We have sent a public questionnaire regarding sexual harassment by female directors, liability for injury cases, and workers’ compensation claims.
Last1Mile Inc.
Representative Director and Board of Directors
[Public Questioning Document] Responsibility for sexual harassment by female directors, prosecution for injury cases, and application for workers' compensation
The union strongly protests this series of actions by your female board members against male employees as a deeply serious human rights violation.
This case involves a male employee who claims that he developed erectile dysfunction (ED) and adjustment disorder as a result of being repeatedly approached by a female director and being persistently stared at in the groin area.
This is not simply a matter of being "targeted with an unpleasant gaze". This is a serious problem where repeated acts that violate sexual dignity are alleged to have resulted in physical and mental health damage in reality.
Furthermore, if it is true that a male employee who has filed a complaint has been transferred, then the company should provide a reasonable explanation as to why the person who filed the complaint had to relocate.
"The person seeing the situation is the director, and the person being watched is being transferred. And the male employee who filed a complaint has ED and depression left behind."
Is this the ideal situation for listed companies?
The union has no intention of leaving this matter as just an internal harassment issue.
The injury crime under Article 204 of the Penal Code can be established not only when physical violence causes injury, but also when the act results in damage to health due to mental influence, depending on the manner of conduct, intent, and causal relationship.
Therefore, we intend to verify the causal relationship between repetitive sexual harassment and the onset of ED and depression through diagnostic reports, medical records, call history, and testimony from the relevant parties, and proceed with criminal prosecution including a civil complaint as a personal injury case.
Furthermore, this matter may constitute a labor accident as a health-related injury caused by work-related activities.
In this regard, we would like to ask your company to promptly cooperate in providing the necessary Employer Certification and related documents to ensure that the claim procedures for workers’ compensation benefits for male employees are processed smoothly.
Furthermore, the determination of workers’ compensation is a matter for the Labour Standards Supervision Agency, and the company’s viewpoint does not hinder the application.
The logic that it's just harassment by women towards men, that it's just an act by the board members that can be handled internally, is completely invalid.
The union requests that male employees’ occupational injury claims be prioritized, along with an independent fact-finding investigation, an explanation of the rationale for the reassignment, and a thorough review of victim protection and the liability of the said director.
What should be protected is not the title of a director. It is the dignity and health of the workers who have filed a complaint.
And what should be questioned is not where to place the victims, but rather the management responsibility itself: why such actions by directors have been repeated and led to a situation of health damage being claimed.