Amendments to the Regulations for Establishing Measures on Prevention of Sexual Harassment in the Workplace Article 6
An employer shall provide a work environment free of sexual harassment for their employees and applicants. They shall adopt appropriate measures to prevent, correct, punish and handle such conduct and protect the privacy of the parties involved.When an employer becomes aware of a situation involving sexual harassment, the employer shall take the following immediate and effective corrective and remedial measures:1.When an employer becomes aware of sexual harassment due to a complaint from the victim:(1)If desired by the complainant, take adequate to seperate the complant from the accusect measures to prevent the recurrence of harassment against the complainant, and no unfavorable changes shall be made to the complainant’s employment conditions, such as salary, thereafter.(2)Provide or refer the complainant to medical or psychological counseling, social welfare resources, and other services as necessary.(3)Initiate an investigation to interview the personnel involved in the sexual harassment incident or proceed with appropriate investigation procedures.(4)If the accused holds a position of authority, and the circumstances are severe, and it is deemed necessary to temporarily suspend or adjust the duties of the accused during the investigation, the employer may temporarily suspend or adjust the duties of the accused. If, after the investigation, it is determined that the accusation does not sexual harassment, the salary for the period of the accused’s suspension shall be retroactively paid.(5)If the report of sexual harassment is proven to be true, adequate disciplinary action or punishment shall be imposed on the perpetrator. If the incident is considered a serious offense, the employer may terminate the employment contract without prior notice in accordance with to Paragraph 2 of Article 13-1 of the Act.(6)If the report of sexual harassment is proven to be fabricated intentionally, adequate disciplinary action or punishment shall also be imposed on the complainant.2.When an employer becomes aware of a sexual harassment incident not resulting from a complaint as outlined by the preceding Subparagraph:(1)Interview related personnel and clarify and investigate the relevant facts as necessary.(2)Advise the victim of their interests and rights and the various remedies available to them, and assist them in filing a complaint if desired by the victim.(3)Make reasonable adjustments to work content or the workplace of the related personnel.(4)Provide or refer the victim, if they desire, to medical or psychological counseling, social welfare resources, and other services as necessary.If the employer receives the victim’s report on the sexual harassment incident, but the victim is unwilling to file a complaint, the employer shall take immediate and effective corrective and remedial measures pursuant to subparagraph 2 of the preceding paragraph.An employer who hires over 500 employees shall assist in providing psychological counseling at least twice, upon request by the complainant or victim.
中文原文 工作場所性騷擾防治措施申訴及懲戒辦法訂定準則第6條
雇主應提供受僱者及求職者免於性騷擾之工作環境，採取適當之預防、糾正、懲戒及處理措施，並確實維護當事人之隱私。
雇主於知悉性騷擾之情形時，應採取下列立即有效之糾正及補救措施：
一、雇主因接獲被害人申訴而知悉性騷擾之情形時：
（一）考量申訴人意願，採取適當之隔離措施，避免申訴人受性騷擾情形再度發生，並不得對申訴人之薪資等勞動條件作不利之變更。
（二）對申訴人提供或轉介諮詢、醫療或心理諮商、社會福利資源及其他必要之服務。
（三）啟動調查程序，對性騷擾事件之相關人員進行訪談或適當之調查程序。
（四）被申訴人具權勢地位，且情節重大，於進行調查期間有先行停止或調整職務之必要時，得暫時停止或調整被申訴人之職務；經調查未認定為性騷擾者，停止職務期間之薪資，應予補發。
（五）性騷擾行為經查證屬實，應視情節輕重對行為人為適當之懲戒或處理。
情節重大者，雇主得依本法第十三條之一第二項規定，不經預告終止勞動契約。
（六）如經證實有惡意虛構之事實者，亦對申訴人為適當之懲戒或處理。
二、雇主非因前款情形而知悉性騷擾事件時：
（一）訪談相關人員，就相關事實進行必要之釐清及查證。
（二）告知被害人得主張之權益及各種救濟途徑，並依其意願協助其提起申訴。
（三）對相關人員適度調整工作內容或工作場所。
（四）依被害人意願，提供或轉介諮詢、醫療或心理諮商處理、社會福利資源及其他必要之服務。
雇主因接獲被害人陳述知悉性騷擾事件，而被害人無提起申訴意願者，雇主仍應依前項第二款規定，採取立即有效之糾正及補救措施。
僱用受僱者五百人以上之雇主，因申訴人或被害人之請求，應提供至少二次之心理諮商協助。
雇主於知悉性騷擾之情形時，應採取下列立即有效之糾正及補救措施：
一、雇主因接獲被害人申訴而知悉性騷擾之情形時：
（一）考量申訴人意願，採取適當之隔離措施，避免申訴人受性騷擾情形再度發生，並不得對申訴人之薪資等勞動條件作不利之變更。
（二）對申訴人提供或轉介諮詢、醫療或心理諮商、社會福利資源及其他必要之服務。
（三）啟動調查程序，對性騷擾事件之相關人員進行訪談或適當之調查程序。
（四）被申訴人具權勢地位，且情節重大，於進行調查期間有先行停止或調整職務之必要時，得暫時停止或調整被申訴人之職務；經調查未認定為性騷擾者，停止職務期間之薪資，應予補發。
（五）性騷擾行為經查證屬實，應視情節輕重對行為人為適當之懲戒或處理。
情節重大者，雇主得依本法第十三條之一第二項規定，不經預告終止勞動契約。
（六）如經證實有惡意虛構之事實者，亦對申訴人為適當之懲戒或處理。
二、雇主非因前款情形而知悉性騷擾事件時：
（一）訪談相關人員，就相關事實進行必要之釐清及查證。
（二）告知被害人得主張之權益及各種救濟途徑，並依其意願協助其提起申訴。
（三）對相關人員適度調整工作內容或工作場所。
（四）依被害人意願，提供或轉介諮詢、醫療或心理諮商處理、社會福利資源及其他必要之服務。
雇主因接獲被害人陳述知悉性騷擾事件，而被害人無提起申訴意願者，雇主仍應依前項第二款規定，採取立即有效之糾正及補救措施。
僱用受僱者五百人以上之雇主，因申訴人或被害人之請求，應提供至少二次之心理諮商協助。