Applications for support money for absence from work in response to the new coronavirus infection have begun

What is the support payment for absence from work in response to the new corona for individuals?
Workers at companies that cannot make use of the employment adjustment subsidy are eligible for this program, and 80% of their wages are paid according to their absence from work (up to ¥330,000 per month).
Student part-time workers, foreign workers, and technical interns are eligible for this subsidy, even if they are not insured by unemployment insurance, as long as they are employed. Registered temporary workers and day laborers are also covered if they meet the requirements, but overseas workers, day laborers, and part-time public servants of local governments are not covered.

How to apply 　
The application can be made by either the worker or the employer. 　
To apply, you need an application for payment and a confirmation of payment requirements, identification documents, a copy of the cash card or a copy of the bankbook, and a copy of a document that confirms the amount of wages paid before and during the absence from work.

In the case of the application in person, the employer must fill out a confirmation of requirements form 　
The Confirmation of Payment Requirements form includes a box for the employer to fill out to certify the absence from work, and the Ministry of Health, Labour and Welfare's Q&A states that, at a minimum, the employer must confirm the fact of the worker's employment, wage payment and absence from work. 　
If the employer refuses to provide proof of absence from work, the worker is required to report the fact that the employer's cooperation cannot be obtained, along with the background circumstances, and the employer is required to report to the Labour Bureau. 　
In addition, if an employee intentionally makes a false certification to receive the support payments, the employer is ordered to not only cancel the decision to receive the payments, but also to pay the full amount of the payments, as well as a late fee of 3% per year from the day following the date of the illegal receipt until the date of payment, and an amount equivalent to twice the amount of the return.

Documents to confirm the amount of wages during absence 　
If the amount of wages cannot be confirmed by the wage ledger, pay slips, or wage payment book, the payment cannot be made (for new graduates who have not worked a day, the contract of employment, notice of working conditions, etc. must be attached). The cooperation of the employer is also required to provide these documents.

Six principles of risk communication in an infectious disease crisis

First, it is important that all parties involved have a proper understanding of risk communication.
New coronavirus infections have many unknowns, and therefore tend to cause more anxiety than necessary.
To prevent inappropriate information from being spread and harassment of infected people in the workplace, it is necessary to ensure that appropriate risk communication is carried out as described below.

Be First: It's not just about communicating information, it's about who's communicating it

Be Right: Communicate both what you know and what you don't know

Be Credible: Scientifically sound information builds trust in the recipient

Express Empathy: Communicate information from the recipient's perspective

Promote Action: Emphasizing that each person's actions can help prevent infection

Show Respect: Be considerate of the other person's position and rights

Anti-harassment measures in the workplace have been beefed up since June 1, 2020!

Power harassment prevention measures are now mandatory for employers!

*It will become compulsory for small and medium-sized business owners from April 1, 2022.

Until then, it is obligatory to try an effort. Please act as soon as possible!

Power harassment in the workplace means that all the following elements are met

(1) Coercive words or actions based on the superior relationship;

(2) Exceeding the business necessity and reasonable scope of the business, and

(3) Those that are harmful to the work environment of the workers.

*Objectively, proper work instructions or guidance given to the extent necessary and reasonable for the job does not constitute power harassment.

Measures to be taken to prevent power harassment in the workplace

Employers must take the following measures as obligation.

Clarification of the employer's policies and other relevant information and awareness-raising

(1) Clarify the nature of power harassment in the workplace, the policy of non-power harassment, and disseminate them to workers.

(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.

Development of a system necessary to respond to consultation and respond appropriately

(3) Establishing a consultation service and making it known to the workers in advance.

(4) Ensure that the person in charge of the consultation service can respond appropriately according to the content and situation.

Prompt and appropriate responses after power harassment in the workplace

(5) Prompt and accurate verification of facts.

(6) Prompt and appropriate measures that take care the victim.

(7) Taking appropriate action against the offender after confirming the facts.

(8) Take measures to prevent recurrence.

Other measures to be taken in combination

(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.

*This includes sensitive personal information such as sexual orientation, gender identity, medical history, and fertility treatment.

(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.

Prohibition of disadvantageous treatment of workers who have consulted with their employers, etc.

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.