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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

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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! Also read Back to Table of Contents

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

Now that compliance is considered important in management activities, many companies are promoting compliance measures as one of their issues. However, many companies have the perception that "compliance with laws and regulations is what compliance is all about," and few companies may understand the essence of compliance. In this issue, we will discuss corporate compliance in detail, touching on corporate ethics, which is important to know in order to understand compliance. If you are in charge of human resources at a company, please refer to this article. Table of Contents 01What is "compliance" in a company? 02Examples of non-compliance Failure to manage working hours Power harassment and sexual harassment Inadequate information security Fraudulent accounting Improper receipt of benefits Misrepresentation of products and services Inadequate hygiene management 03Ethics required for corporate compliance Level 1: Compliance with laws and regulations Tier 2: Compliance with company rules Tier 3: Ethical Conduct 04Why companies need compliance To fulfill social responsibility Because of the risk of administrative action To damage the corporate image 05How to prevent compliance violations Build a compliance team Implement a compliance program Care for Whistleblowers 06 Summary What is "compliance" in a company? Compliance in a company is intended to gain the trust of society and maintain corporate value. Of course, it is not wrong to understand compliance in terms of observing the laws set by the government, but in fact, it is not limited to that. Corporate compliance also includes having social good sense and acting in accordance with corporate ethics. Back to Table of Contents Examples of Non-Compliance Compliance has been attracting attention in Japan since the 1990s. The term "compliance" has become widespread, triggered by the many corporate scandals that occurred at that time. Let's take a closer look at what exactly is meant by noncompliance. Failure to manage working hours One of the most severely enforced forms of noncompliance is inadequate management of working hours (violation of the Labor Contract Law), including overtime work and nonpayment of overtime wages. Violations of these laws will result in a recommendation for corrective action in an investigation by the Labor Standards Inspection Office. Note that companies that have not concluded a 36 (sub-local) agreement are considered in violation of the law if they force employees to work more than 8 hours per day or 40 hours per week. Power Harassment and Sexual Harassment Various types of harassment, such as "power harassment" and "sexual harassment," can also be considered noncompliance. Note that harassment is not an individual issue but a company responsibility and can be pursued as a violation of the duty of care for safety. In addition, there are now a wide variety of types of harassment, and terms such as "moral harassment (moraharassment)" and "maternity harassment (materaharassment)" have emerged. All workers must deepen their understanding of harassment and take care in their work to prevent problems from occurring. Inadequate Information Security There are also compliance violations due to inadequacies in information security. Typical examples are leakage of personal information due to unauthorized removal of information by employees or hacking damage. It is feared that the recent proliferation of remote work has led to a lack of awareness regarding the handling of personal information. Companies must take thorough information security measures to prevent information leaks. Fraudulent Accounting One of the most common examples of past noncompliance is accounting irregularities, such as fictitious recording of sales and expenses and falsification of accounting documents. The circumstances leading to noncompliance vary from company to company, such as covering up the misappropriation of funds to meet sales targets or padding expenses to report lower profits for the purpose of tax evasion. All of these violations undermine the credibility of the company and can be severely punished as misstatements in securities reports or as fraud. Fraudulent Receipt Fraudulent receipt is the act of improperly receiving government subsidies or grants. In order to receive subsidies and grants, it is necessary to fulfill the conditions stipulated by each system, but there have been cases of people receiving them fraudulently by filing false reports. If this fraud is brought to light, the recipient may be required to return the amount paid, and in some cases, a surcharge may also be imposed. Misrepresentation of Products and Services Misrepresentation of goods and services (violation of the Act against Unjustifiable Premiums and Misleading Representations) is the misrepresentation of services or products to consumers through exaggerated advertising or misleading representations. Examples of such misrepresentations include selling products based on unsubstantiated data, or claiming a limited quantity but actually selling a larger quantity than that. In addition, if a company claims that a product will "surely help you lose weight" or "boost your immunity" without evidence, it may be in violation of the Pharmaceutical Affairs Control Law. Inadequate hygiene management Inadequate hygiene management is a compliance violation that is particularly problematic in restaurants. There have been many cases in the past of mass food poisoning caused by companies that prioritize profit margins and turnover rates without taking the necessary sanitary measures for food products. It is also important to note that companies that falsify the place of origin or expiration date of food products will also be severely punished. Back to Table of Contents Ethics Required for Corporate Compliance There are three levels of corporate compliance, not only legal compliance, but also corporate ethics that must be adhered to in the course of business activities. Tier 1: Compliance with Laws and Regulations The first level of ethics is the concept of acting in compliance with laws and regulations. Violations of labor contract laws and accounting irregularities, such as those described in this article, can be said to violate the first level of ethics. Many companies currently recognize that "compliance = adherence to the first level of ethics. Tier 2: Compliance with company rules The second level of ethics is the observance of company rules other than laws and regulations. The rules may vary from company to company, but they may include "do not use equipment for other purposes" or "do not bring back personal information. Although violations are not punishable by law, they are considered mandatory for all employees of a company. Tier 3: Ethical Conduct The third level is the concept of ethical behavior, which is neither legal nor statutory. It means to act properly as a human being and how one should act properly as a person working for a company. Compliance that a company should fulfill is a term that refers to the scope of compliance up to this third level. It is very important to check once again to what level of compliance your company has penetrated among its employees. Back to Table of Contents Why Companies Need Compliance So why do companies need to be compliant? Let us look at the reasons in turn. To fulfill social responsibility In order to run a business, a company needs to fulfill its Corporate Social Responsibility (CSR), as it is called. CSR is a response to the demands of society, and the term is often used in a broader sense than compliance. In other words, compliance is included in the process of promoting CSR. It is important for a company to build a better relationship with society through CSR, without giving priority only to its own profit. By doing so, the company will be evaluated as "a company with a thorough compliance system. Because of the risk of administrative penalties If a company violates compliance, it may be subject to business suspension or a business improvement order. Depending on the severity of the violation, there is also a possibility of arrest, and it is not impossible to say that there are no cases of fines or imprisonment. If a company receives an administrative sanction or penalty, it will not only be unable to conduct its business, but will also suffer a significant loss of trust in the company. For this reason, it is necessary for each and every employee to raise his or her awareness of compliance on a daily basis. Because the corporate image will be downgraded If a compliance violation is reported in newspapers or the news, the corporate image will be severely damaged. Business partners with whom you have built a good relationship may leave your company, and this may lead to consumers not buying your products or refraining from purchasing them. If the company does not take appropriate measures after a compliance violation occurs, it may be forced to downsize its business or go bankrupt in many cases. Back to Table of Contents How to Prevent Noncompliance To avoid noncompliance, companies must take thorough preventive measures. Next, let's look at some specific prevention methods. Establish a compliance team Establish a compliance team within your company. In establishing the team, it is important to make sure that the team is not only aware of "simply obeying the law," but also that they are aware of the deeper aspects of corporate ethics. The most important thing is the behavior and attitude required to adhere to social codes of conduct, which is exactly the understanding of the third level of ethics introduced in this article. In addition to the countermeasure team, it is also important to set up a consultation service where employees can feel free to discuss compliance violations within the company. Implement a compliance program Implementing a compliance program is another effective preventive measure. A compliance program is a framework or plan that a company creates to ensure compliance with laws and regulations and ethical corporate activities. Specifically, a compliance program may include the establishment of a compliance committee and the deliberation of plans and cases. Once the program is implemented, it is necessary to ensure that information is shared within the company and that it is thoroughly disseminated. Care for Whistleblowers Whistleblowers must be protected in order to ensure safe and preventative compliance. Whistleblowers are not a hindrance to the company, but rather a resource that can lead the company in a better direction. In a workplace where whistleblowers are identified and disadvantaged by their reporting, no one will care when something goes wrong. The Whistleblower Protection Act was created to ensure that employees who report whistleblowing are not disadvantaged. Companies should share the Whistleblower Protection Act throughout the company and be aware of the importance of respecting and caring for whistleblowers. Back to Table of Contents Conclusion In this article, we have explained corporate ethics and compliance. Compliance is often used in place of the term "legal compliance," but it includes not only the observance of laws, but also the observance of ethics and morals. Let's take the time to deepen the proper understanding of compliance within the company to determine what kind of behavior and attitude is desirable as a person who should be involved in society. Please use the compliance training contents of "learningBOX ON" to inform your employees about compliance. 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

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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