\nThis article provides a description of moral harassment, the difference from power or sexual harassment, and its countermeasures to prevent the matter.\n<\/p>\n
Contents<\/p>\n
- \n
- 01<\/span>Moral Harassment<\/a><\/li>\n
- What is moral harassment?<\/a><\/li>\n
- Difference from power harassment and sexual harassment<\/a><\/li>\n
- Examples of moral harassment in the workplace<\/a><\/li>\n<\/ul>\n
- \n
- 02<\/span>Laws Related to Workplace Harassment Prevention<\/a><\/li>\n
- Safety Considerations under the Labor Contract Act<\/a><\/li>\n
- Comprehensive Labor Policy Promotion Law<\/a><\/li>\n<\/ul>\n
- \n
- 03<\/span>Workplace Initiatives to Prevent Moral Harassment<\/a><\/li>\n
- Enhance Awareness of Harassment<\/a><\/li>\n
- Develop Countermeasures<\/a><\/li>\n
- Conduct Training<\/a><\/li>\n<\/ul>\n<\/ul>\n
- \n
- 04<\/span>Summary <\/a><\/li>\n<\/section>\n<\/div>\n
Moral Harassment
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<\/p>\nWhat kind of actions are regarded as moral harassment?
\nThe following explains the definition of moral harassment, and its differences from power and sexual harassment\n<\/p>\n<\/div>\nWhat is moral harassment?
\n<\/h3>\nMoral harassment is an abbreviation for \"moral harassment.
\nIt means off-moral and harassing words and actions that cause emotional distress to the other party.\n<\/p>\nMoral harassment is characterized by the fact that in many cases, the victim's damage is not easily noticed by others because the attack does not manifest itself as obvious violence or verbal abuse. It can occur mainly in relationships within the workplace or between spouses at home.
\nIn addition, moral harassment that occurs in the workplace is recognized as a clear labor problem.\n<\/p>\nRegardless of his or her social standing, there will be possibilities that it occurs.\n<\/p>\n
<\/div>\nDifference from power harassment and sexual harassment
\n<\/h3>\nPower harassment and sexual harassment are categorized by the same type of harassment as moral harassment.\n<\/p>\n
Power harassment is when a perpetrator takes advantage of his or her socially superior position to inflict physical or emotional pain on those in a weaker position. In the workplace, it will be concerned with the cases by a superior against a subordinate.\n<\/p>\n
Sexual harassment is the infliction of pain by sexual words or actions that are against the will of the other person.
\nIn some cases, perpetrators engage in sexual harassment that takes advantage of their socially superior position.\n<\/p>\nHarassment must be addressed according to classification.
\nBe sure to properly understand the difference between power harassment, sexual harassment, and moral harassment.\n<\/p>\n<\/div>\nExamples of moral harassment in the workplace
\n<\/h3>\nMoral harassment has no clear definition and is more difficult to judge than power harassment or sexual harassment.
In many cases, the perpetrator is unaware of what he or she is doing. How it is received depends on the injured party or relationship between them.\n<\/p>\nThe following are specific examples of words and actions that are generally considered to fall under the category of moral harassment.<\/p>\n
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- Ignores greetings and talking to others<\/li>\n
- Dare to scold someone in public for a work-related mistake and embarrass them<\/li>\n
- Employee interactions that exclude fellow employees<\/li>\n
- Not giving a job<\/li>\n<\/ul>\n
Back to Contents<\/a><\/p>\n
<\/div>\nLaws Related to Workplace Harassment Prevention
\n<\/h2>\n![\"image\"\/](\"https:\/\/learningbox.online\/wp-content\/uploads\/blog\/care_harassment_legal_system_preventive_measures_02.jpg\")
<\/p>\nCurrently, there are a variety of laws protecting workers.
\nWhile there is currently no law focused on moral harassment, it is important to have a basic understanding of the law as it relates to harassment.<\/p>\nThe following explain some of them related to harassment.\n<\/p>\n
<\/div>\nSafety Considerations under the Labor Contract Act
\n<\/h3>\nThe Labor Contract Law establishes a duty of care for safety to companies.
\nThe duty of care for safety is an obligation on the part of the company to ensure the safety of its workers.
\nFailure to ensure an appropriate work environment that is physically and mentally safe is considered a breach of this obligation, and the company will be held liable.\n<\/p>\nMoral harassment is difficult to define itself, however, if a situation in which moral harassment is occurring is left unchecked, it may be considered a violation of the duty of care for safety.\n<\/p>\n
The Labor Contract Law stipulates the following as \"considerations for worker safety\".\n<\/p>\n
\n Article 5 The employer shall, in accordance with the labor contract, take necessary care to enable workers to work while ensuring the safety of their lives, bodies, etc.<\/p>\n<\/section>\n
[Source.e-Gov Legal Search \"Act No. 128 of 2007 Labor Contract Act
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<\/a><\/span>\n<\/p>\n<\/div>\nComprehensive Labor Policy Promotion Law
\n<\/h3>\nThe Law for Comprehensive Promotion of Labor Policies was enacted in 1966 to realize a society in which workers can utilize their respective abilities and work with a sense of fulfillment.
\nIts official name is the \"Act on Comprehensive Promotion of Labor Policies and Stabilization of Employment and Improvement of Working Lives of Workers.
\nAmendments were made in May 2019, making it mandatory to prevent power harassment in the workplace. Accordingly, it is now commonly referred to as the \"Power Harassment Prevention Act\".\n<\/p>\nFor large companies, this amendment came into effect on June 1, 2020, making the prevention of power harassment mandatory. For small and medium-sized enterprises, it also came into effect on April 1, 2022. It is important to work on the prevention of power harassment in conjunction with the prevention of moral harassment.\n<\/p>\n
The revised Law for Comprehensive Promotion of Labor Policies adds the following to prevent power harassment.\n<\/p>\n
\n (xv) Enhance measures necessary to promote the resolution of problems arising from behavior that are detrimental to the working environment of workers in the workplace.\n<\/p>\n<\/section>\n
[Source.e-Gov Laws and Regulations Search \"Act No. 132 of 1966 on Comprehensive Promotion of Labor Measures and Stabilization of Employment and Improvement of Working Lives, etc. of Workers
<\/a><\/span>\n<\/p>\nBack to Contents<\/a><\/p>\n
<\/div>\nWorkplace Initiatives to Prevent Moral Harassment
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<\/p>\nBecause moral harassment can occur regardless of the position or title of those involved, it is important that each company needs to make efforts to prevent it.
\nThe following explain some countermeasures.\n<\/p>\n<\/div>\nEnhance Awareness of Harassment
\n<\/h3>\nSince employee understanding and cooperation are essential in preventing harassment, efforts will be required to enhance awareness of such issues among employees in your organization.\n<\/p>\n
First, inform all employees of the specific behaviors that constitute moral harassment and the measures to be taken against the harasser to prevent such behavior, and to instill in them an awareness of the need to prevent moral harassment. It is also important to stipulate anti-harassment policies in employment regulations.\n<\/p>\n
<\/div>\nDevelop Countermeasures
\n<\/h3>\nAssuming that an employee has been the victim of harassment, establish a supportive environment within your organization. Ideally, it should be widely available to employees, even if they have difficulty deciding for themselves whether a case constitutes harassment or not.\n<\/p>\n
In some cases, victims may be concerned that they will be gossiped about in the workplace or that the perpetrator will find out about them. Taking into account such situation, the institution structure should be established to protect the privacy of the victim regarding the fact of the consultation.\n<\/p>\n
<\/div>\nConduct Training
\n<\/h3>\nIt is also important to provide training to prevent harassment.
\nBy acquiring the correct knowledge, it will be easier for the organization to take action to prevent harassment. Regularly scheduled training sessions will make it easier to instill an awareness of harassment prevention in employees.\n<\/p>\nFor effective training, elearning will be a great method.
\nDepending on your needs, you can customize or personalize, or even create content by yourself. This means that different content can be prepared for different positions.\n<\/p>\nThe ability to conduct training online is also an attractive feature.
\nEfficient employee training can be conducted even in a teleworking system.<\/p>\nBack to Contents<\/a><\/p>\n
<\/div>\nSummary<\/h2>\n
\nAll personnel in a company can be perpetrators or victims of moral harassment.
\nFurthermore, because it occurs through petty things, employees should be firmly rooted in an awareness of the need to prevent moral harassment.\n<\/p>\nCreate a safe environment where employees can feel free to consult, and develop an organizational structure to promptly identify the problem of moral harassment that is occurring. It is important to proactively conduct training sessions to share information on what kind of behavior constitutes moral harassment and the risks involved when such harassment occurs.\n<\/p>\n
- Enhance Awareness of Harassment<\/a><\/li>\n
- Safety Considerations under the Labor Contract Act<\/a><\/li>\n
- What is moral harassment?<\/a><\/li>\n
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