Regulations Governing Prevention of Gender-Related Incidents on Campuses Article 37
When an educational institution becomes aware that an appointed or employed faculty or other staff member, civil servant, or military personnel member whom it has an appointed or employed has been involved in a campus gender-related incident and that person has applied for retirement (military discharge) or severance with pay, it shall follow the procedures set out below:1. Convene the teacher evaluation committee, coaching staff evaluation committee, gender committee, performance review committee, personnel evaluation committee, or any other relevant committee formed in accordance with ordinances to carefully consider the circumstances of the person’s improper involvement in the campus gender-related incident and determine whether it must pass a resolution for their dismissal, suspension of appointment, or non-renewal of their appointment, after which in accordance with the ordinances applicable to persons in their work position, follow the procedure to request approval by the competent authority or handle the matter internally in accordance with the educational institution's procedures; or in accordance with the provisions of the Civil Service Discipline Act, refer the case to the Disciplinary Court for disciplinary action or request the Control Yuan to review the case and determine whether suspension of employment, or discharge from employment is warranted under related laws.2. If after its deliberations the teacher evaluation committee, coaching staff evaluation committee, gender committee, performance review committee, personnel evaluation committee, or any other relevant 0committee formed in accordance with ordinances deliberates, and determines that it is necessary to pass a resolution for dismissal, suspension, or non-renewal of appointment in accordance with ordinances, or in accordance with the provisions of the Civil Service Discipline Act, to refer the case for disciplinary action or send it to the Control Yuan requesting a review, or in accordance with pertinent law to approve suspension of employment, or discharge from employment but not accept an application from the person for retirement (or military discharge) or severance with pay, the committee shall notify the parties involved in writing and set out the reasons in detail. If the committee determines that it is not necessary for it to pass a resolution for dismissal, suspension, or non-renewal of appointment in accordance with ordinances, or, in accordance with the provisions of the Civil Service Discipline Act, to refer the case for disciplinary action or send it to the Control Yuan requesting a review, or in accordance with pertinent law to approve suspension of employment or discharge from employment but still accepts an application from the person for retirement (or military discharge) or severance with pay, the committee shall set out the reasons for its decision in its letter accompanying the related materials it has reviewed and is submitting to the authority (agency) responsible for reviewing and approving the application for retirement (or military discharge) or severance with pay case.3. The educational institution shall complete handling the procedures specified in the preceding two subparagraphs within two months from the day it receives the retirement (military discharge) or severance with pay case of a faculty or other staff member, civil servant, or military personnel member involved in a campus gender-related incident. When necessary, one extension may be given, and the applicant will be notified of the reason for the extension before the original ser processing period expires.If the competent authority becomes aware that the current principal or president of a public or private educational institution has been involved in a campus gender-related incident, when that principal or president applies for retirement or severance with pay, the competent authority shall handle the matter in accordance with the provisions of the Act Governing the Appointment of Educators, the Civil Service Discipline Act, or the Private School Law, as applicable Supplementary Provisions
中文原文 校園性侵害性騷擾或性霸凌防治準則第37條
各學校知悉涉有校園性別事件之聘任或任用之教職員、公務人員或軍職人員提出退休（伍）或資遣申請時，應依下列規定辦理：
一、召開教師評審委員會、教練評審委員會、性平會、考績委員會、人事評審會或依法令組成之相關委員會，就其涉及校園性別事件之違失情節，詳慎審酌是否應依法令作成解聘、停聘或不續聘之決議後，依其身分別適用之法令循程序報請主管機關核准或依校內程序辦理；或依公務員懲戒法規定，移送懲戒或送請監察院審查，及應否依相關法律核予停職或免職。
二、經召開教師評審委員會、教練評審委員會、性平會、考績委員會、人事評審會或依法令組成之相關委員會審酌後，認為有須依法令作成解聘、停聘或不續聘之決議或依公務員懲戒法規定移送懲戒或送請監察院審查或依相關法律核予停職或免職而不受理其申請退休（伍）或資遣時，應書面通知當事人並敘明理由；如認無須依法令作成解聘、停聘或不續聘之決議或依公務員懲戒法規定移送懲戒或送請監察院審查或依相關法律核予停職或免職而仍受理其申請退休（伍）或資遣時，應於彙送退休（伍）或資遣案審（核）定權責機關（構）之函內，敘明理由並檢同相關審查資料。
三、前二款所定程序，各學校應自收受涉有校園性別事件之所屬教職員、公務人員或軍職人員退休（伍）或資遣案之日起二個月內處理終結；必要時，得延長一次，並於原處理期間屆滿前，將延長之事由通知申請人。
主管機關知悉現任公、私立學校校長涉有校園性別事件，於其申請退休或資遣時，應由主管機關分別依教育人員任用條例、公務員懲戒法或私立學校法等規定辦理。
一、召開教師評審委員會、教練評審委員會、性平會、考績委員會、人事評審會或依法令組成之相關委員會，就其涉及校園性別事件之違失情節，詳慎審酌是否應依法令作成解聘、停聘或不續聘之決議後，依其身分別適用之法令循程序報請主管機關核准或依校內程序辦理；或依公務員懲戒法規定，移送懲戒或送請監察院審查，及應否依相關法律核予停職或免職。
二、經召開教師評審委員會、教練評審委員會、性平會、考績委員會、人事評審會或依法令組成之相關委員會審酌後，認為有須依法令作成解聘、停聘或不續聘之決議或依公務員懲戒法規定移送懲戒或送請監察院審查或依相關法律核予停職或免職而不受理其申請退休（伍）或資遣時，應書面通知當事人並敘明理由；如認無須依法令作成解聘、停聘或不續聘之決議或依公務員懲戒法規定移送懲戒或送請監察院審查或依相關法律核予停職或免職而仍受理其申請退休（伍）或資遣時，應於彙送退休（伍）或資遣案審（核）定權責機關（構）之函內，敘明理由並檢同相關審查資料。
三、前二款所定程序，各學校應自收受涉有校園性別事件之所屬教職員、公務人員或軍職人員退休（伍）或資遣案之日起二個月內處理終結；必要時，得延長一次，並於原處理期間屆滿前，將延長之事由通知申請人。
主管機關知悉現任公、私立學校校長涉有校園性別事件，於其申請退休或資遣時，應由主管機關分別依教育人員任用條例、公務員懲戒法或私立學校法等規定辦理。