation service, it is also necessary to protect the privacy of those who seek advice and to inform them that they will not be treated unfairly because of the fact that they have sought advice. Establish an internal investigation system Harassment prevention measures also include the establishment of an internal investigation system in case a problem arises. Promptly confirming the facts when a consultation is received, punishing the harasser, and taking measures to prevent recurrence will ensure that employees can work with peace of mind. Implementation of harassment training Harassment training is another effective way to prevent workplace harassment. It helps to disseminate the company's stance on harassment within the company, and repeated training can lead to the acquisition of correct knowledge of harassment and early detection of problems. There are two main methods of conducting harassment training: in-house or outsourced. e-learning systems are recommended because they allow you to optimize the training content for your company and reduce costs compared to outsourcing. Back to Table of Contents Protect Your Employees' Working Environment by Taking Steps to Prevent Moral Harassment in the Workplace Many companies understand the importance of taking measures to prevent harassment, including moral harassment, but many companies have fallen behind in their efforts to deal with this issue. Let's take this opportunity to take action and protect a safe and secure working environment for employees. When conducting in-house training on harassment, please use the harassment training contents of "learningBOX ON". LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend you to read this page! 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Power harassment (power harassment) has become a problem in many companies. It is imperative for companies to take some measures to prevent power harassment. However, since the perception of power harassment differs from person to person, simply calling for the prevention of power harassment at the discretion of each individual cannot be expected to have a clear effect. It is important for companies to provide a list of NG words and behaviors. This article will provide a list of specific words and phrases that constitute power harassment, and explain how to make them known within the company through harassment training. Table of Contents 01Speaking in a manner that constitutes power harassment Speaking in an intimidating manner Persistently harassing Scolding in front of others Making offensive phone calls or e-mails 02[By genre] List of words that constitute power harassment that you should be aware of Words that threaten the other party Words that insult the other party Harsh and abusive language 03How to make the list of words that constitute power harassment known in the company? Features of Harassment Training Advantages of In-House Harassment Training 04Prevent damage from power harassment by making the list of words that constitute power harassment known to all employees. Speak in a manner that constitutes power harassment In order to correct power harassment, it is first necessary to understand what kind of speech and behavior constitutes power harassment. Below is an explanation of the types of speech that may constitute power harassment that can occur in the normal course of business. Speaking in an intimidating manner Speaking in an intimidating manner constitutes power harassment. Specific examples of NG behavior include "raising one's voice," "glaring at the other person," and "hitting things while talking. If you are using slightly stronger words or attitudes to instruct subordinates, you should review your actions. These behaviors are considered to be beyond the scope of instruction necessary for work. They may cause your subordinate to feel fear and become deflated. Whatever the reason, it is not advisable to treat subordinates in this manner. Persistent harassment Repeatedly harassing a subordinate with malicious intent is also undesirable. It is not acceptable to repeat offensive words or actions over and over again. It is also advisable to avoid persistent mention of a subordinate's past mistakes. The pain of repeated harassment may drive the subordinate into a corner. There have been many cases of subordinates suffering from mental health problems or resigning from their jobs due to such power harassment. Scolding in front of others Scolding in front of others also constitutes power harassment. As an example, scolding or insulting in front of coworkers is not acceptable. It is also considered wrong to leave a person standing in front of others for an extended period of time. Although scolding may be used as part of instruction, it is counterproductive to instill stress and fear in subordinates. It also has the disadvantage that it does not make a good impression on other subordinates who are watching the situation, leading to a deterioration of the workplace atmosphere. Making aggressive phone calls or e-mails Power harassment can also occur in language used in non-face-to-face communication, such as phone calls and e-mails. Examples of abuse include verbally abusing someone over the phone or sending offensive e-mails. Be aware of cases in which reprimands are made by sending e-mails to multiple people to make an example of the harasser. Back to Table of Contents List of Words that are Power Harassment Words to Be Aware of It is important to remember the specific words that constitute power harassment so that you do not become an unintentional perpetrator of power harassment. In addition, in order to correct power harassment in your company, you are required to be aware of specific examples of power harassment words. Below is a list of power harassment terms by genre that you should be aware of. Words that threaten others Words that imply harm or intimidate others are considered power harassment. Typical examples are as follows I'm going to fire you. Are you willing to be removed from the project? I won't let you become a permanent employee with this performance. You won't get another contract renewal. If you want to quit your job, you'll have to pay me Fat Fat Fat Fat. You're not allowed to use your paid time off. These words can make the victim feel that his or her position in the company is in danger. If you use your power to threaten your subordinates, you cannot expect to build a good relationship of trust. There is a possibility that the subordinate will claim compensation for damages for the threat. Words that insult the other party Words that denigrate the personality of the other party fall under the category of power harassment without exception. The following are examples of NG words. Salary thief Useless You worked less than a new hire. You should have hired better people You're making things difficult for everyone I've never seen anyone who can't do his job like this You'll never be able to do it anyway Even if the purpose is to instruct a subordinate, there is clearly no justification for choosing these words. In some cases, they may be libelous or insulting. In addition, words that discriminate against a person's sexual orientation, gender identity, or nationality are considered power harassment. As an example, words such as "Don't you understand Japanese?" should not be used. In recent years, sensitivity to such slurs has increased worldwide. Even if the speaker intends it as a trivial joke, it can turn out to be a big problem, so care should be taken. Severe verbal abuse Swearing and abusive language inappropriate for the workplace fall under the category of power harassment. Similarly, language that disparages physical characteristics is also not acceptable. The following expressions should generally not be used. Idiot Idiot idiot fat ugly old man old lady Retarded incompetent disgusting Even if the perpetrator intends it to be a joke, if the victim feels mental distress or discomfort, it may be recognized as power harassment. Back to Table of Contents How do I make the list of words that constitute power harassment known in my company? To prevent power harassment in your company, it is recommended to conduct harassment training. It is also possible to disseminate a list of power harassment words that should not be used. Below we explain the features of harassment training and how to conduct harassment training in-house. Characteristics of Harassment Training Harassment training is a training program designed to prevent harassment within a company, including power harassment, sexual harassment, and moral harassment. Participants learn the basics of harassment, how to deal with harassment at the consultation counter, and how to create a workplace environment for prevention. Harassment can occur at all levels. Therefore, it is important to have a wide range of employees, not only those in management positions, participate in harassment training. By having the entire company participate in harassment training, it will be easier to create a corporate culture that is less prone to harassment. Advantages of In-House Harassment Training In addition to using an outside service, there are other ways to conduct harassment training in-house. The ability to create unique training content suited to your company's operations is a typical advantage of in-house harassment training. A list of words that constitute power harassment can be presented and disseminated internally. Another advantage is the ease of reviewing and brushing up training content. There are a variety of ways to produce harassment training in-house, and the use of an e-learning system is one of the most common methods. E-learning is also ideal for remote workers, as it allows them to study from anywhere. Back to Table of Contents Let's Prevent Power Harassment by Making the List of Words that Constitute Power Harassment Public Knowledge In some cases of power harassment, the perpetrator is aware that he or she was "giving guidance necessary for work" or "making a joke. However, these often develop into serious power harassment cases. In order to prevent power harassment, it is important for companies to provide NG lists, rather than leaving it to the judgment of each employee. Define within the company the words that constitute power harassment by manner of speaking and by genre. In this case, it is not only the management level that needs to be informed. Spread the word to all levels of management, and make company-wide efforts to prevent power harassment. Please use the harassment training contents of "learningBOX ON" when you inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

Today, harassment in the workplace has become a social problem, and "power harassment" is a typical form of harassment. There are several types of power harassment, and "not giving work to employees" is sometimes referred to as power harassment, but some may wonder if it really constitutes power harassment. If you want to understand whether denying work to an employee constitutes power harassment, check out the types and definitions of power harassment. In this article, we will thoroughly explain the definition and classification of power harassment as well as the risks of leaving power harassment unchecked. Table of Contents 01What is Power Harassment? Definition and Classification Mental Assault Violation of individuality Excessive demands Under-demanding (not giving work) 02Risks of neglecting power harassment, including "not giving work Productivity declines Leads to an exodus of human resources Company's reputation will be damaged 03What companies can do to prevent power harassment Ensure smooth communication on a daily basis Establish a consultation service Raise awareness of power harassment among employees 04Conclusion What is Power Harassment? Definition and Classification The Ministry of Health, Labor and Welfare (MHLW) defines power harassment as all of the following three types of harassment that take place in the workplace. (1) Behavior based on a superior relationship (2) Anything that goes beyond what is necessary and reasonable in the course of work (iii) Those that are detrimental to the working environment of the worker Akarui Shokuba Ouen Dan, Ministry of Health, Labor and Welfare｜"Basic Information on Harassment" Definition of Power Harassment There are various types of power harassment. In order to deepen understanding of power harassment, here are some of the types of power harassment. Mental Assault This is power harassment that damages the victim not through physical attacks but through mental attacks such as ignoring the victim. Examples include abusing a particular employee in front of a large group of other employees or insulting an employee who makes a mistake. If the instruction is beneficial to the subordinate, it will not be perceived as power harassment. However, an attack that is so offensive that the victim complains of emotional stress constitutes power harassment. Invasion of privacy Invading an employee's privacy also constitutes power harassment. Forcing employees to participate in company events even though they are free to do so, or asking for private information are examples of infringement of individuality. Also, persistently asking an employee why he or she is getting paid is also an infringement of the individual. Excessive demands Making demands that are clearly impossible to fulfill despite a lack of ability is also a form of power harassment. Giving a new employee, who has just joined the company, a job that can only be done with two to three years of experience is an example of excessive demands. Also, implicitly encouraging employees to work on their days off or to do something that is not directly related to the nature of their work is also an example of excessive demands. Under-demanding (not giving work) Contrary to excessive demands, under-demand, such as not giving work to an employee, is also considered power harassment. An employee hired as an engineer who does odd jobs all day long is under-demanding. In some cases, the employee is made to do simple labor for long hours. It is also a rare case where an employee is not given even a simple job. Back to Table of Contents Risks of Neglected Power Harassment, Including "Don't Give Me a Job" There are many risks to a company in allowing power harassment, including "not giving a job," to go unchecked. Let's review three of the possible risks. Reduced productivity. If power harassment is left unchecked in a company, there is a risk of reduced productivity at work. If a supervisor has a coercive or intimidating attitude toward his or her subordinates, the subordinates have to work in the face of the supervisor and may not be able to concentrate on their work. It is not uncommon for even one perpetrator of power harassment to increase the number of victims to several. If several people cannot concentrate on their work due to poor relationships, productivity will also decrease. Leading to an exodus of human resources There is also a risk of human resource exodus if power harassment is left unchecked. If companies do not take adequate measures, victims of power harassment will become exhausted both physically and mentally, increasing the likelihood that they will choose to leave the company. If the exodus of employees continues, companies will have to hire people again, leading to an increased workload. The company's reputation will suffer. Today, word of mouth about companies can be viewed on the Internet. Some employees who have left a company because of power harassment may post bad reviews of the company on word-of-mouth sites. Most of the people who read the bad reviews will have a negative image of the company, and the company's reputation will naturally deteriorate, which will affect the company's management. Back to Table of Contents What Companies Can Do to Prevent Power Harassment Power harassment, if left unchecked, can lead to various risks and have many negative effects on companies. In order to prevent damage caused by power harassment, it is important for companies to have a system in place. The following is an explanation of three measures that companies can take. Keep in mind smooth communication on a daily basis The most important point to prevent power harassment is to have smooth communication with employees on a daily basis. In a work environment where employees do not communicate well with each other, mutual trust may not be built. As a result, there may be cases where an unexpected comment may spark power harassment. Labor and human resources personnel should actively communicate with employees by interviewing them while being considerate of the other party. Establish a consultation service It is not uncommon for victims of power harassment to be unable to talk to anyone. To prevent victims from crying themselves to sleep, it is recommended to set up a consultation service either within the company or outside the company. Just by having someone they can talk to about their problems, employees feel a great sense of security. By clearly stating the confidentiality of the content of the consultation and creating an environment where employees can feel free to consult with someone at any time, power harassment can be deterred. Rooting employee awareness of power harassment It is also an effective way to instill a definition of power harassment and communicate that power harassment is not acceptable. It is not easy for each employee to be aware of power harassment, especially in a large company. Therefore, it is advisable to respond with regular reminders. For example, one method is to review actual cases of power harassment that have occurred at meetings for each department. Even if you are told in words that "you must not engage in power harassment," some people may not really feel it. Give them a reminder so that they can better visualize what happens when they engage in power harassment. Back to Table of Contents Conclusion. Power harassment within a company, if left unchecked, poses a serious risk to the company. It is important for companies to take measures to prevent power harassment, especially by not giving work to employees, because it is sometimes difficult to know when power harassment will occur. While ensuring close communication on a daily basis, embark on concrete measures such as setting up a consultation service. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

In recent years, "care harassment" has become a social issue. Care harassment is a type of harassment in which employees are harassed or treated unfairly by employers or supervisors when balancing work and caregiving. Although care harassment is still less well known than sexual harassment or power harassment, there are countless victims of it. Companies need to work together to prevent care harassment. In this issue, we will introduce the characteristics and specific examples of care harassment, as well as efforts that companies should make. Table of Contents 01Basic Knowledge of Care Harassment Definition of Care Harassment Examples of Care Harassment Main Causes of Care Harassment 02Legislation Related to Care Harassment Nursing care leave Nursing care leave benefits Nursing care leave Overtime work restrictions (exemption from overtime work) Measures to shorten prescribed working hours Restriction on late-night work 03What companies can do to prevent harassment Clarify company policy on harassment issues Conduct in-house training Establish a consultation counter and internal system Conduct questionnaires and hearings to understand the actual situation 04Improve understanding of care harassment through e-learning Fundamentals of Care Harassment Balancing caregiving and work requires the understanding of those around you, including your workplace. Here, we will explain the definition and specific examples of care harassment, as well as provide some background on the attention it has received in recent years. Definition of Care Harassment Care harassment is any act of harassment directed at a person who is working and caring for a family member. Harassment is harassment or offensive remarks or actions toward others. Typical examples are known as "sexual harassment (sexual harassment)," "power harassment (power harassment)," and "moral harassment (moral harassment). Care harassment is similarly often abbreviated as "care harassment. Care harassment is often received from supervisors or coworkers at the workplace and is considered a serious problem that prevents people from balancing work and caregiving. Harassment directed toward caregivers, facility users, or their families has also been identified. With the number of people certified as requiring nursing care increasing, eliminating care harassment is an issue for Japanese society as a whole. Examples of Care Harassment There are a wide variety of patterns of care harassment. For example, there are cases in which personnel evaluations are handled unfairly. Firing, suspending employment, or demoting an employee who requests nursing care leave are typical examples of care harassment in which a supervisor uses his or her superiority in the workplace to harass an employee. There are also many cases of care harassment by words and deeds rather than actions. Specifically, they may prevent employees who use nursing care leave from using the system by saying things like, "I envy you because you don't have to work overtime," "Your wife should take over your nursing care," or "Why don't you stop claiming nursing care benefits? Some people prevent the use of the nursing care leave system or use unfair words or actions against those who use the system. There have even been cases where employees who have taken nursing care leave have been denied work. As a result of such care harassment, some employees leave their jobs because they are unable to balance work and nursing care. Main Causes of Care Harassment Lack of recognition compared to other forms of harassment One of the factors that contribute to the prevalence of care harassment is the lack of awareness. Typical acts of harassment include "sexual harassment," "power harassment," "moral harassment," and "maternity harassment," and common awareness of what not to do is spreading through in-house training programs. Care harassment has only become well known in recent years, so it is not as widely recognized as the above harassment acts. Many people have never heard of it in the first place, and in some cases, unintentional words or actions can lead to care harassment. Stereotypes about caregiving remain In Japanese society, the stereotype that "caregiving should be done by women" is still deeply rooted. In recent years, women's participation in society has accelerated, and the number of households in which both husband and wife work has increased. The government is also making various efforts to realize a gender-equal society. However, social conventions and customs regarding gender roles, such as "women should do ____" and "men should do ____," have been slow to change. As a result, some people feel uncomfortable about men taking nursing care leave or try to push nursing care onto women. It is not clear when caregiving begins and ends. The beginning and end of caregiving are not clear even to those involved. Unlike childcare leave, where the employee returns to work as the child grows up, there is no clear time frame. Because of this nature of nursing care, it is not uncommon for managers and supervisors to think, "I can't entrust important work to people who are busy with nursing care," or "I want employees who don't know when they will return to work to quit. Back to Table of Contents Legal System Related to Care Harassment An understanding of the legal systems related to caregiving is essential to understanding care harassment. Here, we explain the features and conditions for using nursing care leave, nursing care leave benefits, and nursing care leave. Ministry of Health, Labour and Welfare Nursing Care Leave Nursing care leave is a support system for workers to take care of family members in need of nursing care. The Ministry of Health, Labor and Welfare (MHLW) is promoting this system to help workers balance work and nursing care. The user of nursing care leave is required to notify the employer at least two weeks prior to the start of the leave. A total of 93 days of leave can be taken per family member, and the company cannot refuse a request from a worker who meets the conditions for use. Since it is a public system, it can be used regardless of whether or not an in-house system exists. Nursing Care Leave Benefits The nursing care leave benefit is a benefit provided to certain workers who take nursing care leave. It is a benefit system based on employment insurance, and the employer applies for it at Hello Work. The monthly benefit amount is calculated as "daily wage at the start of the leave × number of days paid (30 days) × 67%," but the amount may be reduced if the worker receives a separate allowance or salary during the leave. Nursing care leave Nursing care leave is a system that allows workers to take a short leave of absence to care for a family member in need of nursing care. Like nursing care leave, it is regulated by the Child Care and Family Care Leave Law. If one person needs nursing care, the leave can be taken for 5 days/year, and if two or more people need nursing care, the leave can be taken for up to 10 days/year. It does not matter whether there is an in-house system or not, and the company cannot refuse the use of the system. Restriction on Overtime Work (Overtime Exemption) Restriction of overtime work is a system under which workers must be exempted from overtime work if they apply for it in order to care for a family member in need of nursing care. This so-called "exemption from overtime work" can basically be applied for by any worker (regardless of gender) who cares for a family member in need of care. This system is not available to daily workers, workers who have been with the company for less than one year, and workers who work two or fewer days per week. Measures to Shorten Prescribed Working Hours This system is based on the Child Care and Family Care Leave Law. If a worker applies for this system, the employer must allow the worker to work shorter hours to reduce overtime. In principle, the overtime hours are limited to 6 hours per day. Restrictions on Late-Night Work This system prohibits workers from working "late night hours" between 10:00 p.m. and 5:00 a.m. when they are taking care of a person who requires nursing care. Work during these hours is called "late-night work. This system is available to both male and female workers who care for a family member in need of care, but those who work all of their scheduled working hours during the late-night hours are not eligible to use this system. Back to Table of Contents What Companies Can Do to Prevent Care Harassment To protect workers from care harassment, it is important for companies and employers to take proactive preventive measures. Here are some care harassment prevention measures that companies should implement. Clarify company policy on harassment issues Make a statement that management and management will not tolerate care harassment. Clarifying your company's policy on harassment issues will serve as a strong deterrent. This will create an atmosphere within the company that encourages employees to take nursing care leave and leave for nursing care. In addition to helping to improve the workplace environment, it is also expected to increase employee motivation and prevent employee turnover. It is important to include anti-harassment measures in company rules, such as employment regulations, and to take strict measures in the unlikely event of an incident. Conduct in-house training It is effective to disseminate your company's policy against harassment through in-house training. Through repeated practice, employees will acquire the correct knowledge of harassment. This will help to detect and solve problems at an early stage, and will make it easier to prevent care harassment. It is also effective to change the content of training for each position, such as training for general employees and training for managers. While it is possible to outsource the implementation of training to an external vendor, an e-learning system can be used for in-house training that is best suited to your company. Establish a Consultation Desk and Internal System Establish a consultation service that is readily available to victims of harassment. Prepare a dedicated room within the company to provide consultation services while protecting the privacy of the harasser. Appoint a person who is well versed in harassment issues as the contact person. We will set up an environment in which the counselor can feel comfortable to talk with multiple counselors of both genders. Establishment of a consultation desk is an urgent necessity in the anti-harassment measures. Since simply setting up a contact point is not effective, it is also important to make employees aware of the issue by putting up in-house posters and distributing portable cards in the size of business cards. Let's make efforts to create a working environment where victims of harassment do not have to cry themselves to sleep. Conduct questionnaires and hearings to ascertain the actual situation Conduct questionnaires and hearings for employees to grasp the actual situation in the company. Analyze the results of the questionnaires and hearings to understand the actual situation and determine whether or not there is a harassment problem. By taking preventive measures after the survey is conducted, you can gain the trust of your employees. Back to Table of Contents Care Harassment is Better Understood with E-Learning With the acceleration of an aging society with a declining birthrate, it is said that an era in which balancing work and caregiving will become the norm. Care harassment may eventually become an even more serious social problem than it is today. Both companies and employees need to learn basic knowledge, appropriate responses, and preventive measures in order to be prepared. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment in your company. LearningBOX ON" is a service that makes it easy to add training content required by companies to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this! Also read Back to Table of Contents

In the workplace, overtime work (overtime) may be required due to work-related circumstances. Among such cases, those that intentionally force employees to work overtime by taking advantage of a superior relationship may fall under the category of "power harassment. In addition, depending on the employee's situation, it may not be possible to order overtime work. This article explains the relationship between forced overtime work and power harassment that should be noted in the workplace and the measures companies should take to prevent power harassment. Table of Contents 01The Relationship between Forced Overtime Work and Power Harassment Forced Overtime Work May Be Power Harassment Specific Examples of Conduct Constituting Power Harassment in Relation to Forced Overtime Work 02Can you force employees to work overtime? Conditions for issuing overtime work orders Workers who cannot be ordered to work overtime Cases in which compulsory overtime work is illegal 03What companies can do to prevent power harassment regarding overtime work Conduct harassment training and make it known The top management of the organization sends out a message Set up a consultation desk Deal with problems strictly when they occur 04Use e-learning for awareness-raising activities related to power harassment, such as forced overtime work! Relationship between forced overtime and power harassment Overtime work means working in excess of the company's designated working hours (prescribed working hours) or the working hours set by law (legal working hours). Forcing employees to work overtime may be considered power harassment, so please review the following points. Forcing employees to work overtime may be considered power harassment. According to the definition by the Ministry of Health, Labor and Welfare, power harassment in the workplace meets the following three conditions: (1) words and actions based on a superior relationship, (2) those that go beyond what is necessary and reasonable in the course of work, and (3) those that harm the worker's working environment. Source: "Definition of Harassment," Akarui Shokuba Ouen Dan, Ministry of Health, Labor and Welfare Power harassment in the workplace generally takes advantage of differences in position, such as from a superior to a subordinate or from a senior to a junior. In such hierarchical relationships, it is easy to give unreasonable overtime work orders to those who are in a weaker position. If the overtime work is forced under the above conditions, it may be evaluated as power harassment. Particular attention should be paid when a person in a superior position, such as a supervisor or leader, orders subordinates to work overtime. Specific examples of acts constituting power harassment regarding forced overtime work Overtime work may occur even in the normal scope of work. Among such cases, what constitutes unreasonable compulsion to work overtime is when a worker is forced to work overtime by intentionally assigning an unacceptably large amount of work that cannot be completed. Simply having a large amount of work does not constitute power harassment. Forcing employees to work overtime for which they do not receive extra pay (service overtime) also constitutes power harassment. Violations that force employees to work overtime after they have turned off their time cards also constitute forced service overtime and must be avoided. Another example is ordering employees to work overtime by asking them to do work that is not necessary. Forcing employees to work a large amount of work at the last minute or forcing them to work overtime when they know they have private plans may also be considered unreasonable instructions. If a worker takes advantage of his or her superior position to engage in such behavior and cause physical or emotional distress to the worker, it may be considered power harassment. Back to Table of Contents Can I be forced to work overtime? Certain conditions must be met in order to issue an overtime order on the job. In addition, there are cases where overtime orders cannot be issued depending on the worker's situation, so it is important to keep in mind the cases where it is illegal to do so. Conditions for issuing an overtime order In order for an employer to order overtime work in excess of the legal working hours, the following three conditions must be met. A 36 Agreement (labor-management agreement based on Article 36 of the Labor Standards Law) has been concluded. Notification has been made to the administrative authorities There are provisions regarding overtime work in the work rules or labor contract. However, if there is a valid reason on the part of the worker, it is possible to refuse an overtime order. For example, if a worker has a health problem such as poor physical condition or injury, he/she may refuse to work overtime. Workers who cannot be ordered to work overtime Workers who are pregnant or have given birth for less than one year Women who are pregnant or have given birth for less than one year are called "expectant mothers. Employers cannot order overtime, work on holidays, or late-night work when requested by pregnant or nursing women. Workers caring for a family member If a worker is caring for a family member who lives with the worker, the employer is limited to ordering overtime work upon request from the worker. Overtime in excess of 24 hours per month or 150 hours per year cannot be ordered. Workers caring for preschool children A preschool child is a child who has not yet reached the age to attend elementary school. Employers are not allowed to order overtime work in excess of 24 hours per month or 150 hours per year if requested by a worker caring for a preschool child. Workers raising children under 3 years of age Employers may not order overtime work upon request from a worker raising a child under 3 years of age. The worker may refuse to work in excess of the scheduled working hours. Cases in which forced overtime work is illegal 36 Agreement is not in place Forcing workers to work overtime without a 36 Agreement is a violation of the Labor Standards Law, and is punishable by imprisonment for not more than six months or a fine of not more than 300,000 yen (Article 119, Item 1 of the Labor Standards Law). No overtime work is specified in the labor contract. In cases where the labor contract clearly states that there is no overtime work, it is legally impossible to order overtime work. If overtime is ordered, it is considered a violation of the Labor Standards Law. Overtime orders exceed the 36 Agreement or the legal limit. In principle, the 36 Agreement has an overtime work limit of 45 hours per month or 360 hours per year. 36 agreements with special provisions stipulate that overtime exceeding 45 hours per month is limited to 6 times per year. The annual limit is up to 720 hours and the monthly limit is less than 100 hours. In addition, the average overtime hours for a period of two to six months must be less than 80 hours. Overtime work in excess of the limit cannot be ordered even if a 36 Agreement or a 36 Agreement with special provisions has been concluded. Source: e-Gov "Labor Standards Law, Article 36. Back to Table of Contents What Companies Can Do to Prevent Power Harassment Related to Overtime Work The issue of power harassment related to overtime work can occur in many companies. Finally, here are some things that your company can do to protect an appropriate working environment. Conduct harassment training to raise awareness Conduct in-house training to acquire correct knowledge about power harassment and to detect problems at an early stage. In doing so, you may want to distinguish training content by job level or position. You can also prepare separate programs for managers, general employees, persons in charge of harassment counseling, persons in charge of personnel and labor affairs, and so on. Message from the top management of the organization It is important for the top management of an organization to recognize the importance of power harassment prevention and to show a positive attitude toward it. It is necessary for the top management to clearly indicate that they themselves place importance on the prevention of power harassment and make efforts to disseminate the message. Establish a consultation counter It is a good idea to set up an internal harassment consultation service and encourage employees who are suffering from harassment to use it. Ideally, the service should be able to handle a wide range of harassment issues in addition to power harassment. In addition, it is also a good idea to publicize the existence of the consultation service. Deal with problems strictly when they occur. If power harassment occurs in your company, take immediate action to stop the damage and thoroughly prevent recurrence. In some cases, it may be necessary to consider disciplinary action against the perpetrator. Consider consulting with outside experts as well. Back to Table of Contents Use e-Learning to Educate Employees about Forced Overtime Work and Other Power Harassment-Related Issues! Forced overtime work may constitute power harassment. After confirming the conditions for issuing overtime work orders, let's work systematically to prevent power harassment so that unjust orders are not issued. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment. LearningBOX ON" is a service that makes it easy for companies to add essential training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents

Many companies are working to reduce working hours with the goal of improving the working environment. By reducing waste and improving efficiency, organizational productivity can be expected to increase. However, it is important to note that unreasonable shortening of working hours, such as requests for shorter hours that are not appropriate for the actual situation or excessive guidance, can lead to harassment. This article explains the basics of short-time harassment, the risks it poses to companies, and countermeasures. We hope you will find it useful. Table of Contents 01Basic Knowledge of Shorter-Time Harassment What is Shorter-Time Harassment? Problems of Short-Time Harassment 02Examples of acts that fall under the category of harassment by shortened working hours Forcing employees to take home overtime work Supervisor assigning work to subordinates Assigning work that cannot be completed in time Harshly reprimanding subordinates for not meeting quotas or deadlines 03What companies can do to prevent harassment Conduct harassment training on a regular basis Encourage communication in the workplace Establish a consultation service Introduce IT tools to improve work efficiency Explain your efforts to customers and ask for their understanding 04E-learning system that can be used to inform employees about short-time harassment Basic Knowledge of Short-Time Harassment First, we will explain the characteristics and problems of short-time harassment. Please check the basic knowledge for proper management of working hours. What is Shorter Working Hour Harassment? Short-time harassment is the practice of forcing subordinates or employees to leave work on time or prohibiting overtime work without adjusting their workload or reviewing their work style. It is sometimes abbreviated as "jitaharassment." In recent years, long working hours have become a social problem, and as more companies work to shorten working hours, jitaharassment is coming to the surface. Some companies have introduced "no overtime" or "shortened working hours" as part of measures to reform work styles, improve productivity, and achieve work-life balance, without taking into account the actual conditions at their companies. In many cases, it seems that some companies do not even recognize that they are being harassed. There is no law against such harassment. However, if a worker is forced to work shorter hours against the backdrop of a superior relationship and causes mental or physical pain, there is a risk of violating the "Revised Act on the Comprehensive Promotion of Labor Policy (Power Harassment Prevention Act). Particular attention should be paid to whether unjust instructions are being given by supervisors to subordinates or by senior employees to junior employees. Problems with Shorter Working Hours Harassment Work quality may deteriorate. In a workplace where only superficial shortening of work hours is valued, employees may become focused only on speed in their work. If clients' trust is lost due to poor quality, performance may deteriorate. Decreased employee productivity and motivation Employees may not be able to work overtime in the office due to forced shortened hours and may take work home with them for the purpose of completing their tasks. Working at home may be illegal if the employee is not paid for overtime and can also lead to a decrease in motivation. It can also affect the company's overall productivity and turnover. Burden on middle managers is likely to increase. Middle managers are often overburdened by the fact that they stand between upper management and the front lines, who are in charge of giving orders for shorter working hours. In many cases, when unreasonable shortening of work hours causes delays in the progress of subordinates' work, supervisors take on responsibility for the remaining work. Employees may suffer physical and mental health problems. The stress and fatigue caused by a deteriorating work environment gradually accumulates damage to employees' minds and bodies. Mental and physical ailments may make it difficult for the employee to continue working for a long period of time. Back to Table of Contents Specific Examples of Conduct that Constitutes Shorter-Time Harassment What specific conduct constitutes short-time harassment? Here are some specific examples of short-time harassment. Forcing employees to take home overtime work This is a case in which a worker is forced to take home work that cannot be completed within a certain period of time or to work overtime without overtime pay (service overtime). In these cases, the workload or schedule itself may be the cause. Not only does this constitute harassment, but failure to pay overtime constitutes a violation of the Labor Standards Law. Be aware that this can cause damage to the company's image and may result in penalties. Supervisor assigns work to subordinates This is a case in which a supervisor forces a subordinate to do work that cannot be completed by the deadline. As a result, subordinates are often forced to work take-home overtime or service overtime. Supervisors are supposed to adjust the workload of their subordinates so that it is appropriate, so it can be said that the management method is inappropriate. Assigning work that cannot be completed in time Assigning work that cannot be completed in a timely manner is considered harassment. When promoting shortened work hours, the workload should be reviewed, a system should be introduced, and the work approach should be adjusted. Strict reprimand for failure to meet quotas or deadlines Excessive guidance, such as harsh reprimands for failure to meet shortened work hours, also constitutes shortened work hour harassment. Reprimanding employees in public or threatening them in an intimidating manner when they fail to meet quotas or deadlines is an example of harassment. Back to Table of Contents What Companies Can Do to Combat Short-Time Harassment Finally, here are some things that companies can do to prevent the occurrence of short-time harassment. Aim for a work environment where employees can maintain their mental and physical health and achieve results. Conduct harassment training on a regular basis. A small number of companies and supervisors do not view forced shortening of hours as harassment. By holding training sessions, you can acquire correct knowledge about harassment and detect problems early. When conducting harassment training in-house, we recommend the use of an e-learning system. This system makes it easier to implement harassment training, since it can create and distribute teaching materials, manage participants, and accumulate and analyze data all in one place. Encourage communication in the workplace Short-time harassment can occur due to a lack of communication between supervisors and subordinates. The main reason is that the supervisor does not understand the workload of his/her subordinate, and only requests for shorter hours are made ahead of time. If communication between supervisors and subordinates is facilitated, it will be easier to grasp the issues at the work site and promote shorter hours. Measures that provide regular opportunities to exchange opinions, such as lunch meetings and team meetings, are also effective. Establish a consultation service To prepare for the occurrence of short-time harassment, set up a consultation service within the company. A trusted person should be put in charge of consultation, and the existence of this contact point should be made known to all employees. Using an outside consultation service is also an option. Introduce IT tools to improve operational efficiency Automating some tasks with IT tools may enable you to perform your work in a shorter time than before. For example, many companies are using IT tools such as web conferencing systems, business chat, and attendance management systems. Promote digitalization within your company to reduce the burden on your employees. Explain your efforts to customers and ask for their understanding. When reviewing your company's workload, it may be necessary to gain the understanding of your customers as well. In some cases, you may need to change existing support systems or delivery schedules. It is important to explain your future business hours and schedule and gain their understanding. Back to Table of Contents E-learning system that can be used to inform the public about short-time harassment So far, we have explained the basics of short-time harassment and its countermeasures. When promoting shorter work hours, it is essential to adjust workloads and review work styles. In many cases, however, managers themselves are not aware of the problems associated with enforcing shorter working hours. Please use the harassment training contents of "learningBOX ON" to inform your employees about harassment within your company. LearningBOX ON" is a service that makes it easy to add company-required training content to learningBOX, an e-learning creation and management system. You can easily design your own original learning courses by combining them with your company's in-house content. Harassment training and compliance training content are available free of charge, so please take advantage of this service for your in-house training. We also recommend this service! Also read Back to Table of Contents