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）為防治性騷擾及保護被害人之權益，特依性騷擾防治法第七條第一項第二款及性騷擾防治準則規定，訂定本要點。

1. National Cheng Kung University (hereinafter “the University”) has established these Directions to prevent sexual harassment and protect the rights of those who have been harassed, pursuant to Subparagraph 2, Paragraph 1, Article 7 of the Sexual Harassment Prevention Act and the Regulations of Sexual Harassment Prevention.

二、本校依性騷擾防治法規定辦理性騷擾之防治及處理，除其他法規另有規定者外，適用本要點。

本要點所定性騷擾事件疑似行為人為本校學生，由本校性別平等教育委員會受理申訴及處理。

2. The University shall manage the prevention and management of cases of sexual harassment in accordance with the provisions of the Sexual Harassment Prevention Act. Unless otherwise stipulated in other laws and regulations, these Directions shall apply.

Where the sexual harassment specified in these Directions is alleged to have been perpetrated by a student of the University, the case shall be heard, appealed, and processed by the University’s Gender Equity Education Committee.

三、本要點所稱性騷擾，指性侵害犯罪以外，對他人實施違反其意願而與性或性別有關之行為，且有下列情形之一：

(一)以明示或暗示之方式，或以歧視、侮辱之言行，或以他法，而有損害他人人格尊嚴，或造成使人心生畏怖、感受敵意或冒犯之情境，或不當影響其工作、教育、訓練、服務、計畫、活動或正常生活之進行。

(二)以該他人順服或拒絕該行為，作為自己或他人獲得、喪失或減損其學習、工作、訓練、服務、計畫、活動有關權益之條件。

本要點所稱權勢性騷擾，指對於因教育、訓練、醫療、公務、業務、求職或其他相類關係受自己監督、照護、指導之人，利用權勢或機會為性騷擾。

前二項所稱性騷擾樣態，指違反他人意願且不受歡迎，而與性或性別有關之言語、肢體、視覺騷擾，或利用科技設備或以權勢、強暴脅迫、恐嚇手段為性意味言行或性要求，包括下列情形：

(一) 羞辱、貶抑、敵意或騷擾之言詞或行為。

(二) 跟蹤、觀察，或不受歡迎之追求。

(三) 偷窺、偷拍。

(四) 曝露身體隱私部位。

(五) 以電話、傳真、電子通訊、網際網路或其他設備，展示、傳送或傳閱猥褻文字、聲音、圖畫、照片或影像資料。

(六) 乘人不及抗拒親吻、擁抱或觸摸其臀部、胸部或其他身體隱私部位。

(七)其他與前六款相類之行為。

性騷擾之認定，應就個案審酌事件發生之背景、環境、當事人之關係、言詞、行為、認知或其他具體事實為之。

性別平等工作法第十二條第一項第一款所定性騷擾情形，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事項，適用本要點之規定。

本要點第五點、第六點、第十二點第一款及第五款之規定，於性侵害犯罪防治法第二條第一款所定之犯罪準用之。

3. The term “sexual harassment” as used in these Directions refers to acts other than sexual assault that involve sexuality or gender, are committed without another person’s consent, and meet at least one of the following conditions:

（1）Being explicit or implied discriminatory or insulting language or conduct or other actions that create an intimidating, hostile, or offensive environment, injure another person’s dignity, or inappropriately interfere with their work, education, training, services, projects, activities, or daily life.

（2）Using another person’s submission to or rejection of such behavior as a condition for the gain, loss, or impairment of rights or benefits related to learning, work, training, services, projects, or activities.

The term “power-based sexual harassment” as used in these Directions refers to sexual harassment perpetrated by those who abuse a position of authority or opportunity over individuals under their supervision, care, or guidance in education, training, health care, public affairs, business, employment, or other similar relationships.

The forms of sexual harassment referred to in the preceding two paragraphs encompass verbal, physical, or visual harassment of a sexual or gender-related nature conducted without another person’s consent or willing participation. Sexual harassment may also involve the use of technology, authority, force, coercion, or threats to make sexual advances or demands using the following behaviors:

（1）Words or actions that humiliate, demean, intimidate, or harass.

（2）Stalking, surveillance, or unwanted romantic pursuits.

（3）Voyeurism or unauthorized photography or video recording.

（4）Exposure of private body parts.

（5）Using telephone, fax, electronic communications, the Internet, or other devices to display, transmit, or circulate sexually explicit texts, sounds, images, photographs, or videos.

（6）Taking advantage of a person’s inability to resist to kiss, hug, or touch their buttocks, breasts, or other private body parts.

（7）Other behaviors similar to the preceding six categories.

The determination of sexual harassment shall be based on a case-by-case review that considers the context, environment, relationships, language, actions, perceptions, and other facts surrounding the incident.

Sexual harassment, as defined in Subparagraph 1, Paragraph 1, Article 12 of the Gender Equality in Employment Act, refers to conduct perpetrated by unspecified individuals in public places or venues accessible to the public. When investigating such incidents, the provisions of these Directions shall apply.

The provisions of Article 5, Article 6, and Article 12, Subparagraphs 1 and 5 of these Directions shall apply to offenses defined under Subparagraph 1, Article 2 of the Sexual Assault Crime Prevention Act.

四、本校設置處理性騷擾申訴管道：

(一) 行為人為教職員工：申訴專線電話（06-2757575轉50850）、傳真（06-2766456）、電子信箱（em50871@ncku.edu.tw）。

(二)行為人為本校學生：申訴專線電話（06-2757575轉50324、50325）、傳真（06-2766421）、電子信箱（genderncku@ncku.edu.tw）。

前項資訊並於本校網頁或適當場所公告之。

4. The University has established the following complaint platforms for sexual harassment management:

（1）If the accused is a faculty or staff member: dedicated line (06-2757575, extension 50850), fax (06-2766456), email (em50871@ncku.edu.tw).

（2）If the accused is a student of the University: dedicated line (06-2757575, extensions 50324, 50325), fax (06-2766421), email (genderncku@ncku.edu.tw).

These contact details be announced on the University’s website or in appropriate locations.

五、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) 本校應定期舉辦或鼓勵所屬人員以公假參與下列防治性騷擾之相關教育訓練，加強教職員工性別平等觀念，以防治性騷擾情事發生：

1. 所屬教職員工：

(1) 性別平等知能。

(2) 性騷擾基本概念、法令及防治。

(3) 性騷擾申訴之流程及方式。

(4)其他與性騷擾防治有關之教育。

2. 處理性騷擾事件或有管理責任之人員：

(1) 性別平等教育法、性別平等工作法及性騷擾防治法之認識與事件之處理。

(2) 覺察及辨識權力差異關係。

(3) 性騷擾事件有效之糾正及補救措施。

(4) 被害人協助及權益保障事宜。

(5)其他與性騷擾防治有關之教育。

(二)為防治性騷擾行為之發生，本校應採取適當之預防、糾正、懲處及其他措施，並確實維護當事人之隱私。

5. 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 regularly organize or encourage its members to participate in training programs on sexual harassment prevention to reduce the occurrence of sexual harassment, providing official leaves for this purpose. Such training shall involve the following:

       i.  For faculty and staff members:

• Knowledge and skills that promote gender equality.
• Fundamental concepts, legal provisions, and measures to prevent sexual harassment.
• Procedures and methods for filing sexual harassment complaints.
• Other educational topics related to sexual harassment prevention.

       ii.  For personnel responsible for handling sexual harassment incidents or those in managerial positions:

• Knowledge of the Gender Equity Education Act, Gender Equality in Employment Act, and Sexual Harassment Prevention Act, and the processes for handling incidents.
• Awareness and identification of power imbalances in relationships.
• Corrective and remedial measures for sexual harassment incidents.
• Assistance available to and protection of the rights and interests of those who experience discrimination or harassment.
• Other educational topics related to sexual harassment prevention.

（2）To prevent the occurrence of sexual harassment, the University shall adopt appropriate preventive, corrective, disciplinary, and other measures while ensuring the privacy of the parties involved.

六、本校於性騷擾事件發生當時知悉，應採取下列有效之糾正及補救措施，並注意被害人安全及隱私之維護；於性騷擾事件發生後知悉，亦應採取下列第三款之糾正及補救措施：

(一)協助被害人申訴及保全相關證據。

(二)必要時協助通知警察機關到場處理。

(三) 檢討所屬場所安全。

本校知悉所屬公共場所及公眾得出入之場所發生性騷擾事件時，得採取下列處置：

(一)尊重被害人意願，減低當事人雙方互動之機會。

(二)避免報復情事。

(三)預防、減低行為人再度性騷擾之可能。

(四)其他認為必要之處置。

本校應就所屬公共場所及公眾得出入之場所，定期檢討其空間及設施，避免性騷擾之發生。

6. Upon becoming aware or being informed of a sexual harassment incident at the time of its occurrence, the University shall take the following corrective and remedial measures, ensuring the safety and privacy of the individual harassed. If the University is informed or becomes aware of the incident after its occurrence, it shall implement the measures outlined in Subparagraph 3 of this provision:

（1）Assist the harassed individual in filing a complaint and preserving relevant evidence.

（2）Notify law enforcement authorities for intervention when necessary.

（3）Review the safety of the affected premises.

If the University becomes aware or is informed of a sexual harassment incident occurring in its public spaces or areas accessible to the public, it shall implement the following actions:

（1）Respect the wishes of the harassed individual and minimize opportunities for interaction between the involved parties.

（2）Prevent acts of retaliation.

（3）Take steps to prevent or reduce the likelihood of repeated harassment by the accused.

（4）Take other measures as necessary.

The University shall regularly evaluate the spatial arrangements and facilities of its public spaces and areas accessible to the public to prevent the occurrence of sexual harassment.

七、本校為處理本要點性騷擾事件之申訴，設性騷擾申訴評議會（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。

7. To manage complaints of sexual harassment as outlined in these Directions , the University established a Sexual Harassment Complaint Committee (hereinafter referred to as the “Committee”).

The Committee shall consist of nine members, one of whom shall serve as the convener, appointed by the President of the University who is either its Vice President or the Secretary General. The remaining members shall be appointed or designated by the President from the University’s faculty and staff, impartial members of society, and experts or scholars with expertise in gender discrimination or sexual harassment.

Women shall constitute no less than half of the committee’s total membership, and men shall constitute no less than one-third of the total membership.

The term of office for the Committee members shall be 2 years, and members may be reappointed upon the expiration of their term. If a member resigns or is unable to serve during their term, the President shall appoint or designate a replacement from the University’s faculty and staff, impartial members of society, or experts and scholars in gender discrimination or sexual harassment. The replacement member’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 on their behalf. Meetings shall require the presence of at least half the committee members to proceed, and resolutions shall be adopted with the agreement of a majority of those present. In the event of a tie, the chairperson shall cast the deciding vote.

八、性騷擾事件被害人本人或其代理人得向申評會提出申訴；申訴時行為人為本校校長者，應向臺南市政府提出。

申訴得以書面或言詞提出；其以言詞為之者，受理之人員或單位應作成紀錄，經向申訴人朗讀或使閱覽，確認其內容無誤後，由其簽名或蓋章。

前項書面或以言詞作成之紀錄，應載明下列事項：

(一)申訴人之姓名、性別、出生年月日、身分證明文件編號、服務或就學之單位與職稱、住所或居所及聯絡電話。

(二)有法定代理人者，其姓名、性別、出生年月日、身分證明文件編號、職業、住所或居所及聯絡電話。

(三)有委任代理人者，其姓名、性別、出生年月日、身分證明文件編號、職業、住所或居所及聯絡電話，並應檢附委任書。

(四)申訴之事實內容及相關證據。

(五)性騷擾事件發生及知悉之時間。

(六)申訴之年月日。

申訴書或言詞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。

提出性騷擾申訴之期限如下：

(一)屬權勢性騷擾以外之性騷擾事件者，於知悉事件發生後二年內提出申訴。但自性騷擾事件發生之日起逾五年者，不得提出。

(二)屬權勢性騷擾事件者，於知悉事件發生後三年內提出申訴。但自性騷擾事件發生之日起逾七年者，不得提出。

(三)性騷擾事件發生時被害人未成年者，得於成年後三年內提出申訴。但依前二款規定有較長之申訴期限者，從其規定。

申訴人於案件調查期間撤回申訴者，應以書面為之；申訴經撤回或依性騷擾防治法第二十一條第五項規定視為撤回申訴者，不得就同一事由再為申訴。

性騷擾事件有性騷擾防治法第十四條第五項所定下列應不予受理情形之一者，應即移送臺南市政府決定不予受理或應續行調查：

(一)當事人逾期提出申訴。

(二)申訴不合法定程式，經通知限期補正，屆期未補正。

(三)同一性騷擾事件，撤回申訴或視為撤回申訴後再行申訴。

8. The individual who experiences sexual harassment or their legal representative may file a complaint with the Committee. If the accused is the University President, the complaint shall be filed with the Tainan City Government.

Complaints may be submitted in writing or verbally. In the case of verbal complaints, the receiving personnel or office shall document the complaint, read it back to the complainant, or allow the complainant to review it to confirm its accuracy before signing or affixing a seal.

The written or verbal record of the complaint must include the following details:

（1）The complainant’s name, gender, date of birth, identification document number, affiliation (workplace or school) and position, residential or contact address, and telephone number.

（2）The name, gender, date of birth, identification document number, occupation, residential or contact address, and telephone number of the complainant’s legal representative, if applicable.

（3）The name, gender, date of birth, identification document number, occupation, residential or contact address, and telephone number, and power of attorney of the complainant’s authorized agent, if applicable.

（4）A detailed account of the facts of the complaint and any relevant evidence.

（5）The time when the sexual harassment occurred and when the University was informed or became aware of the incident.

（6）The date of the complaint (year, month, day).

If the written complaint or verbal record does not meet the requirements stipulated in the preceding paragraph but can be rectified, the complainant shall be notified to make the necessary corrections within 14 days.

The time limit for filing a sexual harassment complaint is as follows:

（1）For sexual harassment incidents other than power-based harassment, complaints must be filed within 2 years of becoming aware of the incident. If more than 5 years have elapsed since the incident occurred, the complaint shall not be reviewed.

（2）For power-based sexual harassment incidents, complaints must be filed within 3 years of becoming aware of the incident. If more than 7 years have elapsed since the incident occurred, the complaint shall not be reviewed.

（3）For incidents where the harassed individual was a minor at the time of occurrence, complaints can be filed within 3 years after the harassed individual reaches the age of majority, unless the time limits specified in the previous two subparagraphs provide a longer filing period.

If a complainant withdraws their complaint during the investigation, the withdrawal must be submitted in writing. Complaints that have been withdrawn or are deemed to have been withdrawn under Paragraph 5, Article 21 of the Sexual Harassment Prevention Act may not be refiled for the same incident.

Complaints meeting any of the following conditions specified in Paragraph 5, Article 14 of the Sexual Harassment Prevention Act shall not be reviewed and shall be referred to the Tainan City Government for determination or further investigation:

（1）The complaint was filed after the aforementioned time limits expired.

（2）The complaint did not comply with legal procedures or the complainant failed to correct their complaint within the specified timeframe after being notified to do so.

A sexual harassment incident was refiled after the initial complaint was withdrawn or deemed to have been withdrawn.

九、本校接獲性騷擾防治法第一條第二項但書所定性別平等教育法及性別平等工作法之性騷擾事件，應於接獲之日起二十日內，移送該事件之主管機關或相關權責處理單位，並副知當事人。

本校接獲性騷擾申訴而不具調查權限者，應於接獲申訴之日起十四日內查明並移送具有調查權之政府機關（構）、部隊、學校、警察機關或直轄市、縣（市）主管機關，未能查明調查單位者，應移送性騷擾事件發生地之警察機關就性騷擾申訴為調查，並以書面通知當事人及副知臺南市政府。

9. Upon receiving a report of sexual harassment as defined under Paragraph 2, Article 1 of the Sexual Harassment Prevention Act or covered by the scope of the Gender Equity Education Act or the Gender Equality in Employment Act, the University shall transfer the case to the competent authority or the relevant entity responsible for managing such cases within 20 days of receiving the report. The parties involved shall be informed accordingly.

If the University receives a sexual harassment complaint but lacks the authority to conduct an investigation, it shall identify and transfer the case to the appropriate government agency, military unit, school, police department, or municipal/county (city) authority with investigative jurisdiction within 14 days of receiving the complaint. If a responsible investigative unit cannot be identified, the case shall be transferred to the police department in the jurisdiction where the incident occurred for investigation. The University shall notify the parties involved in writing and inform the Tainan City Government accordingly.

十、申評會審議程序如下：

(一) 接獲性騷擾申訴案件，應確認是否適用性騷擾防治法、本校是否具調查權限，以及是否有不予受理之情形。召集人就受理之申訴案件，應於受理申訴或移送到達之日起七日內組成三人以上之申訴調查小組進行調查，其成員之女性代表比例不得低於二分之一，並應具備性別平等意識。

(二) 調查完成後，由申訴調查小組委員將結果作成調查報告，調查屬實者，應作成懲處建議或其他適當處理之建議；非屬實者，仍應視情節，為必要處理之建議，並經申評會審議後，移送臺南市政府辦理，其內容應包括下列事項：

1. 性騷擾事件之案由，包括當事人之敘述。

2. 調查訪談過程紀錄，包括日期及對象。

3. 申訴人、證人與相關人士、被申訴人之陳述及答辯。

4. 相關物證之查驗。

5. 性騷擾事件調查結果及處理建議。

(三) 權勢性騷擾以外之性騷擾事件，任一方當事人得以書面或言詞向臺南市政府申請調解。申評會於性騷擾事件調查程序中，獲知任一方當事人有調解意願時，應協助其向臺南市政府申請調解。

(四) 調解期間，除接獲臺南市政府通知依被害人之請求停止調查外，調查程序繼續進行。

(五) 第二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。

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

（1）Upon receiving a sexual harassment complaint, the Committee shall verify whether the case falls under the scope of the Sexual Harassment Prevention Act, whether the University has jurisdiction to investigate, and whether grounds for nonadmissibility exist. For admissible cases, the convener shall form a complaint investigation team of no fewer than three members within 7 days of receiving or being transferred the complaint. Women shall comprise no less than half of the team, and all members must possess expertise in sexual harassment and gender equality.

（2）Upon completing the investigation, the investigation team shall prepare a report outlining its findings. If the complaint is substantiated, the report shall include recommendations for disciplinary action or other appropriate measures. If the complaint is unsubstantiated, the report shall provide recommendations for necessary actions on the basis of the circumstances of the case. The report shall be submitted for deliberation to the Review Committee and forwarded to the Tainan City Government. The report shall include the following:

              i. The case details, including statements from the involved parties.

             ii. Records of the investigation process, including dates and participants.

            iii. Statements and responses from the complainant, witnesses, related individuals, and the accused.

             iv. An examination of the relevant physical evidence.

              v. Investigation findings and recommendations for handling the case.

（1）For sexual harassment cases other than power-based harassment, either party may submit a written or verbal request for mediation to the Tainan City Government. If, during the investigation, the Review Committee becomes aware that either party wishes to pursue mediation, it shall assist in submitting a mediation request to the Tainan City Government.

（2）During the mediation process, the investigation shall continue unless the Tainan City Government, upon the harassed individual’s request, directs the University to suspend the investigation.

Recommendations for disciplinary action or other measures concerning the University’s faculty and staff shall be submitted to the President for approval and referred to the appropriate office or committee for action in accordance with the relevant regulations. For individuals who are not University faculty or staff, the University shall notify their employer, affiliated organization, military unit, or school, or undertake actions pursuant to applicable laws and regulations.

十一、本校應於受理申訴或移送到達之日起二個月內完成調查；必要時，得延長一個月，並通知當事人。

11. The University shall complete any investigation within 2 months from the date the complaint is accepted or transferred. If necessary, the investigation period may be extended by 1 month, and the parties involved shall be notified accordingly.

十二、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權益；因職務或業務知悉或持有足資識別被害人身分之資訊者，除法律另有規定外，應予保密。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，並應適時通知案件辦理情形；除有詢問當事人之必要外，應避免重複詢問，並得邀請具相關學識經驗者協助。

(四)性騷擾案件之當事人或證人有權力不對等之情形時，應避免使其對質。

(五)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。

(六)於性騷擾案件申訴、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。

(七)性騷擾案件調查過程中，應視被害人之身心狀況，主動提供或轉介諮詢協談、心理輔導、法律協助、社會福利資源及其他必要之服務。必要時得要求行為人接受心理輔導、性別平等教育訓練或其他必要措施。

(八)前款所定被害人諮詢協談、心理輔導、法律協助、社會福利資源及其他必要之服務，由被害人居所地之直轄市、縣（市）主管機關提供，並得因事件個案需要，協調相關單位協助。

(九)申評會進行調查時，行為人及受邀協助調查之人或單位應予配合，並提供相關資料，不得規避、妨礙或拒絕。行為人無正當理由規避、妨礙或拒絕提供資料者，申評會應通知臺南市政府依性騷擾防治法第三十條規定辦理。

(十)申評會調查性騷擾事件，必要時，得依行政程序法第十九條規定請求警察機關協助。

(十一)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。

(十二)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。

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

（1）The investigation and review of cases shall adhere to the principles of objectivity, impartiality, and professionalism and shall be conducted in a discreet manner.

（2）Individuals involved in the handling, investigation, and adjudication processes of sexual harassment complaints shall protect the privacy and rights of the parties involved and those invited to assist with the investigation. Those who acquire or possess information sufficient to identify the harassed individual through their duties or professional roles shall maintain confidentiality unless otherwise provided by law. In case such individuals breach confidentiality, the convener may terminate their participation.

（3）The Review Committee or the investigation team may notify the parties involved and relevant individuals to attend meetings and provide explanations, ensuring that the parties have ample opportunity to present their opinions and responses. The progress of the case shall be communicated in a timely manner. To avoid unnecessary repetition, individuals shall only be questioned when necessary, and experts or individuals with relevant knowledge may be invited to assist.

（4）If power imbalances exist between the parties or witnesses in sexual harassment cases, direct confrontation between them should be avoided.

（5）For investigative purposes, investigators may prepare written documents for review by the parties involved or provide a summary, provided it does not breach confidentiality obligations.

（6）During the complaint, investigation, inquiry, or judicial proceedings related to a sexual harassment case, individuals filing complaints, lodging accusations, reporting incidents, initiating lawsuits, providing testimony, offering assistance, or engaging in any related activities shall not be subject to unjust dismissal, demotion, salary reduction, or any other infringement of their lawful rights.

（7）During the investigation of sexual harassment cases, the physical and psychological condition of the individual harassed must be considered. Proactive measures shall be taken to provide or refer the harassed individual to counseling services, psychological support, legal assistance, social welfare resources, and other necessary services. Additionally, the accused may be directed to undergo psychological counseling, gender equality education, or other necessary measures.

（8）The counseling services, psychological support, legal assistance, social welfare resources, and other necessary services mentioned in the preceding paragraph shall be provided by the competent municipal or county (city) authority in the harassed individual’s place of residence. Relevant agencies may also be contacted to coordinate assistance as required on the basis of the circumstances of the case.

（9）When the Review Committee conducts an investigation, the accused and individuals or entities invited to assist with the investigation shall cooperate and provide relevant information. They shall not evade, obstruct, or refuse to comply with the investigation. If the accused evades, obstructs, or refuses to provide information to the investigation, the Review Committee shall notify the Tainan City Government to handle the matter in accordance with Article 30 of the Sexual Harassment Prevention Act.

（10）If necessary, during the investigation of sexual harassment cases, the Review Committee may request assistance from the police in accordance with Article 19 of the Administrative Procedure Act.

（11）For cases involving violations specified under Article 25 of the Sexual Harassment Prevention Act, the individual harassed shall be informed of their right to file a complaint with the judicial authorities or report the case to the police. All necessary assistance shall be provided to the harassed individual.

When handling sexual harassment cases, if promotional materials, publications, broadcasts, television programs, Internet content, or any other media entities or individuals violate Article 10 of the Sexual Harassment Prevention Act by disclosing the harassed individual’s name or other identifying information without lawful exceptions, the Review Committee may notify the National Communications Commission or the competent municipal or county (city) authority in the harassed individual’s place of residence to address the matter in accordance with Article 26 of the same Act.

十三、性騷擾事件之調查人員於調查過程中，有下列各款情形之一者，應自行迴避：

(一)本人或其配偶、前配偶、四親等內之血親或三親等內之姻親或曾有此關係者為該事件之當事人。

(二)本人或其配偶、前配偶，就該事件與當事人有共同權利人或共同義務人之關係。

(三)現為或曾為該事件當事人之代理人、輔佐人。

(四)於該事件，曾為證人、鑑定人。

性騷擾事件之調查人員有下列各款情形之一，當事人得申請迴避：

(一)有前項所定之情形而不自行迴避。

(二)有具體事實，足認其執行調查有偏頗之虞。

前項申請，應舉其原因及事實，向申評會為之，並為適當之釋明；被申請迴避之調查人員，得提出意見書。

被申請迴避之調查人員，於申評會就該申請案件為准駁前，應停止調查工作。但有急迫情形，仍應為必要處置。

調查人員有第一項所定情形不自行迴避，且未經當事人申請迴避者，申評會應命其迴避。

13. Investigators involved in sexual harassment cases shall recuse themselves from the investigation if any of the following circumstances apply:

（1）The investigator, their spouse, former spouse, blood relatives within the fourth degree of consanguinity, or relatives by marriage within the third degree of affinity, or those who formerly held such relationships, are parties to the case.

（2）The investigator, their spouse, or former spouse shares common rights or obligations with the parties involved in the case.

（3）The investigator is currently or was previously the legal representative or assistant of a party involved in the case.

（4）The investigator has previously served as a witness or expert witness in the case.

Parties involved in a sexual harassment case may request the recusal of an investigator under the following circumstances:

（1）The investigator has failed to recuse themselves despite being subject to any of the conditions outlined in the preceding paragraph.

（2）Facts suggest a potential bias in the investigator’s handling of the investigation.

Requests for recusal must be submitted to the Review Committee with clear reasons and supporting facts. The investigator subject to the recusal request may submit a written statement of their opinion in response.

Pending the Review Committee’s decision on the recusal request, the investigator shall suspend their participation in the investigation. Nevertheless, in urgent cases, the investigator must be allowed to continue handling the investigation.

If an investigator subject to mandatory recusal under the first paragraph of this rule fails to recuse themselves and no request for recusal is made by the parties, the Review Committee shall order the investigator’s recusal.

十四、本校於知悉本校教職員工為性騷擾案件被害人時，應視其需求，協助通知調查單位依性騷擾防治法第十一條及性騷擾防治法施行細則第十一條辦理，並給予其他必要之協助。

14. When the University is informed or becomes aware that a faculty or staff member has been sexually harassed, it shall assist in notifying the investigative authority to handle the case in accordance with Article 11 of the Sexual Harassment Prevention Act and Article 11 of its Enforcement Rules on the basis of the harassed individual’s needs. Additional assistance shall also be provided as necessary.

十五、性騷擾事件行為人如有性騷擾防治法第二十五條、第二十六條第五項、第六項、第二十七條及第三十條所定情形者，由各該規定所定權責機關課予刑罰或處以罰鍰。

15. If the accused in a sexual harassment case meets the conditions specified in Articles 25, 26(5), 26(6), 27, or 30 of the Sexual Harassment Prevention Act, the competent authority specified in these provisions shall impose the prescribed penalties or fines.

十六、本校所公示之行政文書，不得揭露被害人之姓名、出生年月日、住居所及其他足資識別被害人身分之資訊。

16. Administrative documents published by the University shall not disclose the name, date of birth, residential address, or any other information sufficient to identify an individual who has been sexually harassed.

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

17. The University shall implement postcase follow-up, evaluation, and supervision to ensure the Review Committee’s resolutions are implemented and prevent similar incidents or retaliation from occurring.

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. Members of the Review Committee who are not University faculty or staff and professional personnel involved in investigations shall serve on an unpaid basis. However, they may be compensated for preparing investigation reports or attending meetings upon invitation, in accordance with relevant regulations.

十九、申評會所需經費，由本校相關預算項下支應。

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

二十、本要點未盡事宜，依性騷擾防治法暨施行細則、性騷擾防治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 Sexual Harassment Prevention Act, its Enforcement Rules, the Regulations for Sexual Harassment Prevention, 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.