Prevention and Elimination of Verbal and Physical Violence and Sexual Harassment at the Workplace In 1999, KWWA, together with the Korean Womenlink and the two national labor confederations, established“Counseling Corner for Gender Discriminatory Employment, Indirect Discrimination, and Sexual Harassment.” Also, in order to improve the educational effectiveness, KWWA produced a video titled Jaehee’s Story (2000) and a film titled Friendly& Harmonious (2005). KWWA also monitored the implementation of sexual harassment prevention education at workplaces, exposed that sexual harassment prevention programs are being inadequately implemented, and urged that prevention education programs be expanded and made more substantial. As a result, the Ministry of Labor made it possible for small businesses with less than 30 employees to receive sexual harassment education for free of charge. And in 2006, KWWA sought to expose the seriousness of sexual harassment by customers occurring frequently in situations where there are no legal protections against sexual harassment. To address this problem, KWWA conducted a research study on“sexual harassment by customers” with 467 workers in customer service sector jobs. The research findings were presented to the National Human Rights Commission and the Ministry of Labor, urging policy measures to prohibit sexual harassment by customers. As a result of these activities, sexual harassment prevention and action became a major area of work within KWWA. 4) Promoting Maternity Protection Expanding Maternity Protection Since its founding KWWA has continuously stressed the need for maternity protection and has engaged in support activities to secure related items through collective bargaining. In 1989 KWWA produced a resource guide analyzing items concerning women in collective bargaining titled“Collective Bargaining Items that Protect Women’s Lifetime Labor Rights!” and worked to advise labor unions in securing 60 day leave after giving birth, one-year paid leave for childcare, one-hour nursing break, menstruation leave, as well as the elimination of graveyard shift work. In the 1990s, KWWA has supported unions in securing 90 day leave after giving birth, minimum one week leave for husbands, prohibition of employment discrimination based on pregnancy or childbirth, and discontinue dangerous and harmful work for women workers.