113年12月25日113學年度第2次校務會議通過

Amended and approved on December 25, 2024 at the 2nd University Council of the 2024 academic year

一、國立成功大學（下稱本校）為提供所屬教職員工、勞務承攬派駐勞工、求職者及受服務人員免於性騷擾及性別歧視之工作及服務環境，預防工作場所性騷擾行為之發生並消除性別歧視，於知悉有工作場所性騷擾或性別歧視之情形時，採取適當之糾正、補救、申訴、懲處及其他處理措施，以維護當事人權益及隱私，特依性別平等工作法第十三條第一項第二款及工作場所性騷擾防治措施準則規定，訂定本要點。

1. National Cheng Kung University (hereinafter “the University”) has established these Directions to create a work and service environment for faculty, staff, labor contractors, job applicants, and service recipients that is free from sexual harassment and gender discrimination. These Directions aim to prevent sexual harassment it the workplace, eliminate discrimination based on gender, and ensure that appropriate corrective, remedial, appellate, disciplinary, and other measures are taken upon the University’s being informed or becoming aware of any instance of sexual harassment or gender discrimination in the workplace. These measures are implemented to protect the rights and privacy of the individuals involved. The Directions are formulated in accordance with Article 13, Paragraph 1, Subparagraph 2 of the Gender Equality in Employment Act and the Amendments to the Regulations for Establishing Measures on Prevention of Sexual Harassment in the Workplace.

二、本校依性別平等工作法規定辦理工作場所性騷擾與性別歧視之防治及處理，除其他法規另有規定者外，適用本要點。

2. The University shall manage preventing and handling sexual harassment and gender discrimination in the workplace in accordance with the provisions of the Gender Equality in Employment Act. These Directions shall apply unless otherwise stipulated by other laws and regulations.

三、本要點所稱性騷擾，指當事人間有下列情形之一者：

(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。

(三) 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。

(四) 受僱者於非工作時間，遭受本校同一人，為持續性性騷擾。

(五) 受僱者於非工作時間，遭受不同機關（構）學校或其他事業單位，具共同作業或業務往來關係之同一人，為持續性性騷擾。

(六) 受僱者於非工作時間，遭受本校校長為性騷擾。

性騷擾之認定，除應就前項規定及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認定外，並得綜合審酌下列各款情形：

(一) 不適當之凝視、觸摸、擁抱、親吻、嗅聞他人身體任何部位；強行使他人對自己身體任何部位為之，亦同。

(二) 寄送、留置、展示或播送性要求、具有性意味或性別歧視之文字、圖畫、聲音、影像或其他物品。

(三) 反覆或持續違反意願之跟隨或追求行為。

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。

第一項所定性騷擾事件，於性騷擾防治法第十條、第二十五條及第二十六條規定，亦適用之。

本要點第六點及第七點之規定，於性侵害犯罪，亦適用之。

3. The term “sexual harassment” as used in these Directions refers to any of the following situations:

（1）When an employee is subjected to sexual advances or sexually suggestive or gender-discriminatory language or behavior during the performance of their duties, resulting in a hostile, intimidating, or offensive work environment that infringes on or interferes with their dignity, personal freedom, or work performance.

（2）When an employer directs explicit or implicit sexual advances or sexually suggestive or gender-discriminatory language or behavior toward an employee or job applicant as conditions for the establishment, continuation, modification, or execution of labor contracts, or for decisions regarding work assignments, placement, compensation, performance evaluations, promotions, demotions, rewards, or penalties.

（3）When an individual in a position of authority or supervision exploits their power or opportunities to sexually harass a person under their employment, under their consideration for employment, or under their work-related supervision.

（4）When an employee is subjected to persistent sexual harassment by the same individual from the University outside of working hours.

（5） When an employee is subjected to persistent sexual harassment outside of working hours by the same individual from another institution, school, or business entity with which the University has joint operations or business relations.

When an employee is sexually harassed outside of working hours by the University’s president.

The determination of sexual harassment, in addition to considering the provisions of the preceding paragraph and evaluating circumstances such as the incident’s context, the work environment, the relationship between the parties involved, the words and actions of the accused, and the perceptions of the accused and the harassed individual, may also consider the following situations:

（1）Inappropriate actions such as staring at, touching, hugging, kissing, or sniffing any part of another person’s body, or compelling another person to perform such actions.

（2）Sending, leaving, displaying, or broadcasting texts, images, audio, videos, or other items with sexual requests, sexually suggestive content, or gender-discriminatory elements.

（3）Repeated or persistent behaviors involving unwelcome stalking or advances.

Cases specified in Paragraph 1, Subparagraph 1, involving unspecified individuals in public or accessible places, shall be handled in accordance with the Sexual Harassment Prevention Act in matters regarding investigation, mediation, and punishment.

Sexual harassment incidents defined in Paragraph 1 are also subject to the provisions of Articles 10, 25, and 26 of the Sexual Harassment Prevention Act.

The provisions of Articles 6 and 7 of these Directions are also applicable to cases of sexual assault.

四、本要點所稱性別歧視，指當事人間有下列情形之一者：

(一) 雇主對求職者或受僱者之招募、甄試、進用、分發、配置、考績或陞遷等，因性別或性傾向而有差別待遇。但工作性質僅適合特定性別者，不在此限。

(二) 雇主為受僱者舉辦或提供各項福利措施、教育、訓練或其他類似活動，因性別或性傾向而有差別待遇。

(三) 雇主對受僱者薪資之給付，因性別或性傾向而有差別待遇；其工作或價值相同者，給付不同等薪資。但基於年資、獎懲、績效或其他非因性別或性傾向因素之正當理由者，不在此限。

(四) 雇主對受僱者之退休、資遣、離職及解僱，因性別或性傾向而有差別待遇。

4. The term “gender discrimination” as used in these Directions refers to any of the following circumstances:

（1）When an employer treats job applicants or employees differently in recruitment, selection, employment, assignment, placement, performance evaluation, or promotion on the basis of their gender or sexual orientation. Exceptions apply when the nature of the work is suitable only for individuals of a specific gender.

（2）When an employer discriminates on the basis of gender or sexual orientation in organizing or providing employee benefits, education, training, or other similar activities.

（3）When an employer provides different compensation to employees performing the same work or work of equal value on the basis of gender or sexual orientation. However, differences based on legitimate factors such as seniority, rewards and penalties, performance, or other non-gender-related factors are exempt from this guideline.

When an employer discriminates on the basis of gender or sexual orientation in matters concerning retirement, severance, resignation, or dismissal.

五、本校設置處理性騷擾及性別歧視申訴專線電話（06-2757575轉50850）、傳真（06-2766456）、電子信箱（em50871@ncku.edu.tw），並於本校網頁或適當場所公告之。

5. The University provides dedicated line (06-2757575 ext. 50850), fax (06-2766456), and email (em50871@ncku.edu.tw) for management of sexual harassment and gender discrimination. These contact details be announced on the University’s website or in appropriate locations.

六、本校應加強教職員工有關性騷擾防治措施及申訴管道之宣導如下：

(一)本校應針對下列人員實施防治性騷擾之教育訓練，或鼓勵所屬教職員工以公假參與性騷擾防治、消除性別歧視及促進性別平等相關教育訓練，加強教職員工性別平等觀念，尊重教職員工及受服務人員之性別特質及性傾向，建立安全友善之工作及服務環境，並利用有效管道公開揭示禁止性騷擾及性別歧視行為，以防治性騷擾或性別歧視情事發生：

1. 教職員工應接受工作場所性騷擾防治之教育訓練。

2. 擔任主管職務以及參與性騷擾申訴事件之處理、調查及決議人員，每年應定期接受並優先實施相關教育訓練。

(二) 本要點適用對象於非本校所能支配、管理之工作場所工作者，本校應為工作環境性騷擾風險類型辨識、提供必要防護措施，並事前詳為告知本要點適用對象。

(三)如有性騷擾、性別歧視或疑似情事發生時，應即檢討、改善防治措施。

6. The University shall strengthen the promotion of measures for the prevention of sexual harassment and the provision of grievance mechanism for faculty and staff as follows:

（1）The University shall provide sexual harassment prevention education and training for the following individuals, or encourage faculty and staff to participate in training on sexual harassment prevention, elimination of gender discrimination, and promotion of gender equality, providing official leaves for this purpose. These efforts aim to enhance faculty and staff awareness of gender equality, promote respect for gender identity and sexual orientation, and establish a safe and friendly work and service environment. The following channels shall be used to publicly announce the prohibitions on sexual harassment and gender discrimination:

                i.  Faculty and staff shall undergo education and training on workplace sexual harassment prevention.

               ii.  Supervisors and personnel involved in handling, investigating, and adjudicating sexual harassment complaints shall receive regular annual training with priority implementation.

（2）For individuals covered by these Directions but working in environments outside the University’s control or management, the University shall identify the types of sexual harassment risks in such environments, provide protective measures, and inform the affected individuals of these Directions in advance.

（3）In the event of sexual harassment, gender discrimination, or suspected incidents of such harassment or discrimination, the University shall promptly review and improve its prevention measures.

七、本校各單位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)因接獲被害人申訴而知悉性騷擾之情形時：

1. 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，並且不得對申訴人之待遇或薪資等工作或勞動條件作不利之變更。

2. 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。

3. 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。

4. 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，停止職務期間之本俸（薪）、年功俸（薪）或薪資，應予補發。

5. 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處或處理。情節重大且與本校訂有勞動基準法第二條所稱勞動契約者，本校得依性別平等工作法第十三條之一第二項及本校約用人員工作規則規定，不經預告終止勞動契約。

6. 如經證實有惡意虛構之事實者，亦對申訴人為適當之懲處或處理。

(二) 非因接獲被害人申訴而知悉性騷擾事件時：

1. 訪談相關人員，就相關事實進行必要之釐清及查證。

2. 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。

3. 對相關人員適度調整工作內容或工作場所。

4. 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。

本校因接獲被害人陳述知悉性騷擾事件，惟被害人無提起申訴意願者，仍將依前項第二款規定，採取立即有效之糾正及補救措施。

本校非因接獲被害人申訴而知悉性騷擾事件，且被害人未明時，仍應訪談相關人員，就相關事實進行必要之釐清及查證後，依前二項規定辦理。

本校因申訴人或被害人之請求，將提供至少二次之心理諮商協助。

被害人及行為人分屬不同機關（構）學校或其他事業單位，且具共同作業或業務往來關係者，本校於知悉性騷擾之情形時，將依下列規定採取前三項所定立即有效之糾正及補救措施：

(一) 以書面、傳真、口頭或其他電子資料傳輸方式，通知他方雇主共同協商解決或補救辦法。

(二) 保護當事人之隱私及其他人格法益。

7. When any office of the University is informed or becomes aware of an incident of sexual harassment, the following corrective and remedial measures shall immediately be implemented:

（1）In cases where the incident is brought to light through a complaint from the individual harassed, the University shall act as follows:

                i.  Consider the complainant’s wishes and implement appropriate isolation measures to prevent further occurrences of sexual harassment. The complainant’s work or labor conditions, such as treatment or salary, must not be adversely affected.

               ii.  Provide or refer the complainant to counseling, medical or psychological services, social welfare resources, and other necessary support services.

             iii.  Initiate an investigative procedure, conducting interviews or appropriate investigative actions with relevant individuals involved in the sexual harassment incident.

               iv.  If the accused holds a position of authority and the circumstances are severe, the University may temporarily suspend or reassign the accused during the investigation. Should the investigation conclude that sexual harassment did not occur, the accused’s withheld basic pay, seniority pay or salary during the suspension period shall be reimbursed.

                v.  If the sexual harassment is verified, appropriate disciplinary or corrective measures shall be taken against the perpetrator, depending on the severity of the incident. For severe cases involving individuals under labor contracts as defined in Article 2 of the Labor Standards Act, the University may terminate the labor contract without prior notice in accordance with Article 13-1, Paragraph 2 of the Gender Equality in Employment Act and the University’s employment regulations.

               vi.  If it is proven that the complainant fabricated the incident maliciously, the University shall take appropriate disciplinary or corrective measures against the complainant.

（2）In cases where the incident is brought to light in the absence of a complaint from the individual harassed, the University shall implement the following procedures:

                i.  Conduct interviews with relevant personnel to clarify and verify the facts of the incident.

               ii.  Inform the harassed individual of their rights and available remedies, and assist them in filing a complaint should they wish to do so.

             iii.  Make appropriate adjustments to the work duties or workplace environment of the individuals involved.

               iv.  Provide or refer the harassed individual to necessary services such as legal consultation, medical or psychological counseling, social welfare resources, and other essential support on the basis of their wishes.

If the University becomes aware or is informed of a sexual harassment incident through a statement from the harassed individual but that individual does not wish to file a complaint, the University shall take immediate corrective and remedial measures in accordance with Subparagraph 2 of the preceding paragraph.

If the University becomes aware or is informed of a sexual harassment incident without a complaint from the harassed individual and the harassed individual’s identity remains unknown, the University shall interview the relevant personnel, clarify and verify the facts of the incident, and proceed according to the provisions of the preceding two paragraphs.

At the request of the complainant or harassed individual, the University shall provide at least two psychological counseling sessions.

If the harassed individual and the accused are members of different institutions, schools, or other business entities but have joint operations or business interactions, the University shall take the corrective and remedial measures outlined in the preceding three paragraphs immediately upon being informed or becoming aware of the sexual harassment incident and in accordance with the following provisions:

（1）The University shall notify the other employer by writing, fax, verbally, or other electronic communication methods to jointly discuss solutions or remedial actions.

（2）The University shall protect the privacy and other personal rights of the individuals involved.

八、本校校長或各級單位主管涉及性騷擾行為，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，得依下列方式停止或調整其職務。但其他法律別有規定者，從其規定：

(一)本校校長：由教育部停止其職務。

(二)本校各級單位主管：由本校停止或調整其職務。

依前項規定停止或調整職務之人員，其案件調查結果未經認定為性騷擾，或經認定為性騷擾但未依公務人員、教育人員或其他相關法律予以停職、免職、解聘、停聘或不續聘者，得依各該法律規定申請復職，及補發停職期間之本俸（薪）或年功俸（薪）。

8. If the University president or supervisors at various levels are involved in sexual harassment and the circumstances are severe, they may be suspended or reassigned during the investigation. In such circumstances, the following measures shall apply unless otherwise specified by other laws and regulations:

（1）The University president: The Ministry of Education shall suspend their duties.

（2）The supervisor: The University shall suspend or reassign their duties.

If individuals whose duties are suspended or reassigned under the preceding provisions are determined through the investigation not to have committed sexual harassment, or if the case is determined to involve sexual harassment but does not result in dismissal, termination, or nonrenewal of appointment under the laws governing civil servants and educators or other applicable regulations, the suspended individuals may apply for reinstatement in accordance with the relevant legal provisions. Additionally, their basic pay or seniority pay during the suspension period shall be reimbursed.

九、本校為處理本要點性騷擾或性別歧視事件之申訴，設工作場所性騷擾與性別歧視申訴評議會（下稱申評會）。

申評會置委員九人，其中一人為召集人，由校長指定副校長或主任秘書一人兼任，其餘委員，由校長聘（派）本校教職員工、社會公正人士及專家學者兼任之；其中應有具備性別意識之專業人士。

前項女性委員應占委員總數二分之一以上，男性委員人數應占委員總數三分之一以上。

申評會委員任期二年，期滿得續兼。委員於任期內因故出缺時，由校長聘（派）本校教職員工、社會公正人士及專家學者繼任委員，其任期至原任期屆滿日為止。

申評會會議，由召集人召集並為主席；召集人因故不能出席時，指定委員一人代理之。申評會應有二分之一以上委員之出席，始得開會，有出席委員過半數之同意，始得決議，其可否同數時，取決於主席。

9. To manage complaints of sexual harassment or gender discrimination as outlined in these Directions, the University established a Sexual Harassment and Gender Discrimination Complaint in the Workplace Committee (hereinafter referred to as the “Committee”).

The Committee shall consist of nine members, including one convener appointed by the University president. The convener shall be the Vice President or Secretary General of the University. The other members shall be appointed by the president from among the University’s faculty and staff, impartial individuals from society, and experts or scholars with expertise in gender discrimination or sexual harassment.

Women shall constitute more than half of the total committee membership, and men shall constitute at least one-third.

Committee members shall serve a 2-year term and may be reappointed upon term completion. In the event of a vacancy during the term, the University president shall appoint a replacement from among the University’s faculty and staff, impartial individuals from society, or experts and scholars in sexual harassment and gender discrimination. The replacement’s term shall last until the original term expires.

Meetings of the Committee shall be convened and chaired by the convener. If the convener is unable to attend, they shall designate a committee member to act as the chair. Meetings require the attendance of more than half of the committee members to proceed, and decisions require the agreement of a majority of the attending members. In the event of a tie, the chair shall cast the deciding vote.

十、申訴人為公務人員或教育人員時，其申訴及處理程序，依性別平等工作法第二條第三項及第三十二條之三規定辦理。

本校校長為涉及性別平等工作法之性騷擾事件行為人，公務人員或教育人員應向教育部提出申訴，其處理程序依教育部相關規定辦理。

前項情形，申訴人非屬公務人員或教育人員者，除得依本校內部管道申訴外，亦得依性別平等工作法第三十二條之一規定，向地方主管機關提出申訴；於地方主管機關調查期間，申訴人得向本校申請調整職務或工作型態至調查結果送達本校之日起三十日內，本校不得拒絕。

10. If the complainant is a civil servant or educator, the complaint and handling procedures shall follow the provisions of Article 2, Paragraph 3 and Article 32-3 of the Gender Equality in Employment Act.

If the University president is the accused in a sexual harassment case as defined under the Gender Equality in Employment Act, the accusing civil servant or educator shall submit their complaints to the Ministry of Education. The handling procedures shall follow the relevant regulations of the Ministry of Education.

In cases where the complainant is not a civil servant or educator, they may file a complaint through the University’s internal channels or submit a complaint to the local competent authority in accordance with Article 32-1 of the Gender Equality in Employment Act. During the local authority’s investigation, the complainant may request the University to adjust their duties or work arrangements. The University must comply with this request until 30 days after the investigation results are delivered to the University.

十一、性騷擾或性別歧視事件被害人本人或其代理人，得以言詞、電子郵件或書面向申評會提出申訴。以言詞或電子郵件為之者，受理之人員或單位應作成紀錄，並向申訴人朗讀或使閱覽，確認其內容無誤。

前項書面、言詞或電子郵件作成之紀錄，應由申訴人簽名或蓋章，並載明下列事項：

(一)申訴人姓名、服務單位及職稱、住居所、聯絡電話、申訴日期。

(二)有法定代理人或委任代理人者，其姓名、住居所、聯絡電話；委任者，並應檢附委任書。

(三)申訴之事實內容及相關證據。

申訴書或以言詞、電子郵件作成之紀錄與前項規定未合，而其情形可補正者，應通知申訴人於十四日內補正。

申訴人向申評會提出申訴時，得於調查結果送達前，以書面撤回申訴，於送達申評會後即予結案；申訴經撤回者，不得就同一事由再為申訴。但申訴人撤回申訴後，同一事由如發生新事實或發現新證據，仍得再提出申訴。

11. Individuals who are subject to sexual harassment or gender discrimination or their representatives may file a complaint with the Committee by verbal, email, or writing. For verbal or email complaints, the receiving personnel or office shall record the complaint, read it to the complainant, or provide it for their review to confirm its accuracy.

The written complaint or the record of a verbal or email complaint must include the complainant’s signature or seal and specify the following details:

（1）The complainant’s name, workplace and position, address, contact number, and date of complaint.

（2）The name, address, and contact number of the legal or authorized representative, if applicable. For authorized representatives, a power of attorney must also be submitted.

（3）The facts of the complaint and any relevant evidence.

If the written complaint or the record of verbal or email complaints does not comply with the preceding requirements but can be rectified, the complainant shall be notified to make corrections within 14 days.

A complainant may withdraw their complaint in writing before the investigation results are delivered. Once the withdrawal is submitted to the Committee, the case will be closed. Complaints withdrawn by the complainant cannot be resubmitted for the same matter. However, if new facts or evidence arise after the withdrawal, the complainant may file a new complaint for the same matter.

十二、申評會審議程序如下：

(一)接獲性騷擾或性別歧視申訴後，應通知地方主管機關，並組成三人以上之申訴調查小組進行調查，其成員應有具備性別意識之外部專業人士。

(二)調查完成後，由申訴調查小組作成調查報告書，提申評會審議，其內容應包括下列事項：

1. 申訴事件之案由，包括當事人敘述。

2. 調查訪談過程紀錄，包括日期及對象。

3. 事實認定及理由。

4. 處理建議。

(三)申評會對申訴案件之審議，應參考申訴調查小組之調查結果，作出附理由之決議，並得作成懲處建議或其他適當處理之建議。

(四)前款決議應以書面通知申訴人及被申訴人，其內容應包括決議之理由。

(五)第三款懲處建議及處理對象屬本校教職員工者，應簽陳校長核定後，移請相關單位或會議依相關規定辦理懲處或決議事項。非屬本校教職員工者，應函知其服務機關（構）、部隊、學校、僱用人或依有關法令規定辦理。經調查認定屬性騷擾之案件，並應將處理結果通知地方主管機關。

12. The Committee’s deliberation process shall proceed as follows:

（1）Upon receiving a complaint of sexual harassment or gender discrimination, the local competent authority shall be notified. A complaint investigation team comprising at least three members shall be formed to conduct the investigation. The team must include external professionals with expertise in gender discrimination or sexual harassment.

（2）After completing the investigation, the complaint investigation team shall prepare an investigation report for review by the Committee. The report must include the following:

         i.  A summary of the case with statements from the parties involved.

        ii.  Records of the investigation and interviews with relevant dates and the names of the interviewees.

       iii.  Findings of fact and reasoning.

       iv.  Recommendations for handling the case.

（3） The Committee shall base its deliberations on the findings of the complaint investigation team and issue a reasoned resolution. It may also provide recommendations for disciplinary actions or other appropriate resolutions.

（4）The Committee’s resolution shall be communicated in writing to both the complainant and the accused with the reasons for the decision.

（5）If the disciplinary recommendations or resolutions involve University faculty or staff, they shall be submitted to the University president for approval and forwarded to relevant offices or committees for action in accordance with applicable regulations. If the accused is not a faculty or staff member of the University, their employer, institution, organization, office, or school shall be notified, or the matter shall be handled in accordance with relevant legal provisions. For cases confirmed to involve sexual harassment, the resolution shall also be reported to the local competent authority.

十三、本校應自接獲性騷擾或性別歧視申訴之翌日起二個月內結案；必要時，得延長一個月，並通知當事人。

性騷擾申訴事件經結案後，不得就同一事由再提出申訴。

13. The University shall close a case of sexual harassment or a gender discrimination complaint within 2 months from the day following its receipt. If necessary, an extension of up to 1 month may be granted, and the parties involved shall be notified of the extension.

Once a sexual harassment complaint case is closed, no further complaints may be filed regarding the same matter.

十四、本校未處理或不服本校調查決議之救濟：

(一)申訴人及被申訴人如為公務人員或教育人員者，得分別依公務人員保障法及教師法提起救濟。

(二)申訴人非屬公務人員或教育人員者，得依性別平等工作法第三十二條之一規定，向地方主管機關提出申訴。

(三)被申訴人非屬公務人員或教育人員者，得於收到書面通知翌日起三十日內，以書面具明理由向本校秘書室提起申復；申復以一次為限，其程序依本校性侵害性騷擾或性霸凌申復案件審議要點規定辦理。

本校於知悉性騷擾之情形，未採取立即有效之糾正及補救措施之救濟：

(一)受僱者或求職者如為公務人員或教育人員者，得分別依公務人員保障法及教師法提起救濟。

(二)受僱者或求職者非屬公務人員或教育人員者，得依性別平等工作法第三十四條第一項規定，向地方主管機關提起申訴。

14. Relief for unresolved complaints or objections to the University’s investigation decision:

（1）If the complainant or accused is a civil servant or educator, relief may be sought in accordance with the Civil Service Protection Act or the Teacher’s Act.

（2）If the complainant is not a civil servant or educator, they may submit a complaint to the local competent authority in accordance with Article 32-1 of the Gender Equality in Employment Act.

（3）If the accused is not a civil servant or educator, they may file a written appeal with the University Secretary’s Office within 30 days of receiving the written decision. They must clearly state their reasons for appealing. Appeals are limited to one submission and shall be processed in accordance with the National Cheng Kung University Directions of Reviewing Appeals Against Sexual Assault or Sexual Harassment Verdicts

Relief for the University’s Failure to Take Immediate and Effective Corrective or Remedial Actions upon Being Informed of Sexual Harassment:

（1）If the employee or job applicant is a civil servant or educator, relief may be sought in accordance with the Civil Service Protection Act or the Teacher’s Act.

If the employee or job applicant is not a civil servant or educator, they may submit a complaint to the local competent authority in accordance with Article 34, Paragraph 1 of the Gender Equality in Employment Act.

十五、申評會審議原則如下：

(一)案件之調查及審議應秉持客觀、公正、專業原則，並以不公開方式為之。

(二)參與性騷擾申訴事件之處理、調查及決議人員，應保護當事人與受邀協助調查之個人隱私，及其他人格法益；對其姓名或其他足以辨識身分之資料，除有調查之必要或基於公共安全之考量外，應予保密，且不得偽造、變造、湮滅或隱匿工作場所性騷擾事件之證據。違反者，召集人得終止其參與。

(三)申評會或申訴調查小組召開會議時，得通知當事人及關係人到場說明，給予當事人充分陳述意見及答辯機會，除有詢問當事人之必要外，應避免重複詢問或使當事人互相對質，並得邀請具相關學識經驗者協助。

(四)調查人員因調查之必要，得於不違反保密義務範圍內另作成書面資料，交由當事人閱覽或告以要旨。

(五)於性騷擾或性別歧視案件申訴、調查、偵察或審理程序中，對申訴、告訴、告發、提起訴訟、作證、提供協助或其他參與行為之人，不得為無正當理由之解僱、降調、減薪或損害其依法所應享有之權益。

(六)必要時得要求性騷擾或性別歧視案件被申訴人接受心理輔導、性別平等教育訓練或其他必要措施。

(七)處理涉及性騷擾防治法第二十五條之案件，應告知被害人得向司法機關提出告訴或向警察機關報案之權利，並給予必要之協助。

(八)處理性騷擾案件時，知有宣傳品、出版品、廣播、電視、網際網路、其他媒體或任何人違反性騷擾防治法第十條規定，報導或記載被害人之姓名或其他足資識別被害人身分之資訊，且無但書情形者，得通知國家通訊傳播委員會或被害人居所地之直轄市、縣（市）主管機關，依同法第二十六條規定處理。

15. The Committee shall adhere to the following principles during deliberation:

（1）Investigations and deliberations shall be conducted objectively, fairly, and professionally in a nonpublic manner.

（2）Individuals involved in handling, investigating, and adjudicating sexual harassment complaints shall protect the privacy and rights of the parties involved and those invited to assist in the investigation. Names or other identifying information of the parties shall remain confidential unless disclosure is necessary for the investigation or required for public safety. Fabricating, altering, destroying, or concealing evidence of workplace sexual harassment is strictly prohibited. Those who violate this rule may have their participation terminated by the convener.

（3）When convening meetings, the Committee or investigation team may invite the parties and related individuals to provide explanations, ensuring that the parties have sufficient opportunities to present their opinions and defenses. Repeated questioning or direct confrontation between the parties should be avoided unless necessary for the investigation. Experts with relevant knowledge or experience may be invited to provide assistance.

（4）Investigators may prepare additional written materials as necessary for the investigation, providing the parties with the opportunity to review or remain informed of key points while maintaining confidentiality.

（5）During complaints, investigations, or legal proceedings related to sexual harassment or gender discrimination, no individuals involved in reporting, testifying, assisting, or otherwise participating in the process shall be subjected to unjustified dismissal, demotion, pay reduction, or infringement of legally entitled rights.

（6）When necessary, the accused in a sexual harassment or gender discrimination case may be required to undergo psychological counseling, gender equality education training, and other necessary measures.

（7）For cases involving Article 25 of the Sexual Harassment Prevention Act, individuals subject to harassment shall be informed of their right to file a complaint with judicial authorities or report the incident to the police, and shall be assisted in doing so as appropriate.

When handling sexual harassment cases, if promotional materials, publications, broadcasts, television, Internet platforms, or any individuals violate Article 10 of the Sexual Harassment Prevention Act by disclosing the harassed individual’s name or identifiable information without legal exceptions, the National Communications Commission or the local competent authority of the harassed individual’s residence may be notified to act in accordance with Article 26 of the same Act.

十六、參與性騷擾或性別歧視申訴事件之處理、調查及決議人員，其本人為申訴人、被申訴人，或與申訴人、被申訴人有配偶、前配偶、四親等內之血親、三親等內之姻親或家長、家屬關係者，應自行迴避。

前項人員應自行迴避而不迴避，或就同一申訴事件雖不具前項關係但因有其他具體事實，足認其執行處理、調查或決議有偏頗之虞者，申訴人或被申訴人得以書面舉其原因及事實，向申評會申請令其迴避；被申請迴避之人員，對於該申請得提出意見書。

被申請迴避之人員在申評會就該申請事件為准許或駁回之決定前，應停止處理、調查或決議工作。但有急迫情形，仍得為必要處置。

第一項人員應自行迴避而不迴避，而未經申訴人或被申訴人申請迴避者，應由申評會命其迴避。

16. Individuals involved in management, investigating, or adjudicating a sexual harassment or gender discrimination complaint shall voluntarily recuse themselves if they are the complainant, accused, or have a relationship with the complainant or accused as a spouse, former spouse, relative within the fourth degree of consanguinity, relative within the third degree of affinity, legal guardian, or family member.

If an individual required to recuse themselves under the preceding paragraph fails to do so, or if facts indicate potential bias in their handling, investigation, or adjudication of the complaint, the complainant or accused may submit a written request to the Review Committee stating the reasons and facts justifying their recusal. The individual in question may submit a written response to the request.

Before the Review Committee grants or rejects the recusal request, the individual subject to the request shall cease their involvement in the handling, investigation, or adjudication process. Nevertheless, if the circumstances of the case are urgent, the investigator must be permitted to continue handling the investigation.

If an individual required to recuse themselves under Paragraph 1 fails to do so and no recusal request is made by the complainant or accused, the Review Committee shall order their recusal.

十七、本校應採取事後之追蹤、考核及監督，確保所作裁決確實有效執行，避免相同案件或有報復情事之發生。

17. The University shall implement follow-up, evaluation, and monitoring measures to ensure the execution of decisions made and prevent the recurrence of similar incidents or acts of retaliation.

十八、非本校教職員工兼職之委員及參與調查之專業人員均為無給職，其撰寫調查報告書或經延聘受邀出席會議，得另依相關規定支給費用。

18. Committee members and professional personnel participating in investigations who are not concurrently employed as the University’s faculty or staff shall serve on an unpaid basis. However, in accordance with relevant regulations, they may receive compensation for preparing investigation reports or attending meetings upon invitation.

十九、本要點所需經費，由本校相關預算項下支應。

19. The expenses required to implement these Directions shall be covered by the University’s relevant budget allocations.

二十、本要點未盡事宜，依性別平等工作法暨施行細則、工作場所性騷擾防治措施準則及相關法令規定辦理。

20. Matters not addressed in these Directions shall be handled in accordance with the Gender Equality in Employment Act, its Enforcement Rules, the Amendments to the Regulations for Establishing Measures on Prevention of Sexual Harassment in the Workplace, and other applicable laws and regulations.Matters not addressed in these Directions shall be handled in accordance with the Gender Equality in Employment Act, its Enforcement Rules, the Amendments to the Regulations for Establishing Measures on Prevention of Sexual Harassment in the Workplace, and other applicable laws and regulations.

二十一、本要點經校務會議通過，自中華民國一百一十三年三月八日實施。

21. These Directions were approved by the University Council and effected on March 8, 2024.