Gender Equity Education Act Article 29
If an investigation conducted by the gender equity education committee of a school or by an appropriate committee set up in accordance with the law confirms that any of the circumstances listed below apply to an educator that the school has appointed or employed, or to some other staff member with whom the school has entered a contract or whose services it has engaged, the educational institution shall dismiss the person, revoke their appointment, terminate the contractual relationship, or terminate the service relationship, as applicable:1. In cases of sexual assault, or in cases of sexual harassment, sexual bullying, or sex- or gender-related behavior by a principal or faculty member that violates professional ethical standards and warrants a lifetime ban on appointment, employment, contractual relationships, or service relationships.2. In cases of sexual harassment, sexual bullying, or sex- or gender-related behavior by a principal or faculty member that violates professional ethical standards where it is necessary to dismiss the person, revoke his/her appointment, terminate the contractual relationship, or terminate the service relationship, and after considering the circumstances of the case, a decision is made that the school may not appoint, employ, enter into a contract with, or engage the services of the individual for a period of one to four years.A person involved in any circumstances referred to in Subparagraph 1 of the previous paragraph apply, any school at any level is not permitted to appoint, employ, enter into a contract with, or engage the services of that person. If such a person has already been appointed, employed, entered into a contract with, or had their services engaged, the school shall revoke the appointment, discharge the person from employment, terminate the contractual relationship, or terminate the service relationship, as applicable. The same shall apply in the case of a person involved in any circumstances described in Subparagraph 2 of the previous paragraph and a period of between one and four years has been formally decided on, during which time a school is not permitted to employ, appoint, enter into a contract with, or engage the services of that person.If the gender equity education committee of a school has investigated and verified that a personnel member to whom the dismissal from employment, revocation of appointment, or termination of a contractual or service relationship referred to in the provisions of Paragraph 1 do not apply has committed sexual assault, or in cases of sexual harassment, sexual bullying, or sex- or gender-related behavior by a principal or faculty member that violates professional ethical standards and warrants a lifetime ban on appointment, employment, contractual relationships, or service relationships, or behavior in violation of the Child and Youth Sexual Transaction Prevention Act or the Child and Youth Sexual Exploitation Prevention Act, then appointment of, employment of, contractual relationships with, and service relationships with that person are not permitted. If the person has already been appointed or employed, or if a contractual or service relationship exists with the person, the school shall revoke the appointment, dismiss the person, terminate the contract, or terminate the service relationship, as applicable. The same shall apply if the school's gender equity education committee has investigated and verified sexual harassment, sexual bullying, sex- or gender-related behavior by a principal or faculty member that violates professional ethical standards, violations of the Act for the Prevention and Control of Child and Youth Sexual Exploitation, or violations of the Act for the Prevention and Control of Child and Youth Prostitution that does not warrant a lifetime ban on appointment, employment, contractual relationships, or service relationships and has formally decided on a period of between one and four years, during which time a school is not permitted to appoint, employ, enter into a contract with, or engage the services of that person.
中文原文 性別平等教育法第29條
學校聘任、任用之教育人員或進用、運用之其他人員，經學校性別平等教育委員會或依法組成之相關委員會調查確認有下列各款情形之一者，學校應予解聘、免職、終止契約關係或終止運用關係：
一、有性侵害行為，或有終身不得聘任、任用、進用或運用必要之性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理行為。
二、有性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理行為，而有必要予以解聘、免職、終止契約關係或終止運用關係，並經審酌案件情節，議決一年至四年不得聘任、任用、進用或運用。
有前項第一款情事者，各級學校均不得聘任、任用、進用或運用，已聘任、任用、進用或運用者，學校應予解聘、免職、終止契約關係或終止運用關係；有前項第二款情事者，於該議決一年至四年不得聘任、任用、進用或運用期間，亦同。
非屬依第一項規定予以解聘、免職、終止契約關係或終止運用關係之人員，有性侵害行為或有終身不得聘任、任用、進用或運用必要之性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理、違反兒童及少年性交易防制條例、兒童及少年性剝削防制條例之行為，經學校性別平等教育委員會查證屬實者，不得聘任、任用、進用或運用；已聘任、任用、進用或運用者，學校應予解聘、免職、終止契約關係或終止運用關係；非屬終身不得聘任、任用、進用或運用必要之性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理、違反兒童及少年性交易防制條例、兒童及少年性剝削防制條例之行為，經學校性別平等教育委員會查證屬實並議決一年至四年不得聘任、任用、進用或運用者，於該議決期間，亦同。
一、有性侵害行為，或有終身不得聘任、任用、進用或運用必要之性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理行為。
二、有性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理行為，而有必要予以解聘、免職、終止契約關係或終止運用關係，並經審酌案件情節，議決一年至四年不得聘任、任用、進用或運用。
有前項第一款情事者，各級學校均不得聘任、任用、進用或運用，已聘任、任用、進用或運用者，學校應予解聘、免職、終止契約關係或終止運用關係；有前項第二款情事者，於該議決一年至四年不得聘任、任用、進用或運用期間，亦同。
非屬依第一項規定予以解聘、免職、終止契約關係或終止運用關係之人員，有性侵害行為或有終身不得聘任、任用、進用或運用必要之性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理、違反兒童及少年性交易防制條例、兒童及少年性剝削防制條例之行為，經學校性別平等教育委員會查證屬實者，不得聘任、任用、進用或運用；已聘任、任用、進用或運用者，學校應予解聘、免職、終止契約關係或終止運用關係；非屬終身不得聘任、任用、進用或運用必要之性騷擾、性霸凌、校長或教職員工違反與性或性別有關之專業倫理、違反兒童及少年性交易防制條例、兒童及少年性剝削防制條例之行為，經學校性別平等教育委員會查證屬實並議決一年至四年不得聘任、任用、進用或運用者，於該議決期間，亦同。