Ningxia No. 2 Hotel
Guidelines for the Prevention, Complaint, and Investigation of Sexual Harassment
1. In order to prevent sexual harassment and protect the rights and interests of victims, these Guidelines for the Prevention, Complaint, and Investigation of Sexual Harassment (hereinafter referred to as “these Guidelines”) are established in accordance with Paragraphs 1 and 2 of Article 7 of the Sexual Harassment Prevention Act.
2. The term sexual assault crime referred to in these Guidelines means the crimes specified in Article 2 of the Sexual Assault Crime Prevention Act, including Articles 221 to 227, 228, 229, Subparagraph 2 of Paragraph 2 of Article 332, Subparagraph 2 of Article 334, Subparagraph 1 of Paragraph 2 of Article 348 of the Criminal Code, and offenses under related special laws.
The term sexual harassment referred to in these Guidelines means any conduct related to sex or gender, other than sexual assault crimes, that is carried out against another person’s will and falls under one of the following circumstances:
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Making a person’s submission to or rejection of such conduct a condition for gaining, losing, or impairing rights or benefits related to work, education, training, services, programs, or activities.
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Displaying or transmitting text, images, sounds, videos, or other materials; engaging in discriminatory or insulting speech or conduct; or using other means that harm another person’s dignity, create fear, hostility, or offense, or improperly affect their work, education, training, services, programs, activities, or normal life.
3. These Guidelines apply to sexual harassment acts committed by employees or service recipients that fall under the Sexual Harassment Prevention Act. However, cases that should be handled under the Act of Gender Equality in Employment or the Gender Equity Education Act shall not be governed by these Guidelines.
4. These Guidelines aim to prevent sexual harassment, establish a friendly work or business environment, eliminate hostility arising from sex or gender within such environments, and protect employees or service recipients from the threat of sexual harassment.
5. The organization shall regularly conduct or encourage participation in sexual harassment prevention training each year, and reasonably incorporate gender equality and sexual harassment prevention courses into employee training programs or workshops. Participants shall be granted official leave registration and financial subsidies.
6. Channels for receiving sexual harassment complaints are as follows:
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Hotline: +886-2-2557-5379 ext. 367
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Fax: +886-2-2557-5382
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Dedicated email: vonehoteltaipei@gmail.com
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Designated contact person/unit: Executive Assistant Li
Upon receiving a complaint, a designated person or unit will be assigned to coordinate handling.
7. Upon becoming aware of a sexual harassment incident, immediate and effective corrective and remedial measures shall be taken, including:
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Protecting the rights and privacy of the victim.
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Maintaining or improving safety within the relevant premises.
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Disciplining the perpetrator.
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Implementing other preventive and improvement measures.
8. To handle sexual harassment complaints and investigations, if the organization has 30 or more members or employees, an investigation unit shall be formed when processing complaints. The unit shall consist of at least two members, with female representation not less than one-half. Experts or scholars may be invited if necessary.
A standing Sexual Harassment Complaint Investigation Committee may also be established, chaired by a Chief Commissioner. If the Chair is unable to preside, another member may be designated. The committee shall also meet the female representation requirement and may invite experts or scholars.
The investigation unit or committee may summon parties and related persons to provide statements and may seek assistance from qualified professionals.
9. Complaints may be submitted in writing or verbally. Verbal complaints shall be documented by the receiving personnel, read aloud or presented to the complainant for confirmation, and signed or stamped.
The complaint record shall include:
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Name, gender, age, ID/passport number, affiliated unit and position, address/residence, and contact number of the complainant.
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Details of the legal representative (if applicable).
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Details of the authorized agent (if applicable), along with a letter of authorization.
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Facts of the complaint and related evidence.
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Date of complaint submission.
If deficiencies can be corrected, the complainant shall be notified to rectify within 14 days.
For minors, complaints must be jointly submitted by both parents in accordance with the Administrative Procedure Act and Civil Code.
10. Complaints shall not be accepted if:
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Required corrections are not completed within the prescribed period.
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The same incident has already been investigated and the result has been notified.
A written notice of non-acceptance shall be issued within 20 days and copied to the competent authority.
11. Investigators must recuse themselves if:
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They or their spouse/former spouse or close relatives are involved.
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They have shared rights or obligations with a party.
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They have served as an agent, assistant, witness, or expert in the case.
Parties may request recusal with stated reasons and supporting facts. The investigator shall suspend duties pending the committee’s decision, except in urgent situations.
12. Investigations shall begin within 7 days of receiving the complaint and be completed within 2 months, extendable by 1 month if necessary.
13. The complainant or authorized agent may withdraw the complaint in writing before a resolution is made. Once withdrawn, the same matter may not be re-filed.
14. All personnel handling complaints must keep confidential any identifying information of the parties unless necessary for investigation or public safety. Violations may result in termination of participation and disciplinary action.
15. Meetings require attendance of more than half of the committee members or investigators, and resolutions require majority approval. In case of a tie, the Chair shall decide.
16. Investigation principles include:
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Conducting investigations privately and protecting privacy and dignity.
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Maintaining objectivity, fairness, and professionalism.
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Avoiding repeated questioning when unnecessary.
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Allowing parties to present statements and defenses.
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Avoiding confrontation when there is unequal power.
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Providing psychological counseling or legal assistance if needed.
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Prohibiting retaliation or unfair treatment against participants in the process.
17. Investigation results shall be notified in writing to the parties and the Taipei City Sexual Harassment Prevention Committee. Notices shall include findings, reasons, appeal deadlines (within 30 days), and the appeal authority.
Relevant documents shall also be submitted to the Taipei City authority.
18. If sexual harassment is substantiated, appropriate disciplinary measures such as reprimand, demerit, transfer, demotion, or salary reduction shall be imposed, along with follow-up supervision to prevent recurrence or retaliation.
19. If an employee or responsible person commits harassment while performing duties, and the victim requests restoration of reputation under the law, the organization shall assist in providing appropriate remedies.
20. These Guidelines also apply to harassment incidents among service recipients. Even if the perpetrator does not belong to the organization, emergency measures shall be taken and the case shall be referred to the Taipei City Department of Social Welfare within 7 days.
21. These Guidelines shall take effect upon approval; the same applies to any amendments.