Sexual Harassment Prevention, Complaints and Investigation and Handling Measures of Jinshan Bay Hot Spring Hotel Branch of Far East Iron Cabinet Co., Ltd.
Sexual Harassment Prevention, Complaints and Investigation and Handling Measures of Jinshan Bay Hot Spring Hotel Branch of Far East Iron Cabinet Co., Ltd.
Sexual Harassment Prevention, Complaints and Investigation and Handling Measures of Far East Iron Chest Steel Factory Co., Ltd. Jinshan Bay Hot Spring Hotel Branch
(Model of Applicable Sexual Harassment Prevention and Control Law)
1. Purpose:
In order to prevent and control the occurrence of sexual harassment, the Jinshan Bay Hot Spring Hotel Branch of Far East Iron Cabinet Co., Ltd. (full title of the unit) (hereinafter referred to as the unit) has established a complaint channel for sexual harassment incidents and truly safeguards the rights and interests of the parties concerned. In accordance with the "Sexual Harassment Prevention and Control Act" , "Sexual Harassment Prevention and Control Law Enforcement Rules" and "Sexual Harassment Prevention and Control Guidelines" stipulate this measure.
2. The handling and prevention of sexual harassment incidents shall be in accordance with the provisions of these measures. However, if the Gender Equality Education Act and the Gender Equality Work Act have separate provisions for handling and prevention matters depending on the location where the sexual harassment incident occurs and the status of the parties concerned, the provisions of the respective laws shall apply.
3. Sexual harassment as mentioned in this measure refers to, other than sexual assault crimes, sexual or gender-related behavior against others against their will, and one of the following circumstances:
(1) Expressly or implicitly, or by discriminatory or insulting words and deeds, or by other means, which damages the human dignity of others, creates a situation that makes people feel frightened, hostile or offensive, or improperly affects their work, Education, training, services, programs, activities or the conduct of normal life.
(2) Using the other person's submission or rejection of the behavior as a condition for oneself or another person to obtain, lose or diminish the relevant rights and interests of his/her study, work, training, service, plan, or activity.
The so-called power-based sexual harassment refers to the use of power or opportunity to sexually harass people who are under one's supervision, care, and guidance due to education, training, medical care, official duties, business, job hunting, or other similar relationships.
4. Sexual harassment includes one of the following behaviors:
(one)
Words or behavior that are humiliating, derogatory, hostile or harassing.
(2) Follow-up, observation, or unwanted pursuit.
(3) Peeping and filming.
(4) Exposing private parts of the body.
(5) Display, transmit or circulate obscene text, sounds, pictures, photos or video materials via telephone, fax, electronic communication, Internet or other equipment.
(6) Taking advantage of others to resist kissing, hugging or touching the buttocks, chest or other private parts of the body.
(7) Other behaviors similar to the preceding six paragraphs.
5. In order to prevent the occurrence of sexual harassment, this unit should take appropriate preventive, corrective, punitive and other measures, and ensure the privacy of the parties concerned.
6. In order to effectively prevent and actively handle sexual harassment incidents in its public places and places accessible to the public, this unit will act as follows:
(one)
This unit regularly reviews the overall safety of spaces and facilities in its public places and places accessible to the public.
(2) If this unit is aware of sexual harassment incidents in public places and places accessible to the public at the time, it shall take the following effective corrective and remedial measures:
1. Pay attention to the safety of the victim. Respect the wishes of the victim, reduce the chance of interaction between the parties, and prevent and reduce the possibility of the perpetrator committing further harm. Avoid retaliation.
2. Pay attention to the maintenance of the victim’s privacy.
3. Assist victims to file complaints and preserve relevant evidence.
4. If necessary, assist in notifying the police to attend the scene.
5. Review the safety of the location.
6. Other actions deemed necessary.
(3) If the unit becomes aware of the sexual harassment incident after it occurs, it should still take effective corrective and remedial measures to review the safety of the place it belongs to.
7. In cases where the Sexual Harassment Prevention and Control Act applies, the victim may file a sexual harassment complaint depending on the identity of the perpetrator:
(one)
If the perpetrator is affiliated with a government agency (institution), military force, or school at the time of complaint: file the complaint with the affiliated unit.
(2) If the perpetrator at the time of the complaint is the head of a government agency (institution), military agency (institution) at all levels, an officer above the rank of colonel in the army, a school principal, the top person in charge of an organization, or an employer: the applicant shall file the complaint with the person in the place where the unit or employer is located. Proposed by the municipal and county (city) competent authorities.
(3) If the perpetrator is unknown at the time of complaint or is a person other than those mentioned in the preceding two paragraphs: file the complaint with the police agency where the sexual harassment incident occurred.
8. This unit should conduct relevant educational training on sexual harassment prevention and control at least once a year or participate in other units' education and training, the contents of which are as follows:
(one)
The education and training content for the employees of the organization is as follows:
1. Gender equality knowledge.
2. Basic concepts, laws and prevention of sexual harassment.
3. The process and methods of sexual harassment complaints.
4. Other education related to sexual harassment prevention.
(two)
For personnel in organizations who handle sexual harassment incidents or have management responsibilities, the education and training content is as follows:
1. Understanding the Gender Equality Education Act, the Gender Equality Work Act and this Act and handling of incidents.
2. Be aware of and identify power differential relationships.
3. Effective corrective and remedial measures for sexual harassment incidents.
4. Victim assistance and rights protection matters.
5. Other education related to sexual harassment prevention.
Personnel who participate in the education and training mentioned in the preceding paragraph shall be granted business leave and financial subsidies by the organization.
9. This unit shall not provide undue differential treatment to those who complain, complain, report, file lawsuits, testify, provide assistance or otherwise participate in sexual harassment complaints, investigations, investigations or hearing procedures.
The improper differential treatment referred to in the preceding paragraph refers to dismissal, demotion, salary reduction, damage to the rights and interests to which the employee is entitled according to laws, contracts or customs, or other unfavorable measures or sanctions.
10. The name of the victim and other information sufficient to identify the victim shall be kept confidential by this unit and anyone else, unless otherwise provided by law, and shall not be disclosed or disclosed in the media or other means.
Other information sufficient to identify the victim as specified in the preceding paragraph, including the victim's photos, images, drawings, voices, addresses, names of relatives or their relationships, schools, classes, workplaces, or other information that can directly or indirectly identify the victim personally. .
11. When an employee or person in charge of this unit takes advantage of the performance of his or her duties to sexually harass others, this unit shall provide appropriate assistance when the victim is dealt with appropriate sanctions to restore his reputation in accordance with the law.
12. The channels for complaining about sexual harassment are as follows:
Name of the dedicated processing unit/window name/professional title: Administration/Yang Chunming/Assistant Manager Hotline: (02)24980007#703
Fax: (02)24987116
Email: sakura-world@hotmail.com.tw
When this unit is informed that a sexual harassment incident has occurred, it should immediately dispatch personnel to take effective corrective and remedial measures, and assist the victim in making complaints. After the unit accepts the sexual harassment complaint, it will designate a dedicated handler to coordinate the handling.
13. This measure shall apply mutatis mutandis to the crimes stipulated in Article 2, Paragraph 1 of the Sexual Assault Crime Prevention and Control Act.
14. This measure will be implemented after being announced by Lan Xueli (if passed by the ○○ meeting or the person in charge ○○○), and the same will apply when it is revised.
