(1) If any person becomes aware that workplace sexual harassment has occurred, they may file a report on the matter with the employer.
(2) If an employer receives a report under paragraph (1) or becomes aware that workplace sexual harassment has occurred, the employer shall, without delay, conduct an investigation to verify the fact. In such cases, the employer shall ensure that an employee who has suffered workplace sexual harassment or an employee who alleges having suffered such harassment (hereinafter referred to as "harassed employee, etc.") does not feel sexual humiliation, etc. in the course of the investigation.
(3) If it is necessary to protect a harassed employee, etc. during the period of investigation under paragraph (2), the employer shall take appropriate measures, such as changing their place of work or ordering them to take paid leave. In such cases, the employer shall not take any measure against the wishes of the harassed employee, etc.
(4) If the investigation under paragraph (2) verifies that workplace sexual harassment has occurred, the employer shall, if the harassed employee requests, take appropriate measures, such as changing their place of work, reassigning them, or ordering them to take paid leave.
(5) If the investigation under paragraph (2) verifies that workplace sexual harassment has occurred, the employer shall, without delay, take necessary measures against the person who committed the workplace sexual harassment, such as imposing disciplinary action or changing their place of work. In such cases, the employer shall hear the opinion of the harassed employee on such measure before taking it.
(6) No employer shall give an employee who reports that sexual harassment has occurred or a harassed employee, etc. any of the following unfavorable treatments:
1. Dismissal from office, removal from office, dismissal, or any other disadvantageous treatment corresponding to the loss of status;
2. Unfair personnel actions, such as disciplinary action, suspension from duty, reduction of salary, demotion, or restrictions on promotion;
3. Failure to assign duties, reassignment of duties, or any other personnel action against the wishes of the relevant person;
4. Discrimination in performance evaluations or peer evaluations, etc. or differential payment of wages, bonuses, etc. resulting from such discrimination;
5. Restrictions on opportunities for education and training for the development and enhancement of vocational skills;
6. Engaging in any act that causes mental or physical harm, such as group bullying, assault, or verbal abuse, or neglecting the occurrence of such act;
7. Any other unfavorable treatment against the wishes of the employee who reports the occurrence of sexual harassment or the harassed employee, etc.
(7) No person who investigates the occurrence of workplace sexual harassment under paragraph (2), who receives a report on the details of the investigation, or who otherwise participates in the investigation shall disclose any confidential information that they become aware of in the course of the investigation to any other person against the wishes of the harassed employee, etc.; provided, this shall not apply where they report matters related to the investigation to the employer or provide necessary information at the request of a relevant agency.[This Article Wholly Amended on Nov. 28, 2017]