Article 1
Hua Hou Company (hereinafter referred to as "the Company") hereby establishes these Regulations in accordance with Article 13, Paragraph 1 of the Gender Equality in Employment Act and the relevant provisions of the "Guidelines for Prevention and Control of Sexual Harassment in the Workplace" promulgated by the Ministry of Labor, to provide employees, dispatched workers, and job seekers with a work and service environment free from sexual harassment, and to adopt appropriate preventive, corrective, disciplinary, and handling measures to protect the rights and privacy of the parties involved.
Article 2
The company's sexual harassment prevention measures and complaint handling shall be carried out in accordance with these regulations, unless otherwise provided by law.
Article 3
The company's management at all levels shall not engage in the following behaviors with their subordinates, or between employees, or between employees and job applicants:
1. Creating a hostile, intimidating, or offensive work environment for other employees through sexual demands, suggestive remarks, or gender-discriminatory words or behavior, thereby infringing upon or interfering with their personal dignity, freedom, or affecting their work performance.
II. When a supervisor makes sexual demands, whether explicit or implicit, or engages in speech or behavior of a sexual nature or that discriminates on the basis of sex, in exchange for the formation, continuation, or change of an employment contract, or for assignment, transfer, compensation, performance reviews, promotions, demotions, or rewards/punishments.
Article 4
In the investigation of sexual harassment, in addition to the determination in accordance with subparagraphs 1 to 4 of paragraph 1 of Article 12 of the Gender Equality in Employment Act, the following circumstances may also be comprehensively considered:
1. Inappropriately staring at, touching, hugging, kissing, or sniffing any part of another person's body; forcing another person to do the same to any part of one's own body is also considered the same.
Disseminating, displaying, exhibiting, or broadcasting sexual demands, or material that is sexually suggestive or discriminatory based on gender.
3. Repeated or continuous following or pursuing behavior against one's will.
Article 5
The company has established a dedicated hotline, fax, mailbox, email, or other designated channels for sexual harassment complaints. Related information will be conspicuously posted in the workplace, and designated personnel or units will be responsible for handling sexual harassment complaints, investigations, and processing.
Complaints Hotline: (02) 2706-0585 #8260
申訴專用信箱或申訴電子信箱：[email protected]
Article 6
The company provides anti-sexual harassment education and training for the following personnel:
Employees shall receive education and training on the prevention of sexual harassment in the workplace.
Personnel in supervisory positions and those involved in the handling, investigation, and resolution of sexual harassment complaints shall receive relevant education and training annually.
Priority shall be given to the personnel or members of units designated in the preceding article, as well as the directors, supervisors, managers, and those in supervisory positions of our company, for the training provided in the preceding paragraph.
Article 7
When our company becomes aware of sexual harassment, we will take the following immediate and effective corrective and remedial measures:
I. Upon receiving a complaint from a victim and becoming aware of a sexual harassment situation: (1) Considering the complainant's wishes, take appropriate protective measures to prevent the recurrence of sexual harassment and do not make adverse changes to the complainant's salary or other working conditions.
(2) Provide or refer the complainant to counseling, medical or psychological consultation, social welfare resources, and other necessary services.
(3) Initiate investigation procedures and conduct interviews or appropriate investigative procedures with individuals related to the sexual harassment incident.
(4) If the respondent holds a position of authority and the circumstances are serious, making it necessary to suspend or adjust the respondent's duties during the investigation, the respondent's duties may be temporarily suspended or adjusted; if the investigation does not confirm sexual harassment, salary for the period of suspended duties shall be paid retroactively.
(5) If sexual harassment is confirmed, the perpetrator will be subject to appropriate disciplinary action or measures depending on the severity of the offense. In cases of serious offenses, the Company may terminate the employment contract without notice in accordance with Article 13-1, Paragraph 2 of the Gender Equality in Employment Act.
(6) If facts are maliciously fabricated, the complainant shall also be subject to appropriate disciplinary action or measures.
2. When becoming aware of a sexual harassment incident not due to the circumstances in the preceding paragraph:
(1) Interview relevant personnel to clarify and verify necessary facts.
(II) Inform the victim of their rights and available relief channels, and assist them in filing a complaint according to their wishes.
(3) Appropriately adjust the work content or workplace for relevant personnel.
(4) Provide or refer to counseling, medical or psychological counseling services, social welfare resources, and other necessary services, according to the victim's wishes.
The company has become aware of a sexual harassment incident through a victim's statement. Even if the victim does not wish to file a complaint, the company will still take immediate and effective corrective and remedial measures in accordance with the provisions of the second item of the preceding paragraph.
Article 8
If the respondent in a sexual harassment case is not an employee of this company, or if the complainant is a dispatched worker or a job applicant, this company will still handle the matter in accordance with the relevant provisions of these regulations and take immediate and effective corrective and remedial measures as stipulated in the preceding article.
Where the victim and the perpetrator belong to different business units but have a working relationship or business dealings with one another, upon becoming aware of the sexual harassment, the Company shall take the immediate and effective corrective and remedial measures specified in the preceding article in accordance with the following provisions:
I. Notify the other party’s employer in writing, by fax, verbally, or via other electronic means to jointly discuss a resolution or remedy.
II. Protecting the privacy of the parties involved and other personality rights.
Article 9
When employees work in locations beyond the company's control or management, the company shall identify types of workplace sexual harassment risks, provide necessary protective measures, and inform employees in detail beforehand.
Our company understands that when sexual harassment that is applicable under the Sexual Harassment Prevention Act or the Act for Prevention of Stalking and Harassment occurs among employees, we will pay attention to workplace sexual harassment risks and provide timely preventive and related assistance measures.
Article 10
The company will handle sexual harassment complaints and resolutions confidentially, ensuring the privacy and other personality rights of all parties involved, and protecting complainants from retaliation or other adverse treatment.
The company has established a sexual harassment complaint handling unit to process sexual harassment complaints. The unit consists of three members. In addition to the head of the Human Resources department, who is an ex officio member, the remaining members shall be designated or appointed by the General Manager from among current employees for each case. Among these members, there must be professionals with gender sensitivity, and the proportion of female members shall not be less than one half. (※Regarding the aforementioned professionals, if your company needs to select external individuals, you may select them from the database of professionals for workplace sexual harassment investigation established by the Ministry of Labor.)
The complaint handling unit may have one person designated by the general manager to serve as the convener and chairperson of the meeting. If the chairperson is unable to preside over the meeting due to absence, another member may be designated to act as a proxy.
If a dispatched worker experiences sexual harassment from an employee of this company, this company will accept the complaint and jointly investigate with the dispatching agency, and will notify the dispatching agency and the parties involved of the results.
Article 11
When the respondent in a sexual harassment case is the company's highest responsible person, company employees, dispatched workers, or job seekers may, in addition to filing a complaint through the company's internal channels, also file a complaint directly with the local competent authority in accordance with the provisions of Article 32-1, Paragraph 1, Item 1 of the Gender Equality in Employment Act.
Article 12
Complaints of sexual harassment may be filed verbally, via email, or in writing. If filed verbally or via email, the receiving person or unit shall make a record and read it to the complainant or allow the complainant to review it to confirm its accuracy.
The written, verbal, or email records from the previous term shall be signed or sealed by the complainant and shall state the following:
I. Appellant's name, department of service and position, residential address, contact phone number, and date of appeal.
2. If there is a legal representative or authorized agent, their name, address, and contact number; if authorized, a letter of authorization must be attached.
III. Facts of the appeal and related evidence.
Upon receiving the first complaint, the company will notify the local competent authority in accordance with the content and manner prescribed by the Ministry of Labor.
Article 13
When an appellant files a sexual harassment complaint with our company, they may withdraw their complaint in writing before receiving the company's decision notice. Once a complaint is withdrawn, it cannot be filed again for the same reason. However, if new facts arise or new evidence is discovered regarding the same matter after the appellant withdraws their complaint, they may file a new complaint.
Article 14
Upon receiving a complaint, our company will conduct an investigation with objectivity, fairness, and professionalism. The investigation process shall protect the privacy and other personal legal rights of the parties involved.
The results of the investigation by the complaint handling unit shall include the following matters:
I. The cause of the sexual harassment complaint, including the party's statement.
II. Record of investigation and interview process, including date and participants.
III. Findings of Fact and Reasons.
IV. Recommended Actions.
Article 15
Personnel involved in handling, investigating, and deciding on sexual harassment complaints shall protect the privacy of the parties involved and individuals invited to assist in the investigation, as well as other personality rights. Unless necessary for investigation or for public safety considerations, their names or other identifying information shall be kept confidential, and evidence of workplace sexual harassment shall not be forged, altered, destroyed, or concealed.
Anyone who violates the provisions of the preceding paragraph will have their participation in the sexual harassment complaint case terminated by the convener. The company may also, depending on the severity of the circumstances, impose disciplinary action and pursue relevant responsibilities in accordance with relevant regulations, and terminate their election or appointment.
Article 16
Personnel involved in the handling, investigation, and resolution of sexual harassment complaints shall recuse themselves if they are the complainant, the respondent, or have a spousal, former spousal, lineal blood relationship within the fourth degree, collateral blood relationship within the third degree, or in-law relationship, or are the parent or household member of the complainant or respondent.
If a person mentioned in the preceding paragraph fails to recuse themselves when they should, or if, although not related as described in the preceding paragraph, there are other specific facts that lead one to believe their performance of duties may be biased in the same appeal case, the appellant or the appellee may submit a written application to the Company, stating the reasons and facts, requesting an order for their recusal. The person whose recusal is requested may submit a written opinion regarding the application.
Before a decision is made to grant or deny the request for recusal, the person subject to the recusal request shall suspend all work related to handling, investigating, or deciding the matter. However, urgent circumstances may necessitate taking necessary actions.
If the first person subject to recusal fails to recuse themselves and neither the complainant nor the respondent requests recusal, the Company shall order their recusal.
Article 17
The appeal processing unit shall convene a meeting with at least half of its members present, and a resolution may be made with the consent of more than half of the members present. In case of a tie, the chairperson shall decide.
When the complaint handling unit holds a meeting, it may notify the parties and related persons to be present and explain, giving the parties a full opportunity to state their opinions and defend themselves. Except when it is necessary to question the parties, repeated questioning shall be avoided, and persons with relevant knowledge and experience may be invited to assist.
The appeal processing unit shall issue a decision with reasons, and may make recommendations for disciplinary action or other measures; its decision shall be communicated in writing to the appellant and the respondent.
Article 18
The company shall conclude the investigation of sexual harassment complaints within two months from the day after receipt of the complaint. If necessary, this period may be extended by one month, and the parties involved shall be notified.
If the complainant believes that the company has not handled or is dissatisfied with the investigation or disciplinary results made by the company, the complainant may file a complaint with the local competent authority in accordance with Article 32-1 of the Gender Equality in Employment Act.
If the complainant believes that the company has not taken immediate and effective corrective and remedial measures upon learning of the sexual harassment, they may file a complaint with the local competent authority in accordance with Article 34, Paragraph 1 of the Gender Equality in Employment Act.
Article 19
The sexual harassment complaint handling unit may decide to suspend the investigation and resolution of a sexual harassment complaint that has entered judicial proceedings, with the consent of the complainant. The period of suspension shall not be subject to the restrictions in the preceding article, paragraph 1.
Article 20
If sexual harassment is found to be true after investigation, our company will, depending on the severity of the offense, impose appropriate disciplinary action or measures on the perpetrator in accordance with work rules and other relevant regulations. We will also notify the local competent authority in the manner and method prescribed by the Ministry of Labor. If criminal liability is involved, our company will also assist the complainant in filing a lawsuit.
When the Company is jointly and severally liable for damages with the perpetrator of sexual harassment pursuant to Article 27, Paragraphs 1 and 2 of the Gender Equality in Employment Act, the Company shall have the right to seek recourse from the perpetrator after compensating the victim for damages.
Article 21
This company shall track, assess, and supervise sexual harassment to ensure the effective implementation of disciplinary or xử lý measures, and to prevent the occurrence of similar incidents or retaliation.
Article 22
This regulation shall be implemented upon approval and promulgation by the General Manager, and amendments shall be handled in the same manner.
This regulation was established on June 18, 2024, and revised on July 18, 2025.
Date of Announcement: July 23, 114
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