1. Case Overview
The plaintiff alleged that the conduct of a co-worker constituted workplace harassment and further claimed that the national university corporation, as the employer, failed to take appropriate measures in the course of receiving and investigating the workplace harassment complaint.

Based on these allegations, the plaintiff filed a lawsuit against both the co-worker and the national university corporation, seeking damages for emotional distress.

2. Key Issues
The principal issues in dispute were:

• Whether the co-worker possessed a superior position or relationship within the workplace;

• Whether the alleged conduct exceeded the appropriate scope of work and caused physical or mental suffering, or worsened the working environment;

• Whether the employer violated its legal obligations in handling the workplace harassment complaint and investigation;

• Whether the employer could be held liable for damages.

3. Legal Strategy
Attorneys Chang-Hwan Park, Seo-Young Kang, and Ha-Yeong Yon of One Law Partners, LLC conducted a comprehensive analysis of the parties’ actual job responsibilities, their respective positions within the organization, and the specific circumstances surrounding the alleged conduct.

Based on this analysis, the attorneys argued that the legal requirements necessary to establish workplace harassment had not been satisfied.

The defense further demonstrated, through objective evidence, that the national university corporation's investigation and handling of the complaint complied with applicable legal requirements and that no circumstances existed that would justify the imposition of civil liability for damages upon the employer.

4. Significance of the Decision
The court accepted the arguments presented by One Law Partners, LLC and dismissed all of the plaintiff’s claims.

This decision confirms that the mere filing of a workplace harassment complaint does not automatically give rise to civil liability on the part of either the accused employee or the employer.

The case is also significant because it reaffirms that both the existence of workplace harassment and any alleged breach of an employer’s response obligations must be determined based on specific factual circumstances and objective evidence rather than allegations alone.
 

Attorney Chang-Hwan Park | chpark@onelawpartners.com
Attorney Seo-Young Kang | sykang@onelawpartners.com
Attorney Ha-Yeong Yeon | hyyon@onelawpartners.com
 

Public Relations Team, One Law Partners, LLC | pr@onelawpartners.com