Overview
In a case where an employee filed a complaint alleging workplace harassment by the company’s representative and supervisors, One Law Partners, LLC represented the employer and successfully obtained a decision from the Ministry of Employment and Labor concluding that no workplace harassment had occurred, resulting in the administrative closure of the case.

Key Issues

• Whether the allegations were based on distorted or inaccurate facts
• The appropriate legal criteria for determining workplace harassment
• How to distinguish legitimate managerial direction from improper conduct

• The legitimacy of managerial instructions,
• The communication context between the parties, and
• The organizational and operational background relevant to the events.

Through a structured and fact‑based explanation, the firm effectively demonstrated that the employee’s allegations did not meet the statutory definition of workplace harassment.

Outcome & Significance
The Ministry of Employment and Labor concluded that the conduct did not constitute workplace harassment, and the case was closed without further action.
This matter highlights how early‑stage, precise organization of factual circumstances and legal standards can successfully mitigate employer risk. It serves as a practical reference for responding to similar disputes involving workplace harassment allegations.