向員工勸酒、要求員工跑腿泡咖啡、下班后給員工安排工作……

根據韓國最新出臺的《禁止職場欺凌法》，今后員工可實名舉報這些職場欺凌行為，欺凌者最高可判三年監禁。

韓劇劇照

South Korea has introduced tough new workplace anti-bullying laws with penalties that include jail for employers in some cases.

韓國最新出臺了嚴厲的《禁止職場欺凌法》，在某些情況下，雇主將被判入獄。

It marks the first time the country has required employers take action against harassment.

這是韓國首次要求雇主對職場欺凌采取行動。

Workers will be able to report behavior such as gossiping or being forced to attend company functions.

員工可以舉報諸如傳播流言蜚語或被迫參加公司活動等行為。

Under the laws, employers are prohibited from taking any measures - including dismissal - against a victim or employee who has reported workplace bullying.

根據這項法律，雇主不得采取任何措施——包括解雇——來對付受害者或舉報職場欺凌的員工。

They face up to three years in prison or a fine of up to 30 million won.

違反法律的雇主將面臨最高三年的監禁或最高3000萬韓元（約合人民幣17.5萬元）的罰款。

Victims will also be able to apply for compensation if they develop health problems after being harassed at work.

如果受害者遭遇職場欺凌后出現健康問題，他們也可以申請賠償。

A report by the National Human Rights Commission of Korea found that about 70% of employees in the country have been bullied by their work superiors and colleagues.

韓國國家人權委員會的一份報告發現，韓國約70%的員工受到過上級和同事的欺凌。

It found 60% of victims took no action, while 12% of workers faced harassment every day.

報告稱，60%的受害者沒有采取任何行動，12%的員工每天都面臨欺凌。

據報道，《禁止職場欺凌法》明文規定，用人單位或員工利用其在公司內的地位或關系，超出工作范疇，給予其他員工身體、精神和情緒上的痛苦，或導致工作環境惡化的行為屬欺凌行為。

To help companies understand what constitutes bullying, the government published guidelines on the type of behavior that counts as harassment.

為了幫助公司理解什么行為屬于職場欺凌，韓國政府發布了關于欺凌行為類型的指南。

Examples included gossiping about colleagues or spreading personal information, as well as forcing someone to drink, smoke or attend a company dinner.

其中列舉的例子包括散布同事的流言蜚語或傳播個人信息，以及強迫喝酒、抽煙或參加公司聚餐。

讓女職員跑腿泡咖啡、強制員工表演才藝、聚餐遲到要求罰酒、下班后給下屬發工作指示也屬于欺凌行為。

除辦公地點外，在社交媒體、出差地點、聚餐場所以及私下見面時出現類似的行為也將被認定為欺凌。

Verbal abuse or embarrassing colleagues in front of others were also listed.

此外，在他人面前辱罵或讓同事難堪也被列為職場欺凌。

verbal abuse：言語虐待；口頭謾罵

這一新聞也觸及了很多中國職場人的“痛點”， 一些網友呼喚：“中國什么時候也出臺？”

In the past, South Koreans found it difficult to report abuse, with the lack of a legal framework to protect workers viewed as the main reason why many hesitated to speak out.

過去，韓國人很難舉報職場欺凌行為，缺乏保護員工的法律制度被視為許多人不愿對此直言不諱的主要原因。

The legislation is aimed at wiping out so-called workplace "gapjil", which refers to abusive conduct by people in positions of power.

這項立法旨在消除所謂的職場“gapjil”，gapjil指的是上級的職場欺凌行為。

The "nut rage" incident involving Korean Airlines executive was one high-profileexample.

大韓航空高管的“堅果憤怒”事件就是一個引人注目的例子。

high-profile [hai'prəufail]：adj. 高調的；備受矚目的

Cho Hyun-ah, daughter of the airline's then chairman Cho Yang-ho, made headlines around the world when she flew into a rage after nuts arrived in a packet and not on a plate on board a Seoul-bound flight from New York.

在從紐約飛往首爾的航班上，時任大韓航空董事長趙亮鎬的女兒趙顯娥因為空乘人員沒有把堅果放在盤子里，而是遞給她成袋的堅果而勃然大怒，登上了全球媒體的頭條。

The case attracted intense attention in South Korea, re-opening a national debate about the Korean business system, which is dominated by family firms known aschaebols.

這一事件在韓國引起強烈關注，重新引發了有關韓國商業體系的熱議。韓國商業體系由各大財閥掌控。

chaebol ['tʃæbəul]：n. 韓國大企業；韓國財閥

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