1. In order to prevent sexual harassment and protect the rights and interests of victims, Haotai Passenger Transport has formulated the Sexual Harassment Prevention and Control Complaints, Investigation and Handling Measures (hereinafter referred to as these Measures) in accordance with the provisions of Article 7 Paragraph 1 and Paragraph 2 of the Sexual Harassment Prevention and Control Act.

2. The term "sexual assault" as mentioned in these Measures refers to the crimes stipulated in Article 2 of the Sexual Assault Crime Prevention and Control Act, that is, Articles 221 to 227, 228, and 2 of the Criminal Law. Article 229, Article 332, Paragraph 2, Paragraph 2, Article 334, Paragraph 2, Article 348, Paragraph 2, Paragraph 1, and their special laws crime. Sexual harassment as mentioned in these Measures refers to, other than sexual assault crimes, sexual or gender-related behavior against others against their will, and one of the following circumstances:

(1) Taking the other person's submission or refusal of the behavior as a condition for him to obtain, lose or diminish the rights and interests related to work, education, training, services, projects and activities.

(2) By displaying or broadcasting words, pictures, sounds, images or other items, or by discriminatory or insulting words or deeds, or by other means, which damages the human dignity of others, or causes people to feel fear, hostility, or Offending situations, or inappropriately affecting the conduct of work, education, training, services, plans, activities or normal life.

3. These Measures apply to Haotai Passenger Transport’s employees whose acts of sexual assault and harassment are subject to the Sexual Harassment Prevention and Control Act. However, these Measures do not apply to those whose acts of sexual assault and sexual harassment are subject to the Gender Equality at Work Act or the Gender Equality Education Act.

4. Haotai Passenger Transport shall prevent and control the occurrence of sexual assault and harassment, establish a friendly working environment, eliminate hostile factors originating from sex or gender in the working environment, and protect employees from the threat of sexual assault and harassment.

5. Haotai Passenger Transport regularly organizes or encourages personnel to participate in education and training related to sexual assault and sexual harassment prevention every year, and reasonably plans courses related to gender equality and sexual harassment prevention in employee on-the-job training or workshops. Participants will be provided with tolerance registration and financial subsidies.

6. The channels through which Haotai Passenger Transport accepts sexual harassment complaints are as follows:

Dedicated hotline: 02-2556-9397

Fax line: 02-2556-9275

Dedicated mailbox or e-mail: howtai7080@gmail.com. After Howtai Passenger Transport accepts sexual harassment complaints, it will designate a dedicated handler to coordinate the handling.

7. When Haotai Passenger Transport becomes aware of sexual assault or harassment, it will take immediate and effective corrective and remedial measures, and pay attention to the following matters:

Protect the rights and privacy of victims. Maintenance or improvement of the safety of the field space. Punishment for perpetrators. Other prevention and improvement measures.

8. In order to accept sexual harassment complaints and investigate cases, Haotai Passenger Transport has established a Sexual Harassment Complaint Investigation Committee. The Sexual Harassment Complaint Investigation Committee shall have a chairperson who will also serve as the chairman of the meeting. If the chairman is unable to chair the meeting for some reason, he may designate another member to act on his behalf; If the investigation unit has more than two members, the proportion of female representatives shall not be less than one-half, and experts and scholars may be hired as members of the investigation unit as necessary.

During the investigation, this committee may notify the parties concerned and relevant persons to present explanations at the scene, and may invite persons with relevant knowledge and experience to assist.

9. Complaints of sexual harassment should be made in writing or verbally. If the complaint is made verbally, the person or unit that accepts the complaint shall make a record, read it to the complainant or allow him to read it, confirm that the content is correct, and then sign or seal it.

The complaint or oral record shall specify the following matters: (1) The complainant’s name, gender, age, identity card number or passport number, unit and title of service or school, residence or residence, and contact number.

(2) If there is a legal representative, his or her name, gender, age, identity card number or passport number, occupation, residence or residence, and contact number.

(3) If there is an appointed agent, his or her name, gender, age, identity card number or passport number

No., occupation, domicile or domicile, contact number, and attach a letter of appointment.

(4) The factual content of the complaint and relevant evidence.

(5) The year, month and day of the appeal.

If the complaint or verbal record does not comply with the provisions of the preceding paragraph and the circumstances can be corrected, the complainant shall be notified to make corrections within fourteen days.

10. Complaints of sexual harassment shall not be accepted if any of the following circumstances apply:

The complaint or verbal record is not supplemented or corrected within the time limit specified in Paragraph 3 of the preceding article. The investigation of the same incident has been completed and the investigation results have been reported to the parties concerned.

When Haotai Passengers files a complaint for rational harassment, it shall notify the party concerned in writing within 20 days after the complaint or transfer is received, and shall also notify the competent authority.

11. In the complaint investigation of sexual harassment incidents, the investigators shall recuse themselves under any of the following circumstances:

(1) When the person or his spouse, ex-spouse, blood relative within the fourth degree of kinship, or relative by marriage within the third degree of kinship, or someone who has had such a relationship, is a party to the incident.

(2) The person or his spouse or ex-spouse has a relationship of joint obligee or joint obligor with the party involved in the matter.

(3) Those who are or were the agents or assistants of the parties involved in the incident.

(4) Those who have been witnesses or appraisers in the incident.

If the investigator of a sexual harassment incident complaint falls into any of the following circumstances, the person concerned may apply for recusal:

(1) Those who do not evade the situation stipulated in the preceding paragraph.

(2) There are specific facts that indicate that there is a risk of bias in the execution of the investigation.

The application referred to in the preceding paragraph shall be submitted to the Sexual Harassment Complaint Investigation Committee citing the reasons and facts, and shall provide an appropriate explanation; the investigator who has been applied for recusal may submit an opinion on the application.

The investigator who has been applied for recusal should stop the investigation until the Sexual Harassment Complaint Investigation Committee refutes the application. However, if there is an emergency situation, it should still be handled as necessary.

If an investigator fails to recuse himself or herself under the circumstances specified in Paragraph 1 without the person concerned applying for recusal, the Sexual Harassment Complaint Investigation Committee shall order him to recuse himself.

12. Sexual harassment complaints should be investigated within seven days from the receipt of the complaint or the transfer of the complaint case, and the investigation should be completed within two months, which may be extended by one month if necessary.

13. Before the Sexual Harassment Complaint Investigation Committee makes a resolution, the complainant or his authorized agent may withdraw his complaint in writing; once the complaint is withdrawn, he may not file another complaint for the same reason.

14. All personnel of Haotai Passenger Transport who handle sexual harassment complaints shall keep the names of the parties concerned or other information sufficient to identify the identity, except when necessary for investigation or based on public safety considerations. For those who violate the rules, the chairman shall terminate their participation. Haotai Passenger Transport may, depending on the circumstances and in accordance with relevant regulations, punish and investigate the relevant responsibilities, and terminate their selection and employment.

15. The Sexual Harassment Complaints Investigation Committee can meet only if more than half of the members are present, and can make a resolution only with the consent of more than half of the members present. Whether there is an equal number depends on the chairman.

16. When Haotai Passenger Transport investigates sexual harassment incidents, it shall follow the following investigation principles:

Investigations of sexual harassment incidents should be conducted in a non-disclosure manner and the privacy and personal interests of the parties concerned should be protected. Investigations of sexual harassment incidents should adhere to the principles of objectivity, impartiality, and professionalism, and give parties involved the opportunity to fully state their opinions and respond. If the victim's statement is clear and questioning is no longer necessary, repeated questioning should be avoided. In the investigation of sexual harassment incidents, the parties concerned and related persons may be notified to attend the scene to explain, and persons with relevant knowledge and experience may be invited to assist. When there is a power imbalance between parties or witnesses in sexual harassment incidents, confrontation with them should be avoided. Due to the necessity of the investigation, the investigators may, within the scope of not violating the obligation of confidentiality, prepare additional written materials and provide them to the parties for review or provide the gist of the information. All personnel who handle sexual harassment incidents shall keep the names or other identifying information of the parties confidential, unless necessary for investigation or based on public safety considerations. During the investigation of sexual harassment incidents, we may proactively refer or provide psychological counseling and legal assistance depending on the physical and mental conditions of the parties concerned. There shall be no undue differential treatment for persons who complain, complain, report, file lawsuits, testify, provide assistance or otherwise participate in sexual harassment complaints, investigations, investigations or hearing procedures.

17. Haotai Passenger Transport shall notify the parties concerned and the Social Affairs Bureau of the Taipei City Government in writing of the results of the investigation and handling of sexual harassment incidents.

The written notification should include the reasons for the outcome, that the time limit for re-appeal is 30 days from the day after the investigation notice is received, and that the re-appeal agency is the Taipei City Sexual Harassment Prevention and Control Commission.

18. If sexual assault or harassment is found to be true after investigation, Haotai Passenger Transport shall, depending on the severity of the case, give appropriate punishment to the offender, such as admonishment, demerit recording, transfer, demotion, salary reduction, etc., and shall also track, assess and supervise the offender. , to avoid sexual assault, sexual harassment or retaliation from happening again.

19. Employees or heads of organizations of Haotai Passenger Transport take advantage of the performance of their duties to sexually assault or harass others. If the victim requests appropriate sanctions to restore his reputation in accordance with the second paragraph of Article 9, Paragraph 2 of the Sexual Harassment Prevention and Control Act, The employee and the person in charge of the organization shall provide appropriate assistance when taking appropriate measures to restore the victim's reputation.

20. These regulations also apply to sexual harassment incidents that occur among personnel receiving services at Haotai Passenger Transport. Even if the unit does not belong to the perpetrator, when receiving a complaint of sexual harassment, it should still take appropriate emergency measures and transfer the complaint and relevant information to the Social Affairs Bureau of the Taipei City Government within seven days.

21. These regulations will be implemented after approval and announcement by Haotai Passenger Transport, and the same will apply when revised.