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Thank you for using learningBOX. LearningBOX will change the API specifications starting with the Ver. 2.19 release. This announcement is for customers who use API integration. Changes to the API Before change After change Depending on the implementation method, communication may fail Hard coding may be judged as invalid notification How to check the validity of PUSH notifications No. 1: Obtain the contents of the transmission. No. 2: Remove the parameter "hash" from the transmitted content and temporarily save it. No.3: Add "secret" to the back of the sent content without changing the order of the parameters. Part 4: After concatenating the parameter values of the sent content with "|", retrieve the hash value using sha256. No.5: Check if the hash value is consistent with the hash value obtained from the transmitted contents. Sample code for PUSH notification validity check /** * PUSH notification validity check * Sample notification content: * ------------------------------------------------ * { * 'param2': 'bbb',. * 'param3': 'ccc',. * 'hash': 'ae12de' * } * ------------------------------------------------ * * Parameters other than hash may be reordered or increased or decreased. */ Example of normal operation $payload = file_get_contents('php://input'); // Get notification contents $payload = json_decode($payload, true); // Array the notification contents $hash = $payload['hash']; // get hash value for verification unset($payload['hash']); // remove hash value for verification from sent content $payload = $payload + ['secret' => 'tatsuno123']; // add the secret key of the recipient after the notification content if($hash === hash('sha256', implode('|', $payload))) { // successful authentication of sent content } else { // content authentication failure } Example of failure $payload = file_get_contents('php://input'); // get notification contents $payload = json_decode($payload, true); // Array the notification content $hash = $payload['hash']; // Get hash value for verification $param1 = $payload['param1']; // get parameter 1 for verification $param2 = $payload['param2']; // get parameter 2 for verification $param3 = $payload['param3']; // get parameter 3 for verification $secret = 'tatsuno123'; // secret key for notification if($hash === hash('sha256', $param1 . '|' . $param2 . '|' . $param3 . '|' . $secret)) { // Successful authentication of sent content // Authentication may not pass if there is a change in the notification content. } else { // authentication of sent content failed } We apologize for any inconvenience this may cause and appreciate your understanding and cooperation.

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

Notice Concerning Security Enhancements Thank you for using learningBOX. LearningBOX will introduce WAF (Web Application Firewall) in the shared environment starting with the Ver2.19 release as part of our security enhancement efforts. In this announcement, we have summarized the concerns that have been raised after the introduction of the WAF. Reasons for Introducing WAF In recent years, cyber attack methods have become more sophisticated, and the time between the discovery of a vulnerability and an attack has become shorter. In order to protect our customers' personal information and services from increasingly sophisticated cyber-attack threats, learningBOX has decided to implement WAF. What is WAF? WAF is a security tool to protect websites by detecting and preventing attacks that exploit web application vulnerabilities. It protects services from attacks by blocking malicious requests before they reach the server. How WAF Works WAF intervenes in the communication between the access source and the web server and uses "signatures" to detect attacks and prevent unauthorized access. When WAF detects an attack, it intercepts the communication and logs it, while at the same time sending a warning message to the access source on behalf of the web server. At the same time, it returns a warning message to the access source on behalf of the Web server. A typical firewall does not check the content of the communication or how it is communicated. Communications that pass through the system's port of entry will reach the web application, even if the content is unauthorized. IDS (Intrusion Detection System) and IPS (Intrusion Prevention System) use signatures to detect unauthorized access, similar to WAF, but their accuracy in detecting unauthorized access to web applications is low and they cannot provide sufficient security measures. In shared environments, WAF will be introduced from learningBOX [Ver. 2.19]. With the introduction of WAF, there is a possibility that the global IP address you are using will be determined to be blocked. Countermeasures when 403Forbidden is displayed If the message "403 Forbidden" is displayed on your browser, please wait a while and try accessing the site again. If you are accessing the site via a VPN or other means, accessing the site without a VPN may improve the situation.

About this Version Upgrade Thank you for using learningBOX. Today, learningBOX has been upgraded from Ver. 2.18 to 2.19. Let us introduce you to the various new features. *As part of security enhancement, WAF (Web Application Firewall) will be introduced in the shared environment from this release. 　For details, please see "Notice of Security Enhancements". LearningBOX Ver2.19 New Feature List Item NameNew Functions/Functional Improvements Expansion of Content Management PDF functions Expansion of test mode setting functionality User management date format/time format Group Sorting Grade ManagementScore Correction Settings Expansion of Medical Record functionality Add a new setting for displaying/hiding grade results File upload of correction results when grading reports Grading of reports by question Detailed explanation of study environment setting badges Other functionsUse login ID when password is reissued Customizable curriculum selection limits Expansion of training functions Expansion of Site Customizer functions Addition of API linkage items Download of registration screen URL Add item to PUSH notification for badge acquisition Sender name setting for from mail Dedicated server-only functionality for unique SSO account billing Expansion of CardGenerator memorization card functions This version of CardGenerator has been upgraded to allow users to shuffle the order of questions on the memorization cards, insert audio, correct questions after users have answered them, and reorder groups on the user management screen, as requested by many customers. We have also added a number of features that are available with a shared server/customization or dedicated server subscription. Expanded PDF functionality You can now not only view PDFs, but also highlight important content and make notes. Please note, however, that if you use a lot of highlighting and pens on your PDFs, you may not be able to import your grade data. CardGenerator-Expanded Memorization Card Features You can now shuffle the order of questions on the memorization cards and insert audio files [mp3]/chemistry formulas/equations. Score correction setting After a user completes a quiz/test, he/she can correct the correctness of the questions. Group Sorting Registered groups can be rearranged in any order. Expansion of Test Mode Settings Previously, items hidden in the test mode settings remained hidden unless the settings were manually changed. Starting with this version, hidden items can be automatically toggled to be displayed when conditions set in the "Overall Settings" are met. Date format / Time format You can set the display format of the date and time on the learningBOX. Expansion of Medical Record Functions In the "Tag List" screen of the medical record, the contents can now be narrowed down and displayed by "section tag," "question tag," and time period. Addition of a display/hide setting item for grade results A new item has been added to the Grade Results section of the Grade Management screen that allows you to show or hide the results. Uploading a file of correction results when grading reports When grading reports, users were only able to enter feedback comments, but as of this version, users are now able to upload files of correction results. Individual" Grading of Reports by Question When grading a quiz or test with multiple "Report Questionnaire" questions, you were previously unable to save the results until you had completed grading all questions. Detailed explanation of badges When a badge is earned, or when a badge is viewed in the "Badge List" or "Select Course" screen, a detailed description of the badge can be included in the modal screen that opens. You can also set whether or not to display the detailed description. Use of Login ID for Password Reissue Until now, you had to enter your registered e-mail address when reissuing a password in case you forgot your login password. Starting with this version, you can specify not only your e-mail address but also your login ID to reissue your password. Curriculum Selection Limit Settings A new limit setting has been added to the Curriculum Basic Settings that limits the number of contents that can be taken at the same time. Expansion of Training Functions An archive function has been added, as well as the ability to approve or disapprove training reservations in batches. Users can also now cancel training reservations. Expanded functions of the Site Customizer The functionality of the Site Customizer has been expanded to allow users to freely change the layout of newly added menus. It is now possible to edit not only the side menu but also the header menu. Addition of API Linkage Items LearningBOX user information can now be linked as an API item, allowing users to study SCORM materials without the need to log in. Download of registration screen URL The list of registered groups and issued URLs for group registration URLs in the account application registration function can now be downloaded in CSV format. Unique SSO account billing support Through our original SSO linkage with your core system, you can have your users move to the "Plan Selection" screen when they register for an account. Account billing must be set as mandatory on the "Account Billing Management" screen. Add an item to the PUSH notification when a badge is acquired. The following three items have been added to the JSON of the PUSH notification sent when a badge is acquired. sco_code" = content code badge_code" = badge code score" = number of points for the content when the badge is acquired. score" will not be sent when a badge is set for a course/folder. Sender name setting for from mail In addition to changing the from mail address, the sender name of the mail can now be set. Miscellaneous Please contact our CS sales team if you have any questions or need more information. Inquiry Form We will continue to listen to our customers' voices and improve our functions to make your use of our products even more comfortable. We look forward to your continued support of LearningBOX/QuizGenerator.

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

In addition to power harassment and sexual harassment, there is now no end to the number of corporate compliance violations, such as inappropriate messages on social networking services. Therefore, companies and organizations are taking steps to raise awareness of compliance. Compliance is now a corporate issue that cannot be left to others. It is important to raise awareness of compliance within the company on a daily basis to prevent fraud and misconduct. In this issue, we will discuss the reasons why compliance is necessary in the workplace and explain the key points for raising awareness of compliance. If you are in charge of human resources at a company, please take a look at this article. Table of Contents 01What is "Compliance" in the Workplace? Compliance with employment regulations and codes of conduct Prevention of Harassment Prevention of information leaks 02Reasons for Increased Attention to Compliance Awareness Public scrutiny of misconduct has become more severe The risk of spreading information on social networking services has increased IT assets need to be managed 03Causes of non-compliance Compliance violations are more likely to occur due to Low awareness of compliance within the company There is pressure from superiors 04Means to improve compliance awareness Conduct training Use e-learning 05Key Points to Improve Compliance Awareness Know your employees' awareness of compliance Share compliance standards Provide ongoing compliance education 06 Summary What is "compliance" in the workplace? The literal translation of the word "compliance" is "adherence to the law," which means following the rules. In the workplace, the term "compliance" is becoming increasingly diverse. Compliance with work rules and codes of conduct In addition to compliance with laws and regulations, compliance also means adherence to internal work rules and codes of conduct. Simply put, employment regulations are rules regarding working conditions and job rules set by the employer. A code of conduct refers to the behavior that employees should take in order for the company to continue to operate. Being "compliant" is synonymous with conducting corporate activities in accordance with the work rules and code of conduct. Prevention of Harassment Harassment, which is the harassment of another person by words or actions, is another area where compliance is violated. Typical examples of harassment include the following Sexual harassment Power harassment Alcohol harassment Moral harassment Remote Harassment Harassment is often unintentional, and preventing it from occurring is essential for compliance. Prevention of Information Leakage Preventing information leaks is also a part of compliance. From the standpoint of compliance, such actions as "taking data home with you because you can't finish your work" or "uploading photos on social networking services that show internal documents" can be called violations. If personal or customer information is leaked, the company's credibility could be severely damaged. Back to Table of Contents Why Increased Compliance Awareness Is Noteworthy Why is there a need for increased compliance awareness now? There is a reason for the attention. Public scrutiny of misconduct has become more severe. The Internet and social networking services have made the public more sensitive to misconduct. And the more dishonest the response after a scandal occurs, the more severe the public scrutiny becomes, and the more criticism tends to increase. The greater the criticism, the more the company's credibility will be damaged, and in the worst case, the company may be forced into bankruptcy. Increased risk of spreading on social networking sites The spread of SNS has increased the risk of fraud and misconduct being spread. As soon as someone uploads a text or video to a SNS, the information will spread and may be reported in the media such as newspapers and television. IT asset management has become necessary. IT assets have become more complex to manage, which is one of the reasons why compliance is now a hot topic. Personal computers Smartphones Tablet devices Servers Software Network Equipment Nowadays, many IT assets have emerged and individual information security measures must be taken. For example, downloading software without permission just because it is needed for business may damage a company's credibility due to license violations. Therefore, it is important to deepen understanding of license agreements within the company in raising compliance awareness. Back to Table of Contents Causes of Noncompliance Why do non-compliances occur? Next, let us look at the causes. Compliance violations are likely to occur under the following circumstances Even if employees are aware of compliance, noncompliance can still occur if internal conditions are poor. For example, the following workplaces are prone to noncompliance Insufficient internal training Lack of employee management system In-house rules are not clearly defined No one in charge of managing IT systems Low awareness of compliance within the company In a company with low compliance awareness, the risk of fraud and misconduct is high. This is because employees may unknowingly violate compliance due to lack of necessary knowledge. For example, an "attempt at a joke" may turn out to be sexual harassment, or an "attempt at guidance" may turn out to be power harassment. In companies where the understanding of compliance is not widespread, it is necessary to first make employees aware of the meaning of following rules and corporate ethics. There is pressure from superiors. Workplaces where there is pressure from superiors may have cases of non-compliance on a daily basis. This is because it is difficult to report violations within the company, even if they occur, because of the fear that they may be sanctioned. However, if a report or a complaint is made, it is possible to identify problems and areas for improvement within the company and to quickly ascertain the current situation. Therefore, employees who report from within the company should be protected by nature. Back to Table of Contents Means of Increasing Compliance Awareness Once a compliance violation has occurred, it takes a great deal of time to regain trust. Therefore, compliance education is essential and preventive measures must be thoroughly implemented. Next, let us look at specific training methods. Conduct training To prevent violations before they occur, conduct compliance training. In-house training will help employees understand the basic concepts of compliance, as well as CSR (Corporate Social Responsibility), corporate governance, and other compliance-related issues. Another advantage is that past cases of noncompliance can be used to predict the risk of noncompliance. It is recommended that training be conducted not only when compliance violations occur at your company or other companies, but also when laws and regulations are enacted or revised. Utilizing e-Learning Compliance training utilizing e-learning is also effective. Specifically, it offers the following advantages. Training can be tailored to individual progress Content to be taught can be standardized All employees can easily participate Leads to cost savings E-learning allows you to learn repeatedly, regardless of time and location, so you can absorb knowledge efficiently and reliably. Back to Table of Contents Key Points for Improving Compliance Awareness The following are points to know when using training and e-learning to improve compliance awareness. Know your employees' awareness of compliance First, check the level of awareness of compliance among your employees. Some long-time employees may have the mindset that "as long as we follow the law, we will be fine. However, the term "compliance" is becoming more and more widely used, and now it is also important to follow company rules. Listen to each individual and check the employees' awareness of compliance before educating them. Share compliance standards. Share your standards for compliance by firmly establishing your company's basic policies and guidelines for conduct. Do not just emphasize compliance, but also share the penalties for non-compliance, as this will serve as a deterrent. Provide compliance education on an ongoing basis. Compliance education should not be a one-time event, but should be conducted on a regular basis. This is because laws and regulations may be enacted or revised, and rules and laws are constantly changing. In addition, since it is difficult to retain an understanding of compliance once it has been learned, it is advisable to repeat the training many times. Back to Table of Contents Conclusion In this issue, we have introduced the topic of raising compliance awareness, and in this day and age when social networking sites can easily spread misconduct, the entire company must learn about the risks of noncompliance and strive to raise awareness of compliance. To raise compliance awareness within your company, please use the compliance 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. 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 service! Also read Back to Table of Contents

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

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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