Measures on Prevention of Sexual Harassment and its punishment
I. PURPOSE
To prevent the occurrence of sexual harassment in the jobsite and to protect work
equality and individual dignity of two sexes, the measures to prevent sexual
harassment and its punishment shall be made on basis of the 「Sexual Work Equality
Law.」
II.
DEFINITIOIN
1. Sexual Harassment
(1) Either obvious or hinted manner in asking others for some sexual
activities, whether in words or movement, and asking for contract
signing, continued existence, changes or diversion, promotion, demotion,
remuneration, grading, rewards as its exchange conditions.
(2) Others such as asking for sex which can easily make others feel unhappy
2.
or adverse feeling and affecting one’s freedom, dignity or work
performance.
Jobsite：Provided by the company wherein staff can perform their duty or
enable job seekers to apply for jobs.
III. MEASURES TO PREVENT SEXUAL HARASSMENT
1. Employers or someone with supervisory power should not use his powers,
opportunity or any other ways at work in performing sexual harassment to staff
or applicants. Likewise, no one should allow anyone to do the same to any staff.
2. The employees should not perform sexual harassment to any coworkers and
allow the job-performing staff to execute the sexual harassment.
3. Should the jobsite have such kind of sexual harassment incident happen, the
employer or supervisor should stop and impose the appropriate punishment;
should none of these are done, then it will be considered connivance.
4. The company should strive to prevent the sexual harassment, improve the
jobsite facilities to protect the welfare of the employees and encourage the staff
to join the seminar on prevention of sexual harassment.
5. Appeal and investigation
(1) Should any staff or applicant been sexual harassed, you may inquire at
the Administration and secure “Declaration of Sexual Harassment”.
(2) In arranging the filing for complainant, if necessary, the complainant
should be invited to make the statement and undergo investigation; if the
complainant has no valid reason, then you should not refuse.
(3) After the incident has been stated by the complainant, and the employer
and supervisor denied such incident, it will be considered as
non-existence and evidence should be presented.
(4) In the process of investigation, relevant documents should be presented;
such person should not hide, evade or refuse.
(5) In the process of investigation, the rights of the person should be
protected and kept in security; the identity of the person should not be
divulged.
(6) The person acting on the investigation should be acted upon within 30
days after the complaint was filed, If necessary, another 30 days
extension may be given but is only limited to one extension.
(7) The process of resolving the whole case should be in reported in writing
and be kept in file for at least 3 years.
(8) The company should not terminate, transfer or perform any unfavorable
action to the person being harassed.
IV.
PUNISHMENT
Should the incident on sexual harassment be proven truthful, the
company should impose sanctions on the person who harassed
whether warning, demerit, transfer of work, demotion or done in
accordance with Art. 12, Sec.1 in terminating the person; should
such case be involved with any legal procedure, the company
should forward it to the judicial institution.