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Specialized Expertise

  • Specialized Expertise
  • Investigation and Prevention of Workplace Harassment & Sexual Harassment on Job

Investigation and Prevention of Workplace Harassment & Sexual Harassment on Job

Neccesity

Regardless of their factual validity, workplace harassment and sexual harassment can significantly impact a company. Under relevant labor laws, companies are obliged to conduct investigations when such incidents occur, necessitating a fair and objective investigation by an external organization.

Seungpyeong Labor Law & HR Consulting conducts impartial investigations into workplace harassment and sexual harassment reports within companies. We propose appropriate measures based on investigation results to ensure that involved parties can accept the outcome. If workplace harassment is confirmed, we assist in processing the case as an occupational injury, support the establishment of preventive measures, and provide comprehensive strategies to respond to all aspects of workplace harassment and sexual harassment cases.

Strengths

Seungpyeong Labor Law & HR Consulting is organized with experts with extensive experience conducting workplace harassment and sexual harassment investigations for numerous public enterprises, public institutions, and multinational corporations. Our team directly manages every stage of the investigation, from initiation to conclusion.

In cases where workplace harassment and sexual harassment is recognized, we collaborate with Seungpyeong Industrial Accident Compensation, a firm specializing in industrial accident compensation, to handle claims on behalf of the victimized employee. By not only conducting investigations but also dealing with the potential risks arising from such cases, we provide strategic solutions that ultimately contribute to the growth and improvement of corporate culture.

Key Services
Category Detail
Review and Understand the Reported Issues and Internal Regulations
  • Understand basic information such as the company's organizational culture, history of incidents, and the victimized employee's job responsibilities
  • Review and assess various internal regulations, including rules of employment and internal policies
  • Identify the victimized employee's specific requirements and concerns
Conduct Interviews and Investigations
  • Select and identify interviewees and prepare interview forms for each party
  • Conduct face-to-face interviews with the selected interviewees
  • Confirm the facts and organize the key issues of the case
Prepare Investigation
  • Summarize the facts gathered through the investigation
  • Decide the recognition of workplace harassment and sexual harassment based on judicial precedents and administrative interpretations
  • Provide a workplace harassment and sexual harassment investigation report
  • Provide suggestions regarding personnel actions, as well as recommendations for preventive measures
  • Write an opinion letter on the appropriateness of personnel actions, if necessary
Follow-up Actions Based on Workplace Harassment or Sexual harassment Investigation

    1) Where the harassment has been recognized to occur

  • Propose appropriate HR measures for the victimized employee and the perpetrator
  • Attend the disciplinary committee in accordance with company regulations
  • Review and determine disciplinary actions against the perpetrator for workplace harassment or sexual harassment
  • Provide support for preventive measures and organizational culture improvement
  • Assist and represent the victimized employee in the process of industrial accident compensation

    2) Where the harassment has not been recognized to occur

  • Propose appropriate HR measures for the victimized employee and the perpetrator
  • Provide support for preventive measures and organizational culture improvement