Youth Support Foundation Center Director Suspected of 'Workplace Harassment'... Employees Voice Distress

Gyeongnam Youth Support Foundation Confirms Violation of Labor Standards Act... Disciplinary Level to Be Decided at Personnel Committee on the 9th

On the 4th, a "Meeting to Eradicate Workplace Harassment" was held at the Gyeongnam Youth Support Foundation Education Room, hosted by Lee Young-sil, a member of the Gyeongnam Provincial Assembly. At this meeting, foundation employees strongly urged the dismissal of Center Director A, who had long undermined the working environment of the staff. (Photo by Gyeongnam Youth Support Foundation)

Date and Time: September 4, 2020 (Friday) 10:30 AM
- Location: Gyeongsangnam-do Youth Support Foundation Education Room 1
- Participants: Assembly Member Lee Young-sil, 22 members of the Staff Council

[Asia Economy Yeongnam Reporting Headquarters Reporter Hwang Choi Hyun-joo] It has been confirmed that a center director at the Gyeongnam Youth Support Foundation, an organization under Gyeongsangnam-do, engaged in prolonged ‘workplace harassment’ against employees. The disciplinary level for this center director will be decided through the foundation’s personnel committee meeting scheduled for the 9th.

According to the Gyeongnam Youth Support Foundation, on the 4th, a ‘Meeting with Provincial Assembly Member Lee Young-sil for the Eradication of Workplace Harassment’ was held in the foundation’s education room. This event was organized to listen to the voices of employees who complained about being harassed by Center Director A and to discuss measures to prevent similar incidents from occurring in the future within the foundation.

According to the meeting details, Center Director A instructed employees to perform tasks that were either not specified in the labor contract, excessive, or difficult to complete within the given timeframe; arbitrarily lowered work performance ratings; and imposed work-related disadvantages disguised as legitimate evaluations, such as unjustified returns of work, on certain or multiple employees. Issues related to sexual harassment were also raised.

The workplace harassment issue involving Center Director A became specifically known after foundation employees issued a statement on July 17 demanding a fact-finding investigation and a public apology. The foundation’s Human Rights Management Committee was formed and held three meetings, investigating the specific abuses of power and sexual harassment by Center Director A, and reportedly recommended ‘severe disciplinary action.’

Following confirmation of violations of the Labor Standards Act through the foundation’s Human Rights Management Committee, Center Director A has been granted paid leave from July 3 to the present. The decision regarding his reinstatement or dismissal and the level of disciplinary action will be made at the foundation’s personnel committee meeting scheduled for the 9th.

According to Article 76-3 of the Labor Standards Act, anyone who becomes aware of workplace harassment can report it to the employer, and if the victimized employee requests, measures such as changing the workplace, reassignment, or ordering paid leave can be taken.

The Gyeongsangnam-do ordinance also includes a workplace harassment prohibition law, and additional disciplinary actions can be taken if the perpetrator’s harassment is confirmed. Furthermore, the foundation has its own grievance handling team where employees can report or file complaints about workplace harassment or other unfair practices.

However, one employee who attended the meeting said, “Although we know the role of the grievance handling team through regular training, contract workers among the staff find it practically difficult to use it directly.” Another employee lamented, “(Because of Center Director A’s harassment) it feels like walking a path to hell,” adding, “Some employees cannot endure it and either quit the company or fall ill.”

Lee Young-sil, a Gyeongsangnam-do assembly member, said, “It is quite cautious to predict the outcome since the foundation’s personnel committee meeting is upcoming,” but added, “However, since the Human Rights Management Committee’s recommendation for dismissal was unanimous, it is expected to be decided accordingly.”

Meanwhile, Center Director A stated in a phone interview with this paper that he wishes to resolve the matter through the foundation’s internal procedures. He said, “The decision will be made based on the investigation and deliberation by the disciplinary committee,” and added, “Paid leave was decided during the investigation process, and at this point, I am cautious about expressing specific opinions.”

This content was produced with the assistance of AI translation services.