Gender Equality in Employment Act Article 12
(Ⅰ)Sexual harassment referred to in the Act shall mean one of the following two circumstances:1.In the course of an employee executing his or her duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination, causes him or her a hostile, intimidating and offensive working environment leading to infringe on or interfere with his or her personal dignity, physical liberty or affects his or her job performance.2.An employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination as an exchange for the establishment, continuance, modification of a labor contract or as a condition to his or her placement, assignment, compensation, evaluation, promotion, demotion, award and discipline.(Ⅱ)Abuse of power sexual harassment referred to in the Act is the use of one's authority or opportunities to engage in sexual harassment toward individuals under one's command, supervision, or in a professional relationship arising from employment, job seeking, or job execution.(Ⅲ)The provisions of the Act shall apply under any of the following circumstances:1.An employee experiences persistent sexual harassment from the same individual within their employing entity during non-working hours.2.An employee experiences persistent sexual harassment during non-working hours from the same individual within a different employing entity with which they share collaborative work or business relations.3.An employee experiences sexual harassment during non-working hours from the highest-ranking official or employer.(Ⅳ)The determination of sexual harassment in the preceding three Paragraphs shall be based on the background of the incident, work environment, relationship between the parties, the actor’s testimony and conduct, and the counterpart’s perception, taking into account specific facts in each case.(Ⅴ)The central competent authority shall establish a gender equality talent database, compile data on various aspects of sexual harassment prevention, and conduct statistical analysis and management.(Ⅵ)The provisions of Article 13, Article 13-1, Article 27 to Article 30, and Article 36 to Article 38-1 shall also apply to sexual assault crimes.(Ⅶ)In Subparagraph 1 of Paragraph 1, which pertains to acts committed by unidentified individuals in public places or places accessible to the public, the investigations, mediations, and penalties related to sexual harassment incidents shall apply provisions of the Sexual Harassment Prevention Act.(Ⅷ)Highest-ranking official referred to in the Act refers to the following individuals:1.The head of a government agency or institution, school principal, top-ranking officers such as Colonel and above in military organizations and units, chairperson of administrative juristic persons, chairperson of state-owned enterprise organizations, or individuals holding equivalent positions.2.The legal representative of a legal person, partnership, non-legal person group, and other organizations with representatives or managers, or individuals holding equivalent positions.
中文原文 性別工作平等法第12條
本法所稱性騷擾，指下列情形之一：
一、受僱者於執行職務時，任何人以性要求、具有性意味或性別歧視之言詞或行為，對其造成敵意性、脅迫性或冒犯性之工作環境，致侵犯或干擾其人格尊嚴、人身自由或影響其工作表現。
二、雇主對受僱者或求職者為明示或暗示之性要求、具有性意味或性別歧視之言詞或行為，作為勞務契約成立、存續、變更或分發、配置、報酬、考績、陞遷、降調、獎懲等之交換條件。
本法所稱權勢性騷擾，指對於因僱用、求職或執行職務關係受自己指揮、監督之人，利用權勢或機會為性騷擾。
有下列情形之一者，適用本法之規定：
一、受僱者於非工作時間，遭受所屬事業單位之同一人，為持續性性騷擾。
二、受僱者於非工作時間，遭受不同事業單位，具共同作業或業務往來關係之同一人，為持續性性騷擾。
三、受僱者於非工作時間，遭受最高負責人或僱用人為性騷擾。
前三項性騷擾之認定，應就個案審酌事件發生之背景、工作環境、當事人之關係、行為人之言詞、行為及相對人之認知等具體事實為之。
中央主管機關應建立性別平等人才資料庫、彙整性騷擾防治事件各項資料，並作統計及管理。
第十三條、第十三條之一、第二十七條至第三十條及第三十六條至第三十八條之一之規定，於性侵害犯罪，亦適用之。
第一項第一款所定情形，係由不特定人於公共場所或公眾得出入場所為之者，就性騷擾事件之調查、調解及處罰等事項，適用性騷擾防治法之規定。
本法所稱最高負責人，指下列之人：
一、機關（構）首長、學校校長、各級軍事機關（構）及部隊上校編階以上之主官、行政法人董（理）事長、公營事業機構董事長、理事主席或與該等職務相當之人。
二、法人、合夥、設有代表人或管理人之非法人團體及其他組織之對外代表人或與該等職務相當之人。
一、受僱者於執行職務時，任何人以性要求、具有性意味或性別歧視之言詞或行為，對其造成敵意性、脅迫性或冒犯性之工作環境，致侵犯或干擾其人格尊嚴、人身自由或影響其工作表現。
二、雇主對受僱者或求職者為明示或暗示之性要求、具有性意味或性別歧視之言詞或行為，作為勞務契約成立、存續、變更或分發、配置、報酬、考績、陞遷、降調、獎懲等之交換條件。
本法所稱權勢性騷擾，指對於因僱用、求職或執行職務關係受自己指揮、監督之人，利用權勢或機會為性騷擾。
有下列情形之一者，適用本法之規定：
一、受僱者於非工作時間，遭受所屬事業單位之同一人，為持續性性騷擾。
二、受僱者於非工作時間，遭受不同事業單位，具共同作業或業務往來關係之同一人，為持續性性騷擾。
三、受僱者於非工作時間，遭受最高負責人或僱用人為性騷擾。
前三項性騷擾之認定，應就個案審酌事件發生之背景、工作環境、當事人之關係、行為人之言詞、行為及相對人之認知等具體事實為之。
中央主管機關應建立性別平等人才資料庫、彙整性騷擾防治事件各項資料，並作統計及管理。
第十三條、第十三條之一、第二十七條至第三十條及第三十六條至第三十八條之一之規定，於性侵害犯罪，亦適用之。
第一項第一款所定情形，係由不特定人於公共場所或公眾得出入場所為之者，就性騷擾事件之調查、調解及處罰等事項，適用性騷擾防治法之規定。
本法所稱最高負責人，指下列之人：
一、機關（構）首長、學校校長、各級軍事機關（構）及部隊上校編階以上之主官、行政法人董（理）事長、公營事業機構董事長、理事主席或與該等職務相當之人。
二、法人、合夥、設有代表人或管理人之非法人團體及其他組織之對外代表人或與該等職務相當之人。