Reporting sexual harassment at a social welfare center leads to wrongful dismissal...Failure leads to lawsuit

In a case where an employee at a social welfare corporation was fired or otherwise disadvantaged after reporting sexual harassment by the facility's director, the Power Harassment 119 hotline has begun to take action, characterizing this as retaliatory power harassment.
On the 23rd, according to a report by Power Harassment 119, the facility director of A Social Welfare Corporation, Mr. B, committed sexual harassment against residents and staff, but a relative of the facility director became the chairman of the board and reported the incident.
The company fired employee C, who was a former director. At an extraordinary board meeting, D, the chairman of the board of directors, ordered the secretary-general C to △convene a board of directors meeting at his discretion, △try to force the former chairman to resign, and △replace the new director.
△The act of preparing documents related to the resignation of the former chairman and the election of a new chairman △The act of arbitrarily changing the password for the shared email address, etc., and C Secretary General C
The company applied for relief for unfair dismissal. The Central Labor Relations Commission responded by not recognizing any grounds for disciplinary action and determined that the dismissal was unfair. A Corporation appealed the decision and applied for a retrial, but the request was dismissed on the 14th of last month.
The Central Labor Relations Commission found that the facility director was an employee under the Labor Standards Act, that the facility in question was a workplace with five or more full-time employees, and that the grounds for disciplinary action against the staff in this case were partially different from the original judgment.
Therefore, none of the five grounds for disciplinary action can be recognized as fact," he said. "No consideration has been given to the existence of disciplinary freedom."
Power Harassment 119 claims that despite this decision, A Corporation is engaging in retaliatory power harassment.
After the Seoul Regional Labor Relations Commission recognized C's wrongful dismissal, the head filed a lawsuit against him for forgery of a private document and obstruction of business. He did not reinstate C as secretary general (grade 2) and instead demoted him to section chief (grade 3).
Ms. C has filed a lawsuit against Chairman D, claiming that the allegations are groundless, and plans to also file a lawsuit with the Labor Agency, claiming that the decision was unfair based on her report of sexual harassment.
Choi Ji Woo, head of the social welfare department of the online union, said, “We are a social welfare organization established to protect parents and their children.
"It is unthinkable that a welfare facility would sexually harass residents and staff," he said. "It is even more unthinkable that a relative of the facility took over management and unfairly fired employees. Cases like this should not end with the chairman being dismissed."
He continued, "We must hold the facilities and corporations accountable and thoroughly supervise them so that they are not allowed to operate the facilities or businesses under contract regulations," and "The government and local governments should hand them over to the private sector and supervise them."
"Unless this system is put in place, illegal operations at social welfare facilities will not be eradicated," he said. The Social Welfare Department of the Power Harassment 119 online labor union has set targets of △eliminating privatization of welfare facilities, △prohibiting forced religious practices and donations, △
The group has set three major demands: creating a safe working environment and eradicating harassment in the workplace, and plans to pursue negotiations and discussions with the Ministry of Health and Welfare and local governments.
On the other hand, according to a survey conducted by Power Harassment 119 on 1,000 employees in December last year,
Of those who experienced abuse (35.9%), 21.2% were in the health and social welfare service industry when the perpetrator was a user, which was higher than the average for employees (14.5%).