On July 25th, Dispatch shocked the public by releasing KakaoTalk messages between CEO Min Hee Jin, Executive Director A of ADOR (managing NewJeans), and a shaman.
In these messages, Dispatch accused Min Hee Jin of covering up sexual harassment in the workplace by Executive Director A towards a female employee B. There were even messages showing that she personally edited statements for Executive Director A. Eventually, employee B left ADOR, and Executive Director A received a warning.
Recently, ADOR's legal representative from Shin & Kim law firm clarified these allegations.
The representative stated: "The sexual harassment case concluded with a 'no charge' decision by HYBE's Human Resources Committee on March 16th. Since HYBE handles legal, personnel, and public relations issues directly through a shared service system, it is puzzling why this matter is being reconsidered, contrary to the previous conclusion.
Bringing up this case suddenly to attack CEO Min Hee Jin is unfair.
The meeting in question, attended by the involved employee, was held after February 1st to help them get acquainted with the job. The employee agreed to attend, and the meeting took place without any issues."
ADOR's legal representative further explained that HYBE provides a 6-month probation period for all experienced hires across its subsidiaries. In this employee's case, several issues related to their position and treatment arose during the probation evaluation.
These issues were not resolved, leading to the mutual decision that the employee would leave. However, this decision was unrelated to the harassment case.
Shin & Kim also stated: "CEO Min Hee Jin listened fairly to both sides and worked hard to mediate the conflict. She fulfilled her responsibilities by issuing a warning to prevent similar issues in the future. Additionally, she proposed better and more transparent personnel processes to HYBE."
Shin & Kim also criticized the use of private KakaoTalk conversations in the media: "Publishing private conversations as part of a report is not only an attack on an individual but also irrelevant to the core issue.
Revealing such conversations without consent is illegal. If such articles continue to be published, we may consider taking legal action. Furthermore, reconsidering a case that was resolved through mediation between two employees can cause additional harm to those involved."
