法規內容

下載法規原始檔

 

國立成功大學執行職務遭受不法侵害預防管理要點
Directions for Prevention and Management of Unlawful Infringement in the Performance of Duties at National Cheng Kung University

104 年 12 月 30 日第 104-4 次環境保護暨安全衛生委員會會議通過

Approved at the 2015-4th Occupational Safety and Health and Environmental Protection Committee meeting on December 30, 2015

109 年 1 月 8 日第 200 次行政會議修正通過

Revised and approved at the 200th Administrative Meeting on January 8, 2020

110 年 9 月 5 日第 209 次行政會議修正通過

Revised and approved at the 209th Administrative Meeting on September 5, 2021

112 年 6 月 28 日第 218 次行政會議修正通過

Revised and approved at the 218th Administrative Meeting on June 28, 2023

一、國立成功大學(以下簡稱本校)為避免本校員工因執行職務,於工作場所遭受雇主、 主管、同事、服務對象及其他第三方不法侵害或跟蹤騷擾等行為,造成身體或精神 上之傷害所採取預防及處置措施,特依職業安全衛生法與跟蹤騷擾防治法等相關規 定,訂定本要點。但其他法令或本校其他辦法有特別規定者,從其規定。

I. The National Cheng Kung University (hereinafter referred to as "NCKU"), in order to prevent the employees of NCKU from suffering physical or mental injuries caused by unlawful infringement, stalking, harassment or other behaviors of employers, supervisors, colleagues, service recipients and other third parties in the workplace in the performance of their duties, has formulated these Directions in accordance with the relevant provisions of the Occupational Safety and Health Act, the Stalking and Harassment Prevention Act and other relevant provisions. However, in case of any special provisions in other laws and regulations or other measures of NCKU, such provisions shall prevail.

二、本要點用詞,定義如下:

II. Terms herein are defined as follows:

(一) 員工: (I) Employee:

  1.  教師:專任(案)教師、兼任教師及其他編制內外教職人員等。 Faculty: full-time (case) faculty, part-time faculty and other faculty members inside or outside the establishment, etc.
  2. 職工:職員(含助教)、研究人員、駐衛警察、校聘人員、專案工作人員、臨 時工、事務助理、技工、教官及其他於本校加保勞工保險之工作人員等。 Staff: staff members (including teaching assistants), researchers, campus security squad, personnel engaged by NCKU, project staff, temporary workers, affairs assistants, technicians, instructors and other staff who 2 have taken out labor insurance in NCKU.
  3. 學生:於本校投保勞工保險之學生,包含臨時工、工讀生、教學行政助理及 兼任助理等。 Student: students who have taken out labor insurance in NCKU, including temporary workers, work-study students, teaching administrative assistants and part-time assistants, etc.

(二) 職場暴力:員工在與工作相關的環境中遭受虐待、威脅、攻擊或跟蹤騷擾,以 致於明顯或隱含地對其安全、福祉或與健康構成挑戰的事件,其來源又分為內 部暴力及外部暴力。

(II) Workplace violence: incidents in which employees are abused, threatened, assaulted, stalked or harassed in a work-related environment, which explicitly or implicitly poses a challenge to their safety, well-being or health. Workplace violence is divided into internal violence and external violence by the nature of source.

(三) 內部暴力:發生在同事或上司及下屬之間,包括管理者及指導者。

(III) Internal violence: may occur between colleagues or superiors and subordinates, including managers and directors.

(四) 外部暴力:發生在員工及其他第三方之間,包括工作場所出現的陌生人、民眾 及服務對象。

(IV) External violence: may occur between employees and other third parties, including strangers in the workplace, the public, and service recipients.

(五) 職場不法侵害:指員工因執行職務,於工作場所遭受雇主、主管、同事、服務 對象或其他第三方之不法侵害行為,造成身體或精神之傷害。

(V) Unlawful infringement in the workplace: unlawful infringement by employers, supervisors, colleagues, service recipients or other third parties in the workplace in the performance of their duties which results in the physical or mental injury of an employee.

三、本要點適用對象為本校之員工,當職場評估可能或已經出現不法侵害或下列五種類 型之職場暴力,即應啟動本要點:

III. These Directions are applicable to employees of NCKU, and shall be activated when it has been determined that unlawful infringement or the following five types of workplace violence may occur or has occurred:

(一) 肢體暴力:如毆打、抓傷、拳打、腳踢等。

(I) Physical violence: such as beating, scratching, punching, kicking, etc.

(二) 心理暴力:如威脅、欺凌、騷擾、歧視等。

(II) Psychological violence: such as threats, bullying, harassment, discrimination, etc.

(三) 語言暴力:如霸凌、恐嚇、干擾、辱罵等。

(III) Verbal violence: such as bullying, intimidation, interference, abuse, etc.

(四) 性侵害、性騷擾或性霸凌。

(IV) Sexual assault, sexual harassment or sexual bullying.

(五) 跟蹤騷擾防治法規定之跟蹤騷擾行為。

(V) Stalking or harassment specified in the Stalking and Harassment Prevention Act.

四、本校各單位權責如下: IV. The powers and responsibilities of each unit of NCKU are as follows:

(一) 主任秘書:

(I) Chief Secretary:

  1. 督導本校各單位之依本要點執行各項業務。 To supervise all units of NCKU to implement various operations in accordance with these Directions.
  2.  各單位執行本要點,如有權限爭議時,經環境保護暨安全衛生中心通知後, 由秘書室召集相關單位協調定之。個案處理如涉及跨單位爭議,亦同。 In case of any dispute over authority in the implementation of these Directions by each unit, upon notification by the Center for Occupational Safety and Health and Environmental Protection, the Secretarial Office shall convene relevant units for coordination and decision. The same shall apply to individual cases involving cross-unit disputes.

(二) 校安中心:依本校校園事件通報系統暨處理流程,受理職場不法侵害之通報或 申訴,並轉知環安衛中心及相關單位辦理後續事宜。

(II)Campus Safety Center: To, in accordance with the campus incident notification system and processing flow of NCKU, accept reports or complaints of unlawful infringement in the workplace, and transfer them to the Center for Occupational Safety and Health and Environmental Protection, 4 and other relevant units for follow-up.

(三) 環境保護暨安全衛生中心衛生保健組:

(III)Occupational Safety and Hygiene Division of the Center for Occupational Safety and Health and Environmental Protection:

  1. 負責擬訂並規劃本要點。 To be responsible for drawing up and planning these Directions.
  2. 臨場健康服務之醫師及護理人員,協助因受職場暴力受傷之員工,提供相關 健康指導、工作調整或更換等身心健康保護措施之適性評估與建議,或提供 轉介身心治療及諮商等相關事宜,並告知可至警察機關報案。 Doctors and nursing staff responsible for on-site health services shall assist employees injured by workplace violence, provide appropriate assessment and suggestions on health guidance, job adjustment or replacement and other physical and mental health protection measures, or arrange the provision or referral of physical and mental treatment and counseling, and inform them to report their cases to the police bureau.
  3. 接獲校安中心通報後,由環境保護暨安全衛生中心主任報告主任秘書,並召 集「校園事件小組」討論並分案。 Upon receipt of the report from the Campus Safety Center, the director of the Center for Occupational Safety and Health and Environmental Protection shall report to the Chief Secretary, and convene a "Campus Incident Panel" for discussion and case assignment.
  4. 擔任主管機關查核之聯繫窗口,召集相關單位接受查核。 To serve as the contact window for inspection by competent authority, and convene relevant units to accept the inspection.
  5. 定期統籌彙整各單位不法侵害預防評估之資料。 To regularly coordinate and compile data on each unit’s assessment of prevention of unlawful infringement.
  6. 規劃不法侵害預防之相關教育訓練。 To plan education and training related to unlawful infringement prevention.
  7. 審查各單位所填寫「不法侵害預防之危害辨識及風險評估表」(附件一)之評 分部分。 To review the scoring section of the Hazard Identification and Risk 5 Assessment Form for Unlawful Infringement Prevention (Appendix I) filled out by each unit.

(四) 人事室: (IV) Personnel Office:

  1. 依「校園事件小組」分案並辦理後續相關事宜。To assign cases in accordance with the decision by the Campus Incident Panel and handle relevant follow-up matters.
  2. 協助辦理職場不法侵害相關之宣導與教育訓練,並將相關訓練紀錄存檔備 查。 To assist in handling advocacy, education and training related to unlawful infringement in the workplace, and maintain relevant training records for future reference.
  3. 依勞動基準法及本校相關法令協助處理相關事宜。 To assist in handling related matters according to the Labor Standards Law and relevant decrees of NCKU.
  4. 依「國立成功大學工作場所性騷擾防治要點」受理性騷擾事件之通報或申訴, 並辦理後續事項。 To accept reports or complaints of sexual harassment and handle followup matters in accordance with the Directions of Prevention of Workplace Sexual Harassment in National Cheng Kung University.

(五) 學生事務處心理健康與諮商輔導組:提供因受職場暴力之員工心理諮詢,提出 相關心理健康保護措施之適性評估與建議。 (V) Counseling and Wellness Services Division of Office of Student Affairs: To provide psychological counseling for employees suffering from workplace violence, and put forward appropriate assessments and suggestions on relevant mental health protection measures.

(六) 性別平等委員會:相關規定與執行依「國立成功大學校園性侵害性騷擾或性霸 凌防治規定」辦理。 (VI) Gender Equality Committee: Relevant regulations and implementation shall be subject to the NCKU Campus Regulations on Prevention of Sexual Assault, Sexual Harassment and Sexual Bullying on.

(七) 各單位主管及計畫主持人:  (VII) Unit supervisors and project directors:

  1. 負責指揮監督所屬單位執行本要點。 To be responsible for directing and supervising subordinate units to implement these Directions.
  2. 執行本要點之風險評估及控制與改善。 To carry out risk assessment, and control and improvement of these Directions.
  3. 填寫「不法侵害預防之危害辨識及風險評估表」(附件一)與不法侵害預防改 善控制表(附件二),並依評估結果協助改善及管理。 To fill out the Hazard Identification and Risk Assessment Form for Unlawful Infringement Prevention (Appendix I) and the Unlawful Infringement Prevention Improvement and Control Form (Appendix II), and assist in the improvement and management based on assessment results.
  4. 協助調查或處理所屬員工受職場不法侵害之通報或申訴。 To assist in investigating or handling subordinate employees' reports or complaints of unlawful infringement in the workplace.
  5. 提供所屬員工必要之保護措施。 To provide protective measures necessary for subordinate employees.
  6. 須先進行首次評估,評估後如為低度風險者,每 3 年評估 1 次;如為中度 風險者,每 2 年評估 1 次;如為高度風險者,由環安衛中心進行複查或安 排現場訪視,並須每年評估 1 次。 Must conduct the first assessment, and if the risk is low upon assessment, assessment should be conducted once every 3 years; if the risk is medium, assessment should be conducted once every 2 years; if the risk is high, the Center for Occupational Safety and Health and Environmental Protection shall conduct reexamination or arrange on-site visit, and assessment must be conducted once a year.
  7. 相關紀錄存檔備查至少 3 年。 To maintain relevant records for future reference for at least 3 years.

(八) 工作場所員工︰ (VIII)Workplace employees:

  1. 配合本要點之執行與參與。To cooperate with and participate in the implementation of these Directions.
  2. 配合本要點之風險評估及控制與改善。 To coordinate with risk assessment, control and improvement of these Directions.
  3. 遇職場暴力時,勇於通報或申訴。 To have the courage to report or complain about workplace violence.

五、本校執行職務遭受不法侵害之預防措施,其事項如下︰ V. NCKU’s preventative measures against unlawful infringement of employees in the performance of their duties of are as follows:

(一) 各單位執行方式如圖 1,職場不法侵害預防、通報及處置流程圖。 (I) Each unit’s method of implementation is shown in Figure 1, the prevention, report and disposal of unlawful workplace infringement flow chart.

(二) 危害辨識與風險評估:各單位依「不法侵害預防之危害辨識及風險評估表」(附 件一)填報︰ (II) Hazard identification and risk assessment: In accordance with the Hazard Identification and Risk Assessment Form for Unlawful Infringement Prevention (Appendix I), each unit shall fill in:

  1. 作業流程分析: Workflow analysis:

(1) 由各單位自行分析相關作業之內容及流程,並確實寫出。 Each unit is responsible for analyzing the contents and procedures of relevant operations, and writing them out.

(2) 提供下列資訊供各單位評估時參考︰ Provide the following information for reference during assessment of each unit:

A. 辦公室行政工作︰處理行政文書作業、電話溝通、開會討論等作業。 Office administrative services: administrative paperwork, telephone communication, meetings and discussions, etc.

B. 駐衛警察隊工作︰校園巡邏、機動車輛管制、校園意外或災害事故處 置。 Campus security squad services: campus patrol, motor vehicle control, accident/disaster handling on campus.

2.潛在風險辨識與判定,即確認執行職務時可能遭受到職場不法侵害的危害 8 因子,其包含如下: Identification and determination of potential risks, i.e. confirmation of risk factors that may lead to unlawful workplace infringement, including:

(1) 可能發生原因︰ Possible causes:

A. 無法即時解決服務對象的需求。 Inability to address the needs of service recipients in real time.

B. 意見溝通不良。 Poor communication of opinions.

C. 執行公共安全業務。 Performance of public safety services.

D. 單獨作業或較隱密的空間開會。 Working alone or meeting in a more secluded space. E. 在傍晚及夜間工作。 Working in the evenings and at night.

(2) 不法侵害行為及可能造成之後果︰ Unlawful infringement and possible consequences:

A. 肢體暴力:如毆打、抓傷、拳打、腳踢等,可能造成身體或心理的傷 害、影響工作效率等。 Physical violence: such as beating, scratching, punching, kicking, etc., which may cause physical or psychological harm and affect work efficiency.

B. 心理暴力:如威脅、欺凌、騷擾、歧視等,可能造成心理傷害、影響 工作情緒。 Psychological violence: such as threats, bullying, harassment, discrimination, etc., which may cause psychological harm and affect work morale.

C. 語言暴力:如霸凌、恐嚇、干擾、辱罵等,可能造成心理傷害、影響 工作意願。 Verbal violence: such as bullying, intimidation, interference, abuse, etc., which may cause psychological harm and affect willingness to work. 9 D. 性侵害、性騷擾或性霸凌。 Sexual assault, sexual harassment or sexual bullying.

E. 跟蹤騷擾行為。 Stalking or harassment.

3. 預防與改善控制措施:填寫不法侵害預防改善控制表 (附件二): Prevention and control improvement measures: Fill in the Unlawful Infringement Prevention Improvement and Control Form (Appendix II):

(1) 適當配置工作場所:「工作場所設計」方面及「物理環境」方面 Appropriate configuration of workplace: workplace design and physical environment

A. 工作場所保持最低限噪音(控制於 60 分貝以下),避免刺激勞工、訪 客之情緒或形成緊張態勢。 To keep noise in the workplace to a minimum (to be controlled below 60 decibels) to avoid irritating workers and visitors or creating tension.

B. 擁擠區域及天氣燥熱時,場所保持空間內適當溫度、濕度及通風良好; 消除異味。 To keep appropriate temperatures and humidity and good ventilation when the space is crowded and/or during hot and dry weather; to eliminate offensive odors.

C. 工作空間選用使人放鬆、賞心悅目色彩裝潢,保持室內外照明良好, 各區域視野清晰,尤其是夜間出入口、停車場及貯藏室。 To decorate the workspace with relaxing and pleasing colors, maintain good illumination and clear vision in all indoor and outdoor areas, especially at night around entrances and exits, in parking lots, and storage rooms.

D. 必要時設置服務對象或訪客等候用之空間,安排舒適座位,降低等候 時的不良情緒。 To set up waiting space for service recipients or visitors when necessary and arrange comfortable seats to reduce bad emotions when waiting.

E. 提供安全進出之通道,必要時加設人員進出管制措施,避免未獲授權 10 人士擅自進出工作地點。 To provide safe access to and from the workplace, and when necessary, add personnel access control measures to prevent unauthorized access to and from the workplace by unauthorized persons.

F. 安裝監視器或警報系統:依工作場所實際狀況、執行活動及風險程度, 安裝警報系統;系統須定期妥善維護及測試。 To install a monitoring or alarm system: to install an alarm system based on the actual conditions of the workplace, the activities performed, and the degree of risk; the system shall be properly maintained and tested regularly.

G.建築物出入口應使人方便出入;廁所、茶水間、公共電話區須有明顯 標示。 The entrances and exits of the building shall be easily accessible; toilets, pantries and public telephone areas shall be clearly marked.

(2) 依工作適當性調整人力:「適性配工」方面及「工作設計」方面 Manpower adjustment according to job suitability: job suitability and work design

A. 依工作適性適當調整人力,人力配置不足或資格不符,都可能導致不 法侵害事件發生或惡化。 To adjust manpower appropriately according to job suitability, as allocation of insufficient manpower or unqualified personnel may lead to the occurrence or exacerbation of unlawful infringement.

B. 有特定需求作業或新進人員應加強訓練,並可採輪值方式。 To strengthen training for operations with particular needs or for new recruits, and adopt work shift rotations.

C. 簡化工作流程,減少員工及服務對象於互動過程之衝突。 To simplify the workflow to reduce conflicts in interactions between employees and service recipients.

D. 避免工作單調重複或負荷過重。 To avoid monotonous and repetitive work, or work overload. E. 允許適度的員工自治,保有充分時間對話、分享資訊及解決問題。 11 To allow a moderate degree of employee autonomy and sufficient time for dialogue, information sharing and problem solving.

F. 針對員工需求提供相關福利措施,如彈性工時、設立托兒所、單親家 庭或家暴關懷協助等。 To provide relevant measures aimed at the welfare of employees, depending on their needs, such as flexible working hours, nurseries, care and assistance for single-parent families or domestic violence, etc.

(3) 辦理危害預防及溝通技巧訓練 Implementation of hazard prevention and communication skills training

A. 介紹職場工作環境特色、管理政策及申訴、通報管道。 To introduce features, management and appeal policies, and report channels of the workplace.

B. 提供資訊以認識不同樣態、身體及精神的職場不法侵害、增進辨識潛 在暴力情境之技巧,及降低職場不法侵害案例。 To provide information to understand different types of unlawful physical and mental infringement in the workplace, improve the skills in identifying potential violent situations, and reduce instances of unlawful infringement in the workplace.

C. 提供心理諮商及情緒管理課程。 To provide psychological counseling and emotional management courses.

D. 提供有關性別、文化多樣性及歧視之資訊,以提高對相關議題的敏感 度。 To provide information on gender and cultural diversity and discrimination to increase sensitivity to such related issues. E. 授與人際關係及溝通技巧,以預防或緩解潛在職場不法侵害情境。 To teach interpersonal and communication skills to prevent or mitigate potential unlawful infringement in the workplace.

F. 識別職場潛在危害及處理之技巧。 To identify potential hazards in the workplace and skills for handling them. 12

G.提供決斷訓練或交付權限,特別是女性員工 To provide decision-making training or delegate authority, especially to female employees

4. 執行成效之評估與改善:實施改善計畫後,需定期進行成效性評估,以了解 改善是否有其成效,若無成效則需重新評估,再依評估結果選擇適當之改善 方案。 Implementation assessment and improvement: After the implementation of the improvement plan, it is necessary to conduct regular assessments to understand whether the improvement is effective. If it is not effective, it is necessary to re-assess and then choose the appropriate improvement plan based on the assessment results.

六、各單位應於工作場所張貼公告本校宣示之「禁止職場不法侵害之聲明書」(附件三)。 VI. All units shall post in the workplace NCKU’s Statement on Prohibiting Unlawful Infringement in the Workplace (Appendix III).

七、事件之通報與處理程序: VII. Incident report and handling procedures:

(一) 員工疑似遭遇或確實遭遇職場暴力行為時,請立即通報校安中心。 (I) Employees who are suspected or confirmed to have been subject to workplace violence shall inform the Campus Safety Center immediately.

(二) 校安中心接獲職場不法侵害之通報或申訴後,應立即轉知環境保護暨安全衛生 中心,由環境保護暨安全衛生中心報告主任秘書並召集「校園事件處理小組」 進行分案。 (II) Upon receipt of the report or complaint of unlawful infringement in the workplace, the Campus Safety Center shall immediately refer it to the Center for Occupational Safety and Health and Environmental Protection, which shall report to the Chief Secretary and convene the "Campus Incident Panel" for case assignment.

(三) 調查或處理之各承辦單位專責人員應填寫處置情形。 (III) The personnel of each organizing unit responsible for investigation or handling shall fill in the how the situation is being handled.

(四) 調查或處理之過程必須確保客觀、公平及公正,對受害人及通報或申訴者之權 益及隱私完全保密,確保通報或申訴者不會受到報復。  (IV) During the investigation or handling process, objectivity, fairness, impartiality, absolute confidentiality and privacy rights of the victim and informer or complainant shall be ensured, as well as protection for the informant or complainant against retaliation.

八、執行職務遭受不法侵害危害預防需重新評估,其情形如下: VIII. Circumstances under which the prevention of unlawful infringement in the workplace needs to be reassessed are as follows:

(一) 作業形態或空間變更時:如變更作業流程、作業方式及空間重新裝修等。 (I) Operation status or space changes: such as changing of workflow, operation methods, and space redecoration, etc.

(二) 經通報單位確認員工受到職場暴力時。 (II) The reporting unit confirms that the employee has been subject to workplace violence.

(三) 相關法令變更時。 (III) The relevant laws and regulations are changed.

九、本要點相關執行紀錄依法應留存三年,本要點為預防性之管理,若已有遭受職場暴 力情況,應儘速通報或申訴。 IX. The relevant execution records of these Directions shall be maintained for three years in accordance with the law. These Directions are for preventive management; please report or complain as soon as possible when there has been workplace violence.

十、本要點經行政會議通過後實施;修正時亦同。 X. These Directions are to be enforced following approval through the administrative meeting.

The same shall apply to their revisions. These regulations were translated from the original Chinese.In the event of any discrepancies between the two versions, the Chinese always takes precedence.