Question from a reader:
I would like to ask about content certification. I was working as a temporary employee, but I resigned due to power harassment. The temporary agency is aware of the situation, and the communication leading up to my resignation was handled by the agency’s representative. However, there are things that the representative has not conveyed to the temporary
workplace, and I really want to communicate those. I am not considering litigation and do not intend to seek a response. In this case, is there a risk in using content certification?
Risks and Considerations When Temporary Employees Use Content Certification
Hello! I am a man in my 30s who enjoys listening to the worries and questions of various people after my experiences in the entertainment industry. Today, I received a question about content certification. A former temporary employee experienced power harassment and has things they want to convey to their workplace regarding their resignation. I would like to share my perspective on how to use content certification in this situation.
What is Content Certification?
First, let’s briefly review what content certification is. Content certification is a document issued by the post office that certifies the content sent. It is used for communications with legal effect, such as contract cancellations, claims, and notifications. By sending this document, the sender leaves evidence that they have formally communicated something to the recipient.
Why Do You Want to Use Content Certification?
The reason the questioner wants to use content certification is that they have something to convey to their workplace. This is a very understandable feeling. Especially when issues like power harassment are involved, emotions can run high. If your voice isn’t heard, it can lead to ongoing stress and anxiety. However, there are risks associated with using content certification. The risks essentially mean that there could be unexpected reactions or misunderstandings.
Risks of Using Content Certification
The first risk is the response from the workplace. How the content certification is received depends on the recipient’s interpretation. For example, if you write in the content certification, “I have something to convey about power harassment,” the workplace might interpret it as “considering litigation.” This could lead to unexpected troubles. Additionally, while the agency’s representative has already handled the resignation communications, it is unclear whether that information has been accurately conveyed to the workplace. Sending a content certification could also worsen the relationship with the representative. In fact, I know of several cases where such communication discrepancies led to troubles.
Points to Consider Before Sending Content Certification
If you are considering sending content certification, it is important to consider several points.
1. Clarify What You Want to Convey
It would be beneficial to write down specifically what you want to convey. When emotions are high, it might turn into a lengthy message, but it is important to keep it simple and focused on the main points. This will also help avoid misunderstandings.
2. Double-check the Recipient
Recheck the contact information and the name of the representative at the workplace to ensure you do not accidentally send it to the wrong person. Be especially cautious if the company name or department name has changed.
3. Consult in Advance
If possible, consulting with an expert beforehand is a good idea. Speaking with a legal expert or a counselor knowledgeable about labor issues can provide you with advice tailored to your situation.
4. Keep Your Emotions in Check
When emotions are high, the content can easily become aggressive. Take a moment to calmly organize what you want to convey. It is important to think about what kind of outcome you desire while drafting the content certification.
Perspective from Experience in the Entertainment Industry
In my own experience working in the entertainment industry, I have witnessed various communication-related troubles. Issues like power harassment and sexual harassment are particularly serious. Every communication is important, and especially written exchanges need to be handled carefully to prevent future troubles. For instance, at a theater production company, there were instances where emotional emails were exchanged due to conflicts between actors. As a result, the progress of the production was stalled, ultimately causing inconvenience to many people. Indeed, written communication is extremely important, and it requires a calm approach.
Conclusion
When a temporary employee experiences power harassment, the emotional scars are not easily healed. Additionally, using content certification could lead to new troubles, so careful action is required. To ensure that what you want to convey is clearly communicated, it is important to organize your feelings and, if necessary, consult with an expert to choose the best method. I hope that sending content certification will help improve your situation. If you have any concerns or questions, please feel free to reach out anytime. I would be happy to share various perspectives based on my experiences in the entertainment industry. I sincerely hope your voice is heard!
