Min Hee Jin Workplace Harassment Case Results in Official Fine
The Korean entertainment industry is buzzing with shocking news as ADOR CEO Min Hee Jin faces consequences for workplace harassment. The Ministry of Employment and Labor has officially fined Min Hee Jin after investigating claims made by a former employee. This Min Hee Jin workplace harassment case marks a significant moment in addressing workplace conduct within the K-pop industry.
The Government’s Official Ruling on Min Hee Jin Workplace Harassment
The Seoul Regional Employment and Labor Office recently delivered their verdict on the Min Hee Jin workplace harassment allegations. According to their official notice sent to the former employee (known as ‘A’), Min Hee Jin’s actions “exceeded the appropriate scope of workplace interactions.” The government agency determined that her remarks and behavior in October and December 2023 caused both physical and psychological distress to the employee, creating a hostile working environment.
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Despite Min Hee Jin’s consistent denials and claims that the accusations were part of a conspiracy with HYBE, the government investigation found evidence supporting the harassment claims. The maximum penalty under current regulations is 5 million KRW (approximately $3,410 USD). The workplace harassment ruling is particularly noteworthy as it comes from an official government body rather than an internal company investigation.
The Labor Office also found Min Hee Jin partly responsible for interfering with a separate workplace harassment investigation. When ‘A’ had reported former ADOR Vice CEO ‘B’ for harassment, Min Hee Jin allegedly conducted a biased internal investigation. The Labor Office specifically noted that Min Hee Jin contacted ‘B’ requesting KakaoTalk messages related to the report and told Chief Officer ‘C’ that the allegations were “one-sided and biased,” actions that “violated the duty to conduct an objective investigation.”
Former ADOR Employee Speaks Out About Min Hee Jin Workplace Harassment
The former employee who filed the complaint shared details of the ruling on March 24, revealing that Min Hee Jin was officially fined for workplace harassment. In their public statement, they expressed gratitude to supporters and outlined key findings from the Labor Office’s investigation.
According to the former employee’s statement, Min Hee Jin was found guilty of violating her duty to conduct an objective investigation and also for workplace harassment, including verbal abuse. The recognized proportion of workplace harassment was reported as 12%, with the fine representing a “significant level of sanction” beyond a simple warning.
The employee also revealed they had given Min Hee Jin four opportunities to apologize and resolve the matter, but instead, Min Hee Jin filed a lawsuit against them. “An apology is no longer needed,” the former employee stated, adding that they would “continue to actively respond to both civil and criminal cases,” particularly the lawsuit Min Hee Jin filed against them.
The case also involved allegations against the former vice CEO of ADOR, with workplace harassment recognized but sexual harassment claims deemed inconclusive by investigators. The Labor Office reportedly had no objections to this finding, and no additional fines were imposed for this aspect of the case.
Final Thoughts on the Min Hee Jin Workplace Harassment Fine
The Min Hee Jin workplace harassment case highlights important concerns about leadership conduct in the entertainment industry. With the government officially acknowledging that “some illegal actions did occur,” this ruling sets a precedent for how similar cases might be handled in the future.
This development adds another layer to the ongoing tensions between ADOR and HYBE, which have played out publicly over the past year. The workplace harassment fine comes during a period when Min Hee Jin has been involved in various disputes with HYBE, making this an especially complicated situation for all parties involved.
What do you think about the Ministry’s decision, Seoul Crushers? Do you believe this ruling will lead to better workplace practices in the K-pop industry? Share your thoughts in the comments below!