Nagoya University Harassment Prevention Measures Guideline
Established on April 1, 2015
Revised on June 7, 2016
Revised on December 6, 2016
Revised on February 6, 2018
Revised on April 1, 2022

1. Purpose
The purpose of this guideline, in compliance with the "Nagoya University
Declaration on the Prevention of Harassment" and the "Nagoya University
Regulations on Preventive Measures against Harassment", is to make it easier tounderstand Nagoya University's (hereafter "the University") basic position
regarding Harassment and Retaliatory Harassment behaviors (hereafter"Harassment") towards the University's members, as well as the procedures forundergoing counseling or conflict resolution.
By widely disseminating this information, we aim to encourage the promotion ofHarassment prevention.

2. The University's Basic Position( １ ) While striving to prevent Harassment from happening in order to allow the
University's members to engage in educational, research, and employment
activities in an environment of respect and no violation of individual rights fromvarious forms of harassment, we will also take any necessary measures to
respond quickly and appropriately should any cases of Harassment occur inorder to restore the victim's individual rights.

( ２ ) Training sessions and publicity activities regarding Harassment are plannedand carried out.

( ３ ) A system in which anyone can feel safe to seek consultation about Harassment
has been established, while another system for implementing Harassment
prevention and damage relief was put in place as well. Investigations areadequately conducted for the early detection and timely resolution of harmful
situations, and depending on the results of those investigations, strictmeasures are taken if necessary.
① Harassment Consultation Center
A Harassment Consultation Center (hereafter "Center") has been established
for the purpose of accepting requests for Harassment related consultations orrelief. Counselors capable of specializing in Harassment related matters havebeen assigned to the Center. The Center accepts Harassment related
consultations, and provides appropriate advice, counseling services, and any
support required to provide victim relief.
② Harassment Prevention Committee
The Nagoya University Harassment Prevention Committee (hereafterPrevention Committee) has been established to organize a system for preventing

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Harassment and accepting requests for relief. The Prevention Committee seeks
to implement appropriate response measures by devising measures to prevent
Harassment and provide relief, overseeing the system for receiving requests forrelief, and pursuing cooperative relationships with related departments andspecialized institutes. The Prevention Measure Steering Committee (hereafter"Steering Committee") has also been established within the Prevention
Committee so that appropriate measures are carried out adequately and in atimely fashion.

3. Responsibilities of the University and its Members( １ ) The president is responsible for overseeing the entire University's efforts forHarassment Prevention.

( ２ ) The Director of each department is responsible for carrying out specificmeasures for Harassment Prevention.

( ３ ) Members must treat each other as equals, respect each other's freedoms andrights, and help to create a non-threatening environment free from
Harassment. Should Harassment occur, everyone is responsible for helping toresolve the issue in an appropriate and timely manner.

( ４ ) If any member of the University should receive, witness, or become concerned
about the possibility of Harassment, they are encouraged to consult with theCenter and discuss matters such as response measures. It is essential torespond to such situations as promptly as possible. There are no risks ofreceiving disadvantageous treatment by reasons such as consultation with theCenter, or the use of procedures for problem resolution as stipulated below.

4. Scope of Application( １ ) This guideline applies to Harassment between University Members, or between
University Members and University-Related Persons.

( ２ ) When used in this guideline, "Members" refers to "University Members" and"University-Related Persons." "University Members" refers to "Executives,
Faculty, Students, Researchers, Professors Emeriti, and any other persons
engaged in education, research, administration, and academics within the
University." "University-Related Persons" refers to "Guardians of students, or
personnel of businesses working with the University".

( ３ ) This guideline also applies to cases in which Members who left the University
due to graduation, employment, and other reasons (hereafter "Former
Members") received Harassment from current Members while they were at the
University. However, as a rule in such cases, requests for relief by Former
Members must be submitted within 1 year of the day of their departure fromthe University.

( ４ ) Should Harassment between Members occur, the offendee or witnesses may
seek consultation even if the incident(s) occurred outside of class or work hours.

3This also applies to Harassment received during Educational ・ Research
Activities such as Internships, Off-Campus Practicum or Academic Activities.

5. Definitions and Types of Harassment
When used in this guideline, "Harassment" includes "Sexual Harassment", "Academic
Harassment", "Power Harassment", “Harassment Related to Pregnancy, Childbirth,Childcare Leave, Family Care Leave, etc.” and any other similar behaviors.

( １ ) "Sexual Harassment"(A)
Definition"Sexual Harassment" refers to when "One party engages in speech or behavior ofsexual nature unwanted by another party, and thereby inflicts physical or
psychological pain upon the other party, or causes disadvantage or damage tothe other party’s education, research, work, and academics."(B)

Perspective
How an individual will feel or react to others’ speech and behaviors regarding
sex and sexuality, including gender identity and sexual orientation, can vary
greatly, depending on many factors such as an individual’s personal beliefs ortheir position.
Whether or not someone feels uncomfortable, considers it acceptable, or is able
to reject unwanted actions varies greatly from person to person. In determining
whether speech or behavior constitutes Sexual Harassment or not, weight will
be given to judgments on the general and objective meaning of the speech or
behavior in question and how the other party interprets it, regardless of thesubjective intent of the person engaging in speech or behavior in question.

(C)
Types and Examples of Sexual Harassment
1) Sexual advances or forced sexual behavior against the will of the other party① Persistently and forcefully demanding a romantic relationship or sexual
behavior, such as persistent attempts to give a student a ride home.
② Persistently and forcefully engaging in sexual contact or sexual behavior, suchas invitations to meals or dates under the claim of “personal guidance” orunnecessary physical contact under the claim of “practical instruction”.
③ Engaging in stalking behavior such as persistent calls and messages to aperson of romantic interest.
④ Sending messages on social media that are sexual in nature, or coercing
someone to send such messages.
2) Giving advantages or disadvantages to the other party in relation to theireducation, research, employment or academics depending on their responses
to the sexual speech or behavior of the offending party, or forcing the otherparty to engage in speech or behavior of sexual nature against their willusing the offending party’s authority over them. (Quid pro quo Sexual
Harassment)① Expressing affection to a specific student, faculty or staff member and giving
them favorable treatment in academic grades and employment evaluations.
② An academic supervisor insinuates that "if you refuse to have a relationship4with me, I will no longer supervise you," etc.
3)

Due to speech or behavior of sexual nature taking place within a place of
education, research, work, or academics, a specific or non-specific person’s
educational, research, work, or academic environment is damaged, and as aresult their ability to perform is adversely affected (Hostile Environment
Sexual Harassment).
① Spreading sexual rumors about an individual.
② Displaying obscene images on computers in a research lab or office.
③ Joking or teasing sexually, such as making comments about physicalcharacteristics including physique and appearance.
④ Engaging in indecent acts, such as stripping at social gatherings, etc.
4) Engaging in sexually discriminatory speech or behavior based on apreconceived notion of predetermined gender roles, or sexually discriminatory
speech or behavior related to gender identity and sexual orientation.
① Discriminating in the distribution of educational, research, or work
assignments based on gender, such as tasking only women with serving coffee
or tea, and cleaning up after meals or assigning roles of responsibility only tomen, etc.
② Making sexist comments, such as “Don’t be a sissy, act like a real man”, and“women are incompetent ”.
③ Making comments such as “homosexuals have problems”, calling others
discriminatory names, such as “homo”, “dyke”, or “queer”.

( ２ ) “Academic Harassment”(A)
Definition"Academic Harassment" refers to when “One party in a superior position in
education or research abuses their position or authority to engage in inappropriate
speech or behavior against another party, and thereby inflicts physical or
psychological pain upon the other party, or causes disadvantage or damage to theother party’s education, research, work, and academics."

Perspective
In the case of Academic Harassment, weight will be given to objective judgements,
regardless of the subjective intent of the person in a superior position in educationalor research activities. Appropriate direction and guidance, etc. that is objectively
understood to be appropriate and necessary for education or research purposes does
not constitute Academic Harassment .

(B)

Types and Examples of Academic Harassment
1) Infringements of a student’s right to study and impediments to their career
path (academic advancement, graduation, job searching)① Making arbitrary grade assessments not based on appropriate standards andrules, such as awarding credits to a specific student even if they have not
met the credit acquisition conditions.
② Not providing necessary educational guidance, such as not reviewing a draft
for a paper for several months after receiving it from a student.

(C)5③ Treating certain students favorably or unfavorably without reasonablegrounds in terms of research guidance.
④ Attempting to interfere, without reasonable grounds, with a student’s
freedom to make a decision regarding their academic advancement or job
search after completing undergraduate or graduate school.
⑤ Refusing to provide a recommendation letter necessary for a student’s
application for a scholarship, Japan Society for the Promotion of Science
Research Fellowship, etc. without reasonable grounds.
⑥ Threatening students, for example saying to them such as “I will not allow
you graduate” even if the student has met the graduation requirements.
2) Impediments to research① Demanding research progress that is unrealistic or impossible to achieve.
② Unduly restricting research and presentation activities (publication ofresearch papers, presentations at academic conferences, etc.) or excluding a
student from a research group which they should naturally join, without
reasonable grounds.
③ Unduly restricting the use of research funds, or making unreasonabledistribution of them. Also, forcing someone to take on a great deal of thefinancial responsibilities during the research process④ Barring access to equipment and facilities for experiments and researchwithout good reason.
⑤ Coercing a student to choose a specific research topic.
⑥ Deleting or adding names of paper’s authors or changing the order of theauthors without reasonable grounds.
3) Interference with other faculty members’ educational activities① Excluding a faculty member from teaching courses without reasonablegrounds, or assigning them to educational activities unrelated to their field ofexpertise without their consent.
② Persistently demanding the resignation of a faculty member.
4) Other points that violate safety consideration obligations① Forcing faculty or students to stay in a laboratory from early morning to latenight or to stay there overnight to conduct experiments, as well as neverallowing them to take day offs.
② Concentrating the responsibility of miscellaneous chores in a laboratory, suchas cleaning, on one particular person.
③ Making remarks in relation to education and research that may significantly
damage a student, faculty, or staff member’s ability and individuality.
④ Committing acts of physical violence or demanding alcohol consumption or
party stunts at research lab parties.
⑤ Coercing students, etc. to engage in misconduct such as fabricating a fictional
part-time job or compensation and keeping that fact a secret.

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( ３ ) “Power Harassment”(A)
Definition"Power Harassment" refers to “Speech or behavior occurring in the workplace in thecontext of a superior-subordinate relationship that exceeds the bounds of what is
appropriate and necessary for work purposes, and thereby negatively affects thework environment”.

Perspective
In determining whether speech or behavior constitutes Power Harassment, weight
will be given to objective judgements, regardless of the subjective intent of theperson in a superior position in the performance of work duties. Appropriate
direction and guidance, etc. that is objectively understood to be appropriate andnecessary for work purposes does not constitute Power Harassment.
- “A superior-subordinate relationship” includes not only speech and behavior bypeople in a superior position or rank in employment, but also those ofequivalent or lower position or rank, where the person engaging in the speechor behavior in question possesses knowledge and/or abundant experience
necessary to carry out the work duties and it is difficult to conduct businesssmoothly without that person’s cooperation, or where people of equivalent or
lower position or rank engage in the act as a group and it is difficult to fightagainst or reject it.
- "Speech and behavior that exceeds the bounds of what is appropriate andnecessary for work purposes" refers to those that based on social norms, clearly
has no business necessity or are unreasonable in manner.
- "Negatively affects the work environment" refers to when that speech or behavior
causes a person physical or psychological pain and creates a hostile workplaceenvironment, thus creating substantial difficulties in that person's execution ofwork duties such as a significant negative impact on their ability to exercise theirskills.

(B)

Types and Examples of Power Harassment
1) Physical attacks and harassment① Punching, kicking.
② Throwing objects at others.
③ Demanding alcohol consumption.
2) Psychological attacks and harassment① Making remarks that deny someone’s character, such as “You areincompetent”, “Idiot”, “Stupid”, “Just quit already”, etc..
② Yelling "You can be replaced easily. Leave immediately!"③ Severe scolding for an unnecessarily long amount of time, or loudly
reprimanding someone in public.
④ Intentionally blocking information that is essential to carrying out one's
work duties.
⑤ Ignoring the person’s greetings deliberately by turning away, or
continuously neglecting the approaches of a person seeking instructions.
⑥ Sending emails to multiple employees that deny the ability of and abuse(C)7

an individual.
3) Isolation from interpersonal relationships① Excluding or collectively ignoring a specific employee and isolating themat the workplace.
② Intentionally excluding an employee from meetings and appointments
without reasonable grounds.
4) Excessive or insufficient demands① Setting an impossible goal for somebody, and forcing them to achieve it.
② Forcing a person to work long hours or weekends unnecessarily.
③ Assigning only simple duties to an employee instead of ones that reflect
their ability, or not assigning any duties to them at all, without reasonablegrounds.
5) Personal infringement① Continuously monitoring an employee outside of the workplace, including
on SNS, or making comments that suspect such monitoring.
② Revealing an employee’s private personal information to others without
their consent.
6) Other inappropriate work orders① Ordering a person who has discovered deceptive or improper practices andreported them to alter the records and data.
② Making arbitrary performance evaluations and work performanceassessments not based on appropriate standards and rules.
③ Regarding the terms, period, and other matters of employment, requiring
the employee to agree to extra conditions beyond the contents explicitly
expressed within the employment contract, whether verbally or inwriting. Furthermore, engaging in disadvantageous treatment such as
refusing to hire the candidate or extend the contract of the employee ifthey do not pledge to these extra conditions.

( ４ ) “Harassment Related to Pregnancy, Childbirth, Childcare Leave, Family Care
Leave, etc.”(A)
Definition“Harassment Related to Pregnancy, Childbirth, Childcare Leave, Family Care
Leave, etc.” refers to when “One party engages in speech or behavior regarding
pregnancy or childbirth, or the use of childcare leave or family care leave, andthereby negatively affects the educational, research, work, and academic
environment of another party who is pregnant or gave birth, or who applied for or
took childcare leave or family care leave” .
(B)
Perspective
In determining whether speech or behavior constitutes Harassment Related toPregnancy, Childbirth, Childcare Leave, Family Care Leave, etc., weight will begiven to objective judgements, regardless of the subjective intent of the party
engaging in the speech or behavior in question. Also, any harassing behavior witha causal relation to pregnancy status, use of leave, etc. may constitute thisharassment. From the perspective of work roles, safety considerations, etc.,
speech or behavior that is objectively understood to be based on business necessity
does not constitute Harassment Related to Pregnancy, Childbirth, Childcare8

Leave, Family Care Leave, etc .
(C)
Types and Examples of Harassment Related to Pregnancy, Childbirth,Childcare Leave, Family Care Leave, etc.
1) Inappropriate speech and behavior towards an individual using system
related to pregnancy, childbirth, childcare, family care, etc. (harassment
towards those using the leave systems, etc.)① Implying dismissal or other disadvantageous treatment towards a person
who requested to use systems related to pregnancy and childbirth, or
systems related to childcare and family care, for example saying “if you
take leave, you will have to quit”.
② Harassing a person for using systems related to pregnancy and childbirth,or systems related to childcare and family care, such as only assigningmiscellaneous tasks because “there are no jobs I can assign to somebody
working reduced hours”.
2) Inappropriate speech and behavior regarding the pregnancy, childbirth,childcare, family care (harassment towards a condition)① Repeatedly making snide remarks to the pregnant person, such as “it’sridiculous that you became pregnant at such a busy time”.
② Not assigning important tasks to an employee with a young child because
sudden absences may take place at any time, without confirming theintent of the employee.
③ Implying dismissal or other disadvantageous treatment in response to
speech or behavior related to pregnancy and childbirth, such as stating“you will not be renewed next time”, even though employment has beenrenewed numerous times in the past.

( ５ ) Other definitions
1)

2)"Retaliatory Harassment" refers to "Engaging in retaliatory or harassing behavior
against a Member who has used the University's harassment counseling services
or harassment relief request system or cooperated with another Member using
these services or systems, or causing disadvantage or damage to such Member’s
educational, research, work, and academic environment.” .
"Damages" refers to the "Physical and/or psychological pain, and/or undue
detriment or harm incurred from Harassment in relation to education,
research, employment, or academics."

6. Counseling( １ ) The Center accepts consultations from the following Members of the University:① Offendees who suffered harm due to Harassment, etc.;② Persons who have seen other persons being subjected to Harassment, etc. andfeel discomfort;③ Persons who have been consulted by other persons about Harassment, etc.;④ Persons who have been advised by other persons that they are committing
Harassment, etc. ; or
⑤ Individuals who are former members of the University and suffered from
Harassment, etc. while they were employees, students, or related personnel.
In this case, the period during which a petition can be filed should be, as a
general rule, within 1 year following the resignation, graduation, or

9withdrawal from school.

( ２ ) Handling of the Center
1)

Consultation Registration① The Center protects the privacy of individuals, and provides advice from theclient's perspective and counseling services to support the restoration ofindividual rights.
② The Center will appoint counselors who are able to provide a professional
response to harassment and to deal with consultations.
③ Consultation requests to the Center are accepted by telephone, facsimile, email, post, or in person. Interviews can be arranged by reservation.
④ Faculty or other employees assigned to each department's reception desk may
accept requests for consultations, but only the Center may carry out
consultation sessions.
Example:"I'd like to request a consultation, although I am not sure whether or not a
problem I'm experiencing is considered Harassment.""I want to improve my current situation, which is troubled because ofHarassment.""My friend is suffering because of Harassment, and I would like to receive
some consultation about it."2) Support towards Problem Resolution① The Center, when necessary, will introduce the client to institutes both insideand outside of the University and communicate with the institutes.
② The Center, with the client's consent, following the Center Director's decision,
may ask Members for their cooperation involving environmental reform
measures to improve working, education, and research environments, orinterpersonal relationships.
③ The Center will provide the Harassment Prevention Committee Chairman
with advice regarding methods of relief for satisfactory conflict resolution.
④ The Center acts as a window of communication when making a request fordamage relief as part of the process of mediation or recommending relief
based on fact-finding investigations.
⑤ The Center continues to provide support and assistance to the client evenduring when the mediation/fact-finding investigation is underway.

7. Resolution Process
For the resolution of problematic situations in which damages have been incurred
due to Harassment, in addition to attempting to resolve the situation by oneself after
receiving advice from the Center, there are multiple courses of action that may betaken as well, as shown below. Which actions are to be taken depends greatly on theintentions and wishes of the offendees themselves. The utmost care andconsideration will be taken to protect the privacy of the people taking part inconsultations or problem resolutions.
( １ ) Notification
The Harassment Prevention Committee Chair, with advice from the Center, insituations where the action has been deemed necessary for reasons such as having

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received multiple consultations and complaints regarding a particular Member, may
notify Members that Harassment Complaints have been filed against them.

( ２ ) Environment Modification
The Center, regardless of whether before or after a mediation/relief request has
been submitted to the Harassment Prevention Committee, with permission fromthe principal offendee who claims to have been directly harmed by theHarassment (hereafter "Principal"), under the judgement of the Center's
director, may engage in the reform of the Principal's Workplace, Education, andResearch environment, or request cooperation from other Members in improving
the Principal's interpersonal relationships.

( ３ ) Emergency Response
The Harassment Prevention Committee Chair, after the Center has received a
consultation request, regardless of whether the Committee has received a
mediation/relief request, following the advice from the Center, with permission
from the Principal, may engage in Emergency Response Measures such as
requesting the cooperation of the Directors of related departments and Internalor External experts or specialized institutes, if it is deemed necessary to provide
immediate response measures for the protection of the Principal.

( ４ ) Mediation

or Recommended Relief Measures based on Fact-Finding
Investigations
Persons who claim to have been harmed by Harassment may, through theCenter, request the Harassment Prevention Committee to establish a
Harassment Mediation Committee or a Specialized Harassment Investigative
Committee.
Mediation is when a member of the Harassment Mediation Committee,
established upon request from the Harassment Prevention Committee,
intervenes between the Principal (hereafter refers to both the Principal or
anyone petitioning on behalf of the Principal) and the accused to listen to the
explanations from both sides and attempt to pursue a resolution to the situation.
Recommended Relief Measures based on Fact-Finding Investigations areprovided to the President or the Directors of relevant Departments when theSpecialized Harassment Investigative Committee established by theHarassment Prevention Committee conducts an investigation in a matter which
was brought to their attention through a petition and as a result concluded that
relief measures such as Environmental Reform are necessary. As a consequence,
the accused may sometimes be subject to disciplinary action.
① The Center will forward petitions for mediation or fact-finding investigations
to the Harassment Prevention Committee through the Steering Committee.
In this case, petitioners are limited to the individual Principals directly
subjected to acts of Harassment. However, a person other than the Principal
may make a petition on their behalf when there are exceptional circumstances
preventing the Principal from making the petition themselves and if theirconsent has been obtained. Additionally, if the Principal wishes to do so, they
may continue to receive support from the Center. Mediation and fact-finding

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investigations may be terminated at any time pursuant to the wishes of theindividual who made the petition.
② The Steering Committee will undertake investigations to determine whether
to approve the petitions for mediation and fact-finding investigation. From
this point, communications to the Principals shall be provided by theHarassment Prevention Committee via the Center until the complaint process
has been completed.
③ The Harassment Prevention Committee may choose not to process a petition
if the complaint is made regarding events that occurred over 3 years prior.
Exceptions to this rule will be made if it is determined that there was ajustifiable reason the complaint could not be made within the 3 year period.
④ The Harassment Prevention Committee will inform the directors of thedepartments involved of the commencement of investigations. Those directors
must maintain confidentiality, fully cooperate with investigations, andprevent Retaliatory Harassment.
⑤ In the event that, based on the results of the investigation, redress measures
such as environmental reform become necessary, the Harassment Prevention
Committee must make recommendations to the President and directors of thedepartments involved. When the Harassment Prevention Committee decides
that measures such as disciplinary actions, reprimands or strong letters of
warning warnings are required, the Harassment Committee must makerecommendations to the President and give notice of its recommendations to
the directors of the departments involved. Directors of the departments
involved who receive recommendations regarding redress measures must thenprovide the President with a report concerning the implementation of concretemeasures. Upon receiving these reports, the President must provide theHarassment Prevention Committee with a notice regarding the measures
implemented by the Directors of the departments involved, which theCommittee must then forward to the petitioner.

( ５ ) When Harassment significantly infringes on the rights of others or damages the
reputation of the University, disciplinary action may follow.

( ６ ) Measures to Handle Retaliatory Harassment
The Harassment Prevention Committee shall recommend to the President theimplementation of disciplinary measures against persons who engage in thefollowing retaliatory actions after receiving a consultation or mediation/relief
request.
① Direct acts or insinuations of retaliation, slander, etc. against the petitioner,
the accused, or anyone else cooperating with fact-finding investigations.
② Acts of that violate the individual rights of petitioners, the accused, or anyone
else cooperating with fact-finding investigations by spreading rumors to harm
their reputation or invade their privacy.
③ Harassing counselors or members of the Harassment Prevention Committee,
etc.

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( ７ ) Persons who submit false petitions in bad faith may be subject to disciplinary
measure. However, even if a petition is not substantiated as a result of factfinding investigations, it will not be immediately assumed that the petition was
in bad faith, and the petitioner will not necessarily suffer any penalties as aresult of such conclusions.

8. Review of the Guideline
The Harassment Prevention Committee will monitor the administrative results ofthis guideline and review and/or make changes to its content if deemed necessary.

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