Comedian Park Na Rae is currently facing serious allegations from her former managers, alleging that she engaged in inappropriate conduct during working hours that could legally qualify as workplace harassment.
The issue resurfaced on January 16, when lawyer Kang Eun Ha intervened YTN Radio to address the controversy surrounding Park and his former managers. The conversation focused on a formal petition filed with the Labor Office, originally reported by Channel A News.
The petition alleges that while Park Na Rae was being dropped off by her managers, she had sexual intercourse with a man in the back seat of the vehicle. According to the complaint, both managers were seated in the front and could not leave the vehicle or avoid the situation due to the confined space.
Managers argued that Park, using his authority and superior status, created an unavoidable situation both visually and audibly, crossing the line from private misconduct into the territory of workplace abuse. They also alleged that Park repeatedly kicked the driver’s seat during the act, nearly causing a serious traffic accident.
Attorney Kang offered a legal perspective on the issue, stating that under the Labor Standards Act, workplace harassment is not limited to the environment of a fixed office. What matters, he explained, is whether the incident is work-related and whether there has been an abuse of power within the employment relationship.
He pointed out that legal precedent recognizes various off-site situations – such as corporate dinners, business trips, vehicles during work hours and even messaging apps – as extensions of the workplace. Therefore, the vehicle in question could qualify as a working environment.
Key legal issues, according to Kang, include:
- Was the act not within the scope of work necessity?
- Did the superior (Park Na Rae) use her status to impose an unwanted situation?
- Did the behavior cause psychological distress or a harmful work environment?
He also called for caution in how the parties handle the situation publicly. “Issuing emotional or reactive statements can inadvertently serve as circumstantial evidence against them,” Kang warned. He advised both sides to rely on fact-based legal arguments rather than public sentiment.
The Labor Office will summon the petitioners for a formal investigation later this month to verify the claims.
Sources: Koreaboo
