{"id":2776,"date":"2020-06-11T08:48:36","date_gmt":"2020-06-10T23:48:36","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=2776"},"modified":"2020-06-11T08:48:36","modified_gmt":"2020-06-10T23:48:36","slug":"anti-harassment-measures-in-the-workplace-have-been-beefed-up-since-june-1-2020","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2020\/06\/11\/anti-harassment-measures-in-the-workplace-have-been-beefed-up-since-june-1-2020\/","title":{"rendered":"Anti-harassment measures in the workplace have been beefed up since June 1, 2020!"},"content":{"rendered":"

\"\"Power harassment prevention measures are now mandatory for employers!<\/strong>
\n*It will become compulsory for small and medium-sized business owners from April 1, 2022.
\nUntil then, it is obligatory to try an effort. Please act as soon as possible!<\/p>\n

Power harassment in the workplace means that all the following elements are met<\/strong>
\n(1) Coercive words or actions based on the superior relationship;
\n(2) Exceeding the business necessity and reasonable scope of the business, and
\n(3) Those that are harmful to the work environment of the workers.<\/p>\n

*Objectively, proper work instructions or guidance given to the extent necessary and reasonable for the job does not constitute power harassment.<\/p>\n

Measures to be taken to prevent power harassment in the workplace<\/strong>
\nEmployers must take the following measures as obligation.<\/p>\n

Clarification of the employer’s policies and other relevant information and awareness-raising<\/strong>
\n(1) Clarify the nature of power harassment in the workplace, the policy of non-power harassment, and disseminate them to workers.
\n(2) To stipulate a policy of stern treatment of the offender and the details of such treatment in the rules of employment and other documents, and disseminate them to workers.<\/p>\n

Development of a system necessary to respond to consultation and respond appropriately<\/strong>
\n(3) Establishing a consultation service and making it known to the workers in advance.
\n(4) Ensure that the person in charge of the consultation service can respond appropriately according to the content and situation.<\/p>\n

Prompt and appropriate responses after power harassment in the workplace<\/strong>
\n(5) Prompt and accurate verification of facts.
\n(6) Prompt and appropriate measures that take care the victim.
\n(7) Taking appropriate action against the offender after confirming the facts.
\n(8) Take measures to prevent recurrence.<\/p>\n

Other measures to be taken in combination<\/strong>
\n(9) Taking necessary measures to protect the privacy of the consultant and the privacy of the doer, etc. and making that fact known to the workers.
\n*This includes sensitive personal information such as sexual orientation, gender identity, medical history, and fertility treatment.
\n(10) To stipulate that workers will not be dismissed or otherwise treated disadvantageously because they have consulted with the company, and to disseminate them to workers.<\/p>\n

Prohibition of disadvantageous treatment of workers who have consulted with their employers, etc.<\/strong><\/p>\n

Dismissing or disadvantaging a worker who has consulted on power harassment in the workplace or stated the facts in cooperation of an employment management action is prohibited by law.<\/p>\n","protected":false},"excerpt":{"rendered":"

Power harassment pre […]<\/p>\n","protected":false},"author":1,"featured_media":2774,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[79],"class_list":["post-2776","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\/2776","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=2776"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2776\/revisions"}],"predecessor-version":[{"id":2777,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2776\/revisions\/2777"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2774"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2776"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2776"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2776"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}