Comedian Park Na Rae is currently facing serious accusations from her former managers, claiming she engaged in inappropriate conduct during work hours that may legally qualify as workplace harassment.
The issue resurfaced on January 16, when attorney Kang Eun Ha appeared on YTN Radio to address the controversy surrounding Park and her ex-managers. The conversation centered around a formal petition submitted to the Labor Office, which was originally reported by Channel A’s News A.
The petition alleges that while Park Na Rae was being driven by her managers, she engaged in sexual acts with a man in the back seat of the vehicle. According to the complaint, both managers were seated in the front, unable to leave the vehicle or avoid the situation due to the confined space.
The managers argued that Park, using her authority and superior status, created a situation that was unavoidable both visually and audibly, crossing the line from private misconduct into the territory of workplace abuse. They also claimed 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 matter, stating that under the Labor Standards Act, workplace harassment is not limited to a fixed office setting. What matters, he explained, is whether the incident is tied to work and if there was an abuse of power within the work relationship.
He emphasized that legal precedents recognize various off-site situations—such as company dinners, business trips, vehicles during work hours, and even messaging apps—as extensions of the workplace. Thus, the vehicle in question could qualify as a work-related environment.
The core legal questions, according to Kang, include:
- Was the act outside the scope of work-related 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 urged caution in how the parties handle the situation publicly. “Releasing emotional or reactive statements may inadvertently serve as circumstantial evidence against them,” Kang warned. He advised both parties to rely on fact-based legal arguments rather than public sentiment.
The Labor Office is set to summon the petitioners for a formal investigation later this month to verify the claims.
Sources: Koreaboo