Guidelines for Harassment Prevention and Countermeasures

1. Purpose of the Guidelines

Hosei University strives to ensure that all members of the University are respected as individuals and have the right to learn, teach, and work in a comfortable environment that is free from any violation of their human rights due to harassment. To this end, the University has established the Regulations for Prevention and Countermeasures against Harassment, and has formulated these Guidelines to communicate the contents of the Regulations to its members in an easy-to-understand manner. When harassment is reported, the University will take a strict stance against harassment from the viewpoint of preventing recurrence, as well as ascertaining the facts and resolving the problem in accordance with the Guidelines.

2. Basic stance of the University

The university has members with diverse ways of thinking, and there are relationships between faculty members and students, between students and students, and between faculty members and students. It is extremely important for a university to be a place where each individual is respected as an individual and can act autonomously, and where the value of each other is recognized rather than differences in thinking dismissed.
Harassment is a socially unacceptable act that unfairly damages an individual's dignity and causes mental and physical harm. In universities, it is necessary for the entire campus* to share the recognition that harassment is a malicious act that infringes on academic freedom, the rights to learning, education and research, and the right to work, etc., which are the foundation of the university.　The campus includes affiliated schools.
TUAT recognizes harassment as a problem that hinders the achievement of its own objectives and disrupts the order of the university for the victim and the members of the surrounding community, and will work toward the realization of a harassment-free campus (education, research, study, and employment).

3. Harassment Prevention and Countermeasure System

The University has established the following system to prevent harassment.
(1) "Hosei University Regulations on Harassment Prevention and Countermeasures" (hereinafter referred to as "Regulations on Prevention and Countermeasures")

(2) "Hosei University Guidelines for Harassment Prevention and Countermeasures

(3) Harassment Prevention and Countermeasures Committee (hereinafter referred to as the "Prevention and Countermeasures Committee") (Permanent): Conducts various educational activities for the entire university to prevent harassment. The committee also establishes a Harassment Examination Committee for each case of complaint, and prepares an examination report as necessary, aiming for a prompt and appropriate resolution of the case.

(4) Harassment Counseling Room (permanent): A system is in place to provide consultation and support for filing a complaint, staffed by professional counselors qualified as clinical psychologists, certified psychologists, mental health workers, etc.

(5) Harassment Review Committee (established as necessary) (hereinafter referred to as "Review Committee") (5) Harassment Review Committee (established as necessary) (hereinafter referred to as "Review Committee"): The Committee is established under the direction of the Prevention and Countermeasures Committee. (6) Investigation of the facts of the complaint (hearing), etc. The committee will also take emergency or provisional measures or resolve the matter through discussion, etc., at the request of the Prevention/Countermeasures Committee.

• Regulations on Harassment Prevention and Countermeasures（261KB)
• Regulations Concerning the Prevention of and Countermeasures Against Harassment

1. Scope of the Guidelines

(1) Students, students, faculty, staff, and other members of the University are eligible. Students of the University include undergraduate students, graduate students, School of Correspondence Education students, non-degree students, exchange students, etc., and students of affiliated schools who are studying at the University in any capacity are eligible. Faculty and staff includes all faculty and staff, both full-time and part-time, who are employed by the University. In addition, contractors, dispatch contractors, and extracurricular activity leaders who are involved in the execution of the University's business are also eligible. (Hereinafter referred to as "members of the University"). In the case of a student, the student's parent or guardian may act as a proxy.

(2) Even if you are no longer a member of the University due to graduation, withdrawal, retirement, etc., if the harassment occurred while you were a student or employed at the University, you are eligible for the harassment only within one year after you lost your registration. In addition, if a complaint is filed, even if they have left the University, they must cooperate in the investigation of the case in question.

2. Scope of Application

In relationships between members of the University, when the relationship continues during education, research, study, or employment at the University, the harassment will be applied regardless of the time or place of the relationship. This applies regardless of whether the relationship takes place on or off the University's campus, during classes, research, work, or extracurricular activities.
(e.g., seminar camps and other activities, extracurricular activities such as clubs, drinking parties (seminar parties, newcomer parties at clubs, etc.), online interactions, etc.)

Harassment at the University is defined as any inappropriate behavior by a member of the University that causes disadvantage or damage to other members of the University, or violates their dignity or human rights, in any environment at the University, including education, research, study, and employment.
If the other party perceives the words or actions as inappropriate, it may constitute harassment. On the other hand, each person has a different set of values and standards of feeling, and the boundary line between what constitutes harassment and what constitutes harassment varies depending on the relationship with the other person and the circumstances before and after the incident. Even if the words or actions are not malicious, they may cause unexpected misunderstandings, so it is necessary to carefully judge what kind of words or actions constitute harassment.
The following are six examples of typical cases of harassment: sexual harassment, academic harassment, power harassment, racial harassment, harassment related to pregnancy and childbirth, harassment related to childcare leave and family care leave, etc. However, harassment is not limited to these six types of harassment. However, harassment is not limited to these six types. However, harassment is not limited to these six types.

Examples of possible sexual harassment:

(1) Ms. A was surprised one day when her friend said to her, "I heard that you are dating Mr. B." (1) Ms. A was surprised when her friend said to her one day, "I heard that you and Mr. B are dating. (1) One day, Ms. A was surprised when a friend said to her, "I hear you and Mr. B are dating. However, Ms. A felt that it would be a bit awkward to go out with Mr. B, who was always talking about the beauty and ugliness of the girls around him in the circle, so she refused on the grounds that she had someone else she liked. From that day on, Mr. B started harassing me intentionally, spreading rumors on the circle's mailing list and LINE that "I was dumped by A," "A is a slut who goes out with anyone," etc., and it became difficult for me to stay in the circle.
→The spreading of sexual slander that makes the environment uncomfortable and interferes with student life.

(2) Mr. D entered Mr. C's seminar because he heard that the seminar was well known for its careful guidance of seminar students. Indeed, the classes were very useful and Mr. D was satisfied with them. However, in his fourth year, Professor C asked him, "I'm going to give you a tutorial on your thesis, so why don't we go to a restaurant I know? Mr. D hesitated, thinking that he did not want to meet alone with Mr. C outside, but he went with Mr. C for the guidance of his graduation thesis. When they arrived at the private room of a Japanese-style pub, they did not talk about their thesis, but instead asked, "Will you go out with me? He held her hand and said, "I'll teach you anything you want to know." Startled, Ms. D brushed off his hand and ran out of the tavern. Since that night, my dislike for Dr. C has grown, and I have lost confidence in my ability to continue with the seminar, but I am also worried about what will happen to my graduation thesis credits. Unsure of what to do next, Ms. D visited the harassment counseling office.
→Sexual harassment by a faculty member who has the authority to approve credits

The above is a fictional story created for the purpose of illustrating the case.

In addition to the above, the following cases may also fall under the category of sexual harassment.
(3) "Do you have a boyfriend/girlfriend?" Aren't you getting married?" Do you have children yet? (3) Persistently asking about private matters such as family relationships, friends, lovers, etc.

(4) Imposing sexist or sex-role views, such as "You're not feminine" or "You're a man.

(5) Sex-related topics or sexually harassing behavior that interferes with the performance of work or creates a situation where the other party feels uncomfortable (e.g., showing obscene images, videos, websites, etc., or touching the body unnecessarily).

(6) Persistently or forcibly inviting a person to sexual intercourse or encouraging a person to associate with a person (including stalking).

(7) Taking unfair actions such as lowering evaluations or refusing to provide guidance because of refusal to engage in sexual relations.

(8) Discriminatory language or harassment regarding sexual orientation or gender identity, or divulging such information to a third party without the consent of the person concerned.

(9) Engaging in sexual acts without the consent of the other person.

Examples of possible academic harassment:

(1) Ms. E, a graduate student, was constantly told by Professor F, "How could you enter graduate school if you don't know this stuff? However, Professor F started asking about Ms. E's family and boyfriend, and began saying, "If you don't give priority to your research, you are a bad parent (boyfriend)," and "You should break up with your boyfriend," and Ms. E began to feel even more distressed.
→Insulting responses that treated the student as an inferior.
→(1) Unnecessary intrusion into the student's privacy

(2) Mr. H joined Prof. G's seminar because of the "close relationship between the professor and seminar students, and the seminar is a place where anything can be discussed. He attended all the classes and submitted his assignments, but the seminar compas at the end of the semester were painful for him; Prof. G said many times, "I will not give credits to those who cannot make me laugh at the compas," and I heard that some students actually did not receive credits. As the fall semester approached, he became ill with worry and approached another professor for advice.
→(2) Unreasonable demands in exchange for credits

(3) This spring, Dr. I joined the faculty of the same alma mater as Dr. J, who had been his advisor when he was a graduate student, and Dr. J repeatedly asked him in a strong tone to help him with his research. When he asked another teacher for help, Dr. J heard about it. After that, he received e-mails from Professor J asking him to move to another university, and whenever he saw him in the corridor or in the laboratory, he would say to him sarcastically, "Are you still here?
→Interference with research activities
→Forcing him to resign

The above is a fictional story created for the purpose of illustrating the case.

In addition to the above, the following cases may also fall under the category of academic harassment.
(4) Refusal of educational/research guidance or denial of opportunities to present research results at conferences, papers, etc., without just cause.

(5) Forcing the student to do miscellaneous work or personal chores unrelated to education or research.

(6) Refusing to accept a submitted paper or report without justifiable reason.

(7) Spreading personal information or rumors that have come to one's knowledge in the course of one's duties.

(8) Using violence such as punching, kicking, or hitting under the pretext of instruction.

(9) Interfering with a student's job search without just cause.

Examples of possible power harassment: (1) Harassment related to pregnancy, childbirth, etc:

(1) Chief K has been having problems at home recently and tends to get frustrated at work. When he is in a bad mood and I ask him for advice on work, he sometimes shouts at me, "Don't you understand that? Recently, his mood has become even worse, and he suddenly starts yelling at us for unreasonable things, which always makes our section members nervous and frightened. Mr. L, a serious and polite section member, was unable to let go of his anger, especially on the days when he was yelled at. He said, "It's because of your lack of ability," and refused to adjust his workload. Gradually, Ms. L began to have stomachaches and other health problems that prevented her from coming to work on many days.
→(2) Inadequate work management
→(2) In addition to the full-time staff, various other staff members were also involved in the work.

(2) Ms. M, a temporary staff member, was newly assigned to a department where there were various non-specialized staff members in addition to the full-time staff members, and there was a lot of turnover in the workforce. Mr. N started blatantly ignoring Ms. M, and even made other members ignore Ms. M. As a result, Ms. M was not able to get the information she needed for her work. As a result, she was not given information necessary for her work, and she became isolated within the department and was forced to resign.
→Ignorance involving others
→(2) Cutting off from business information

(3) Ms. O, a full-time staff member, was put in charge of organizing the time schedule in the department office. Due to the distribution of elective and required courses and available classrooms, we were unable to schedule Dr. P's classes at the requested time. When we asked her to do so by e-mail, she replied angrily, "A staff member who cannot do such a thing is incompetent. Mr. P often raises his voice when he does not get his way, and feeling intimidated, Ms. O consulted with her supervisor.
→Trying to get what he wants by intimidating him

The above is a fictional story created for the purpose of illustrating the case.

In addition to the above, the following cases may also fall under the category of power harassment.
(4) Intentionally interfering with a promotion or advancement by giving extremely unfair and unjust evaluations of one's work.

(5) Spreading personal information or rumors that have come to one's knowledge in the course of one's duties.

(6) Routinely asking a staff member to run personal errands such as buying lunch boxes, cigarettes, etc. (7) Making demands that are beyond the scope of work, such as persistently accusing a supervisor of "bad socializing" for not participating in a drinking party.

Examples of possible racial harassment:

(1) Mr. Q, a full-time staff member, is from R country. One day, news broke that 25 people, including shoppers and employees, had been killed or injured in a shooting at a shopping center in R-country. The next day at work, Ms. Q heard her colleagues saying, "R-country people are barbaric and scary," and "I don't want to go to R-country," which made her feel as if she and her beloved family and friends were being called "barbaric and scary," and she became very sad.
→(1) Over-generalizing a specific event to hurt the other person's country or culture.

(2) Ms. S. is a non-executive staff member who has been with the company for six months. She has always been concerned about the difference in the amount of work and the burden on each person, so one day at a meeting, she boldly suggested that we review the division of work to make it more fair. However, I was told, "This is the best way to do it. When I asked him why, he replied, "You have different senses. I asked him why, and he said, "Because you are a foreigner, you don't understand?
→Negative attitude toward disagreements based solely on nationality or race

The above is a fictional story created for the purpose of illustrating the case.

In addition, the following cases may also be considered racial harassment.
(3) Being removed from a position even though there is no problem with one's ability, saying, "I can't let you work at the counter because your Japanese pronunciation sounds like a foreign language.

(4) "Your name is strange" or "I can't remember it" after hearing your name.

(5) Unnecessarily referring to the characteristics of one's appearance by saying, "You are a Westerner, so you have a white color and a tall nose," or "You have long legs and a great style.

(6) Denying religion or clothing by saying, "This is a Japanese university.

(7) Emphasizing in front of the class that you are a foreign student.

Examples of harassment related to pregnancy, childbirth, etc:

(1) Associate Professor T has found out that she is pregnant. Since she and her partner had always talked about cooperating with each other in raising children while respecting each other's career, she decided to report to Professor U, her senior colleague and co-researcher, at the appropriate time and place to discuss her research system before and after childbirth leave, in order to continue her research in a planned manner. There, Professor U said to me. Congratulations. I am sorry to hear that you will have to concentrate on raising your child, but I guess we will have to find a replacement. When I told him, "Our university allows the use of the prenatal and postnatal leave system, and I would like to continue my current job," he replied, "That's impossible for a researcher. Don't you understand that? I was told, "Even if you come back using that system or whatever it is, I want you to know that you won't have the same job.
→(3) Words and actions that suggest dismissal or disadvantageous treatment for the reason of using the system, etc.
→(1) Words or deeds that impede the use of the system, etc.

(2) Ms. V's term of office work expired at the end of this fiscal year, but she had gained experience, was trusted by others, and felt that her work was worthwhile. In the summer, she found out that she was pregnant, but she was determined to work until the end. However, when I asked Ms. W, a full-time staff member, when I could leave early for a routine checkup, she told me, "Pregnant women don't have to take it easy," and removed me from a job that I could do without any problems. I was repeatedly told, "I envy you because you have such an escape route. At first, I tried to think of it as "words of consideration, because I am also causing trouble," but then I happened to see Ms. W telling her supervisor, "Even if the pregnant woman gets sick in the future, I want her to quit as soon as possible so that I don't have to deal with her workload," and "In the past, we didn't give her such preferential treatment. The supervisor just smiled and said, "I want her to leave as soon as possible so that she won't be burdened with the work. Ms. V was inconsolable and began to think that she could not continue working any longer.
→Repeatedly nasty remarks and actions in response to her pregnancy

The above is a fictional story created for the purpose of illustrating the case.

In addition, the following cases may also fall under the category of harassment related to pregnancy and childbirth.
(3) A supervisor saying, "If you take a leave before childbirth, I will ask you to quit," or saying, "You will not be promoted at your next evaluation," in regard to exemption from overtime work.

(4) A supervisor or co-worker repeatedly or continuously saying, "Pregnant women cannot be entrusted with work because you never know when they will take a day off," and not allowing them to work or having them do only menial tasks.

(5) Referring to changes in the body or touching the body.

(6) Implicitly pressuring a pregnant member of the University to resign from the University for reasons such as inability to conduct experiments or research.

(7) Negative words or actions toward infertility treatment.

Examples of harassment related to childcare leave, family care leave, etc:

(1) Mr. X, a full-time faculty member whose first child was born three months ago, proposed to take childcare leave after discussing the matter with his wife. However, he was told that "it is better for mothers to take care of their children while they are still small" and "it is too lenient for university faculty members to take leave for the sake of their children. Mr. Y, a senior faculty member, told him, "This is an important time for you, so you should concentrate on your work, and it is for your own good. On the other hand, she was worried that she might not be able to stay at the university after returning to work.
→(1) Negative words, actions, and harassment toward the use of the system

(2) Ms. Z, a full-time staff member, her mother, who lives nearby, is suffering from dementia, and the number of incidents that make her feel unsafe is gradually increasing. Her mother's doctor and care manager told her that it would be difficult for her to live alone, so she took a nursing care leave until she could find a facility where she could stay. After that, my mother was successfully admitted to a facility, and despite the fact that I reported to my supervisor that she could work as usual again from now on, I was told, "We have asked you to transfer her to another department because she had trouble taking time off during a busy time. This is a decision that has already been made.
→Disadvantageous treatment for using the system

The above is a fictional story created for the purpose of illustrating the case.

In addition to the above, the following cases may also fall under the category of harassment related to childcare leave, family care leave, etc.
(3) When a first grader developed a fever and asked for leave to care for him, the employee repeatedly said, "Again?

(4) When he told his colleagues that he was going to request nursing care leave, they said to him, "I wouldn't request it myself. You should do the same. (4) Forcing a co-worker who has told others that he or she is requesting nursing care leave to give up the request by saying, "I wouldn't request it if I were you.

(5) Telling a family member, "What is a 'postpartum father'? (5) Refusing to accept a request to support the family immediately after the birth of a child by saying, "What is a 'postnatal father'?

The above descriptions are all examples, and harassment is not limited to the above six types.

(1) Behavior contrary to diversity
The University has made a Diversity Declaration, which states that the University will actively accept students, faculty and staff of various nationalities and cultural backgrounds based on respect for human rights, acceptance of diversity, and guarantee of opportunity, and will enhance education and research so that Practical Wisdom for Freedom can be expanded throughout the world, and that the University will not discriminate on the basis of gender, age, nationality, race, ethnicity, culture, or religion. The University declares that it will eliminate discrimination and respect diversity on the basis of gender, age, nationality, race, ethnicity, culture, religion, disability, sexual minority status, and so on.
Discriminatory words and actions regarding race, ethnicity, and nationality fall under the category of racial harassment, while discriminatory words and actions regarding gender and sexual minorities fall under the category of sexual harassment. (3) Recognition of harassment

(2) Other harassment
The following morally offensive words and actions may also be considered harassment. These cases may be applicable regardless of "superior relationship," such as students' words or actions toward faculty members, or between faculty members.

Examples of possible harassment
Even if the dominant position is not clear (e.g., from student to faculty member, from subordinate to supervisor, etc.), the harasser behaves in an unmannerly manner for a long period of time or repeatedly makes unilateral demands or assertions, does not stop even after repeated warnings or advice, or does not take corrective action.
Causing disadvantage or discomfort by words or actions related to alcohol consumption that the other party does not want, such as forcing the other party to drink alcohol or giving the other party a drink all at once. (2) Behavior that causes trouble while intoxicated.

(3) Indirect harm
All of the above harassment is based on the premise that a member of the University directly says or does something inappropriate to another member, but even if it is not directly said or done, if it is said or done in a way that makes the person who sees or hears it feel uncomfortable to the extent that they themselves feel their dignity is being violated, it may be considered harassment to those in the position of seeing or hearing the words or actions. If the person who sees or hears the behavior is offended to the extent that he or she feels his or her dignity is violated, it may be considered harassment to the person in the position who sees or hears it.

Examples of possible harassment
During a break in a meeting, I was made to feel very uncomfortable by the sound of sexually explicit conversation.
A colleague sitting next to me was reprimanded by my supervisor in a harsh tone for more than an hour every day. I felt choked with fear when I saw it.

Again, please note that the above are only examples. Any inappropriate language or behavior that causes disadvantage or damage to a member of the University or violates his/her dignity or human rights may constitute harassment, even if it does not fall under any of the above examples. It is necessary to keep this in mind.

(1) Respect each other's character on an equal footing.

(2) Avoid imposing biased views and ideas, such as socially formed gender consciousness or stereotyped views of gender roles, such as "men and women should be this way.

(3) If you find that someone perceives your words or actions as harassment, stop it immediately and apologize with a sincere heart and attitude. It is important to be prepared to refrain from any behavior that your family or those close to you would find offensive if they were subjected to it.

(4) Just because you do not express disagreement or "no" does not necessarily mean that you are in agreement or consent. Please be considerate of those in a higher position or status (supervisors and seniors).

(5) Even if the behavior is outside of the university, it may be considered harassment if both parties involved are members of the university.

(1) Courage not to overlook it
If harassment is tolerated within a group, it will become customary and the environment will gradually deteriorate. Because the people around the harasser are also involved in the relationship, the role of those in positions of education, guidance, and supervision is particularly important. Have the courage not to overlook harassment.

(2) Encourage consultation
If you receive a complaint of harassment, recommend that the harasser consult with the Harassment Consultation Office if necessary. The person consulted may accompany the harasser.

(3) Be careful with the information you obtain.
Handle any information you obtain, including the content of the consultation, carefully, respecting the wishes of the individual and giving due consideration to his/her privacy.

(1) Do not worry alone
If you feel that you have been harassed, please contact the Harassment Consultation Office without worrying alone. If you are hesitant to come to the counseling center, first talk to someone close to you whom you can trust. You can come to the counseling room with your family, a trusted friend, or a faculty member or staff member.

(2) Keep a record
If you keep a record (handwritten notes, emails, recordings, etc.) of what, when, where, from whom, and what kind of behavior you were subjected to, it will be helpful when you seek advice or file a complaint.

(3) Contact the police in case of emergency
If you feel physically or mentally in danger or in an emergency because of the other party's violent behavior, do not hesitate to ask for help from those around you and call the police.

Hosei University guarantees the right to consultation and complaint to all members.

The University has set up a Harassment Counseling Office in Ichigaya to provide consultation and other services related to harassment. Any member of the university can consult with the office. Consultations are basically conducted in person. If necessary, a specialist counselor can visit the campus or affiliated school to which the person seeking advice belongs.
Please refer to the official website and leaflets for information on the opening hours of the Harassment Consultation Office, how to contact the office, how to make an appointment, and the consultation process.
In order to protect the privacy of counselors, appointments are made by appointment only, so that there is no overlap of visitors at the same time. Please feel free to consult with us.

Harassment Counseling Office

(1) At the Harassment Consultation Room, a specialist counselor will ask you about your concerns. The counselor will ask about the situation and discuss the details with the staff of the Harassment Consultation Office. While respecting the wishes and desires of the harasser, the staff will discuss with the harasser about possible future measures.

(2) The Harassment Consultation Office will protect the privacy of the counselor. The content of the consultation will not be shared with anyone outside the Harassment Consultation Office without the consent of the person concerned.

(3) If necessary, we may refer you to related organizations inside or outside the university.

(4) At the stage of consultation, the Harassment Consultation Office cannot directly contact the alleged harasser to investigate or confirm the facts.

(5) The University's certification of harassment is based on the following procedures: (1) Complaint, (2) Review (investigation) by the Review Committee, and (3) Approval by the Prevention/Countermeasures Committee. (6) The person who is regarded as the harasser (the other party) is usually confirmed in this process.

If the harasser wishes to recommend disciplinary action or other appropriate measures to the harasser, take urgent or provisional measures, or resolve the issue through discussion, the harasser may file a petition. Based on the counselor's "Application for Harassment Consultation" (application in the designated form), the Review Committee is formed under the Prevention and Countermeasures Committee. When a complaint is filed, the person who wishes to file the complaint becomes the complainant. The Review Committee will investigate the facts of the case in accordance with the University's Regulations on Prevention and Countermeasures against Harassment (hereinafter referred to as the "Regulations on Prevention and Countermeasures against Harassment"), and then take the following measures (1) to (3).

(1) Emergency and provisional measures
If the Committee determines that the situation is serious and urgent, it may recommend urgent and provisional measures to the dean of the faculty, the dean of the graduate school, the dean of the affiliated school, or the dean of the department. Examples of such recommendations include changes in classes, seminars, courses, and academic advisors, as well as changes in responsibilities or improvements in the environment at the workplace, department, committee, etc.

(2) Resolution through discussion
If the complainant wishes to resolve the case through discussion between the parties, a solution will be proposed based on an investigation and examination of the facts. If the parties reach an agreement, the committee will close the investigation and dissolve the case, leaving a summary in the record.

(3) Examination for the Recognition of Harassment
When a petition requests a finding of harassment, including a recommendation for disciplinary action or other appropriate measures, the Review Committee will examine the contents of the petition in light of the purposes and definitions of the Prevention and Countermeasures Regulations and, from a neutral standpoint, interview the petitioner, the other party, and other parties concerned to determine whether the other party's words and actions constitute harassment. (2) The Review Committee shall conduct fact-finding interviews, etc. with the complainant, the other party, and other persons concerned. If the Examination Committee deems it necessary, it prepares a draft of the Examination Report and submits it to the Prevention/Countermeasures Committee. If the Prevention and Countermeasures Committee determines that harassment has occurred, it prepares an examination report including recommendations for disciplinary action and other appropriate measures, and submits it to the President. The President will then take necessary measures to prevent recurrence and solve the problem by applying the university rules and other appropriate methods.

Composition of the Review Committee
The committee will consist of a few members of the Prevention and Countermeasures Committee, a few members of the university faculty and staff as necessary, and lawyers, who will be selected as appropriate for the case.

Scope of notification
When the Review Committee is established based on a petition, (1) the parties concerned (the petitioner and the other party) and (2) the heads of the parties concerned will be notified. The notification will be made in writing, and the name of the petitioner will be included in the notification to (1). The notice to (2) will only include the party's affiliation and attributes (e.g., faculty, student, etc.) and will not include the name of the party. When the Prevention and Response Committee deliberates, personal information such as affiliation and names of the parties involved will be withheld. The names and affiliations of the parties (complainant and counterparty) will be disclosed to the Examination Committee for the purpose of investigation and deliberation, but will be kept confidential except to those involved in the investigation and deliberation.

In cases where the result of the examination by the Examination Committee results in a finding of harassment by the Prevention and Countermeasures Committee and the Examination Report is prepared (see (3) above for recommendation of disposition or other appropriate measures), the names of the complainant and the other party will be disclosed to the Prevention and Countermeasures Committee.

Upon receiving a report from the Prevention/Countermeasures Committee on the review report, including recommendations for disciplinary action or other appropriate measures, the President will promptly take necessary measures to prevent recurrence and resolve the problem by applying university regulations or by other appropriate means. Disciplinary actions include reprimand, pay cut, suspension/suspension from work, demotion/reduction in rank, dismissal on notice, dismissal on disciplinary grounds, etc. in the case of faculty members, and reprimand, suspension, expulsion, etc. in the case of students.

(1) When it is confirmed at the consultation stage that the student's feelings have been sorted out through consultation with a professional counselor.

(2) When it is confirmed at the consultation stage that the counselor's feelings have been resolved or the environment has been improved with the cooperation of the relevant departments, etc., and the counselor's feelings have been sorted out.

(3) When the case is resolved or the environment is improved through "emergency or provisional measures" or "resolution through discussion", etc., after the filing of the application.

(4) When the petitioner requests the termination of the examination during the course of the examination after filing the petition, and the Examination Committee approves the termination of the examination.

(5) When the Committee for Prevention and Countermeasures rejects the complaint or approves the conclusion that the harassment has been found or not found.

(6) When the Prevention/Countermeasures Committee deems it necessary to do so.

1. 
   A ll persons involved in the case (i.e., the person consulted, the complainant, the other party, the department head, prevention/measures committee members, review committee members, etc.) are obliged to maintain confidentiality of personal information obtained so as not to infringe on the honor or privacy of the person involved in the harassment. The following are the rules for the confidentiality of personal information.
   
2. The University will prohibit any disadvantageous treatment due to harassment counseling, and will strive to prevent secondary damage.
   The University will give sufficient consideration to prevent any disadvantage (retaliation, cover-up, etc.) or secondary damage to those who have consulted or reported harassment, or to other students, faculty, and staff involved in resolving the problem.
   
3. False allegations, testimony, etc. are prohibited.
   False allegations or testimony must not be made in harassment consultations, examinations, hearings, etc. The University will take measures against those who make false allegations or testify based on the University's internal regulations.
   
4. The allegation may be rejected or not recognized.
   If the Review Committee determines that the allegation is not appropriate in light of the purpose of the regulations, the allegation will be rejected with the approval of the Prevention and Countermeasures Committee. If the petition is not accepted, the petitioner will be notified promptly to that effect. In addition, as a result of the examination, it may be determined that the allegation does not warrant a finding of harassment.

In accordance with these Guidelines, the University will endeavor to maintain campus life, the educational and research environment, and the work environment, and to prevent and counter any harassment that may interfere with these environments. The University will conduct educational activities for its members by preparing and distributing leaflets, etc. and holding workshops, etc.

If it becomes necessary to revise the content of these guidelines, we will revise and revise them with the approval of the Prevention and Countermeasures Committee.

Supplementary Provisions
1 This guideline will be enforced from November 19, 2010.
2 This guideline was partially revised and went into effect on December 8, 2010.
3 Partially revised on December 1, 2012
4 Partially amended on April 1, 2019
5 Partially amended on November 18, 2020
6 Fully amended on April 1, 2022
7 Partially amended on October 22, 2024