Regulations on Special Leave for Contract-based Employees of the Executive Yuan and Subordinated Agencies Article Revisions Article 3

Special leave given to employees of the Executive Yuan and its subordinate agencies (hereinafter referred to as the Agencies) shall be stipulated as follows:1.Seven (7) days per year shall be given for Personal Leave. When afamily member needs prophylactic vaccination, suffers from seriousillness, or incurs other major incidents and necessitates theemployee’s management of the situation in person, seven (7) days’Family Care Leave per year shall be granted. For physical/mentalwellbeing, three (3) days of Physical/Mental Wellbeing Leave peryear shall be granted. The number of days of Family Care Leave andPhysical/Mental Wellbeing Leave taken shall count toward theemployee’s annual Personal Leave. For Personal Leave exceeding theregulated number of days, the employee’s pay shall be deducted inaccordance with said number of days in excess.2.Fourteen (14) days per year shall be given for Sick Leave to anemployee who requires treatment or rest because of suffering fromillness or for preventing miscarriage. Female employees who havedifficulties working during their menstrual cycle shall be grantedMenstrual Leave one (1) day per month. If the cumulative days ofMenstrual Leave does not exceed three (3) days in a year, such leaveshall not be counted towards the employee’s Sick Leave; the numberof days exceeding three (3) days shall be counted towards the yearlydays of Sick Leave; the number of days exceeding the given amount ofSick Leave shall be counted towards Personal Leave. For an employeewho suffers from a catastrophic illness or injury that requires aprolonged period of medical care, or pregnant employees who requirerest for miscarriage prevention, their Sick Leave may be extendedupon approval by their superiors if their given days of Sick Leave,Personal Leave, Consolation Leave, and Compensatory Leave have alreadybeen taken. Such an extension period of the Sick Leave shall not exceedthirty (30) days in total within six (6) months, calculated from thefirst day of the first extension.3.Fourteen (14) days shall be given for Marital Leave for theemployee’s marriage. Marital Leave shall be taken within three (3)months calculated from ten (10) days prior to the date of the marriage.However, such period may be extended up to one (1) year upon theapproval of the employee’s superior under special circumstances.4.Eight (8) days shall be given as Pre-Maternity Leave to an expectantemployee prior to delivery, which may be taken separately but is notallowed to be taken after the delivery; forty-two (42) days shall begiven for Maternity Leave delivery; forty-two (42) days shall be givenfor Miscarriage Leave for the miscarriage following after a pregnancyof twenty (20) weeks and above; twenty-one (21) days shall be given forMiscarriage Leave for miscarriages following after a pregnancy of twelve(12) or more but less than twenty (20) weeks; fourteen (14) days shallbe given for Miscarriage Leave for miscarriages following after apregnancy of less than twelve (12) weeks. All Maternity or MiscarriageLeave shall all be taken at once. Maternity Leave may be applied beforedelivery when Pre-Maternity Leave has all been taken , with thelimitation of twelve (12) days and no need to be taken fully at once,and the number of days shall be deducted from Miscarriage Leave if amiscarriage occurs.5.Seven (7) days shall be given for an employee who applies for AccompanyingPrenatal Checkup and Childbirth Leave based on accompanying their spousefor prenatal checkup, childbirth or miscarriage following after a pregnancyof twenty (20) weeks and above. Pregnancy checkup accompaniment leave maybe taken during the spouse’s pregnancy; paternity leave may additionallybe taken either before or after the event of childbirth or miscarriage,within a 15-day window that includes the day of the childbirth or miscarriage(including public holidays), and may be taken separately.6.Ten (10) days shall be given for Bereavement Leave due to the death ofthe parent or spouse of an employee; seven (7) days shall be given forBereavement Leave due to the death of an employee’s step-parent, thespouse’s parent, or their child; three (3) days shall be given forBereavement Leave due to the death of their great-grandparent, grandparent,the spouse’s grandparent, the spouse’s step-parent, or sibling. Onlythe relative mentioned above shall be employees’ blood relative orrelative-in-law on the date of their death, except for the step-parent ofemployees or their spouse, who had raised them before they became adults,or lived together with them until the date of death. Bereavement Leaveshall be taken within one-hundred (100) days calculated from the date ofthe relative’s death.7.The number of days for leave due to bone morrow or organ donation shall be determined by the actual needs.As for the prescribed number of days for personal leave specified in thefirst subparagraph of the preceding paragraph, if an employee’s employment,work resumption, or reappointment occurs after February, the days shall becalculated in accordance with the employee’s months of employment (beginningwith the month of arrival, resumption, or reappointment, to the end of theyear) as a proportion of the 12 months in the year. If the fraction is lessthan 0.5 days, it shall be rounded up to 0.5 days; if the fraction is morethan 0.5 days but less than one day, it shall be rounded up to one day.However, if an employee returns after unpaid leave, as stipulated in Article16, Paragraphs 1 and 3 of the Gender Equality in Employment Act, saidemployee’s seniority shall be added in, and the prescribed Personal Leaveentitlement shall continue.An employee can only take more Personal Leave days than the prescribed onesin accordance with the provisions stipulated in the latter part ofSubparagraph 1 of Paragraph 1 after using up the entitled Consolation Leaveand Compensatory Leave. Such Personal Leave shall be carefully determinedby the employee’s supervisor by comprehensively considering the urgencyand necessity of the leave and the reasonableness of the number of days theemployee works in a year. However, this provision does not apply to thecounting of Family Care Leave and Physical/Mental wellbeing leave towardthe employee’s annual Personal Leave.When an employee applies for Family Care Leave, Physical/Mental WellbeingLeave, Menstrual Leave, Pre-Maternity Leave, Maternity Leave, MiscarriageLeave, Accompanying Prenatal Checkups and Childbirth Leave, and other leavedue to miscarriage prevention under the provisions in Paragraph 1, theAgencies may not reject, make adverse effect on the employees’ evaluation,or take any disciplinary action against the employee.