Sexual harassment prevention|Information disclosure|Golden Insurance Brokers

Purpose

The Company provides the employees and job applicants with work and service environment free from sexual harassment, and take appropriate preventive, corrective, disciplinary measures, to safeguard rights, interests and privacies of the parties concerned. In particular, it has formulated these measures according to Paragraph 1, Article 3 of the Act of Gender Equality in Employment, and related provisions of the Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace promulgated by the Council of Labor Affairs, Executive Yuan.

Applicable Objects

These measures shall apply to the sexual harassments occurring between regular and non-regular employees of the Company.

The supervisors at all levels of the Company shall not commit any of the following behaviors towards their inferiors, or the following behaviors shall not happen among employees, or between employees and job applicants.

Sexual harassment means any request for sexual favor, words or acts with sexual nature or for sex discrimination, which create hostile, coercive or offensive work environment for other employees, infringe upon or disrupt others’ personal dignity or affect their job performances.

Any supervisor makes any explicit or implied sexual request to the subordinate or any job applicant, with sexual meaning or gender discrimination as a condition for conclusion, renewal, modification or delivery of any labor contract, deployment, remuneration, performance, promotion, demotion, reward or punishment.

If anyone committing sexual harassment is not an employee of the Company, the Company shall provide due protection in accordance with these measures.

The Company shall set up a committee to handle the complaints in a confidential manner and ensure the privacy of both parties.

Complaint method

The complaints about sexual harassment shall be made in writing with signature. If the complaint is verbal, the person or unit accepting the complaint shall document the complaint. After reciting or reading the complaint in front of the complainant, and confirming that the complaint is correct, the documented complaint shall be signed or sealed by the complainant. The aforementioned written complaint shall be signed or sealed by the complaint, where the following information shall be indicated:

The complaint’s name, service provider, title, address, phone number, and filing date.

Where an agent is entrusted, the complaint shall be accompanied by a power of attorney, where the agent’s name, address and phone number shall be indicated.

Facts and contents of complaints

The Company shall regularly conduct education and training on sexual harassment prevention in the workplace, reasonably plan relevant courses for sexual harassment prevention in on-the-job training or workshops, and publicly disclose relevant information in prominent places in the workplace.

The Company shall set the complaints about sexual harassments.

Complaint window: HR Department

Complaint hotline: 07-5561471#631

Email: hrm-1@mail.goldennet.com.tw

Relevant information will be publicly disclosed in a prominent area of the workplace.

Before a resolution is passed to build a committee for solving complaints about sexual harassments, the complainant or his authorized agent may withdraw the complaint in writing. Only one complaint may be filed for each matter.

The complaints set by the Company for the settling the events under Article 7 shall be handled privately and as resolved by the aforementioned committee.

The aforementioned committee shall have 5 to 11 members. Except that the head of the HR Department acts as an ex-officio member, other members shall be appointed by the General Manager in respect of specific complaints or the incumbent employees of the Company shall be designated by the General Manager as the members, among whom more than half shall be female. The General Manager shall appoint one person to be chairman of the first committee and its meetings. If the chairman cannot preside over a meeting of the committee with a reason, another member shall be appointed to chair the meeting in place of the chairman.

Those involved in the handling, investigation and resolution of sexual harassment shall keep the contents of the complaints confidential.

The chairman shall suspend the involvement of any violator. Dependent upon the case, the Company shall punish the violator, investigate related responsibilities, and remove the violator according to pertinent rules.

The complaint handling committee may hold a meeting only if with the presence of a majority of its members, and pass a resolution only if approved by a majority of members present. In case of equality between affirmative and dissenting votes, the chairman shall have the final say.

The complaint handling committee pass a resolution with reason, and make suggestions for punishments or other actions. The complainant, the counterparty and the Company shall be informed in writing of such resolution.

A complaint shall be settled within one month after its filing. When its settlement shall be postponed for one month, such postponement shall happen once only.

The complainant or the counterparty shall apply for further review within 10 days after receiving the resolution specified under Article 10 if either of them raises any objection to the resolution, and the application shall be accompanied by written explanation of the reasons. Then, the complaint handling committee shall additionally hold a meeting to solve the problem by resolution. After case settlement, no further complaint shall be filed in respect of the same matter.

For any complaint about sexual harassment which has been subject to judicial proceedings, the complaint handling committee shall resolve to temporarily postpone the investigation and resolution, and during this period, the foregoing provisions shall not apply.

If the sexual harassment is confirmed true after investigation, the Company shall, depending on the seriousness of the case, punish the complainant’s counterparty in accordance with the working rules and other relevant provisions. In case of criminal responsibility, the Company shall assist the complainant in informing the counterparty.

If the sexual harassment is confirmed to be falsely alleged after investigation, the Company shall, depending on the seriousness of the case, punish the complainant in accordance with the working rules and other relevant provisions.

The Company shall follow up on, punish, assess and supervise the sexual harassment to ensure effective implementation of punishment or measures and to avoid recurrence of an identical event or retaliation.

If any party concerned needs counselling or medical treatment, the Company shall help transfer the person to a professional counselling or medical organization after making the request.

These measures shall be implemented once approved and announced by the General Manager.