{"id":2423,"date":"2018-04-01T08:00:57","date_gmt":"2018-03-31T23:00:57","guid":{"rendered":"http:\/\/labor-consultant.com\/?p=2423"},"modified":"2018-03-29T08:54:36","modified_gmt":"2018-03-28T23:54:36","slug":"measures-that-employers-should-take-to-prevent-power-harassment-workplace-bullying-presented-at-the-the-ministry-of-health-labor-and-welfare-review-assembly","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2018\/04\/01\/measures-that-employers-should-take-to-prevent-power-harassment-workplace-bullying-presented-at-the-the-ministry-of-health-labor-and-welfare-review-assembly\/","title":{"rendered":"Measures that employers should take to prevent “power harassment” (workplace bullying) presented at the the Ministry of Health, Labor and Welfare review assembly."},"content":{"rendered":"

\"\"\u25c6 Discussion of prevention measures in progress<\/strong>
\nRegarding the government’s “plan to implement reform of the work style” (decided March 28, 2017), “the government will discuss measures with labor and management officials in order to strengthen prevention of power harassment in the workplace”. In response, the Ministry of Health, Labor and Welfare started the “assembly to discuss workplace power harassment prevention measures” last May, and having grasped the actual condition and challenges of workplace power harassment, is undergoing discussion of effective preventive measures.
\nThe definition of power harassment in the workplace, countermeasures for the prevention of power harassment and their merits and demerits, and countermeasures that employers should take were presented at the 8th meeting held at the end of February.
\nWithin this discussion, the proposal for countermeasures that employers should take to prevent power harassment are as follows.<\/p>\n

\u25c6 Proposal for power harassment prevention measures<\/strong>
\n(1) Clarification, dissemination, and public awareness of employers\u2019 policies
\n\u30fbClarification, dissemination, and public awareness of what is considered power harassment
\n\u30fbRegulation, dissemination, and public knowledge of the policy for dealing with perpetrators, workplace regulations to deal with incidents (such as discipline)<\/p>\n

(2) Establishment of a system necessary to respond appropriately to consultation
\n\u30fbEstablishment of consulting service
\n\u30fbGuarantee of adequate consultation by the person in charge of the consulting service
\n\u30fbEstablishment of a system that can broadly respond to other harassment<\/p>\n

(3) Prompt and appropriate response after the incident
\n\u30fbPrompt and accurate verification of all the facts of the incident
\n\u30fbProper implementation of considerate response towards victims (such as consultation support to those in bad mental health condition)
\n\u30fb Proper implementation of response to perpetrator (such as punishment)
\n\u30fbImplementation of measures to prevent recurrence<\/p>\n

(4) Desired outcomes from efforts to reduce the primary factor that results in the cause and circumstance of power harassment
\n\u30fbImprovement of the workplace environment, such as revision of long working hours
\n\u30fbCoordination between the consultation service and the industrial physician etc.
\n\u30fbImplementation of training to facilitate communication<\/p>\n

(5) Actions to carry out alongside the above suggestions
\n\u30fbDissemination of necessary actions to protect the privacy of consultants and perpetrators
\n\u30fbDissemination and public knowledge regarding the prohibition of unfair treatment due to cooperating with consultation and confirmation of the facts of power harassment<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6 Discussion of prev […]<\/p>\n","protected":false},"author":1,"featured_media":2419,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[79],"class_list":["post-2423","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-harassment-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2423","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2423"}],"version-history":[{"count":2,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2423\/revisions"}],"predecessor-version":[{"id":2425,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2423\/revisions\/2425"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2419"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2423"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2423"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2423"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}