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Compliance considerations are essential for a company to remain in business for a long time. However, many people may wonder what compliance means in the first place. To ensure that compliance violations do not occur within your company, it is important to have a firm grasp of what compliance means. In this issue, we will introduce the details of compliance management, the background of its importance, and examples of violations. We will also introduce how to implement compliance management and points to keep in mind when doing so. Table of Contents 01What is Compliance Management? Background of Importance Advantages of Strengthening Compliance 02Examples of non-compliance Violation of the Labor Standards Law Leakage of personal information Harassment 03How to Implement Compliance Management Identify potential risks in business processes Conduct compliance training Conduct a review of the company culture Appropriately manage documents, etc. Establish a compliance consultation desk 04Points to consider when implementing compliance management Exercise leadership by management Develop dedicated compliance staff 05Summary What is Compliance Management? Background of Importance The word "compliance" means "observance of laws and regulations," and compliance management refers to management that observes laws and regulations and practices them while respecting corporate ethics. In order for a company to continue its business, it is important to be trusted by society. However, against the backdrop of a series of corporate scandals, such as window dressing, the term "compliance" has come to be frequently heard. With the current rash of corporate scandals, a single scandal can cause significant damage to a company. On the other hand, a company that is able to manage risks against fraud will be trusted by society and its corporate value will increase. Being aware of compliance is very important in corporate management. Advantages of Strengthening Compliance There are many advantages for a company if it can strengthen compliance. Let us introduce some specific advantages. The first advantage is the ability to consider long-term profits. In many cases, management that is not conscious of compliance pursues only immediate profits. However, by being aware of compliance, one can make decisions based on sincere values and generate profits from a long-term perspective. The second benefit is that investors will appreciate the company's reputation. Some investors place a high value on "corporate social responsibility (CSR). In today's climate of intense scrutiny of corporations, companies that emphasize compliance management are evaluated by investors and have an advantage when it comes to fundraising and other situations. Back to Table of Contents Examples of Non-Compliance There are many examples of noncompliance by companies, of which we will present three. Violation of the Labor Standards Law Although reforms in work styles are currently being promoted, there are still a small number of companies that manage their businesses in violation of the Labor Standards Law, notably by working long hours and failing to pay overtime. This is one of the most common examples of noncompliance. Leakage of personal information Due to the revision of the Personal Information Protection Law, public scrutiny of the handling of personal information has become extremely strict. Even if you put a lot of effort into security measures, it is not uncommon for personal information to be leaked due to unauthorized access. Harassment There are many types of harassment, including sexual harassment and power harassment. Whether an action or speech constitutes harassment is determined by the perception of the recipient. Actions and behaviors that were not considered harassment in the past may now constitute harassment, so it is important to be very careful about what you do and say. Back to Table of Contents How to Implement Compliance Management There are many ways to implement compliance management. Here we introduce five methods. Identify potential risks in business processes Compliance violations can occur from daily business operations. Therefore, it is a good idea to start by identifying any hidden risks in daily business processes. One concrete method is to conduct interviews with employees. The key is to confirm whether or not there is any dissatisfaction with the organization, such as whether working hours are getting too long, whether the manuals are appropriate, and so on. Conduct compliance training. Conducting compliance training for all employees is an effective way to develop employees' sense of ethics and morals. Share the rules that should be followed within the company and what is considered common sense by the public. It is also essential to educate employees on knowledge of laws and regulations. Without knowledge of laws and regulations, employees may not realize that they are violating compliance. Conduct a review of the company's internal culture. Even after stressing the importance of compliance in training, it is necessary to change the mindset of employees in order to put it into practice in business situations. If employees' awareness of compliance has waned as they prioritize results, first review the company's culture. It is recommended that management communicate the importance of compliance management to employees by sending out information on how to respond when fraud is discovered. Properly manage documents, etc. When handling a large number of documents on a daily basis, documents must be properly managed. If highly confidential documents are accessible to anyone or not filed, reconsider the management method. If you are feeling the limitations of paper-based management, a paperless approach is recommended. There are many advantages, such as easy sharing and cutting printing and other costs. Establish a compliance consultation service To prevent rampant fraud in your company, set up a compliance consultation service. If there is an environment in which any wrongdoing can be brought to light from within the company, it will be possible to take prompt action when a problem arises. It is important to respect the whistleblower's wishes, for example, by not treating whistleblowers unfavorably. Back to Table of Contents Points to Consider When Implementing Compliance Management In order to implement compliance management, it is important to keep the following points in mind. The following two points should be kept in mind when implementing compliance management. Management should show leadership. If management does not demonstrate a strong commitment to implementing compliance management, employees will not recognize the importance of compliance. By ensuring that fraud will never occur, and by having management show serious leadership, employees will become more aware of the importance of compliance. Cultivate dedicated compliance personnel. To implement compliance management over the long term, develop dedicated compliance personnel in your company. While a third-party checking organization may be an option, developing a person in charge within the company in advance eliminates the need to rely on outside personnel. If possible, try to assign a dedicated person to each department by having them participate in external workshops. Back to Table of Contents Conclusion In this issue, we have provided an overview of compliance management, taking into account examples of compliance violations. In order to continue corporate activities, it is important for companies to work on strengthening compliance. Management should be aware of the importance of compliance while also working on risk management. Please use the compliance training contents of "learningBOX ON" to inform your employees about compliance within 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. Compliance training and harassment 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

Collaboration Content with KaWaL eLearning, Specializing in Business Skills, Now Available on learningBOX ON! LearningBOX ON, a service that allows users to add training content to learningBOX, an e-learning creation and management system, now offers long-awaited new content! The new content is a collaboration with KaWaL eLearning by Change Inc. The content is fun to learn and can be used immediately at work, and we would like to introduce some of it here. If you are in charge of human resources or training, please check it out. Notice KaWaL and learningBOX Collaboration Dialogue - In-Depth Explanation of Current Topics by Professionals - 【0th】 KaWaL and learningBOX Collaboration Dialogue We have collaborated with Change Corporation to provide a new service in e-learning materials. KaWaL eLearning, a subscription-based e-learning service specializing in business skills provided by Change, is now available on learningBOX ON! Please try out the curriculum specialized in business skills, based on our experience in training more than 1 million young people, including new employees at major companies. What is KaWaL eLearning? Change's KaWaL eLearning is a subscription e-learning service that provides only carefully selected courses in basic business skills, based on the concept of "from 'understanding' to 'learning'". KaWaL eLearning is a subscription-based e-learning service that enables users to learn the business skills and knowledge they need in a short period of time. Based on the concept that "people learn by tackling challenges," the collaborative content is not a one-size-fits-all learning style, but rather a learning style that incorporates mechanisms that allow participants to create and repeat deliverables. Introduction to Content Here we introduce some of the free content of KaWaL eLearning. Special attention has been paid to the "video presentation" so that even those of a generation accustomed to watching videos can enjoy watching them to the end. The videos are designed to be sympathetic and dramatic, to put the viewer in the world of picture books, to have comedians appear in the videos, to make them look like quiz shows, etc. All the content is presented in a way that suits each learning element. All content is characterized by a "problem-oriented" style, with worksheets provided for immediate practice after watching the videos, and output to maximize the learning effect. Any user registered with learningBOX can view the free training content on learningBOX ON. Through this collaboration, users will be able to further utilize the free and paid content of KaWaL eLearning to build an efficient training program suited to their needs. Business Communication Limited Publication URL: [KaWaL] Business Communication "Listening This is a careful explanation of the three necessary attitudes of a member of society. The concepts of "purposefulness" for proactive work, "cost consciousness" for efficient work, and "partner consciousness" for smooth sharing and collaboration are introduced in an easy-to-understand, drama-style format. The contents are not only for new employees, but also for all workers, so please take a look. Remote Work Manners Limited URL: [KaWaL] Remote Work Manners Manners exist even in remote work, which has been increasing in recent years. It is important to know the minimum etiquette so that you can work comfortably. The quiz format allows you to learn while having fun, and it would be good for multiple people to work on the task. Please take a look at the other recommended videos on this site. ⇒Other collaboration videos are being updated one after another! How to use KaWaL × learningBOX Here is how to use KaWaL × learningBOX. If you are already using learningBOX (1) Log in to learningBOX Go to "Contents Management Press the "+" icon for content management. (4) Select "learningBOX ON" > "KaWaL eLearning" > "Free Trial Course" in the menu. KaWaL eLearning" will be added to the list of (5) courses. New registrations If you have not yet registered with learningBOX, you can use almost all functions (excluding paid options) for free and indefinitely for up to 10 people. ⇒Click here to register for free. If you are a new registrant, please log in and "KaWaL eLearning" will be preregistered in the course list for immediate use. Paid content is also available for KaWaL eLearning, please click here for details. Summary We have introduced the new learningBOX ON content, KaWaL eLearning, which is fun to learn and use at work. Based on our experience in training more than 1 million young people, we asked ourselves, "How can we get people to watch the videos all the way through? What are the important learning elements for behavior change? We hope you will take note of our careful explanation of what the keywords for learning are and why they are necessary. We hope you will take advantage of the possibility of creating your own original courses by combining KaWaL eLearning content with your own content.    

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

Group training can be problematic in terms of cost and scheduling, but in recent years, e-learning training has become more common, in part because the new coronavirus has made face-to-face training itself more difficult. Conducting corporate training through e-learning not only reduces costs, but also makes operations more efficient. This article describes the learning content, typical formats, and specific methods of creating content for e-learning content, which is ideal for human resource development. Table of Contents 01Learning content of e-learning contents suitable for human resource development Training to acquire practical skills Hierarchy-specific training Theme-specific training Training to acquire qualifications 02Main Formats of E-Learning Content for Companies Online distribution format Formats of videos Cartoon and animation formats 03How to Create E-Learning Content How to create with PowerPoint How to outsource the creation How to use a dedicated e-learning system 04Efficient Human Resource Development with e-Learning Learning content of e-learning contents suitable for human resource development In order to use e-learning content for human resource development, it is important to select the most appropriate learning content. Below are some examples of e-learning content that can be used for human resource development. Training to acquire practical skills E-learning can be used for training to acquire specific practical skills, such as work procedures and work processes. Many companies use e-Learning together with OJT. The combination of on-the-job practice and manual learning is an effective and efficient way to learn. Hierarchy-specific training E-learning is also used for training by employee level. Typical examples include new employee training for younger employees and management training for managers. E-learning is unique in that it is easy to prepare individual training courses according to the level of the target employees. Training can be provided evenly to employees at all levels. Theme-specific training E-learning is also used to provide theme-specific training on knowledge and skills required in business situations. Typical examples of e-learning training include business manners, logical thinking, compliance, and harassment prevention. The advantage of e-learning is that it is more cost-effective than offline training. Training for certification acquisition E-learning can also be used for training that supports learning to acquire qualifications. In most cases, training is provided to promote the acquisition of qualifications that are essential for work or that lead to career advancement. Qualifications require continuous learning, and e-learning is an easy way to continue learning because it can be used in one's spare time. Back to Table of Contents Main Formats of Corporate E-Learning Content E-learning content comes in a variety of formats. Below are some of the most common formats used for corporate e-learning content and the characteristics of each. Online Distribution Format This is a system in which data such as teaching materials and handouts are uploaded and downloaded by participants. Word, Excel, PowerPoint, etc. are used to create teaching materials and documents. Existing data created in the past can also be used. Paper materials can also be scanned and provided as data. Video Format This type of lecture can be streamed to the instructor or recorded lecture video data can be provided. The feature of this type of video is that it allows students to learn in a manner similar to a classroom lecture, but unlike an actual lecture, it can be viewed repeatedly. The advantage is that you can watch the video until you find the solution to your problem, which makes it easier to deepen your understanding of the information. Cartoon and animation format This method uses cartoons or animations to explain training content in an easy-to-understand manner. The familiar expressions can help trainees understand the content. However, since it takes time and effort to create the materials, it is necessary to verify whether it is effective enough for the effort required. Back to Table of Contents How to Create E-Learning Content The following three methods for creating eLearning content are described below. Creating with PowerPoint Outsourcing the creation Using a dedicated e-learning system Each of these methods has its own characteristics, so choose the method that is best suited to your company. Using PowerPoint PowerPoint is a presentation software commonly used by companies. It is also used as a tool to easily create e-learning content. While other Office software can be used to create teaching materials and documents with text and diagrams, PowerPoint can also be used to create animated slides with sound and movement. The ability to easily create educational materials that deepen sensory understanding is a strength of PowerPoint. However, depending on the learning method, slides alone may not be sufficient. For example, if you want to obtain some kind of feedback from the students, such as a comprehension test, post-lecture survey, or interactive operation, PowerPoint's functionality alone will not cover it. Outsourced Creation You can also outsource the creation of e-learning content through an external service. By outsourcing to a specialized vendor, you can expect to reduce your in-house man-hours. Although outsourcing costs are incurred, in some cases this can result in cost savings because there is no need to hire specialized personnel in-house. On the other hand, the disadvantage is that it requires a lot of time and effort to modify and customize the content because it involves another company. In some cases, it may be easier to create the content smoothly by producing it in-house. When outsourcing, close communication with the production company and appropriate progress management are necessary. Using a dedicated e-learning system An e-learning system is a specialized tool that covers all aspects of e-learning content creation and operation, and is used by many companies that use e-learning for human resource development. E-learning systems are available in a wide variety of content formats and can flexibly support a wide range of curriculum. The appeal of e-learning systems is that the content required for human resource development can be prepared immediately as needed. This is expected to improve the learning effectiveness of corporate training programs. Another advantage is that you can create high-quality content in-house that would normally have to be outsourced. Many systems are offered as a monthly service, which reduces the initial cost compared to outsourcing. Since the content creation is done in-house, there are no discrepancies with the expected content, which is often the case with outsourcing. In addition, the e-learning system also allows for content management. It is possible to manage the progress of each participant, skills acquired, and the results of post-lecture surveys. The system is also equipped with a wealth of other functions that can be used appropriately to improve the efficiency of content management. Back to Table of Contents Streamline Human Resource Development with e-Learning E-learning is also used in human resource development. If you find it difficult to conduct group training due to cost issues, e-learning is recommended for human resource development. In recent years, e-learning is also required to avoid the risk of infection by the new coronavirus, as it eliminates the need for face-to-face interaction. E-learning content can be created in-house, and an e-learning system allows you to create content tailored to your company's needs without the hassle. Our "learningBOX" is an e-learning system equipped with essential functions for in-house training, such as content creation and distribution, and course participant management. Courses can be designed in line with in-house training content, and tests can be easily conducted to check employee proficiency. The system's simple operability and reasonable price have been well received, and many companies have adopted it for their in-house training programs. We also offer a free plan that allows you to use almost all functions, so if you are considering human resource development through e-learning, please feel free to contact us. We also recommend this! Also read Back to Table of Contents

In workplace relationships where a diverse workforce is active, unexpected words and actions can be damaging to others. In recent years, harassing words and actions related to unmarried people have come to be known as "marital harassment," and the damage it causes has come to light. What disadvantages does marital harassment bring to the workplace? What are the disadvantages of marriage harassment in the workplace and how should countermeasures be taken? This article explains the basics of marriage harassment, touching on factors and examples of its occurrence. Table of Contents 01What is Marriage Harassment? What is Marriage Harassment? Types of harassment likely to occur in the workplace Disadvantages of Marriage Harassment for Companies 02Factors and Examples of Marital Harassment in the Workplace Factors that cause Marital Harassment in the Workplace Cases of Marital Harassment in the Workplace 03How companies can prevent marriage harassment Establish an in-house harassment consultation service Conduct harassment training 04Enhance Employee Training to Prevent Marriage Harassment What is Marital Harassment (Marriage Harassment)? Marital harassment can occur in the workplace. First, we will introduce the characteristics of marriage harassment and the types of harassment to watch out for in the workplace. What is Marriage Harassment? Marital harassment refers to harassing words or actions toward a person who is not married, related to his or her unmarried status. It is also called "Marriage Harassment." Marriage harassment is mainly characterized by the imposition of values based on the assumption that one is married. It shares some similarities with "Solo Harassment (Solo Harassment)," in which harassing words and actions are directed toward single people. Even if it is intended as a joke, words and actions that hurt or make the other person feel uncomfortable can be highly problematic. In general, marriage harassment tends to be perpetrated by married people against unmarried people. In the workplace, victimization can occur regardless of one's position in the job. It should be noted not only in relationships from superiors to subordinates, but also among colleagues and other relationships. Types of Harassment Likely to Occur in the Workplace Maternity harassment Harassing female employees regarding pregnancy, childbirth, and childcare. Actions that discourage the use of the company's leave system also fall under the category of harassment. Power harassment Harassment is defined as any behavior or action that inflicts physical or mental pain by taking advantage of a superior relationship in the workplace. It damages the victim and worsens the work environment. Sexual Harassment (Sexual Harassment) Sexual harassment is defined as any sexual harassment that causes physical or emotional distress by using sexual words or actions that are against the will of the other party. Any employee, regardless of gender, can be a perpetrator or a victim. Social Harassment (Soharassment) This term refers to harassing words and actions using social networking sites. It causes distress by intruding into a person's private life against his/her will. Disadvantages of Marriage Harassment to a Company When marital harassment is rampant in an organization, the victim's mental and physical health may suffer. Not only does it cause a loss of motivation at work, but there is also a risk that it may lead to job turnover. It is believed that there are many cases of marriage harassment that go unrecognized, making it easy for the problem to go unrecognized within the company. If the damage is repeated, it can even have a negative impact on relationships within the company. Back to Table of Contents Factors and Examples of Marriage Harassment in the Workplace Why does marital harassment occur in the workplace? Here are some of the factors that can lead to the occurrence of marital harassment, as well as specific words and actions that constitute marital harassment. Factors Leading to Marriage Harassment in the Workplace In many cases, the perpetrator of marital harassment does not recognize his or her own words or actions as harassment. This does not necessarily mean that the harassment is done with malicious intent. For example, many perpetrators may feel that they were just meddling because they were worried about their partner, or that they meant well and said what they said without any malice at all. These circumstances are thought to be one of the reasons why marital harassment occurs. That is why it is important to promote understanding that regardless of the intent of the comment, if the victim feels emotional distress, it constitutes harassment. Examples of Marriage Harassment in the Workplace Let's review some specific examples of what kind of behavior in workplace relationships constitutes marital harassment. First, there are cases of persistent talk about marriage. Asking whether or not a person has a partner or mentioning private information should be avoided from the perspective of preventing harassment. Examples of NG behavior Why aren't you married?" Maybe it's time for you to start looking for a marriage partner. Aren't you looking for someone to marry? "It's nice to be single." Another typical example of marriage harassment is to deny the values of those who are not married. Examples of NG behavior "That's why you can't get married," "Hurry up and get married, have children, and become a full-fledged man," "Getting married is what makes women happy." Causing disadvantages on the job because of unmarried status also falls under the category of marriage harassment. It is one of the cases that should be especially noted in the workplace. Examples of NG behavior "Since you're single, you can work on your days off, right?" I'm going to quit after I marry my boyfriend anyway, so I can't be entrusted with a job with more responsibility. In addition to the above examples, there are many other cases of marriage harassment. Corporate anti-harassment measures require an understanding of a wide variety of cases, as well as a response that is sympathetic to the victims. Back to Table of Contents How Companies Can Prevent Marriage Harassment Your company's employees may also be perpetrators or victims of marital harassment. Take measures to prevent harassment and strive to create a safe working environment. Establish an in-house harassment consultation service This is a method to accept consultation from employees at a specialized consultation desk and solve the problem. Along with power harassment and sexual harassment, it is also a good idea to provide counseling on marital harassment. Please let your employees know that you can handle a wide range of cases. The Harassment Consultation Desk should be staffed by personnel with expertise in harassment. This is because it is essential not only to confirm the facts and consider measures to be taken against the harasser, but also to provide support to the victim who is worried about the situation. Establish a system to appropriately deal with problems that occur within the company. Conduct harassment training. Harassment training is a training program designed to deepen understanding of various types of harassment and to prevent organizational harassment. Through training, many employees can be made aware of the existence of marital harassment, learn how to deal with it, and help prevent damage. It is also considered effective to conduct online training programs. The advantage of online training is that it is not restricted by time or location, and employee training can be conducted flexibly and steadily to accommodate diverse work styles. You may want to consider this as part of your anti-harassment measures. Back to Table of Contents Enhance Employee Training to Prevent Marriage Harassment The following is a basic knowledge of marriage harassment, including examples and countermeasures. Each company is required to make organized efforts to prevent damage caused by marriage harassment that may occur in the workplace. 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. We also recommend this service! Also read Back to Table of Contents

Thank you for using our services. We would like to inform you of a price revision for our [paid option] dedicated servers. Due to increased server costs and enhanced security measures, we have decided to revise the prices starting July 21, 2022 (Thursday). Details are as follows. Date of revision 　Thursday, July 21, 2022 ■Price 　First-year fee: (Before revision) 495,000 yen → (After revision) 990,000 yen 　Next year's fee: (Before revision) 330,000 yen → (After revision) 660,000 yen 　All prices include tax. Terms of Use 　If you newly apply for [Paid Option] Dedicated Server after the price revision, you will need to separately sign up for a license for 1,000 accounts or more. 　*Any contracted plan is acceptable. ■Notes 　If a quotation is issued before July 20, 2022 (Wed.), the price will be applied at the price before the revision only during the valid period. 　In addition, there will be no change in the next year's renewal fee for customers who have already signed a contract as of the above date. 　Thank you for your continued support of learningBOX.

The most well-known examples of "power harassment" that occur in the workplace are those committed by supervisors against subordinates and by senior employees against junior employees. However, power harassment can also occur between coworkers, who at first glance appear to be on equal footing. What are the characteristics of power harassment among coworkers? What are the characteristics of power harassment between coworkers, and how should the harasser and those around him or her deal with it, resolve it, and prevent its recurrence? This article explains the problem of power harassment between coworkers. Table of Contents 01Characteristics of Power Harassment Between Colleagues Does power harassment occur among coworkers? Other problems that can occur between coworkers besides power harassment 02Examples of power harassment among colleagues and how to deal with it Specific examples of power harassment between coworkers What to do if you suspect power harassment between coworkers 03How to solve the problem of power harassment between coworkers? Main places to consult about power harassment between coworkers Measures to prevent power harassment in the workplace 04Power harassment happens even among coworkers! Let's take action to prevent it! Characteristics of power harassment among coworkers There are a wide variety of relationships in business organizations. Can power harassment occur even among colleagues who are on equal footing in terms of work? First, we will explain the basics of power harassment between coworkers. Can power harassment occur between coworkers? Power harassment is when a perpetrator takes advantage of a socially superior position to inflict physical or mental pain on someone in a weaker position. Generally speaking, power harassment is more likely to occur in the workplace when the harasser takes advantage of one's position in the workplace. Examples include the relationship between superiors and subordinates, senior employees and junior employees, and so on. In these hierarchical relationships, subordinates and junior employees who are in a weaker position are more likely to become victims of power harassment. However, power harassment can also occur between coworkers. Even if employees are close to each other in their work position, if they take advantage of each other in any way, it is considered power harassment, so care must be taken. Troubles that can occur among coworkers other than power harassment In addition to power harassment, there are other problems that may occur between coworkers in an organization. Examples include "moral harassment," "sexual harassment," and "workplace bullying. Moral harassment is harassment of a person by harassing words or actions that are contrary to moral principles and cause mental distress to the other person. In many cases, the victim's damage is not easily noticed by others because the attack does not manifest itself as obvious violence or verbal abuse. Sexual harassment inflicts physical and emotional distress through sexual words and actions that go against the other person's will. It is a type of harassment that should be noted even among coworkers. Bullying behavior that takes place within a workplace relationship is called workplace bullying. In some cases, more than one person can be the perpetrator, such as a group of coworkers harassing each other. Back to Table of Contents Examples of Power Harassment among Colleagues and How to Handle It What kind of behavior between co-workers who are in a close working position constitutes power harassment? Here, we will explain specific examples and how to deal with them. Specific Examples of Power Harassment among Colleagues Common types of power harassment include physical aggression, mental aggression, detachment from relationships, and violation of individuality. Physical attacks among coworkers, such as intentionally bumping into someone or throwing things at someone, are examples of power harassment. Mental aggression includes such things as being grumpy, verbally slandering someone via e-mail or other means, or forcing someone to spend long hours on the phone. Spreading unfavorable rumors within the company is also considered power harassment. It is also inappropriate to reprimand a co-worker in public for a work mistake, even if the reprimand is between co-workers. In terms of detachment from human relations among coworkers, such attitudes as ignoring greetings and comments, and excluding coworkers from the group are considered power harassment. In addition, looking at personal belongings without permission or persistently asking about the reason for taking leave are examples of power harassment that infringe on personal privacy. What to do if you suspect power harassment between coworkers Victims of power harassment by coworkers should consult with their trusted supervisor, as well as the human resources department, the labor union, or the company's internal power harassment consultation service. In such cases, recording evidence of the power harassment and testimonies of other colleagues will make it easier to confirm the facts of the situation. If a colleague is being subjected to power harassment, those around you should not turn a blind eye and intervene. There are ways to respond, such as talking to the person in question and encouraging them to consult with a third party. If it is difficult to resolve the problem within the company, it is a good idea to consider consulting an outside organization. In this way, it is important to ensure that the victim has a place to consult, to improve the situation, and to prevent recurrence. Back to Table of Contents How to Resolve Power Harassment Issues Between Colleagues? If power harassment between coworkers occurs in your company, how should you go about solving the problem? We will introduce how to consult with experts and measures to prevent power harassment. Major Consultation Counters for Power Harassment between Colleagues General Labor Consultation Corner This is a public consultation service provided by the Ministry of Health, Labor and Welfare that offers consultation on a wide range of labor issues, including power harassment. They are located at labor bureaus and labor standards inspectors' offices nationwide. Not only employees but also employers of companies can consult with them. Comprehensive Labor Consultation Corner｜Ministry of Health, Labour and Welfare Minnano Hanzoku 110 (Nationwide Human Rights Consultation Dial) This is a telephone service provided by the Ministry of Justice for consultation on human rights issues, including power harassment. Investigations are conducted into cases of human rights violations, and remedial measures may be taken. As well as the telephone counseling service, interview counseling at legal affairs bureaus and regional legal affairs bureaus, etc., and online counseling are also available. Human Rights Hotline｜Ministry of Justice Internet Human Rights Consultation Service｜Ministry of Justice Houterasu (Japan Legal Support Center) Houterasu is an organization established for the purpose of resolving legal problems of the public. It functions as a general information center for legal troubles, including power harassment, and consultation leads to obtaining necessary information and support. Inquiries can be made through the support dial or by e-mail. Japan Legal Support Center Houterasu Kaiketsu Support This is a certification system by the Minister of Justice for resolving personal problems including power harassment. A certified private entity intervenes as a third party and provides support toward resolution. With the support of experts, the program is expected to resolve problems through mediation. support for resolution Measures to prevent power harassment in the workplace To maintain an appropriate work environment, it is advisable to inform employees of your company's policy on the prevention of power harassment and engage in awareness-raising activities. To prevent power harassment among coworkers, it is ideal to educate all employees, not just managers. The entire company should engage in harassment prevention training. In addition, employment regulations should include provisions on harassment and clearly state the disciplinary actions to be taken against perpetrators. Establish an in-house consultation service, and have the person in charge acquire expertise in anti-harassment measures. Take prompt action to solve the problem of the harasser, to improve the current situation, and to prevent recurrence of damage. Back to Table of Contents Power Harassment Happens Even Between Colleagues! Let's work to prevent it! In this issue, we discussed power harassment between coworkers. Power harassment can occur even among coworkers. It is important for employees themselves to fully understand these potential harassment issues in the workplace, and to work systematically to prevent them. 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. We also recommend this service! Also read Back to Table of Contents