性侵害犯罪加害人之各項處遇措施 5
聯邦
1994 Jacob Wetterling Crimes Against Children and Sexually Violent Offender Registration Act
法案(任意性)
要求各州建立性犯罪者登記資料庫與公開訊息
1996修正為強制性法案
2006 The Adam Walsh Child Protection an Safety Act(= The Sex Offender Registration and Notification Act)--截至2010年僅有4州有能力配合執行
FBI應負責建置全國性電腦資料庫NSOR
www.fbi.gov/scams-safety/registry
法案重點:
1.登記報到制度:
將性犯罪者分三級。
2.公告制度:
3.住所地選擇之限制: Residence Restrictions
嚴重產生流放現象。佛州性罪犯無家可歸:群據於陸橋底下。
4.網路使用之限制( Internet Bans)
法案引發之憲法爭議:
1.雙重處罰
2.違反人權法案之禁止酷刑原則( Cruel and Unusual Punishment)
無理由之終身監禁
3.正當程序Due Process
4.明確性原則
佛州:2005.9.1 Jessica Lunsford Act -HB 1877
(一)密集監督(二)double registration requirements(雙重註冊)(三)自動成立第三級重罪機制
加州:2006.11.07第83號提案,住居範圍之限制
note參考資料:陳佑杰,美國新近對於性侵害犯的監管與治療措施-潔西卡法案(Jessica's Law)之簡介,p3-4,法務通訊,第2537期,100.3.31
陳佑杰,美國新近對於性侵害犯的監管與治療措施-談梅根法案之過去、現在與將來,p3-4,法務通訊,第2564期,100.10.06
性侵害犯罪加害人之各項處遇措施 1
http://wanliyang.blogspot.com/2010/04/blog-post.html
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
Wanli Yang
2010.10.29 Sat.
K.H.
2011年5月6日 星期五
2010年7月10日 星期六
性別平等教育法 Gender Equity Education Act
Gender Equity Education Act 2004.06.23( Taiwan)
性別平等教育法
修正日期 民國 99 年 05 月 26 日
Chapter 1 General Provisions
第 一 章 總則
Article 1
This Act is prescribed in order to promote substantive gender equality, eliminate gender discrimination, uphold human dignity, and improve and establish education resources and environment of gender equality.
For matters not set forth in this Act, the relevant provisions of other laws shall govern.
第 1 條 為促進性別地位之實質平等，消除性別歧視，維護人格尊嚴，厚植並建立性別平等之教育資源與環境，特制定本法。
本法未規定者，適用其他法律之規定。
Article 2
The following terms that appear in this Act are hereby defined:
1. Gender equity education: to eliminate gender discrimination and promote substantive gender equality through education.
2. School: public and private schools of all levels.
3. Sexual assault: any sexual offense defined by the Sexual Assault Prevention Act
4. Sexual harassment: cases described by the following and do not constitute as sexual assaults:
i) Unwelcome remarks or conducts that carry explicitly or implicitly a sexual or gender discriminating connotation and thereby adversely affect the other party's human dignity, or the opportunity or performance of her or his learning or work.
ii) A conduct of sexual or gendered nature that is served as the condition for oneself or others to gain or lose rights or interests in learning or work.
5. Sexual assault or sexual harassment on campus: sexual assault or sexual harassment that involves the school principal, faculty, staff or student as one party and student as the other party.
第 2 條 本法用詞定義如下：
一、性別平等教育：指以教育方式消除性別歧視，促進性別地位之實質平等。
二、學校：指公私立各級學校。
三、性侵害：指性侵害犯罪防治法所稱性侵害犯罪之行為。
四、性騷擾：指符合下列情形之一，且未達性侵害之程度者：
(一) 以明示或暗示之方式，從事不受歡迎且具有性意味或性別歧視之言詞或行為，致影響他人之人格尊嚴、學習、或工作之機會或表現者。
(二) 以性或性別有關之行為，作為自己或他人獲得、喪失或減損其學習或工作有關權益之條件者。
五、校園性侵害或性騷擾事件：指性侵害或性騷擾事件之一方為學校校長、教師、職員、工友或學生，他方為學生者。
Article 3
The term competent authority used in this Act is referred to the Ministry of Education at the central government level, the municipal government at the municipal level, and the county or city government at the county or city level.
第 3 條 本法所稱主管機關：在中央為教育部；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
Article 4 The central competent authority shall establish a gender equity education committee whose tasks include:
1. Draft laws, regulations, policies and annual projects related to gender equity education at national level;
2. Coordinate and integrate related resources, assist and fund the regional competent authority and schools and social education institutions under its jurisdiction in order to implement and develop gender equity education;
3. Supervise and evaluate gender equity-related activities carried out by the regional competent authority, schools and social education institutions under its jurisdiction under its jurisdiction;
4. Promote research and development of curricula, teaching, and assessments on gender equity education and related issues;
5. Plan and implement gender equity education personnel training programs;
6. Provide consultation services related to gender equity education, and investigate and handle cases pertinent to this Act;
7. Promote gender equity in family education and social education at national level;
8. Other matters related to gender equity education at national level.
第 4 條 中央主管機關應設性別平等教育委員會，其任務如下：
一、研擬全國性之性別平等教育相關法規、政策及年度實施計畫。
二、協調及整合相關資源，協助並補助地方主管機關及所主管學校、社教機構落實性別平等教育之實施與發展。
三、督導考核地方主管機關及所主管學校、社教機構性別平等教育相關工作之實施。
四、推動性別平等教育之課程、教學、評量與相關問題之研究與發展。
五、規劃及辦理性別平等教育人員之培訓。
六、提供性別平等教育相關事項之諮詢服務及調查、處理與本法有關之案件。
七、推動全國性有關性別平等之家庭教育及社會教育。
八、其他關於全國性之性別平等教育事務。
Article 5
The competent authority of the municipal government at municipal level and the county or city government at county or city level shall establish a gender equity education committee whose tasks include:
1 Draft regional laws and regulations, policies and annual projects related to gender equity education;
2. Coordinate and integrate related resources, assist and fund the regional competent authority and schools and social education institutions under its jurisdiction in order to implement and develop gender equity education;
3. Supervise and evaluate gender equity-related activities carried out by schools and social education institutions under its jurisdiction;
4. Promote research on curricula, teaching, and assessments on gender equity education and related issues;
5. Provide schools and social education institutions under its jurisdiction consultation service related to gender equity education, and investigate and handle cases pertinent to this Act;
6. Implement in-service education programs for faculty and personnel in schools under its jurisdiction;
7. Promote gender equity in family education and social education;
8. Other regional matters related to gender equity education.
第 5 條 直轄市、縣 (市) 主管機關應設性別平等教育委員會，其任務如下：
一、研擬地方之性別平等教育相關法規、政策及年度實施計畫。
二、協調及整合相關資源，並協助所主管學校、社教機構落實性別平等教育之實施與發展。
三、督導考核所主管學校、社教機構性別平等教育相關工作之實施。
四、推動性別平等教育之課程、教學、評量及相關問題之研究發展。
五、提供所主管學校、社教機構性別平等教育相關事項之諮詢服務及調查、處理與本法有關之案件。
六、辦理所主管學校教育人員及相關人員之在職進修。
七、推動地方有關性別平等之家庭教育及社會教育。
八、其他關於地方之性別平等教育事務。
Article 6
The school shall establish a gender equity education committee whose tasks include:
1. Integrate related resources in various departments of the school, draft gender equity education projects, and implement and examine the results of the projects;
2. Plan and implement activities related to gender equity education for students, staff, faculty, and parents;
3. Research, develop and promote courses, teaching, and assessments on gender equity education;
4. Draft and implement regulations on gender equity education and prevention of sexual assault and sexual harassment on campus, establish mechanisms to coordinate and integrate related resources;
5. Investigate and handle cases pertinent to this Act;
6. Plan and establish a safe and gender-fair campus;
7. Promote gender equity in family education and social education at community level;
8. Other matters related to gender equity at school or community level.
第 6 條 學校應設性別平等教育委員會，其任務如下：
一、統整學校各單位相關資源，擬訂性別平等教育實施計畫，落實並檢視其實施成果。
二、規劃或辦理學生、教職員工及家長性別平等教育相關活動。
三、研發並推廣性別平等教育之課程、教學及評量。
四、研擬性別平等教育實施與校園性侵害及性騷擾之防治規定，建立機制，並協調及整合相關資源。
五、調查及處理與本法有關之案件。
六、規劃及建立性別平等之安全校園空間。
七、推動社區有關性別平等之家庭教育與社會教育。
八、其他關於學校或社區之性別平等教育事務。
Article 7
The gender equity education committee of the central competent authority shall consist of seventeen to twenty-three members, who shall serve for specific terms. The Minister of Education shall be chair of the committee. At least half of the committee members shall be women. Experts, scholars, NGO/NPO representatives and practitioners from fields related to gender equity education shall make up at least two-thirds of the committee members.
The aforesaid committee shall hold at least one meeting every three months, and appoint staffer(s) ad hoc to handle related matters. Matters regarding the organization and meetings of the committee and other related affairs shall be prescribed by the central competent authority.
第 7 條
中央主管機關之性別平等教育委員會，置委員十七人至二十三人，採任期制，以教育部部長為主任委員，其中女性委員應占委員總數二分之一以上；性別平等教育相關領域之專家學者、民間團體代表及實務工作者之委員合計，應占委員總數三分之二以上。
前項性別平等教育委員會每三個月應至少開會一次，並應由專人處理有關業務；其組織、會議及其他相關事項，由中央主管機關定之。
Article 8
The gender equity education committee of the municipal government and county or city level shall consist of nine to twenty-three members, who shall serve specific terms. The mayor of the municipality, the magistrate of the county or the mayor of the city government shall be chair of the committee. At least half of the committee members shall be women. Experts, scholars, NGO/NPO representatives and practitioners from fields related to gender equity education shall make up at least one-third of the committee members.
The aforesaid committee shall hold at least one meeting every three months, and appoint staffer(s) ad hoc to handle related matters. Matters regarding the organization and meetings of the committee and other related affairs shall be prescribed by the competent authorities at municipal, or county or city level.
第 8 條 直轄市、縣 (市) 主管機關之性別平等教育委員會，置委員九人至二十三人，採任期制，以直轄市、縣 (市) 首長為主任委員，其中女性委員應占委員總數二分之一以上；性別平等教育相關領域之專家學者、民間團體代表及實務工作者之委員合計，應占委員總數三分之一以上。
前項性別平等教育委員會每三個月應至少開會一次，並應由專人處理有關業務；其組織、會議及其他相關事項，由直轄市、縣 (市) 主管機關定之。
Article 9
The gender equity education committee of the school shall consist of five to twenty-one members, who shall serve specific terms. The school principal or president shall be chair of the committee, and at least one half of the committee members shall be women. Representatives of faculty, staff, parents, students, and experts with gender equity consciousness, and scholars from fields related to gender equity education may be invited to be committee members.
The aforesaid committee shall hold at least one meeting every three months, and appoint staffer or teacher ad hoc to handle related matters. Matters regarding the organization and meetings of the committee, and other related affairs shall be prescribed by the school.
第 9 條
學校之性別平等教育委員會，置委員五人至二十一人，採任期制，以校長為主任委員，其中女性委員應占委員總數二分之一以上，並得聘具性別平等意識之教師代表、職工代表、家長代表、學生代表及性別平等教育相關領域之專家學者為委員。
前項性別平等教育委員會每學期應至少開會一次，並應由專人處理有關業務；其組織、會議及其他相關事項，由學校定之。
Article 10 The competent authority at central, municipal, county or city shall designate budgeting in accordance with all the projects planned by its gender equity education committee.
第 10 條 中央、直轄市、縣 (市) 主管機關及學校每年應參考所設之性別平等教育委員會所擬各項實施方案編列經費預算。
Article 11
The competent authority shall supervise schools, social education institutions, or institutions under its jurisdiction to carry out tasks pertinent to gender equity education, as well as provide assistance where necessary. Those who accomplish significant achievements shall be awarded, whereas those who have substandard achievements shall be corrected and supervised for improvement.
第 11 條 主管機關應督導考核所主管學校、社教機構或下級機關辦理性別平等教育相關工作，並提供必要之協助；其績效優良者，應給予獎勵，績效不良者，應予糾正並輔導改進。
Chapter 2 Learning environment and resources
第 二 章 學習環境與資源
Article 12
The school shall provide a gender-fair learning environment and establish a safe campus environment.
The school shall respect the gender temperaments and sexual orientation of students, faculty and staff.
The school shall erect regulations to implement gender equity education, and promulgate them.
第 12 條
學校應提供性別平等之學習環境，建立安全之校園空間。
學校應尊重學生與教職員工之性別特質及性傾向。
學校應訂定性別平等教育實施規定，並公告周知。
Article 13
The school shall not discriminate against prospective students and their admission acceptance on the basis of their gender or sexual orientation. This dose not apply to schools, classes and curricula with historical tradition, special education missions, or other non-gender related reasons, upon the approval of the competent authority.
第 13 條 學校之招生及就學許可不得有性別或性傾向之差別待遇。但基於歷史傳統、特定教育目標或其他非因性別因素之正當理由，經該管主管機關核准而
設置之學校、班級、課程者，不在此限。
Article 14
The school shall not discriminate against students on the basis of their gender or sexual orientation in its teaching, activities, assessments, award and punishment, welfare and services. This does not apply to matters only suitable for specific gender.
The school shall affirmatively provide assistance to students who are disadvantaged due to their gender or sexual orientation in order to improve their situation.
The school shall affirmatively protect rights to education of pregnant students, as well as provide assistance where necessary.
第 14 條
學校不得因學生之性別或性傾向而給予教學、活動、評量、獎懲、福利及服務上之差別待遇。但性質僅適合特定性別者，不在此限。
學校對因性別或性傾向而處於不利處境之學生應積極提供協助，以改善其處境。
學校應積極維護懷孕學生之受教權，並提供必要之協助。
Article 15 Gender equity education shall be included in pre-service training of staff members, orientation training of new staff members, in-service education program and preparation program for educational administrators, the same in professional teacher training programs in colleges and universities.
第 15 條 教職員工之職前教育、新進人員培訓、在職進修及教育行政主管人員之儲訓課程，應納入性別平等教育之內容；其中師資培育之大學之教育專業課，應有性別平等教育相關課程。
Article 16
At least one-third of members of Staff Appraisal Committee, Grievance Review Committee, and Faculty Evaluation Committee at the school level, as well as the Faculty Grievance Review Committee of the competent authority at the central, municipal and county or city level, shall consist of either sex. This requirement need not apply to schools whose number of faculty members of either sex is lower than one-third of the total number of Faculty Evaluation Committee members.
The school and competent authority shall complete reorganization of committees according to the aforesaid regulations within one year from the effective date of this Act.
第 16 條 學校之考績委員會、申訴評議委員會、教師評審委員會及中央與直轄市、 縣 (市) 主管機關之教師申訴評議委員會之組成，任一性別委員應占委員總數三分之一以上。但學校之考績委員會及教師評審委員會因該校任一性別教師人數少於委員總數三分之一者，不在此限。
學校或主管機關相關組織未符合前項規定者，應自本法施行之日起一年內完成改組。
Chapter 3 Curriculum, teaching materials and instruction
第 三 章 課程、教材與教學
Article 17
The school shall design curriculum and activities to encourage students to develop their potential and shall not discriminate students on the basis of their gender.
Elementary and junior high schools, in addition to integrating gender equity education into their curriculum, shall provide at least four hours of courses or activities on gender equity education each semester.
Senior high schools shall integrate gender equity education in their curriculum, the same as the five-year junior colleges in the first three years of their curriculum.
Universities and colleges shall offer a wide range of courses on gender studies.
Schools shall develop course planning and assessment methods in accordance to principles of gender equity education.
第 17 條 學校之課程設置及活動設計，應鼓勵學生發揮潛能，不得因性別而有差別待遇。
國民中小學除應將性別平等教育融入課程外，每學期應實施性別平等教育相關課程或活動至少四小時。
高級中等學校及專科學校五年制前三年應將性別平等教育融入課程。
大專校院應廣開性別研究相關課程。
學校應發展符合性別平等之課程規劃與評量方式。
Article 18 The compilation, composition, review and selection of course materials shall comply with the principles of gender equity education. The content of teaching materials shall present fairly on the historical contributions, life experiences of both sexes, and diverse gender perspectives. .
第 18 條 學校教材之編寫、審查及選用，應符合性別平等教育原則；教材內容應平衡反映不同性別之歷史貢獻及生活經驗，並呈現多元之性別觀點。
Article 19
When using teaching materials and engaging in educational activities, teachers shall maintain gender equity consciousness, eliminate gender stereotypes, and avoid gender prejudice and discrimination.
Teachers shall encourage students to take courses in fields that are not traditionally affiliated with their gender.
第 19 條 教師使用教材及從事教育活動時，應具備性別平等意識，破除性別刻板印象，避免性別偏見及性別歧視。
教師應鼓勵學生修習非傳統性別之學科領域。
Chapter 4 Prevention and handling of sexual assault and sexual harassment on campus
第 四 章 校園性侵害或性騷擾之防治
Article 20
The central competent authority shall prescribe regulations to prevent and handle sexual assault or sexual harassment on campus. Such regulations shall contain campus safety plans, matters needing attention regarding instruction and interpersonal interaction on and off campus, and handling mechanisms, procedures, and relief for a case of sexual assault or sexual harassment on campus.
The school shall prescribe and promulgate prevention and handling regulations for the aforesaid regulations.
第 20 條
為預防與處理校園性侵害或性騷擾事件，中央主管機關應訂定校園性侵害或性騷擾之防治準則；其內容應包括學校安全規劃、校內外教學與人際互動注意事項、校園性侵害或性騷擾之處理機制、程序及救濟方法。
學校應依前項準則訂定防治規定，並公告周知。
Article 21
In its handling of a campus sexual assault or sexual harassment case, the school or competent authority shall fulfill its report responsibility in accordance to pertinent laws and regulations. The school or competent authority shall turn over the case to its gender equity education committee for investigation and handling.
第 21 條 學校或主管機關處理校園性侵害或性騷擾事件，除依相關法律或法規規定通報外，並應將該事件交由所設之性別平等教育委員會調查處理。
Article 22
In its handling of campus sexual assault or sexual harassment cases, the school or competent authority shall be objective, fair and professional, allowing both involved parties sufficient opportunities to make their statement and plea. Repeated interrogation shall be avoided.
The party's and offense-reporter's name and other information that may lead to personal identification shall be kept confidential, except for investigation necessity or public safety concerns.
第 22 條
學校或主管機關調查處理校園性侵害或性騷擾事件時，應秉持客觀、公正、專業之原則，給予雙方當事人充分陳述意見及答辯之機會。但應避免重複詢問。
當事人及檢舉人之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者外，應予保密。
Article 23
In its handling of a campus sexual assault or sexual harassment case, the school or competent authority shall deploy necessary measures for the protection of the involved party's rights to education or work.
第 23 條 學校或主管機關於調查處理校園性侵害或性騷擾事件期間，得採取必要之處置，以保障當事人之受教權或工作權。
Article 24
In its handling a campus sexual assault or harassment case, the school or competent authority shall inform the victim or his or her guardian of his or her rights and relief, or refer him or her to related institutions. Psychological counseling, protection measures or other assistance shall be provided where necessary.
第 24 條 學校或主管機關處理校園性侵害或性騷擾事件，應告知被害人或其法定代理人其得主張之權益及各種救濟途徑，或轉介至相關機構處理，必要時，應提供心理輔導、保護措施或其他協助。
Article 25
Once a campus sexual assault and harassment case has been investigated and established, the school or competent authority shall impose punishment on the offender, or transfer him or her to other authority institutes for punishment in accordance to pertinent laws or regulations.
In its punishment of a sexual harassment offender, the school, competent authority or other authority institute may impose one or more of the followings on the offender:
1. Apologize to the victim upon the consent of the victim or his or her guardian;
2. Attend eight hours of courses on gender equity education;
3. Receive psychological counseling;
4. Prescribe other measures that comply with educational purposes.
In the case of the punishment in the first paragraph, the offender shall be allowed an opportunity to make a written statement when his or her status is changed.
第 25 條
校園性侵害或性騷擾事件經學校或主管機關調查屬實後，應依相關法律或法規規定自行或將加害人移送其他權責機關懲處。
學校、主管機關或其他權責機關為性騷擾事件之懲處時，並得命加害人為下列一款或數款之處置：
一、經被害人或其法定代理人之同意，向被害人道歉。
二、接受八小時之性別平等教育相關課程。
三、接受心理輔導。
四、其他符合教育目的之措施。
第一項懲處涉及加害人身分之改變時，應給予其書面陳述意見之機會.
Article 26
During the investigation of a campus sexual assault or sexual harassment case, the school or competent authority may make public a description of pertinent matters, handling methods, and principles where necessary. After the case has been closed and upon the approval of the victim or his or her guardian, the school or competent authority may also make public whether the case is established, the type of the case, and handling method of the case. Party names and other information that may lead to their identification shall not be revealed.
。
第 26 條
學校或主管機關調查校園性侵害或性騷擾事件過程中，得視情況就相關事項、處理方式及原則予以說明，並得於事件處理完成後，經被害人或其法定代理人之同意，將事件之有無、樣態及處理方式予以公布。但不得揭露當事人之姓名或其他足以識別其身分之資料。
Article 27
The school or competent authority shall establish a database on cases of sexual assault or sexual harassment on campus, as well as profiles of offenders.
When the aforesaid offender transfers to another school for studies or employment, the former competent authority and the school where the offender worked or studied shall notify the new school where the offender works or studies within one month from the date of knowing such transfer.
The notified school shall keep track of the offender and provide counseling where necessary. The school shall not reveal the offender's name or other information that may lead to his or her identification without legitimate reason.
第 27 條
學校或主管機關應建立校園性侵害或性騷擾事件及加害人之檔案資料。
前項加害人轉至其他學校就讀或服務時，主管機關及原就讀或服務之學校應於知悉後一個月內，通報加害人現就讀或服務之學校。
接獲前項通報之學校，應對加害人實施必要之追蹤輔導，非有正當理由，並不得公布加害人之姓名或其他足以識別其身分之資料。
Chapter 5 Application for investigation and relief
第 五 章 申請調查及救濟
Article 28
When the school violates regulations in this Act, the victim or his or her guardian may apply for an investigation to the competent authority supervising the school. The victim of a campus sexual assault or sexual harassment or his or her guardian may apply for an investigation in writing to the offender's school. If the offender is the head of the school, the investigation application shall be made to the competent authority supervising the school.
Anyone with the knowledge of the events mentioned in the preceding two paragraphs may report them to the school or competent authority according to prescribed procedures.
第 28 條
學校違反本法規定時，被害人或其法定代理人得向學校所屬主管機關申請調查。
校園性侵害或性騷擾事件之被害人或其法定代理人得以書面向行為人所屬學校申請調查。但學校之首長為加害人時，應向學校所屬主管機關申請調查。
任何人知悉前二項之事件時，得依其規定程序向學校或主管機關檢舉之。
Article 29
After receiving an application for investigation or an offense report, the school or competent authority shall send a written notification to the applicant or offense-reporter within twenty days to notify him or her whether the application is accepted.
The school or competent authority shall reject the application or offense report if one of the followings applies:
1. Events not prescribed in the regulations of this Act;
2. Applicants or offense-reporters who do not provide their real names;
3. A case that has already been handled and closed.
The notification in the preceding paragraph shall explain the reason of its rejection in writing.
If the applicant or offense-reporter does not receive a notification of application acceptance or rejection within the time frame mentioned in the first paragraph may reapply in writing to the school or competent authority within twenty days from the date following the notification is received. .
第 29 條
學校或主管機關於接獲調查申請或檢舉時，應於二十日內以書面通知申請人或檢舉人是否受理。
學校或主管機關於接獲調查申請或檢舉時，有下列情形之一者，應不予受理：
一、非屬本法所規定之事項者。
二、申請人或檢舉人未具真實姓名。
三、同一事件已處理完畢者。
前項不受理之書面通知，應敘明理由。
申請人或檢舉人於第一項之期限內未收到通知或接獲不受理通知之次日起
二十日內，得以書面具明理由，向學校或主管機關申復。
Article 30
After receiving an application or offense report mentioned in the first paragraph of the preceding Article, the school or competent authority shall turn over the case to its Gender Equity Education Committee within three days for investigation and handling, except when the second paragraph of the preceding Article applies.
The Gender Equity Education Committee of the school or competent authority may form an investigation team for the aforesaid case.
Members of the aforesaid team shall have gender equity consciousness, and more than half of members shall be women. Part of the members may be invited from outside the school when necessary. At least one-third of the investigation team at the school level and at least one half at the competent authority level shall be composed of experts or scholars specialized in the investigation of such cases. The investigation team shall include representative(s) of the applicant's school when the two parties of the case belong to different schools.
When the Gender Equity Education Committee or investigation team carries an investigation according to the regulations prescribed by this Act, the offender, applicant and persons or offices who are invited to assist the investigation shall cooperate and provide pertinent information.
Pertinent regulations in the Administrative Procedure Law regarding jurisdiction, transfer, avoidance, service and rectification shall be applied or applies mutatis mutandis in this Act.
The Gender Equity Education Committee shall not be affected by the judicial procedures of the case in its investigation and handling of a case.
The Gender Equity Education Committee shall take into account the difference in power between the two parties in its investigation and handling of a case.
第 30 條
學校或主管機關接獲前條第一項之申請或檢舉後，除有前條第二項所定事由外，應於三日內交由所設之性別平等教育委員會調查處理。
學校或主管機關之性別平等教育委員會處理前項事件時，得成立調查小組調查之。
前項小組成員應具性別平等意識，女性人數比例，應占成員總數二分之一以上，必要時，部分小組成員得外聘。處理校園性侵害或性騷擾事件所成立之調查小組，其成員中具性侵害或性騷擾事件調查專業素養之專家學者之人數比例於學校應占成員總數三分之一以上，於主管機關應占成員總數二分之一以上；雙方當事人分屬不同學校時，並應有申請人學校代表。
性別平等教育委員會或調查小組依本法規定進行調查時，行為人、申請人及受邀協助調查之人或單位，應予配合，並提供相關資料。
行政程序法有關管轄、移送、迴避、送達、補正等相關規定，於本法適用或準用之。
性別平等教育委員會之調查處理，不受該事件司法程序進行之影響。
性別平等教育委員會為調查處理時，應衡酌雙方當事人之權力差距。
Article 31
The Gender Equity Education Committee of the school or competent authority shall complete its investigation of a case within two months from the date the application or offense report is accepted. The investigation may be extended at most twice if necessary, and each extension may not exceed one-month's time. The applicant, offense-reporter and offender shall be notified of the extension.
After the investigation is complete, the Gender Equity Education Committee shall submit a written report to its school or competent authority regarding the investigation and suggestions for handling.
After receiving the aforesaid investigation report, the school or competent authority shall put forth a disposition or turn it over to the pertinent authority for a decision within two months according to this Act or pertinent laws or regulations. The school or competent authority shall notify in writing the applicant, offense-reporter and offender of its handling conclusion, facts established and grounds.
Before reaching the aforesaid conclusion, the school or competent authority may request representative(s) of its Gender Equity Education Committee to attend the meeting for clarification.
第 31 條
學校或主管機關性別平等教育委員會應於受理申請或檢舉後二個月內完成調查。必要時，得延長之，延長以二次為限，每次不得逾一個月，並應通知申請人、檢舉人及行為人。
性別平等教育委員會調查完成後，應將調查報告及處理建議，以書面向其所屬學校或主管機關提出報告。
學校或主管機關應於接獲前項調查報告後二個月內，自行或移送相關權責機關依本法或相關法律或法規規定議處，並將處理之結果，以書面載明事實及理由通知申請人、檢舉人及行為人。
學校或主管機關為前項議處前，得要求性別平等教育委員會之代表列席說明。
Article 32
If not agreeing with the conclusion referred to the third paragraph of the preceding Article, the applicant and offender may apply in writing with grounds for reapplication within twenty days from the date following the date of receipt of the written notification. .
The aforesaid reapplication may be made only once.
The school or competent authority may request its Gender Equity Education Committee to reinvestigate the case under the conditions that major flaws in the investigation procedure, or new facts or evidences that would affect the investigation are discovered.
第 32 條
申請人及行為人對於前條第三項處理之結果有不服者，得於收到書面通知次日起二十日內，以書面具明理由向學校或主管機關申復。
前項申復以一次為限。
學校或主管機關發現調查程序有重大瑕疵或有足以影響原調查認定之新事實、新證據時，得要求性別平等教育委員會重新調查。
Article 33
After receiving request for reinvestigation from the school or competent authority, the Gender Equity Education Committee shall organize a new investigation team, whose investigation and handling procedures shall follow pertinent regulations prescribed by this Act.
第 33 條 性別平等教育委員會於接獲前條學校或主管機關重新調查之要求時，應另組調查小組；其調查處理程序，依本法之相關規定。
Article 34
If not satisfied with the disposition of the reapplication, the applicant or offender may petition for relief according to the following regulations within thirty days from the date following the date of receipt of the written notification.:
1. Public and private school principals and teachers: regulations prescribed by the Teacher's Act shall apply;
2. Civil service employees in public schools who are hired according to the Civil Service Employment Act and employees hired before the effective date (May 3rd, 1985) of the Statute for Appointment of Educational Personnel: regulations prescribed by the Civil Servant Protection Act shall apply;
3. Private school staff: regulations prescribed by the Gender Equality in Employment Act shall apply;
4. Public and private school workers: regulations prescribed by the Gender Equality in Employment Act shall apply;
5. Public and private school students: regulations prescribed by the school shall apply.
第 34 條
申請人或行為人對學校或主管機關之申復結果不服，得於接獲書面通知書之次日起三十日內，依下列規定提起救濟：
一、公私立學校校長、教師：依教師法之規定。
二、公立學校依公務人員任用法任用之職員及中華民國七十四年五月三日教育人員任用條例施行前未納入銓敘之職員：依公務人員保障法之規定。
三、私立學校職員：依性別工作平等法之規定。
四、公私立學校工友：依性別工作平等法之規定。
五、公私立學校學生：依規定向所屬學校提起申訴。
Article 35
The school or competent authority shall establish facts relevant to cases prescribed by the Act according to the investigation report provided by its Gender Equity Education Committee.
The court shall consult the investigation reports provided by the Gender Equity Education Committee at different levels in establishing facts referred to in the preceding paragraph.
第 35 條
學校及主管機關對於與本法事件有關之事實認定，應依據其所設性別平等教育委員會之調查報告。
法院對於前項事實之認定，應審酌各級性別平等教育委員會之調查報告。
Chapter 6 Penal Provision
第六 章 罰則
Article 36
School violating Article 13, Article 14, the second paragraph of Article 20, Paragraph 2to Article 22, or Paragraph 3 to Article 27 shall be subjected to a fine not less than 10,000 New Taiwan Dollars and not more than 100,000 New Taiwan Dollars.
An offender who violates the fourth Paragraph of Article 30 without legitimate reasons shall be subjected to a fine not less than 10,000 New Taiwan Dollars and not more than 50,000 New Taiwan Dollars. Consecutive fine may be made until he or she cooperates or provides pertinent information.
第 36 條
學校違反第十三條、第十四條、第十六條、第二十條第二項、第二十二條第二項或第二十七條第三項規定者，應處新臺幣一萬元以上十萬元以下罰鍰。
行為人違反第三十條第四項規定而無正當理由者，由學校報請主管機關處新臺幣一萬元以上五萬元以下罰鍰，並得連續處罰至其配合或提供相關資料為止。
Chapter 7 Supplementary Provisions
第 七 章 附則
Article 37 Enforcement Rules for this Act shall be drawn by the central competent authority.
第 37 條 本法施行細則，由中央主管機關定之。
Article 38 This Act will take effect as of the date of promulgation.
第 38 條 本法自公布日施行。
by WAN-LI YANG 整理
性別平等教育法
修正日期 民國 99 年 05 月 26 日
Chapter 1 General Provisions
第 一 章 總則
Article 1
This Act is prescribed in order to promote substantive gender equality, eliminate gender discrimination, uphold human dignity, and improve and establish education resources and environment of gender equality.
For matters not set forth in this Act, the relevant provisions of other laws shall govern.
第 1 條 為促進性別地位之實質平等，消除性別歧視，維護人格尊嚴，厚植並建立性別平等之教育資源與環境，特制定本法。
本法未規定者，適用其他法律之規定。
Article 2
The following terms that appear in this Act are hereby defined:
1. Gender equity education: to eliminate gender discrimination and promote substantive gender equality through education.
2. School: public and private schools of all levels.
3. Sexual assault: any sexual offense defined by the Sexual Assault Prevention Act
4. Sexual harassment: cases described by the following and do not constitute as sexual assaults:
i) Unwelcome remarks or conducts that carry explicitly or implicitly a sexual or gender discriminating connotation and thereby adversely affect the other party's human dignity, or the opportunity or performance of her or his learning or work.
ii) A conduct of sexual or gendered nature that is served as the condition for oneself or others to gain or lose rights or interests in learning or work.
5. Sexual assault or sexual harassment on campus: sexual assault or sexual harassment that involves the school principal, faculty, staff or student as one party and student as the other party.
第 2 條 本法用詞定義如下：
一、性別平等教育：指以教育方式消除性別歧視，促進性別地位之實質平等。
二、學校：指公私立各級學校。
三、性侵害：指性侵害犯罪防治法所稱性侵害犯罪之行為。
四、性騷擾：指符合下列情形之一，且未達性侵害之程度者：
(一) 以明示或暗示之方式，從事不受歡迎且具有性意味或性別歧視之言詞或行為，致影響他人之人格尊嚴、學習、或工作之機會或表現者。
(二) 以性或性別有關之行為，作為自己或他人獲得、喪失或減損其學習或工作有關權益之條件者。
五、校園性侵害或性騷擾事件：指性侵害或性騷擾事件之一方為學校校長、教師、職員、工友或學生，他方為學生者。
Article 3
The term competent authority used in this Act is referred to the Ministry of Education at the central government level, the municipal government at the municipal level, and the county or city government at the county or city level.
第 3 條 本法所稱主管機關：在中央為教育部；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
Article 4 The central competent authority shall establish a gender equity education committee whose tasks include:
1. Draft laws, regulations, policies and annual projects related to gender equity education at national level;
2. Coordinate and integrate related resources, assist and fund the regional competent authority and schools and social education institutions under its jurisdiction in order to implement and develop gender equity education;
3. Supervise and evaluate gender equity-related activities carried out by the regional competent authority, schools and social education institutions under its jurisdiction under its jurisdiction;
4. Promote research and development of curricula, teaching, and assessments on gender equity education and related issues;
5. Plan and implement gender equity education personnel training programs;
6. Provide consultation services related to gender equity education, and investigate and handle cases pertinent to this Act;
7. Promote gender equity in family education and social education at national level;
8. Other matters related to gender equity education at national level.
第 4 條 中央主管機關應設性別平等教育委員會，其任務如下：
一、研擬全國性之性別平等教育相關法規、政策及年度實施計畫。
二、協調及整合相關資源，協助並補助地方主管機關及所主管學校、社教機構落實性別平等教育之實施與發展。
三、督導考核地方主管機關及所主管學校、社教機構性別平等教育相關工作之實施。
四、推動性別平等教育之課程、教學、評量與相關問題之研究與發展。
五、規劃及辦理性別平等教育人員之培訓。
六、提供性別平等教育相關事項之諮詢服務及調查、處理與本法有關之案件。
七、推動全國性有關性別平等之家庭教育及社會教育。
八、其他關於全國性之性別平等教育事務。
Article 5
The competent authority of the municipal government at municipal level and the county or city government at county or city level shall establish a gender equity education committee whose tasks include:
1 Draft regional laws and regulations, policies and annual projects related to gender equity education;
2. Coordinate and integrate related resources, assist and fund the regional competent authority and schools and social education institutions under its jurisdiction in order to implement and develop gender equity education;
3. Supervise and evaluate gender equity-related activities carried out by schools and social education institutions under its jurisdiction;
4. Promote research on curricula, teaching, and assessments on gender equity education and related issues;
5. Provide schools and social education institutions under its jurisdiction consultation service related to gender equity education, and investigate and handle cases pertinent to this Act;
6. Implement in-service education programs for faculty and personnel in schools under its jurisdiction;
7. Promote gender equity in family education and social education;
8. Other regional matters related to gender equity education.
第 5 條 直轄市、縣 (市) 主管機關應設性別平等教育委員會，其任務如下：
一、研擬地方之性別平等教育相關法規、政策及年度實施計畫。
二、協調及整合相關資源，並協助所主管學校、社教機構落實性別平等教育之實施與發展。
三、督導考核所主管學校、社教機構性別平等教育相關工作之實施。
四、推動性別平等教育之課程、教學、評量及相關問題之研究發展。
五、提供所主管學校、社教機構性別平等教育相關事項之諮詢服務及調查、處理與本法有關之案件。
六、辦理所主管學校教育人員及相關人員之在職進修。
七、推動地方有關性別平等之家庭教育及社會教育。
八、其他關於地方之性別平等教育事務。
Article 6
The school shall establish a gender equity education committee whose tasks include:
1. Integrate related resources in various departments of the school, draft gender equity education projects, and implement and examine the results of the projects;
2. Plan and implement activities related to gender equity education for students, staff, faculty, and parents;
3. Research, develop and promote courses, teaching, and assessments on gender equity education;
4. Draft and implement regulations on gender equity education and prevention of sexual assault and sexual harassment on campus, establish mechanisms to coordinate and integrate related resources;
5. Investigate and handle cases pertinent to this Act;
6. Plan and establish a safe and gender-fair campus;
7. Promote gender equity in family education and social education at community level;
8. Other matters related to gender equity at school or community level.
第 6 條 學校應設性別平等教育委員會，其任務如下：
一、統整學校各單位相關資源，擬訂性別平等教育實施計畫，落實並檢視其實施成果。
二、規劃或辦理學生、教職員工及家長性別平等教育相關活動。
三、研發並推廣性別平等教育之課程、教學及評量。
四、研擬性別平等教育實施與校園性侵害及性騷擾之防治規定，建立機制，並協調及整合相關資源。
五、調查及處理與本法有關之案件。
六、規劃及建立性別平等之安全校園空間。
七、推動社區有關性別平等之家庭教育與社會教育。
八、其他關於學校或社區之性別平等教育事務。
Article 7
The gender equity education committee of the central competent authority shall consist of seventeen to twenty-three members, who shall serve for specific terms. The Minister of Education shall be chair of the committee. At least half of the committee members shall be women. Experts, scholars, NGO/NPO representatives and practitioners from fields related to gender equity education shall make up at least two-thirds of the committee members.
The aforesaid committee shall hold at least one meeting every three months, and appoint staffer(s) ad hoc to handle related matters. Matters regarding the organization and meetings of the committee and other related affairs shall be prescribed by the central competent authority.
第 7 條
中央主管機關之性別平等教育委員會，置委員十七人至二十三人，採任期制，以教育部部長為主任委員，其中女性委員應占委員總數二分之一以上；性別平等教育相關領域之專家學者、民間團體代表及實務工作者之委員合計，應占委員總數三分之二以上。
前項性別平等教育委員會每三個月應至少開會一次，並應由專人處理有關業務；其組織、會議及其他相關事項，由中央主管機關定之。
Article 8
The gender equity education committee of the municipal government and county or city level shall consist of nine to twenty-three members, who shall serve specific terms. The mayor of the municipality, the magistrate of the county or the mayor of the city government shall be chair of the committee. At least half of the committee members shall be women. Experts, scholars, NGO/NPO representatives and practitioners from fields related to gender equity education shall make up at least one-third of the committee members.
The aforesaid committee shall hold at least one meeting every three months, and appoint staffer(s) ad hoc to handle related matters. Matters regarding the organization and meetings of the committee and other related affairs shall be prescribed by the competent authorities at municipal, or county or city level.
第 8 條 直轄市、縣 (市) 主管機關之性別平等教育委員會，置委員九人至二十三人，採任期制，以直轄市、縣 (市) 首長為主任委員，其中女性委員應占委員總數二分之一以上；性別平等教育相關領域之專家學者、民間團體代表及實務工作者之委員合計，應占委員總數三分之一以上。
前項性別平等教育委員會每三個月應至少開會一次，並應由專人處理有關業務；其組織、會議及其他相關事項，由直轄市、縣 (市) 主管機關定之。
Article 9
The gender equity education committee of the school shall consist of five to twenty-one members, who shall serve specific terms. The school principal or president shall be chair of the committee, and at least one half of the committee members shall be women. Representatives of faculty, staff, parents, students, and experts with gender equity consciousness, and scholars from fields related to gender equity education may be invited to be committee members.
The aforesaid committee shall hold at least one meeting every three months, and appoint staffer or teacher ad hoc to handle related matters. Matters regarding the organization and meetings of the committee, and other related affairs shall be prescribed by the school.
第 9 條
學校之性別平等教育委員會，置委員五人至二十一人，採任期制，以校長為主任委員，其中女性委員應占委員總數二分之一以上，並得聘具性別平等意識之教師代表、職工代表、家長代表、學生代表及性別平等教育相關領域之專家學者為委員。
前項性別平等教育委員會每學期應至少開會一次，並應由專人處理有關業務；其組織、會議及其他相關事項，由學校定之。
Article 10 The competent authority at central, municipal, county or city shall designate budgeting in accordance with all the projects planned by its gender equity education committee.
第 10 條 中央、直轄市、縣 (市) 主管機關及學校每年應參考所設之性別平等教育委員會所擬各項實施方案編列經費預算。
Article 11
The competent authority shall supervise schools, social education institutions, or institutions under its jurisdiction to carry out tasks pertinent to gender equity education, as well as provide assistance where necessary. Those who accomplish significant achievements shall be awarded, whereas those who have substandard achievements shall be corrected and supervised for improvement.
第 11 條 主管機關應督導考核所主管學校、社教機構或下級機關辦理性別平等教育相關工作，並提供必要之協助；其績效優良者，應給予獎勵，績效不良者，應予糾正並輔導改進。
Chapter 2 Learning environment and resources
第 二 章 學習環境與資源
Article 12
The school shall provide a gender-fair learning environment and establish a safe campus environment.
The school shall respect the gender temperaments and sexual orientation of students, faculty and staff.
The school shall erect regulations to implement gender equity education, and promulgate them.
第 12 條
學校應提供性別平等之學習環境，建立安全之校園空間。
學校應尊重學生與教職員工之性別特質及性傾向。
學校應訂定性別平等教育實施規定，並公告周知。
Article 13
The school shall not discriminate against prospective students and their admission acceptance on the basis of their gender or sexual orientation. This dose not apply to schools, classes and curricula with historical tradition, special education missions, or other non-gender related reasons, upon the approval of the competent authority.
第 13 條 學校之招生及就學許可不得有性別或性傾向之差別待遇。但基於歷史傳統、特定教育目標或其他非因性別因素之正當理由，經該管主管機關核准而
設置之學校、班級、課程者，不在此限。
Article 14
The school shall not discriminate against students on the basis of their gender or sexual orientation in its teaching, activities, assessments, award and punishment, welfare and services. This does not apply to matters only suitable for specific gender.
The school shall affirmatively provide assistance to students who are disadvantaged due to their gender or sexual orientation in order to improve their situation.
The school shall affirmatively protect rights to education of pregnant students, as well as provide assistance where necessary.
第 14 條
學校不得因學生之性別或性傾向而給予教學、活動、評量、獎懲、福利及服務上之差別待遇。但性質僅適合特定性別者，不在此限。
學校對因性別或性傾向而處於不利處境之學生應積極提供協助，以改善其處境。
學校應積極維護懷孕學生之受教權，並提供必要之協助。
Article 15 Gender equity education shall be included in pre-service training of staff members, orientation training of new staff members, in-service education program and preparation program for educational administrators, the same in professional teacher training programs in colleges and universities.
第 15 條 教職員工之職前教育、新進人員培訓、在職進修及教育行政主管人員之儲訓課程，應納入性別平等教育之內容；其中師資培育之大學之教育專業課，應有性別平等教育相關課程。
Article 16
At least one-third of members of Staff Appraisal Committee, Grievance Review Committee, and Faculty Evaluation Committee at the school level, as well as the Faculty Grievance Review Committee of the competent authority at the central, municipal and county or city level, shall consist of either sex. This requirement need not apply to schools whose number of faculty members of either sex is lower than one-third of the total number of Faculty Evaluation Committee members.
The school and competent authority shall complete reorganization of committees according to the aforesaid regulations within one year from the effective date of this Act.
第 16 條 學校之考績委員會、申訴評議委員會、教師評審委員會及中央與直轄市、 縣 (市) 主管機關之教師申訴評議委員會之組成，任一性別委員應占委員總數三分之一以上。但學校之考績委員會及教師評審委員會因該校任一性別教師人數少於委員總數三分之一者，不在此限。
學校或主管機關相關組織未符合前項規定者，應自本法施行之日起一年內完成改組。
Chapter 3 Curriculum, teaching materials and instruction
第 三 章 課程、教材與教學
Article 17
The school shall design curriculum and activities to encourage students to develop their potential and shall not discriminate students on the basis of their gender.
Elementary and junior high schools, in addition to integrating gender equity education into their curriculum, shall provide at least four hours of courses or activities on gender equity education each semester.
Senior high schools shall integrate gender equity education in their curriculum, the same as the five-year junior colleges in the first three years of their curriculum.
Universities and colleges shall offer a wide range of courses on gender studies.
Schools shall develop course planning and assessment methods in accordance to principles of gender equity education.
第 17 條 學校之課程設置及活動設計，應鼓勵學生發揮潛能，不得因性別而有差別待遇。
國民中小學除應將性別平等教育融入課程外，每學期應實施性別平等教育相關課程或活動至少四小時。
高級中等學校及專科學校五年制前三年應將性別平等教育融入課程。
大專校院應廣開性別研究相關課程。
學校應發展符合性別平等之課程規劃與評量方式。
Article 18 The compilation, composition, review and selection of course materials shall comply with the principles of gender equity education. The content of teaching materials shall present fairly on the historical contributions, life experiences of both sexes, and diverse gender perspectives. .
第 18 條 學校教材之編寫、審查及選用，應符合性別平等教育原則；教材內容應平衡反映不同性別之歷史貢獻及生活經驗，並呈現多元之性別觀點。
Article 19
When using teaching materials and engaging in educational activities, teachers shall maintain gender equity consciousness, eliminate gender stereotypes, and avoid gender prejudice and discrimination.
Teachers shall encourage students to take courses in fields that are not traditionally affiliated with their gender.
第 19 條 教師使用教材及從事教育活動時，應具備性別平等意識，破除性別刻板印象，避免性別偏見及性別歧視。
教師應鼓勵學生修習非傳統性別之學科領域。
Chapter 4 Prevention and handling of sexual assault and sexual harassment on campus
第 四 章 校園性侵害或性騷擾之防治
Article 20
The central competent authority shall prescribe regulations to prevent and handle sexual assault or sexual harassment on campus. Such regulations shall contain campus safety plans, matters needing attention regarding instruction and interpersonal interaction on and off campus, and handling mechanisms, procedures, and relief for a case of sexual assault or sexual harassment on campus.
The school shall prescribe and promulgate prevention and handling regulations for the aforesaid regulations.
第 20 條
為預防與處理校園性侵害或性騷擾事件，中央主管機關應訂定校園性侵害或性騷擾之防治準則；其內容應包括學校安全規劃、校內外教學與人際互動注意事項、校園性侵害或性騷擾之處理機制、程序及救濟方法。
學校應依前項準則訂定防治規定，並公告周知。
Article 21
In its handling of a campus sexual assault or sexual harassment case, the school or competent authority shall fulfill its report responsibility in accordance to pertinent laws and regulations. The school or competent authority shall turn over the case to its gender equity education committee for investigation and handling.
第 21 條 學校或主管機關處理校園性侵害或性騷擾事件，除依相關法律或法規規定通報外，並應將該事件交由所設之性別平等教育委員會調查處理。
Article 22
In its handling of campus sexual assault or sexual harassment cases, the school or competent authority shall be objective, fair and professional, allowing both involved parties sufficient opportunities to make their statement and plea. Repeated interrogation shall be avoided.
The party's and offense-reporter's name and other information that may lead to personal identification shall be kept confidential, except for investigation necessity or public safety concerns.
第 22 條
學校或主管機關調查處理校園性侵害或性騷擾事件時，應秉持客觀、公正、專業之原則，給予雙方當事人充分陳述意見及答辯之機會。但應避免重複詢問。
當事人及檢舉人之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者外，應予保密。
Article 23
In its handling of a campus sexual assault or sexual harassment case, the school or competent authority shall deploy necessary measures for the protection of the involved party's rights to education or work.
第 23 條 學校或主管機關於調查處理校園性侵害或性騷擾事件期間，得採取必要之處置，以保障當事人之受教權或工作權。
Article 24
In its handling a campus sexual assault or harassment case, the school or competent authority shall inform the victim or his or her guardian of his or her rights and relief, or refer him or her to related institutions. Psychological counseling, protection measures or other assistance shall be provided where necessary.
第 24 條 學校或主管機關處理校園性侵害或性騷擾事件，應告知被害人或其法定代理人其得主張之權益及各種救濟途徑，或轉介至相關機構處理，必要時，應提供心理輔導、保護措施或其他協助。
Article 25
Once a campus sexual assault and harassment case has been investigated and established, the school or competent authority shall impose punishment on the offender, or transfer him or her to other authority institutes for punishment in accordance to pertinent laws or regulations.
In its punishment of a sexual harassment offender, the school, competent authority or other authority institute may impose one or more of the followings on the offender:
1. Apologize to the victim upon the consent of the victim or his or her guardian;
2. Attend eight hours of courses on gender equity education;
3. Receive psychological counseling;
4. Prescribe other measures that comply with educational purposes.
In the case of the punishment in the first paragraph, the offender shall be allowed an opportunity to make a written statement when his or her status is changed.
第 25 條
校園性侵害或性騷擾事件經學校或主管機關調查屬實後，應依相關法律或法規規定自行或將加害人移送其他權責機關懲處。
學校、主管機關或其他權責機關為性騷擾事件之懲處時，並得命加害人為下列一款或數款之處置：
一、經被害人或其法定代理人之同意，向被害人道歉。
二、接受八小時之性別平等教育相關課程。
三、接受心理輔導。
四、其他符合教育目的之措施。
第一項懲處涉及加害人身分之改變時，應給予其書面陳述意見之機會.
Article 26
During the investigation of a campus sexual assault or sexual harassment case, the school or competent authority may make public a description of pertinent matters, handling methods, and principles where necessary. After the case has been closed and upon the approval of the victim or his or her guardian, the school or competent authority may also make public whether the case is established, the type of the case, and handling method of the case. Party names and other information that may lead to their identification shall not be revealed.
。
第 26 條
學校或主管機關調查校園性侵害或性騷擾事件過程中，得視情況就相關事項、處理方式及原則予以說明，並得於事件處理完成後，經被害人或其法定代理人之同意，將事件之有無、樣態及處理方式予以公布。但不得揭露當事人之姓名或其他足以識別其身分之資料。
Article 27
The school or competent authority shall establish a database on cases of sexual assault or sexual harassment on campus, as well as profiles of offenders.
When the aforesaid offender transfers to another school for studies or employment, the former competent authority and the school where the offender worked or studied shall notify the new school where the offender works or studies within one month from the date of knowing such transfer.
The notified school shall keep track of the offender and provide counseling where necessary. The school shall not reveal the offender's name or other information that may lead to his or her identification without legitimate reason.
第 27 條
學校或主管機關應建立校園性侵害或性騷擾事件及加害人之檔案資料。
前項加害人轉至其他學校就讀或服務時，主管機關及原就讀或服務之學校應於知悉後一個月內，通報加害人現就讀或服務之學校。
接獲前項通報之學校，應對加害人實施必要之追蹤輔導，非有正當理由，並不得公布加害人之姓名或其他足以識別其身分之資料。
Chapter 5 Application for investigation and relief
第 五 章 申請調查及救濟
Article 28
When the school violates regulations in this Act, the victim or his or her guardian may apply for an investigation to the competent authority supervising the school. The victim of a campus sexual assault or sexual harassment or his or her guardian may apply for an investigation in writing to the offender's school. If the offender is the head of the school, the investigation application shall be made to the competent authority supervising the school.
Anyone with the knowledge of the events mentioned in the preceding two paragraphs may report them to the school or competent authority according to prescribed procedures.
第 28 條
學校違反本法規定時，被害人或其法定代理人得向學校所屬主管機關申請調查。
校園性侵害或性騷擾事件之被害人或其法定代理人得以書面向行為人所屬學校申請調查。但學校之首長為加害人時，應向學校所屬主管機關申請調查。
任何人知悉前二項之事件時，得依其規定程序向學校或主管機關檢舉之。
Article 29
After receiving an application for investigation or an offense report, the school or competent authority shall send a written notification to the applicant or offense-reporter within twenty days to notify him or her whether the application is accepted.
The school or competent authority shall reject the application or offense report if one of the followings applies:
1. Events not prescribed in the regulations of this Act;
2. Applicants or offense-reporters who do not provide their real names;
3. A case that has already been handled and closed.
The notification in the preceding paragraph shall explain the reason of its rejection in writing.
If the applicant or offense-reporter does not receive a notification of application acceptance or rejection within the time frame mentioned in the first paragraph may reapply in writing to the school or competent authority within twenty days from the date following the notification is received. .
第 29 條
學校或主管機關於接獲調查申請或檢舉時，應於二十日內以書面通知申請人或檢舉人是否受理。
學校或主管機關於接獲調查申請或檢舉時，有下列情形之一者，應不予受理：
一、非屬本法所規定之事項者。
二、申請人或檢舉人未具真實姓名。
三、同一事件已處理完畢者。
前項不受理之書面通知，應敘明理由。
申請人或檢舉人於第一項之期限內未收到通知或接獲不受理通知之次日起
二十日內，得以書面具明理由，向學校或主管機關申復。
Article 30
After receiving an application or offense report mentioned in the first paragraph of the preceding Article, the school or competent authority shall turn over the case to its Gender Equity Education Committee within three days for investigation and handling, except when the second paragraph of the preceding Article applies.
The Gender Equity Education Committee of the school or competent authority may form an investigation team for the aforesaid case.
Members of the aforesaid team shall have gender equity consciousness, and more than half of members shall be women. Part of the members may be invited from outside the school when necessary. At least one-third of the investigation team at the school level and at least one half at the competent authority level shall be composed of experts or scholars specialized in the investigation of such cases. The investigation team shall include representative(s) of the applicant's school when the two parties of the case belong to different schools.
When the Gender Equity Education Committee or investigation team carries an investigation according to the regulations prescribed by this Act, the offender, applicant and persons or offices who are invited to assist the investigation shall cooperate and provide pertinent information.
Pertinent regulations in the Administrative Procedure Law regarding jurisdiction, transfer, avoidance, service and rectification shall be applied or applies mutatis mutandis in this Act.
The Gender Equity Education Committee shall not be affected by the judicial procedures of the case in its investigation and handling of a case.
The Gender Equity Education Committee shall take into account the difference in power between the two parties in its investigation and handling of a case.
第 30 條
學校或主管機關接獲前條第一項之申請或檢舉後，除有前條第二項所定事由外，應於三日內交由所設之性別平等教育委員會調查處理。
學校或主管機關之性別平等教育委員會處理前項事件時，得成立調查小組調查之。
前項小組成員應具性別平等意識，女性人數比例，應占成員總數二分之一以上，必要時，部分小組成員得外聘。處理校園性侵害或性騷擾事件所成立之調查小組，其成員中具性侵害或性騷擾事件調查專業素養之專家學者之人數比例於學校應占成員總數三分之一以上，於主管機關應占成員總數二分之一以上；雙方當事人分屬不同學校時，並應有申請人學校代表。
性別平等教育委員會或調查小組依本法規定進行調查時，行為人、申請人及受邀協助調查之人或單位，應予配合，並提供相關資料。
行政程序法有關管轄、移送、迴避、送達、補正等相關規定，於本法適用或準用之。
性別平等教育委員會之調查處理，不受該事件司法程序進行之影響。
性別平等教育委員會為調查處理時，應衡酌雙方當事人之權力差距。
Article 31
The Gender Equity Education Committee of the school or competent authority shall complete its investigation of a case within two months from the date the application or offense report is accepted. The investigation may be extended at most twice if necessary, and each extension may not exceed one-month's time. The applicant, offense-reporter and offender shall be notified of the extension.
After the investigation is complete, the Gender Equity Education Committee shall submit a written report to its school or competent authority regarding the investigation and suggestions for handling.
After receiving the aforesaid investigation report, the school or competent authority shall put forth a disposition or turn it over to the pertinent authority for a decision within two months according to this Act or pertinent laws or regulations. The school or competent authority shall notify in writing the applicant, offense-reporter and offender of its handling conclusion, facts established and grounds.
Before reaching the aforesaid conclusion, the school or competent authority may request representative(s) of its Gender Equity Education Committee to attend the meeting for clarification.
第 31 條
學校或主管機關性別平等教育委員會應於受理申請或檢舉後二個月內完成調查。必要時，得延長之，延長以二次為限，每次不得逾一個月，並應通知申請人、檢舉人及行為人。
性別平等教育委員會調查完成後，應將調查報告及處理建議，以書面向其所屬學校或主管機關提出報告。
學校或主管機關應於接獲前項調查報告後二個月內，自行或移送相關權責機關依本法或相關法律或法規規定議處，並將處理之結果，以書面載明事實及理由通知申請人、檢舉人及行為人。
學校或主管機關為前項議處前，得要求性別平等教育委員會之代表列席說明。
Article 32
If not agreeing with the conclusion referred to the third paragraph of the preceding Article, the applicant and offender may apply in writing with grounds for reapplication within twenty days from the date following the date of receipt of the written notification. .
The aforesaid reapplication may be made only once.
The school or competent authority may request its Gender Equity Education Committee to reinvestigate the case under the conditions that major flaws in the investigation procedure, or new facts or evidences that would affect the investigation are discovered.
第 32 條
申請人及行為人對於前條第三項處理之結果有不服者，得於收到書面通知次日起二十日內，以書面具明理由向學校或主管機關申復。
前項申復以一次為限。
學校或主管機關發現調查程序有重大瑕疵或有足以影響原調查認定之新事實、新證據時，得要求性別平等教育委員會重新調查。
Article 33
After receiving request for reinvestigation from the school or competent authority, the Gender Equity Education Committee shall organize a new investigation team, whose investigation and handling procedures shall follow pertinent regulations prescribed by this Act.
第 33 條 性別平等教育委員會於接獲前條學校或主管機關重新調查之要求時，應另組調查小組；其調查處理程序，依本法之相關規定。
Article 34
If not satisfied with the disposition of the reapplication, the applicant or offender may petition for relief according to the following regulations within thirty days from the date following the date of receipt of the written notification.:
1. Public and private school principals and teachers: regulations prescribed by the Teacher's Act shall apply;
2. Civil service employees in public schools who are hired according to the Civil Service Employment Act and employees hired before the effective date (May 3rd, 1985) of the Statute for Appointment of Educational Personnel: regulations prescribed by the Civil Servant Protection Act shall apply;
3. Private school staff: regulations prescribed by the Gender Equality in Employment Act shall apply;
4. Public and private school workers: regulations prescribed by the Gender Equality in Employment Act shall apply;
5. Public and private school students: regulations prescribed by the school shall apply.
第 34 條
申請人或行為人對學校或主管機關之申復結果不服，得於接獲書面通知書之次日起三十日內，依下列規定提起救濟：
一、公私立學校校長、教師：依教師法之規定。
二、公立學校依公務人員任用法任用之職員及中華民國七十四年五月三日教育人員任用條例施行前未納入銓敘之職員：依公務人員保障法之規定。
三、私立學校職員：依性別工作平等法之規定。
四、公私立學校工友：依性別工作平等法之規定。
五、公私立學校學生：依規定向所屬學校提起申訴。
Article 35
The school or competent authority shall establish facts relevant to cases prescribed by the Act according to the investigation report provided by its Gender Equity Education Committee.
The court shall consult the investigation reports provided by the Gender Equity Education Committee at different levels in establishing facts referred to in the preceding paragraph.
第 35 條
學校及主管機關對於與本法事件有關之事實認定，應依據其所設性別平等教育委員會之調查報告。
法院對於前項事實之認定，應審酌各級性別平等教育委員會之調查報告。
Chapter 6 Penal Provision
第六 章 罰則
Article 36
School violating Article 13, Article 14, the second paragraph of Article 20, Paragraph 2to Article 22, or Paragraph 3 to Article 27 shall be subjected to a fine not less than 10,000 New Taiwan Dollars and not more than 100,000 New Taiwan Dollars.
An offender who violates the fourth Paragraph of Article 30 without legitimate reasons shall be subjected to a fine not less than 10,000 New Taiwan Dollars and not more than 50,000 New Taiwan Dollars. Consecutive fine may be made until he or she cooperates or provides pertinent information.
第 36 條
學校違反第十三條、第十四條、第十六條、第二十條第二項、第二十二條第二項或第二十七條第三項規定者，應處新臺幣一萬元以上十萬元以下罰鍰。
行為人違反第三十條第四項規定而無正當理由者，由學校報請主管機關處新臺幣一萬元以上五萬元以下罰鍰，並得連續處罰至其配合或提供相關資料為止。
Chapter 7 Supplementary Provisions
第 七 章 附則
Article 37 Enforcement Rules for this Act shall be drawn by the central competent authority.
第 37 條 本法施行細則，由中央主管機關定之。
Article 38 This Act will take effect as of the date of promulgation.
第 38 條 本法自公布日施行。
by WAN-LI YANG 整理
2010年7月5日 星期一
性別平等工作法 Gender Equality in Employment Act
性別工作平等法 (修正日期 民國 97 年 11 月 26 日 )
Gender Equality in Employment Act (2008.11.26 )
Chapter I General Provisions
第 一 章 總則
Article 1
To protect gender equality of right to work, implement thoroughly the constitutional mandate of eliminating sex discrimination, and promote the spirit of substantial gender equality, the Act is hereby enacted.
第 1 條: 為保障性別工作權之平等，貫徹憲法消除性別歧視、促進性別地位實質平等之精神，爰制定本法。
Article 2
Arrangements made by employers and employees that are superior to those provided for by the Act shall be respected.
The Act is applicable to public personnel, educational personnel and military personnel, provided that, Articles 33, 34 and 38 of the Act shall not be included.
Complaints, remedies and processing procedures for public personnel, educational personnel and military personnel shall be handled in accordance with respective statutes and regulations governing personnel matters.
第 2 條
雇主與受僱者之約定優於本法者，從其約定。
本法於公務人員、教育人員及軍職人員，亦適用之。但第三十三條、第三十四條及第三十八條之規定，不在此限。
公務人員、教育人員及軍職人員之申訴、救濟及處理程序，依各該人事法令之規定。
Article 3
The terms used in the Act shall be defined as follows:
1.Employee means a person who is hired by an employer to do a job for which wage is paid.
2.Applicant means a person who is applying a job from an employer.
3.Employer means a person, a public or private entity or authority that hires an employee. A person who represents an employer to exercise managerial authority or who represents an employer in dealing with employee matters is deemed to be an employer.
4.Wage means compensation which an employee receives for his or her work, including wages, salaries, premiums, fringe benefits and other regular payments under whatever name which are payable in cash or in kind, or computed on an hourly, daily, monthly or on a piece-work basis.
第 3 條
本法用辭定義如下：
一、受僱者：謂受雇主僱用從事工作獲致薪資者。
二、求職者：謂向雇主應徵工作之人。
三、雇主：謂僱用受僱者之人、公私立機構或機關。代表雇主行使管理權
之人或代表雇主處理有關受僱者事務之人，視同雇主。
四、薪資：謂受僱者因工作而獲得之報酬；包括薪資、薪金及按計時、計日、計月、計件以現金或實物等方式給付之獎金、津貼及其他任何名義之經常性給與。
Article 4
The term competent authorities used in the Act are referred to the Council of Labor Affair of the Executive Yuan at the central government level, the municipal governments at the municipal government level, and the county/city governments at the county/city level.
Matters stipulated in the Act which are concerned with the competences of the competent authorities for other purposes shall be handled by those authorities for other purposes.
第 4 條
本法所稱主管機關：在中央為行政院勞工委員會；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
本法所定事項，涉及各目的事業主管機關職掌者，由各該目的事業主管機關辦理。
Article 5
In order to examine, consult and promote matters concerning gender equality in employment, the competent authorities at each government level shall set up committees on gender equality in employment.
The committees on gender equality in employment referred to in the preceding Paragraph shall have five to eleven members with a term of two years. They shall be selected from persons with related expertise on labor affairs, gender issues or with legal backgrounds. Among them, two members shall be recommended by workers' and female organizations respectively. The number of female members of the committees shall be over one-half of the total membership.
Matters concerning the organization, meeting and other related issues of the committees referred to in the preceding Paragraph shall be drawn up by the competent authorities at each government level.
In the case of local competent authorities which have already set up commissions on employment discrimination, they may handle the related matters referred to in this Act, provided that, the composition of these commissions shall be in accordance with the provisions of the preceding Paragraph.
第 5 條
為審議、諮詢及促進性別工作平等事項，各級主管機關應設性別工作平等會。
前項性別工作平等會應置委員五人至十一人，任期兩年，由具備勞工事務、性別問題之相關學識經驗或法律專業人士擔任之，其中經勞工團體、女性團體推薦之委員各二人，女性委員人數應占全體委員人數二分之一以上。
前項性別工作平等會組織、會議及其他相關事項，由各級主管機關另定之。
地方主管機關如設有就業歧視評議委員會，亦得由該委員會處理相關事宜。該會之組成應符合第二項之規定。
Article 6
For the purpose of promoting employment opportunities for women, the competent authorities at the municipal, country (or city) government level shall prepare and earmark necessary budgets to provide various occupational training, employment service and re-employment training programs for them. During these training and service periods, child-care, elder-care and other related welfare facilities shall be set up or provided for.
The Central Competent Authority may provide financial assistances for those competent authorities at the municipal, country (or city) government level that have provided occupational training, employment service and re-employment training programs, and set up or provide child-care, elder-care and other related welfare facilities during those training and service periods mentioned in the preceding Paragraph.
第 6 條
直轄市及縣（市）主管機關為婦女就業之需要應編列經費，辦理各類職業訓練、就業服務及再就業訓練，並於該期間提供或設置托兒、托老及相關福利設施，以促進性別工作平等。
中央主管機關對直轄市及縣（市）主管機關辦理前項職業訓練、就業服務及再就業訓練，並於該期間提供或設置托兒、托老及相關福利措施，得給予經費補助。
Article 6-1
The scope of labor inspection being executed by the competent authorities shall include the content of prohibition of sex or sexual orientation discrimination, prevention and correction of sexual harassment, measures for promoting equality in employment of the Act.
第 6-1 條 :
主管機關應就本法所訂之性別、性傾向歧視之禁止、性騷擾之防治及促進工作平等措施納入勞動檢查項目。
Chapter II Prohibition of Sex or Discrimination
第 二 章 性別歧視之禁止
Article 7
Employers shall not treat applicants or employees discriminatorily because of their sex or sexual orientation in the course of recruitment, examination, appointment, assignment, designation, evaluation and promotion. However, if the nature of work only suitable to a special sex, the above-mentioned restriction shall not apply.
第 7 條
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，不得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。
Article 8
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of holding or providing education, training or other related activities.
第 8 條: 雇主為受僱者舉辦或提供教育、訓練或其他類似活動，不得因性別或性傾向而有差別待遇。
Article 9
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of holding or providing various welfare benefit measures.
第 9 條: 雇主為受僱者舉辦或提供各項福利措施，不得因性別或性傾向而有差別待遇。
Article 10
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of paying remuneration. Employees shall receive equal pay for equal work or equal value. However, if such differentials are the result of seniority systems, reward and punishment systems, merit systems or other justifiable reasons of non-sexual or non-sexual-orientation factors, the above-mentioned restriction shall not apply.
Employers may not adopt methods of reducing the remuneration of other employees in order to evade the stipulation of the preceding Paragraph.
第 10 條:
雇主對受僱者薪資之給付，不得因性別或性傾向而有差別待遇；其工作或價值相同者，應給付同等薪資。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。
雇主不得以降低其他受僱者薪資之方式，規避前項之規定。
Article 11
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of retirement, severance, job leaving and termination.
Work rules, labor contracts and collective bargaining agreements shall not stipulate or arrange in advance that when employees marry, become pregnant, engages in child-birth or child-raising activities, they have to leave their jobs or apply for leave without payment. Employers also shall not use the above-mentioned factors as reasons for termination.
Any prescription or arrangement that contravenes the stipulations of the two preceding Paragraphs shall be deemed as null and void. The termination of the labor contract shall also be deemed as null and void.
第 11 條
雇主對受僱者之退休、資遣、離職及解僱，不得因性別或性傾向而有差別待遇。
工作規則、勞動契約或團體協約，不得規定或事先約定受僱者有結婚、懷孕、分娩或育兒之情事時，應行離職或留職停薪；亦不得以其為解僱之理由。
違反前二項規定者，其規定或約定無效；勞動契約之終止不生效力。
Chapter III Prevention and Correction of Sexual Harassment
Article 12
Sexual harassment referred to in this Act shall mean one of the following circumstances:
(1) in the course of an employee executing his or her employment duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination, causes him or her a hostile, intimidating and offensive working environment and infringes on or interferes with his or her personal dignity, physical liberty or affects his or her job performance.
(2) an employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination as an exchange for the establishment, continuance, modification or assignment of a labor contract or as a condition to his or her designation, remuneration, personal evaluation, promotion, demotion, reward and punishment.
第 三 章 性騷擾之防治
第 12 條
本法所稱性騷擾，謂下列二款情形之一：
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。
Article 13
Employers shall prevent and correct sexual harassment from occurrence. For employers hiring over thirty employees, measures for preventing and correcting sexual harassment, related complaint procedures and punishment measures shall be established. All these measures mentioned above shall be openly displayed in the workplace.
When employers know of the occurrence of sexual harassment mentioned in the preceding Article, immediate and effective correctional and remedial measures shall be implemented.
Related guidelines concerning preventive and correctional measures, complaint procedures, and punishment measures mentioned in the preceding Paragraph shall be drawn up by the Central Competent Authority.
第 13 條
雇主應防治性騷擾行為之發生。其僱用受僱者三十人以上者，應訂定性騷擾防治措施、申訴及懲戒辦法，並在工作場所公開揭示。
雇主於知悉前條性騷擾之情形時，應採取立即有效之糾正及補救措施。
第一項性騷擾防治措施、申訴及懲戒辦法之相關準則，由中央主管機關定之。
Chapter IV Measures for Promoting Equality in Employment
第 四 章 促進工作平等措施
Article 14
When female employees encounter job difficulty because of menstruation, they may request a menstruation leave for one day in one month. The number of this leave shall be incorporated into sickness leave.
The computation of wage of a menstruation leave shall be made pursuant to the related statutes and administrative regulations governing sickness leave.
第 14 條
女性受僱者因生理日致工作有困難者，每月得請生理假一日，其請假日數併入病假計算。
生理假薪資之計算，依各該病假規定辦理。
Article 15
Employers shall stop female employees from working and grant them a maternity leave before and after childbirth for a combined period of eight weeks. In the case of a miscarriage after being pregnant for more than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for four weeks. In the case of a miscarriage after being pregnant for over two months and less than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for one week. In the case of a miscarriage after being pregnant for less than two months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for five days.
The computation of wage during maternity period shall be made pursuant to the related statutes and administrative regulations.
While employees' spouses are in labor, their employers shall grant them three days off as a fraternity leave.
During the preceding fraternity leave period, wage shall be paid.
第 15 條
雇主於女性受僱者分娩前後，應使其停止工作，給予產假八星期；妊娠三個月以上流產者，應使其停止工作，給予產假四星期；妊娠二個月以上未滿三個月流產者，應使其停止工作，給予產假一星期；妊娠未滿二個月流產者，應使其停止工作，給予產假五日。
產假期間薪資之計算，依相關法令之規定。
受僱者於其配偶分娩時，雇主應給予陪產假三日。
陪產假期間工資照給。
Article 16
After being in service for one year, employees may apply for parental leave without payment before any of their children reach the age of three years old. The period of this leave is until their children reach the age of three years old but cannot exceed two years. When employees are raising over two children at the same time, the period of their parental leave shall be computed aggregately, provided that, the maximum period shall be limited to two years the youngest one has received raising.
During the period of parental leave without payment, employees may participate in the original social insurance programs continuously. Premiums originally paid by the employers shall be exempted and premiums originally paid by the employees may be postponed consecutively for three years.
Payment of subsidies for parental leave shall be prescribed by other statutes.
The measures for implementing matters concerning parental leave shall be drawn up by the Central Competent Authority.
第 16 條
受僱者任職滿一年後，於每一子女滿三歲前，得申請育嬰留職停薪，期間至該子女滿三歲止，但不得逾二年。同時撫育子女二人以上者，其育嬰留職停薪期間應合併計算，最長以最幼子女受撫育二年為限。
受僱者於育嬰留職停薪期間，得繼續參加原有之社會保險，原由雇主負擔之保險費，免予繳納；原由受僱者負擔之保險費，得遞延三年繳納。
育嬰留職停薪津貼之發放，另以法律定之。
育嬰留職停薪實施辦法，由中央主管機關定之。
Article 17
After the expiration of the parental leave referred to in the preceding Article, employees may apply for reinstatement. Unless one of the following conditions exists and after receiving permission from a competent authority, employers may not reject such application:
(1) Where the employers' businesses are suspended, or there are operating losses, or business contractions.(2) Where the employers change the organization of their businesses, disband or transfer their ownership to others pursuant to other statutes.(3) Where force majeure necessitates the suspension of business for more than one month.(4) Where the change of the nature of business necessitates the reduction of workforce and the terminated employees cannot be reassigned to other suitable positions.
In the case of employers cannot reinstate employees due to the causes referred to in the preceding Paragraph, they shall give notice to the affected employees thirty days in advance and offer severance or retirement payments in accordance with legal standards.
第 17 條
前條受僱者於育嬰留職停薪期滿後，申請復職時，除有下列情形之一，並經主管機關同意者外，雇主不得拒絕：
一、歇業、虧損或業務緊縮者。
二、雇主依法變更組織、解散或轉讓者。
三、不可抗力暫停工作在一個月以上者。
四、業務性質變更，有減少受僱者之必要，又無適當工作可供安置者。
雇主因前項各款原因未能使受僱者復職時，應於三十日前通知之，並應依法定標準發給資遣費或退休金。
Article 18
Where employees are required to feed his or her baby of less than one year of age in person, in addition to the rest period stipulated, their employers shall permit them to do so twice a day, each for thirty minutes.
The feeding time referred to in the preceding Paragraph shall be deemed as working time.
第 18 條
子女未滿一歲須受僱者親自哺乳者，除規定之休息時間外，雇主應每日另給哺乳時間二次，每次以三十分鐘為度。
前項哺乳時間，視為工作時間。
Article 19
For the purpose of raising children of less than three years of age, employees hired by employers with more than thirty employees may request one of the following from their employers:(1) to reduce working time one hour per day; and for the reduced working time, no remuneration shall be paid.(2) To adjust working time.
第 19 條
受僱於僱用三十人以上雇主之受僱者，為撫育未滿三歲子女，得向雇主請求為下列二款事項之一：
一、每天減少工作時間一小時；減少之工作時間，不得請求報酬。
二、調整工作時間。
Article 20
For the purpose of taking personal care for family members who need inoculation, who suffer serious illness or who must handle other major events, employees hired by employers with more than five employees may request a family leave. The number of this leave shall be incorporated into normal leave and not exceed seven days in one year.
The computation of wage during family leave period shall be made pursuant to the related statutes and administrative regulations governing normal leave.
第 20 條
受僱於僱用五人以上雇主之受僱者，於其家庭成員預防接種、發生嚴重之疾病或其他重大事故須親自照顧時，得請家庭照顧假；其請假日數併入事假計算，全年以七日為限。
家庭照顧假薪資之計算，依各該事假規定辦理。
Article 21
When employees make a request pursuant to the stipulations of the preceding seven Articles, employers may not reject.
When employees make a request pursuant to the preceding Paragraph, employers may not treat it as a non-attendance and affect adversely the employees' full-attendance bonus payments, personal evaluation or take any disciplinary action that is adverse to the employees.
第 21 條
受僱者依前七條之規定為請求時，雇主不得拒絕。
受僱者為前項之請求時，雇主不得視為缺勤而影響其全勤獎金、考績或為其他不利之處分。
Article 22
In the case of spouses of employees who are not engaged in any gainful employment, the stipulations of Articles 16 to 20 of the Act shall not apply, provided that, the employees have justifiable reasons.
第 22 條: 受僱者之配偶未就業者，不適用第十六條及第二十條之規定。但有正當理由者，不在此限。
Article 23
Employers hiring more than two hundred and fifty employees shall set up child care facilities or provide suitable child care measures.
Competent authorities shall provide financial assistance for those employers who have set up child-care facilities or provide suitable child care measures for their employees.
The standards of setting up child care facilities, providing child care measures and matters related to financial assistance shall be drawn up by the Central Competent Authority after consulting with other related public authorities.
第 23 條
僱用受僱者二百五十人以上之雇主，應設置托兒設施或提供適當之托兒措施。
主管機關對於雇主設置托兒設施或提供托兒措施，應給予經費補助。
有關托兒設施、措施之設置標準及經費補助辦法，由中央主管機關會商有關機關定之。
Article 24
For the purpose of assisting those employees who have left their jobs due to the reasons of marriage, pregnancy, child-birth, child-care or taking personal care of their families, competent authorities at each government level shall adopt employment service, occupational training and other necessary measures for them.
第 24 條:主管機關為協助因結婚、懷孕、分娩、育兒或照顧家庭而離職之受僱者獲得再就業之機會，應採取就業服務、職業訓練及其他必要之措施。
Article 25
For those employers who hire the employees who have left their jobs due to the reasons of marriage, pregnancy, child-birth, child-care or taking personal care of their families and with outstanding results, competent authorities at each government level may provide suitable rewarding measures for them.
第 25 條: 雇主僱用因結婚、懷孕、分娩、育兒或照顧家庭而離職之受僱者成效卓著者，主管機關得給予適當之獎勵。
Chapter V Remedies and Appeal Procedures
第 五 章 救濟及申訴程序
Article 26
When employees or applicants are damaged by the employment practices referred to in Articles 7 to 11 or Article 21 of the Act, the employers shall be liable for any damage arising therefrom.
第 26 條:受僱者或求職者因第七條至第十一條或第二十一條之情事，受有損害者，雇主應負賠償責任。
Article 27
When employees or applicants are damaged by the employment practices referred to in Article 12 of the Act, the employers and the harassers shall be jointly liable to make compensations. However, the employers are not liable for the damages if they can proof that they have complied with this Act and provide all preventive and correctional measures required, and they have exercised necessary care in preventing damage from occurring but they still happen.
If compensations cannot be obtained by the injured parties pursuant to the stipulations of the preceding Paragraph, the court may, on their application, taking into consideration the financial conditions of the employers and the injured parties, order the employers to compensate for a part or the whole of the damage.
The employers who have made compensations have rights of recourse against the harassers.
第 27 條
受僱者或求職者因第十二條之情事，受有損害者，由雇主及行為人連帶負損害賠償責任。但雇主證明其已遵行本法所定之各種防治性騷擾之規定，且對該事情之發生已盡力防止仍不免發生者，雇主不負賠償責任。
如被害人依前項但書之規定不能受損害賠償時，法院因其聲請，得斟酌雇主與被害人之經濟狀況，令雇主為全部或一部之損害賠償。
雇主賠償損害時，對於為性騷擾之行為人，有求償權。
Article 28
When employees or applicants are damaged because employers contravene the obligations referred to in Paragraph 2 to Article 13 of the Act, the employers shall be liable for any damage arising therefrom.
第 28 條: 受僱者或求職者因雇主違反第十三條第二項之義務，受有損害者，雇主應負賠償責任。
Article 29
In the case of circumstances referred to in the preceding three Articles, employees or applicants may claim reasonable amounts of compensation even for such damage that are not purely pecuniary losses. If their reputations have been damaged, the injured parties may also claim the taking of proper measures for the rehabilitation of their reputations.
第 29 條: 前三條情形，受僱者或求職者雖非財產上之損害，亦得請求賠償相當之金額。其名譽被侵害者，並得請求回復名譽之適當處分。
Article 30
The claim for damage arising from wrongful acts referred to in Articles 26 to 28 of the Act is extinguished by prescription, if not exercised in two years by the claimants become known of the damage or the obligees bound to make compensation. The same rule applies if ten years have elapsed from the date when the harassing conduct or other wrongful acts were committed.
第 30 條: 第二十六條至第二十八條之損害賠償請求權，自請求權人知有損害及賠償義務人時起，二年間不行使而消滅。自有性騷擾行為或違反各該規定之行為時起，逾十年者，亦同。
Article 31
After employees or applicants make prima facie statements of the discriminatory treatment, the employers shall shoulder the burden of proof of non-sexual or non-sexual-orientation factor of the discriminatory treatment, or the specific sexual factor for the employees or the applicants to perform the job.
第 31 條: 受僱者或求職者於釋明差別待遇之事實後，雇主應就差別待遇之非性別、性傾向因素，或該受僱者或求職者所從事工作之特定性別因素，負舉證責任。
Article 32
Employers may establish complaint systems to coordinate and handle the complaint filed by employees.
第 32 條: 雇主為處理受僱者之申訴，得建立申訴制度協調處理。
Article 33
When employees find out that employer contravene the stipulations of Articles 14 to 20 of the Act, they may appeal to the local competent authorities.
When they appeal to the Central Competent Authority, the Authority shall refer the appeals to the local competent authorities after it receives the appeal or within seven days after the date it has found out the above-mentioned contraventions.
Within seven days after the local competent authorities have received the appeals, they shall proceed to investigate and may mediate the matters for the related parties in accordance with their competences and authorities.
The measures for handling the appeals referred to in the preceding Paragraph shall be drawn up by the local competent authorities.
第 33 條
受僱者發現雇主違反第十四條至第二十條之規定時，得向地方主管機關申訴。
其向中央主管機關提出者，中央主管機關應於收受申訴案件，或發現有上開違反情事之日起七日內，移送地方主管機關。
地方主管機關應於接獲申訴後七日內展開調查，並得依職權對雙方當事人進行協調。
前項申訴處理辦法，由地方主管機關定之。
Article 34
After employees or applicants find out that employers contravene the stipulations of Articles 7 to 11, Article 13, Article 21, or Article 36 of the Act and appeals the matter to the local competent authorities, if the employers, employees or applicants are not satisfied with the decisions made by the local competent authorities, they may apply to the Committee on Gender Equality in Employment of the Central Competent Authority for examination or file an administrative appeal directly within ten days. If the employers, employees or applicants are not satisfied with the decisions made by the Committee on Gender Equality in Employment of the Central Competent Authority, they may file administrative appeals and proceed administrative lawsuits pursuant to the procedures of the Administrative Appeals Act and the Administrative Lawsuits Act.
The measures for handling the examination of the appeals referred to in the preceding Paragraph shall be drawn up by the Central Competent Authority.
第 34 條
受僱者或求職者發現雇主違反第七條至第十一條、第十三條、第二十一條或第三十六條規定時，向地方主管機關申訴後，雇主、受僱者或求職者對於地方主管機關所為之處分有異議時，得於十日內向中央主管機關性別工作平等會申請審議或逕行提起訴願。雇主、受僱者或求職者對於中央主管機關性別工作平等會所為之處分有異議時，得依訴願及行政訴訟程序，提起訴願及進行行政訴訟。
前項申訴審議處理辦法，由中央主管機關定之。
Article 35
When courts or competent authorities determines the facts of discriminatory treatments, they shall examine the investigation reports, rulings and decisions rendered by the committees on gender equality in employment.
第 35 條: 法院及主管機關對差別待遇事實之認定，應審酌性別工作平等會所為之調查報告、評議或處分。
Article 36
Employers may not terminate, transfer or take any disciplinary action that is adverse to employees who personally file complaints pursuant to the Act or assist other file complaints.
第 36 條:雇主不得因受僱者提出本法之申訴或協助他人申訴，而予以解僱、調職或其他不利之處分。
The competent authorities shall provide necessary legal aid when employees or applicants who file lawsuits in courts because of any violation of the Act by their employers.
第 37 條
受僱者或求職者因雇主違反本法之規定，而向法院提出訴訟時，主管機關應提供必要之法律扶助。
前項法律扶助辦法，由中央主管機關定之。
受僱者或求職者為第一項訴訟而聲請保全處分時，法院得減少或免除供擔保之金額。
Chapter VI Penal Provision第 六 章 罰則
Article 38
Employers who violate the stipulations of Article 21, or Article 36 of the Act, shall be punished by administrative fines not less than 10,000 yuan but not exceeding 100,000 yuan.
第 38 條: 雇主違反第二十一條或第三十六條規定者，處新臺幣一萬元以上十萬元以下罰鍰。
Article 38-1
Employers who violate the stipulations of Articles 7 to 10, Paragraphs 1 and 2 to Article 11, the final part of Paragraph 1 and Paragraph 2 to Article 13 of the Act, shall be punished by administrative fines not less than 100,000 yuan but not exceeding 500,000 yuan.
第 38-1 條
雇主違反第七條至第十條、第十一條第一項、第二項或第十三條第一項後段、第二項規定者，處新臺幣十萬元以上五十萬元以下罰鍰。
Chapter VII Supplementary Provisions
第 七 章 附則
Article 39
The enforcement rules of the Act shall be drawn up by the Central Competent Authority.
第 39 條 :本法施行細則，由中央主管機關定之。
Article 40
The Act shall become effective on March 8, 2002.The effective date of revised article 16 made on December 19, 2007 shall be decided by the Executive Yuan.
第 40 條
本法自中華民國九十一年三月八日施行。
本法中華民國九十六年十二月十九日第十六條修正條文施行日期，由行政院定之。
2010.7.5 WAN-LI YANG整理
Gender Equality in Employment Act (2008.11.26 )
Chapter I General Provisions
第 一 章 總則
Article 1
To protect gender equality of right to work, implement thoroughly the constitutional mandate of eliminating sex discrimination, and promote the spirit of substantial gender equality, the Act is hereby enacted.
第 1 條: 為保障性別工作權之平等，貫徹憲法消除性別歧視、促進性別地位實質平等之精神，爰制定本法。
Article 2
Arrangements made by employers and employees that are superior to those provided for by the Act shall be respected.
The Act is applicable to public personnel, educational personnel and military personnel, provided that, Articles 33, 34 and 38 of the Act shall not be included.
Complaints, remedies and processing procedures for public personnel, educational personnel and military personnel shall be handled in accordance with respective statutes and regulations governing personnel matters.
第 2 條
雇主與受僱者之約定優於本法者，從其約定。
本法於公務人員、教育人員及軍職人員，亦適用之。但第三十三條、第三十四條及第三十八條之規定，不在此限。
公務人員、教育人員及軍職人員之申訴、救濟及處理程序，依各該人事法令之規定。
Article 3
The terms used in the Act shall be defined as follows:
1.Employee means a person who is hired by an employer to do a job for which wage is paid.
2.Applicant means a person who is applying a job from an employer.
3.Employer means a person, a public or private entity or authority that hires an employee. A person who represents an employer to exercise managerial authority or who represents an employer in dealing with employee matters is deemed to be an employer.
4.Wage means compensation which an employee receives for his or her work, including wages, salaries, premiums, fringe benefits and other regular payments under whatever name which are payable in cash or in kind, or computed on an hourly, daily, monthly or on a piece-work basis.
第 3 條
本法用辭定義如下：
一、受僱者：謂受雇主僱用從事工作獲致薪資者。
二、求職者：謂向雇主應徵工作之人。
三、雇主：謂僱用受僱者之人、公私立機構或機關。代表雇主行使管理權
之人或代表雇主處理有關受僱者事務之人，視同雇主。
四、薪資：謂受僱者因工作而獲得之報酬；包括薪資、薪金及按計時、計日、計月、計件以現金或實物等方式給付之獎金、津貼及其他任何名義之經常性給與。
Article 4
The term competent authorities used in the Act are referred to the Council of Labor Affair of the Executive Yuan at the central government level, the municipal governments at the municipal government level, and the county/city governments at the county/city level.
Matters stipulated in the Act which are concerned with the competences of the competent authorities for other purposes shall be handled by those authorities for other purposes.
第 4 條
本法所稱主管機關：在中央為行政院勞工委員會；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
本法所定事項，涉及各目的事業主管機關職掌者，由各該目的事業主管機關辦理。
Article 5
In order to examine, consult and promote matters concerning gender equality in employment, the competent authorities at each government level shall set up committees on gender equality in employment.
The committees on gender equality in employment referred to in the preceding Paragraph shall have five to eleven members with a term of two years. They shall be selected from persons with related expertise on labor affairs, gender issues or with legal backgrounds. Among them, two members shall be recommended by workers' and female organizations respectively. The number of female members of the committees shall be over one-half of the total membership.
Matters concerning the organization, meeting and other related issues of the committees referred to in the preceding Paragraph shall be drawn up by the competent authorities at each government level.
In the case of local competent authorities which have already set up commissions on employment discrimination, they may handle the related matters referred to in this Act, provided that, the composition of these commissions shall be in accordance with the provisions of the preceding Paragraph.
第 5 條
為審議、諮詢及促進性別工作平等事項，各級主管機關應設性別工作平等會。
前項性別工作平等會應置委員五人至十一人，任期兩年，由具備勞工事務、性別問題之相關學識經驗或法律專業人士擔任之，其中經勞工團體、女性團體推薦之委員各二人，女性委員人數應占全體委員人數二分之一以上。
前項性別工作平等會組織、會議及其他相關事項，由各級主管機關另定之。
地方主管機關如設有就業歧視評議委員會，亦得由該委員會處理相關事宜。該會之組成應符合第二項之規定。
Article 6
For the purpose of promoting employment opportunities for women, the competent authorities at the municipal, country (or city) government level shall prepare and earmark necessary budgets to provide various occupational training, employment service and re-employment training programs for them. During these training and service periods, child-care, elder-care and other related welfare facilities shall be set up or provided for.
The Central Competent Authority may provide financial assistances for those competent authorities at the municipal, country (or city) government level that have provided occupational training, employment service and re-employment training programs, and set up or provide child-care, elder-care and other related welfare facilities during those training and service periods mentioned in the preceding Paragraph.
第 6 條
直轄市及縣（市）主管機關為婦女就業之需要應編列經費，辦理各類職業訓練、就業服務及再就業訓練，並於該期間提供或設置托兒、托老及相關福利設施，以促進性別工作平等。
中央主管機關對直轄市及縣（市）主管機關辦理前項職業訓練、就業服務及再就業訓練，並於該期間提供或設置托兒、托老及相關福利措施，得給予經費補助。
Article 6-1
The scope of labor inspection being executed by the competent authorities shall include the content of prohibition of sex or sexual orientation discrimination, prevention and correction of sexual harassment, measures for promoting equality in employment of the Act.
第 6-1 條 :
主管機關應就本法所訂之性別、性傾向歧視之禁止、性騷擾之防治及促進工作平等措施納入勞動檢查項目。
Chapter II Prohibition of Sex or Discrimination
第 二 章 性別歧視之禁止
Article 7
Employers shall not treat applicants or employees discriminatorily because of their sex or sexual orientation in the course of recruitment, examination, appointment, assignment, designation, evaluation and promotion. However, if the nature of work only suitable to a special sex, the above-mentioned restriction shall not apply.
第 7 條
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，不得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。
Article 8
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of holding or providing education, training or other related activities.
第 8 條: 雇主為受僱者舉辦或提供教育、訓練或其他類似活動，不得因性別或性傾向而有差別待遇。
Article 9
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of holding or providing various welfare benefit measures.
第 9 條: 雇主為受僱者舉辦或提供各項福利措施，不得因性別或性傾向而有差別待遇。
Article 10
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of paying remuneration. Employees shall receive equal pay for equal work or equal value. However, if such differentials are the result of seniority systems, reward and punishment systems, merit systems or other justifiable reasons of non-sexual or non-sexual-orientation factors, the above-mentioned restriction shall not apply.
Employers may not adopt methods of reducing the remuneration of other employees in order to evade the stipulation of the preceding Paragraph.
第 10 條:
雇主對受僱者薪資之給付，不得因性別或性傾向而有差別待遇；其工作或價值相同者，應給付同等薪資。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。
雇主不得以降低其他受僱者薪資之方式，規避前項之規定。
Article 11
Employers shall not treat employees discriminatorily because of their sex or sexual orientation in the case of retirement, severance, job leaving and termination.
Work rules, labor contracts and collective bargaining agreements shall not stipulate or arrange in advance that when employees marry, become pregnant, engages in child-birth or child-raising activities, they have to leave their jobs or apply for leave without payment. Employers also shall not use the above-mentioned factors as reasons for termination.
Any prescription or arrangement that contravenes the stipulations of the two preceding Paragraphs shall be deemed as null and void. The termination of the labor contract shall also be deemed as null and void.
第 11 條
雇主對受僱者之退休、資遣、離職及解僱，不得因性別或性傾向而有差別待遇。
工作規則、勞動契約或團體協約，不得規定或事先約定受僱者有結婚、懷孕、分娩或育兒之情事時，應行離職或留職停薪；亦不得以其為解僱之理由。
違反前二項規定者，其規定或約定無效；勞動契約之終止不生效力。
Chapter III Prevention and Correction of Sexual Harassment
Article 12
Sexual harassment referred to in this Act shall mean one of the following circumstances:
(1) in the course of an employee executing his or her employment duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination, causes him or her a hostile, intimidating and offensive working environment and infringes on or interferes with his or her personal dignity, physical liberty or affects his or her job performance.
(2) an employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of sex discrimination as an exchange for the establishment, continuance, modification or assignment of a labor contract or as a condition to his or her designation, remuneration, personal evaluation, promotion, demotion, reward and punishment.
第 三 章 性騷擾之防治
第 12 條
本法所稱性騷擾，謂下列二款情形之一：
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。
Article 13
Employers shall prevent and correct sexual harassment from occurrence. For employers hiring over thirty employees, measures for preventing and correcting sexual harassment, related complaint procedures and punishment measures shall be established. All these measures mentioned above shall be openly displayed in the workplace.
When employers know of the occurrence of sexual harassment mentioned in the preceding Article, immediate and effective correctional and remedial measures shall be implemented.
Related guidelines concerning preventive and correctional measures, complaint procedures, and punishment measures mentioned in the preceding Paragraph shall be drawn up by the Central Competent Authority.
第 13 條
雇主應防治性騷擾行為之發生。其僱用受僱者三十人以上者，應訂定性騷擾防治措施、申訴及懲戒辦法，並在工作場所公開揭示。
雇主於知悉前條性騷擾之情形時，應採取立即有效之糾正及補救措施。
第一項性騷擾防治措施、申訴及懲戒辦法之相關準則，由中央主管機關定之。
Chapter IV Measures for Promoting Equality in Employment
第 四 章 促進工作平等措施
Article 14
When female employees encounter job difficulty because of menstruation, they may request a menstruation leave for one day in one month. The number of this leave shall be incorporated into sickness leave.
The computation of wage of a menstruation leave shall be made pursuant to the related statutes and administrative regulations governing sickness leave.
第 14 條
女性受僱者因生理日致工作有困難者，每月得請生理假一日，其請假日數併入病假計算。
生理假薪資之計算，依各該病假規定辦理。
Article 15
Employers shall stop female employees from working and grant them a maternity leave before and after childbirth for a combined period of eight weeks. In the case of a miscarriage after being pregnant for more than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for four weeks. In the case of a miscarriage after being pregnant for over two months and less than three months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for one week. In the case of a miscarriage after being pregnant for less than two months, the female employee shall be permitted to discontinue work and shall be granted a maternity leave for five days.
The computation of wage during maternity period shall be made pursuant to the related statutes and administrative regulations.
While employees' spouses are in labor, their employers shall grant them three days off as a fraternity leave.
During the preceding fraternity leave period, wage shall be paid.
第 15 條
雇主於女性受僱者分娩前後，應使其停止工作，給予產假八星期；妊娠三個月以上流產者，應使其停止工作，給予產假四星期；妊娠二個月以上未滿三個月流產者，應使其停止工作，給予產假一星期；妊娠未滿二個月流產者，應使其停止工作，給予產假五日。
產假期間薪資之計算，依相關法令之規定。
受僱者於其配偶分娩時，雇主應給予陪產假三日。
陪產假期間工資照給。
Article 16
After being in service for one year, employees may apply for parental leave without payment before any of their children reach the age of three years old. The period of this leave is until their children reach the age of three years old but cannot exceed two years. When employees are raising over two children at the same time, the period of their parental leave shall be computed aggregately, provided that, the maximum period shall be limited to two years the youngest one has received raising.
During the period of parental leave without payment, employees may participate in the original social insurance programs continuously. Premiums originally paid by the employers shall be exempted and premiums originally paid by the employees may be postponed consecutively for three years.
Payment of subsidies for parental leave shall be prescribed by other statutes.
The measures for implementing matters concerning parental leave shall be drawn up by the Central Competent Authority.
第 16 條
受僱者任職滿一年後，於每一子女滿三歲前，得申請育嬰留職停薪，期間至該子女滿三歲止，但不得逾二年。同時撫育子女二人以上者，其育嬰留職停薪期間應合併計算，最長以最幼子女受撫育二年為限。
受僱者於育嬰留職停薪期間，得繼續參加原有之社會保險，原由雇主負擔之保險費，免予繳納；原由受僱者負擔之保險費，得遞延三年繳納。
育嬰留職停薪津貼之發放，另以法律定之。
育嬰留職停薪實施辦法，由中央主管機關定之。
Article 17
After the expiration of the parental leave referred to in the preceding Article, employees may apply for reinstatement. Unless one of the following conditions exists and after receiving permission from a competent authority, employers may not reject such application:
(1) Where the employers' businesses are suspended, or there are operating losses, or business contractions.(2) Where the employers change the organization of their businesses, disband or transfer their ownership to others pursuant to other statutes.(3) Where force majeure necessitates the suspension of business for more than one month.(4) Where the change of the nature of business necessitates the reduction of workforce and the terminated employees cannot be reassigned to other suitable positions.
In the case of employers cannot reinstate employees due to the causes referred to in the preceding Paragraph, they shall give notice to the affected employees thirty days in advance and offer severance or retirement payments in accordance with legal standards.
第 17 條
前條受僱者於育嬰留職停薪期滿後，申請復職時，除有下列情形之一，並經主管機關同意者外，雇主不得拒絕：
一、歇業、虧損或業務緊縮者。
二、雇主依法變更組織、解散或轉讓者。
三、不可抗力暫停工作在一個月以上者。
四、業務性質變更，有減少受僱者之必要，又無適當工作可供安置者。
雇主因前項各款原因未能使受僱者復職時，應於三十日前通知之，並應依法定標準發給資遣費或退休金。
Article 18
Where employees are required to feed his or her baby of less than one year of age in person, in addition to the rest period stipulated, their employers shall permit them to do so twice a day, each for thirty minutes.
The feeding time referred to in the preceding Paragraph shall be deemed as working time.
第 18 條
子女未滿一歲須受僱者親自哺乳者，除規定之休息時間外，雇主應每日另給哺乳時間二次，每次以三十分鐘為度。
前項哺乳時間，視為工作時間。
Article 19
For the purpose of raising children of less than three years of age, employees hired by employers with more than thirty employees may request one of the following from their employers:(1) to reduce working time one hour per day; and for the reduced working time, no remuneration shall be paid.(2) To adjust working time.
第 19 條
受僱於僱用三十人以上雇主之受僱者，為撫育未滿三歲子女，得向雇主請求為下列二款事項之一：
一、每天減少工作時間一小時；減少之工作時間，不得請求報酬。
二、調整工作時間。
Article 20
For the purpose of taking personal care for family members who need inoculation, who suffer serious illness or who must handle other major events, employees hired by employers with more than five employees may request a family leave. The number of this leave shall be incorporated into normal leave and not exceed seven days in one year.
The computation of wage during family leave period shall be made pursuant to the related statutes and administrative regulations governing normal leave.
第 20 條
受僱於僱用五人以上雇主之受僱者，於其家庭成員預防接種、發生嚴重之疾病或其他重大事故須親自照顧時，得請家庭照顧假；其請假日數併入事假計算，全年以七日為限。
家庭照顧假薪資之計算，依各該事假規定辦理。
Article 21
When employees make a request pursuant to the stipulations of the preceding seven Articles, employers may not reject.
When employees make a request pursuant to the preceding Paragraph, employers may not treat it as a non-attendance and affect adversely the employees' full-attendance bonus payments, personal evaluation or take any disciplinary action that is adverse to the employees.
第 21 條
受僱者依前七條之規定為請求時，雇主不得拒絕。
受僱者為前項之請求時，雇主不得視為缺勤而影響其全勤獎金、考績或為其他不利之處分。
Article 22
In the case of spouses of employees who are not engaged in any gainful employment, the stipulations of Articles 16 to 20 of the Act shall not apply, provided that, the employees have justifiable reasons.
第 22 條: 受僱者之配偶未就業者，不適用第十六條及第二十條之規定。但有正當理由者，不在此限。
Article 23
Employers hiring more than two hundred and fifty employees shall set up child care facilities or provide suitable child care measures.
Competent authorities shall provide financial assistance for those employers who have set up child-care facilities or provide suitable child care measures for their employees.
The standards of setting up child care facilities, providing child care measures and matters related to financial assistance shall be drawn up by the Central Competent Authority after consulting with other related public authorities.
第 23 條
僱用受僱者二百五十人以上之雇主，應設置托兒設施或提供適當之托兒措施。
主管機關對於雇主設置托兒設施或提供托兒措施，應給予經費補助。
有關托兒設施、措施之設置標準及經費補助辦法，由中央主管機關會商有關機關定之。
Article 24
For the purpose of assisting those employees who have left their jobs due to the reasons of marriage, pregnancy, child-birth, child-care or taking personal care of their families, competent authorities at each government level shall adopt employment service, occupational training and other necessary measures for them.
第 24 條:主管機關為協助因結婚、懷孕、分娩、育兒或照顧家庭而離職之受僱者獲得再就業之機會，應採取就業服務、職業訓練及其他必要之措施。
Article 25
For those employers who hire the employees who have left their jobs due to the reasons of marriage, pregnancy, child-birth, child-care or taking personal care of their families and with outstanding results, competent authorities at each government level may provide suitable rewarding measures for them.
第 25 條: 雇主僱用因結婚、懷孕、分娩、育兒或照顧家庭而離職之受僱者成效卓著者，主管機關得給予適當之獎勵。
Chapter V Remedies and Appeal Procedures
第 五 章 救濟及申訴程序
Article 26
When employees or applicants are damaged by the employment practices referred to in Articles 7 to 11 or Article 21 of the Act, the employers shall be liable for any damage arising therefrom.
第 26 條:受僱者或求職者因第七條至第十一條或第二十一條之情事，受有損害者，雇主應負賠償責任。
Article 27
When employees or applicants are damaged by the employment practices referred to in Article 12 of the Act, the employers and the harassers shall be jointly liable to make compensations. However, the employers are not liable for the damages if they can proof that they have complied with this Act and provide all preventive and correctional measures required, and they have exercised necessary care in preventing damage from occurring but they still happen.
If compensations cannot be obtained by the injured parties pursuant to the stipulations of the preceding Paragraph, the court may, on their application, taking into consideration the financial conditions of the employers and the injured parties, order the employers to compensate for a part or the whole of the damage.
The employers who have made compensations have rights of recourse against the harassers.
第 27 條
受僱者或求職者因第十二條之情事，受有損害者，由雇主及行為人連帶負損害賠償責任。但雇主證明其已遵行本法所定之各種防治性騷擾之規定，且對該事情之發生已盡力防止仍不免發生者，雇主不負賠償責任。
如被害人依前項但書之規定不能受損害賠償時，法院因其聲請，得斟酌雇主與被害人之經濟狀況，令雇主為全部或一部之損害賠償。
雇主賠償損害時，對於為性騷擾之行為人，有求償權。
Article 28
When employees or applicants are damaged because employers contravene the obligations referred to in Paragraph 2 to Article 13 of the Act, the employers shall be liable for any damage arising therefrom.
第 28 條: 受僱者或求職者因雇主違反第十三條第二項之義務，受有損害者，雇主應負賠償責任。
Article 29
In the case of circumstances referred to in the preceding three Articles, employees or applicants may claim reasonable amounts of compensation even for such damage that are not purely pecuniary losses. If their reputations have been damaged, the injured parties may also claim the taking of proper measures for the rehabilitation of their reputations.
第 29 條: 前三條情形，受僱者或求職者雖非財產上之損害，亦得請求賠償相當之金額。其名譽被侵害者，並得請求回復名譽之適當處分。
Article 30
The claim for damage arising from wrongful acts referred to in Articles 26 to 28 of the Act is extinguished by prescription, if not exercised in two years by the claimants become known of the damage or the obligees bound to make compensation. The same rule applies if ten years have elapsed from the date when the harassing conduct or other wrongful acts were committed.
第 30 條: 第二十六條至第二十八條之損害賠償請求權，自請求權人知有損害及賠償義務人時起，二年間不行使而消滅。自有性騷擾行為或違反各該規定之行為時起，逾十年者，亦同。
Article 31
After employees or applicants make prima facie statements of the discriminatory treatment, the employers shall shoulder the burden of proof of non-sexual or non-sexual-orientation factor of the discriminatory treatment, or the specific sexual factor for the employees or the applicants to perform the job.
第 31 條: 受僱者或求職者於釋明差別待遇之事實後，雇主應就差別待遇之非性別、性傾向因素，或該受僱者或求職者所從事工作之特定性別因素，負舉證責任。
Article 32
Employers may establish complaint systems to coordinate and handle the complaint filed by employees.
第 32 條: 雇主為處理受僱者之申訴，得建立申訴制度協調處理。
Article 33
When employees find out that employer contravene the stipulations of Articles 14 to 20 of the Act, they may appeal to the local competent authorities.
When they appeal to the Central Competent Authority, the Authority shall refer the appeals to the local competent authorities after it receives the appeal or within seven days after the date it has found out the above-mentioned contraventions.
Within seven days after the local competent authorities have received the appeals, they shall proceed to investigate and may mediate the matters for the related parties in accordance with their competences and authorities.
The measures for handling the appeals referred to in the preceding Paragraph shall be drawn up by the local competent authorities.
第 33 條
受僱者發現雇主違反第十四條至第二十條之規定時，得向地方主管機關申訴。
其向中央主管機關提出者，中央主管機關應於收受申訴案件，或發現有上開違反情事之日起七日內，移送地方主管機關。
地方主管機關應於接獲申訴後七日內展開調查，並得依職權對雙方當事人進行協調。
前項申訴處理辦法，由地方主管機關定之。
Article 34
After employees or applicants find out that employers contravene the stipulations of Articles 7 to 11, Article 13, Article 21, or Article 36 of the Act and appeals the matter to the local competent authorities, if the employers, employees or applicants are not satisfied with the decisions made by the local competent authorities, they may apply to the Committee on Gender Equality in Employment of the Central Competent Authority for examination or file an administrative appeal directly within ten days. If the employers, employees or applicants are not satisfied with the decisions made by the Committee on Gender Equality in Employment of the Central Competent Authority, they may file administrative appeals and proceed administrative lawsuits pursuant to the procedures of the Administrative Appeals Act and the Administrative Lawsuits Act.
The measures for handling the examination of the appeals referred to in the preceding Paragraph shall be drawn up by the Central Competent Authority.
第 34 條
受僱者或求職者發現雇主違反第七條至第十一條、第十三條、第二十一條或第三十六條規定時，向地方主管機關申訴後，雇主、受僱者或求職者對於地方主管機關所為之處分有異議時，得於十日內向中央主管機關性別工作平等會申請審議或逕行提起訴願。雇主、受僱者或求職者對於中央主管機關性別工作平等會所為之處分有異議時，得依訴願及行政訴訟程序，提起訴願及進行行政訴訟。
前項申訴審議處理辦法，由中央主管機關定之。
Article 35
When courts or competent authorities determines the facts of discriminatory treatments, they shall examine the investigation reports, rulings and decisions rendered by the committees on gender equality in employment.
第 35 條: 法院及主管機關對差別待遇事實之認定，應審酌性別工作平等會所為之調查報告、評議或處分。
Article 36
Employers may not terminate, transfer or take any disciplinary action that is adverse to employees who personally file complaints pursuant to the Act or assist other file complaints.
第 36 條:雇主不得因受僱者提出本法之申訴或協助他人申訴，而予以解僱、調職或其他不利之處分。
The competent authorities shall provide necessary legal aid when employees or applicants who file lawsuits in courts because of any violation of the Act by their employers.
The measures for providing legal aid referred to in the preceding Paragraph shall be drawn up by the Central Competent Authority.
When employees or applicants file lawsuits referred to in the preceding Paragraph and apply for precautionary proceedings, the courts may reduce or exempt the amounts for security.
第 37 條
受僱者或求職者因雇主違反本法之規定，而向法院提出訴訟時，主管機關應提供必要之法律扶助。
前項法律扶助辦法，由中央主管機關定之。
受僱者或求職者為第一項訴訟而聲請保全處分時，法院得減少或免除供擔保之金額。
Chapter VI Penal Provision第 六 章 罰則
Article 38
Employers who violate the stipulations of Article 21, or Article 36 of the Act, shall be punished by administrative fines not less than 10,000 yuan but not exceeding 100,000 yuan.
第 38 條: 雇主違反第二十一條或第三十六條規定者，處新臺幣一萬元以上十萬元以下罰鍰。
Article 38-1
Employers who violate the stipulations of Articles 7 to 10, Paragraphs 1 and 2 to Article 11, the final part of Paragraph 1 and Paragraph 2 to Article 13 of the Act, shall be punished by administrative fines not less than 100,000 yuan but not exceeding 500,000 yuan.
第 38-1 條
雇主違反第七條至第十條、第十一條第一項、第二項或第十三條第一項後段、第二項規定者，處新臺幣十萬元以上五十萬元以下罰鍰。
Chapter VII Supplementary Provisions
第 七 章 附則
Article 39
The enforcement rules of the Act shall be drawn up by the Central Competent Authority.
第 39 條 :本法施行細則，由中央主管機關定之。
Article 40
The Act shall become effective on March 8, 2002.The effective date of revised article 16 made on December 19, 2007 shall be decided by the Executive Yuan.
第 40 條
本法自中華民國九十一年三月八日施行。
本法中華民國九十六年十二月十九日第十六條修正條文施行日期，由行政院定之。
2010.7.5 WAN-LI YANG整理
2010年6月2日 星期三
性侵害犯罪加害人之各項處遇措施 4
性侵害犯罪加害人之各項處遇措施 4
妨害性自主案件罕見可以為緩起訴處分者, 然遇到 被告與被害人年齡相當, 而合意為之, 被害人與家屬並未追究但是 被害人屬於法定年齡限制者, 則偶會出現得以緩起訴者, 然依據性侵害防治法第20條規定, 縱予以緩起訴, 加害人仍必須完成身心治療或輔導教育, 因此須注意:
(1) 書類送達中心
(2) 一併諭知 接受評估, 如經評估認有施以治療輔導之必要者, 完成主管機關所指定之身心治療或輔導教育. (第六款)
相關處遇之依據：
性侵害犯罪防治法 第 20 條
加害人有下列情形之一，經評估認有施以治療輔導之必要者，直轄市、縣(市) 主管機關應命其接受身心治療或輔導教育：
一、有期徒刑或保安處分執行完畢。
二、假釋。
三、緩刑。
四、免刑。
五、赦免。
六、緩起訴處分。
其他
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG
2010.6.02
Wanli Yang
妨害性自主案件罕見可以為緩起訴處分者, 然遇到 被告與被害人年齡相當, 而合意為之, 被害人與家屬並未追究但是 被害人屬於法定年齡限制者, 則偶會出現得以緩起訴者, 然依據性侵害防治法第20條規定, 縱予以緩起訴, 加害人仍必須完成身心治療或輔導教育, 因此須注意:
(1) 書類送達中心
(2) 一併諭知 接受評估, 如經評估認有施以治療輔導之必要者, 完成主管機關所指定之身心治療或輔導教育. (第六款)
相關處遇之依據：
性侵害犯罪防治法 第 20 條
加害人有下列情形之一，經評估認有施以治療輔導之必要者，直轄市、縣(市) 主管機關應命其接受身心治療或輔導教育：
一、有期徒刑或保安處分執行完畢。
二、假釋。
三、緩刑。
四、免刑。
五、赦免。
六、緩起訴處分。
其他
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG
2010.6.02
Wanli Yang
2010年4月16日 星期五
性侵害犯罪加害人之各項處遇措施 3
問題:我國治療輔導實務上尚未發展出針對不同類型之性侵害加害人的治療輔導策略?
單純從治療輔導之策略來看，或許一如學者所述，尚未發展出針對不同類型之加害人之治療輔導策略，但實務經驗上，若從「社區監督輔導會議」所具備之各項網絡功能來看，整體性的檢討加害人復歸計畫，並找出大方向之處遇模式，似非不可能。
家內：性侵害防治中心有關被害人之處遇模式，在進行家內案件處遇計畫之決定，佔有重要因素。
結合智能障礙類型之加害者：非常難以決定處遇計畫型態。又針對此類型之加害人無論是精神醫學或者是心理治療上之模式，經驗亦均相對較為不足，因此，實務經驗上，以引入輔導型之功能（非偏重治療型）對此類型之加害者，似顯得較為有效。
報復型：經驗上，非常側重解決其為何產生報復心態的探討，藉以決定處遇措施。因此網絡團隊提供各式觀察，有效溝通，對處遇措施之決定至為重要。
人格違常：非常難以決定處遇計畫型態。在遇到此類型的案件，又予以緩刑的話，加害人根本難以遵守觀護人之各項決定，亦難以期待其踐行各項處遇措施。
備註：
1.學者沈勝昂認為我國治療輔導實務上尚未發展出針對不同類型之性侵害加害人的治療輔導策略。
2.沈勝昂,性侵害犯罪加害人的社區監督,文榮光、周煌智主編「性侵害犯罪防治學-理論與臨床實務應用」，2006：354～259頁，台北：五南。
3.學者陳、黃二人認為團體介入對中危險程度之性加害者最有改變。
4.陳若璋、黃亮韶，性侵害犯罪加害人團體輔導方案-本土化再犯預防身心治療模式，2006：p.16-17，p.97-102 內政部委託研究報告。
5.陳美燕，對少年性侵害加害人治療輔導處遇修法之一、二議，司法週刊 p.2-3，N.1485，99.4.1
WANLI YANG
2010.4.16
讀後記
其他相關網誌：
性侵害犯罪加害人之各項處遇措施 1 。
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
單純從治療輔導之策略來看，或許一如學者所述，尚未發展出針對不同類型之加害人之治療輔導策略，但實務經驗上，若從「社區監督輔導會議」所具備之各項網絡功能來看，整體性的檢討加害人復歸計畫，並找出大方向之處遇模式，似非不可能。
家內：性侵害防治中心有關被害人之處遇模式，在進行家內案件處遇計畫之決定，佔有重要因素。
結合智能障礙類型之加害者：非常難以決定處遇計畫型態。又針對此類型之加害人無論是精神醫學或者是心理治療上之模式，經驗亦均相對較為不足，因此，實務經驗上，以引入輔導型之功能（非偏重治療型）對此類型之加害者，似顯得較為有效。
報復型：經驗上，非常側重解決其為何產生報復心態的探討，藉以決定處遇措施。因此網絡團隊提供各式觀察，有效溝通，對處遇措施之決定至為重要。
人格違常：非常難以決定處遇計畫型態。在遇到此類型的案件，又予以緩刑的話，加害人根本難以遵守觀護人之各項決定，亦難以期待其踐行各項處遇措施。
備註：
1.學者沈勝昂認為我國治療輔導實務上尚未發展出針對不同類型之性侵害加害人的治療輔導策略。
2.沈勝昂,性侵害犯罪加害人的社區監督,文榮光、周煌智主編「性侵害犯罪防治學-理論與臨床實務應用」，2006：354～259頁，台北：五南。
3.學者陳、黃二人認為團體介入對中危險程度之性加害者最有改變。
4.陳若璋、黃亮韶，性侵害犯罪加害人團體輔導方案-本土化再犯預防身心治療模式，2006：p.16-17，p.97-102 內政部委託研究報告。
5.陳美燕，對少年性侵害加害人治療輔導處遇修法之一、二議，司法週刊 p.2-3，N.1485，99.4.1
WANLI YANG
2010.4.16
讀後記
其他相關網誌：
性侵害犯罪加害人之各項處遇措施 1 。
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
2010年4月14日 星期三
性侵害犯罪加害人之各項處遇措施 2
性侵害案件之處遇措施2
性侵害犯罪加害人之各項處遇措施 2
本期遇到的問題
Q:受保護管束之加害人，因為地檢署之「社區監督輔導會議」並未涵蓋少年法院之加害人為未成年人之情形，因此少年付保護者如何配搭?
本期處理模式：以地檢署之「社區監督輔導會議」為主，以相關個案來探討，並請性侵害防治中心就被害人部分，請主責社工員就被害人安置情形，進行專案評估，提出於會議中。藉由整體性的平台（例如婦幼隊部分）來達到一併處理少年加害人之情形。
缺點：
1.未涉及地檢署之單純少年涉案之案件，並無法由地檢署主導之社區監督輔導會議此一網絡來獲得解決。
2.性侵害犯罪防治法第20條第2項，並未將少年保護官規定在內，因此，少年保護官縱使遇到有需要相關處遇之情形，也無法進行相關處遇。
其他相關網誌：
性侵害犯罪加害人之各項處遇措施 1 。
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG
2010.4.14
性侵害犯罪加害人之各項處遇措施 2
本期遇到的問題
Q:受保護管束之加害人，因為地檢署之「社區監督輔導會議」並未涵蓋少年法院之加害人為未成年人之情形，因此少年付保護者如何配搭?
本期處理模式：以地檢署之「社區監督輔導會議」為主，以相關個案來探討，並請性侵害防治中心就被害人部分，請主責社工員就被害人安置情形，進行專案評估，提出於會議中。藉由整體性的平台（例如婦幼隊部分）來達到一併處理少年加害人之情形。
缺點：
1.未涉及地檢署之單純少年涉案之案件，並無法由地檢署主導之社區監督輔導會議此一網絡來獲得解決。
2.性侵害犯罪防治法第20條第2項，並未將少年保護官規定在內，因此，少年保護官縱使遇到有需要相關處遇之情形，也無法進行相關處遇。
其他相關網誌：
性侵害犯罪加害人之各項處遇措施 1 。
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG
2010.4.14
性侵害犯罪加害人之各項處遇措施 1
性侵害犯罪加害人之各項處遇措施 1
壹、社區監督輔導
1. 源起：法務部為執行性侵害案件受保護管束人之處遇工作，在陳前部長第978次部務會報指示規劃「以觀護系統為主軸的性侵害罪犯社區監督輔導網絡」及內政部93年12月28日召開之「研商94年度家庭暴力及性侵害犯罪加害人處遇工作計畫會議」中，決議由法務部統籌推動並擬定「建構以觀護系統為主軸的性侵害罪犯社區監督及輔導網絡」計畫，希望能強化監督與治療機關之橫向聯繫，建構資訊相互流通之平台，整合各相關機關對於性侵害案件受保護管束人的監督、輔導與治療處遇意見，以期加強對性侵害案件受保護管束人的約束力，並達成預防再犯之目標。
2. 辦理流程：各地方法院檢察署召集相關機關組成「社區監督輔導小組」，小組成員包括檢察官、觀護人、警察人員、性侵害防治中心（醫療服務組）及執行機構之治療輔導人員，必要時並得聘請專家學者、觀護志工及更生輔導員或其他社會支持團體擔任小組成員，而該小組定期或不定期召集召開針對中高再犯危險群之性侵害案件受保護管束人之社區監督輔導處遇及相關事宜之會議，決議提出最有利於預防性侵害加害人再犯之對策。
以台南地方法院檢察署之「社區監督輔導小組」，小組成員包括主任檢察官、檢察官、主任觀護人、觀護人、縣市婦幼隊、各分局承辦該保護管束個案（加害人）之一線司法警察同仁、性侵害防治中心（含醫療服務組，社工，必要時主責社工員必須到場）及執行機構之治療輔導人員（心理師），並固定聘請兩位精神科醫師專家及更生輔導員，另外轄內社會支持團體亦會不定期邀請與會，而小組定期召集召開針對中高再犯危險群之性侵害案件受保護管束人之社區監督輔導處遇及相關事宜之會議，決議提出最有利於預防性侵害加害人再犯之對策。
貳、相關處遇之依據：
主要母法：
性侵害犯罪防治法 第 20 條
加害人有下列情形之一，經評估認有施以治療輔導之必要者，直轄市、縣(市) 主管機關應命其接受身心治療或輔導教育：
一、有期徒刑或保安處分執行完畢。
二、假釋。
三、緩刑。
四、免刑。
五、赦免。
六、緩起訴處分。
觀護人對於前項第二款、第三款付保護管束之加害人，得採取下列一款或數款之處遇方式：
一、對於受保護管束之加害人實施約談、訪視，並得進行團體活動或問卷等輔助行為。
二、對於有事實足認其有再犯罪之虞或需加強輔導及管束之受保護管束加害人，得密集實施約談、訪視；必要時，並得請警察機關派員定期或不定期查訪之。
三、對於受保護管束之加害人有事實可疑為施用毒品時，得命其接受採驗尿液。
四、受保護管束之加害人無一定之居住處所，或其居住處所不利保護管束之執行者，觀護人得報請檢察官、軍事檢察官許可，命其居住於指定之處所。
五、受保護管束之加害人有於夜間犯罪之習性，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，施以宵禁。
六、受保護管束之加害人經評估應接受身心治療或輔導教育者，觀護人得報經檢察官、軍事檢察官之許可，對其實施測謊。
七、受保護管束之加害人有固定犯罪模式，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，禁止其接近特定場所或對象。
八、轉介適當機構或團體。（常見：機構鑑定等）
九、其他必要處遇。
觀護人對於實施前項第四款、第五款之受保護管束加害人，得報請檢察官、軍事檢察官許可後，輔以科技設備監控。
第一項之執行期間為三年以下。但經評估認無繼續執行之必要者，直轄市、縣 (市) 主管機關得免其處分之執行。
第一項之評估，除徒刑之受刑人由監獄或軍事監獄辦理外，由直轄市、縣(市) 主管機關辦理。
第一項評估之內容、基準、程序與身心治療或輔導教育及登記之內容、程序、成效評估等事項之辦法，由中央主管機關會同法務部、國防部及行政院衛生署定之。
第二項第三款採驗尿液之執行方式、程序、期間次數、檢驗機構及項目等，由法務部會商相關機關定之。
第二項第六款測謊之機關 (構) 、人員、執行程序、方式等及第三項科技設備之監控方法、執行程序、機關 (構) 、人員等，由法務部會商相關機關定之。
其他依據：
1. 性侵害犯罪付保護管束加害人科技設備監控實施辦法
2. 性侵害犯罪付保護管束加害人採驗尿液實施辦法
3. 性侵害犯罪付保護管束加害人測謊實施辦法
4. 性侵害犯罪加害人身心治療及輔導教育辦法
5. 性侵害犯罪加害人登記報到及查閱辦法
參、測謊
依性侵害犯罪防治法第二十條第八項規定，法務部訂定並自中華民國94年8月5日開始施行『性侵害犯罪付保護管束加害人測謊實施辦法』。依該規定，觀護人經綜合保護管束執行情形、矯正機關、性侵害防治中心評估、治療等相關資料，認有對受保護管束之加害人實施測謊之必要者，得報請檢察官、軍事檢察官許可，在一定期間內施以定期或不定期測謊，經由具備測謊專業知識技能與相當經驗之人員利用測謊儀器，將受測人之生理反應情形加以記錄，判讀分析受測人之供述是否真實。而地方法院檢察署基於犯罪預防、執行或矯正等目的，得將測謊報告書提供評估、治療人員或警察機關作為評估、治療或監管之參考。
其他:
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG
2010.4.14
壹、社區監督輔導
1. 源起：法務部為執行性侵害案件受保護管束人之處遇工作，在陳前部長第978次部務會報指示規劃「以觀護系統為主軸的性侵害罪犯社區監督輔導網絡」及內政部93年12月28日召開之「研商94年度家庭暴力及性侵害犯罪加害人處遇工作計畫會議」中，決議由法務部統籌推動並擬定「建構以觀護系統為主軸的性侵害罪犯社區監督及輔導網絡」計畫，希望能強化監督與治療機關之橫向聯繫，建構資訊相互流通之平台，整合各相關機關對於性侵害案件受保護管束人的監督、輔導與治療處遇意見，以期加強對性侵害案件受保護管束人的約束力，並達成預防再犯之目標。
2. 辦理流程：各地方法院檢察署召集相關機關組成「社區監督輔導小組」，小組成員包括檢察官、觀護人、警察人員、性侵害防治中心（醫療服務組）及執行機構之治療輔導人員，必要時並得聘請專家學者、觀護志工及更生輔導員或其他社會支持團體擔任小組成員，而該小組定期或不定期召集召開針對中高再犯危險群之性侵害案件受保護管束人之社區監督輔導處遇及相關事宜之會議，決議提出最有利於預防性侵害加害人再犯之對策。
以台南地方法院檢察署之「社區監督輔導小組」，小組成員包括主任檢察官、檢察官、主任觀護人、觀護人、縣市婦幼隊、各分局承辦該保護管束個案（加害人）之一線司法警察同仁、性侵害防治中心（含醫療服務組，社工，必要時主責社工員必須到場）及執行機構之治療輔導人員（心理師），並固定聘請兩位精神科醫師專家及更生輔導員，另外轄內社會支持團體亦會不定期邀請與會，而小組定期召集召開針對中高再犯危險群之性侵害案件受保護管束人之社區監督輔導處遇及相關事宜之會議，決議提出最有利於預防性侵害加害人再犯之對策。
貳、相關處遇之依據：
主要母法：
性侵害犯罪防治法 第 20 條
加害人有下列情形之一，經評估認有施以治療輔導之必要者，直轄市、縣(市) 主管機關應命其接受身心治療或輔導教育：
一、有期徒刑或保安處分執行完畢。
二、假釋。
三、緩刑。
四、免刑。
五、赦免。
六、緩起訴處分。
觀護人對於前項第二款、第三款付保護管束之加害人，得採取下列一款或數款之處遇方式：
一、對於受保護管束之加害人實施約談、訪視，並得進行團體活動或問卷等輔助行為。
二、對於有事實足認其有再犯罪之虞或需加強輔導及管束之受保護管束加害人，得密集實施約談、訪視；必要時，並得請警察機關派員定期或不定期查訪之。
三、對於受保護管束之加害人有事實可疑為施用毒品時，得命其接受採驗尿液。
四、受保護管束之加害人無一定之居住處所，或其居住處所不利保護管束之執行者，觀護人得報請檢察官、軍事檢察官許可，命其居住於指定之處所。
五、受保護管束之加害人有於夜間犯罪之習性，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，施以宵禁。
六、受保護管束之加害人經評估應接受身心治療或輔導教育者，觀護人得報經檢察官、軍事檢察官之許可，對其實施測謊。
七、受保護管束之加害人有固定犯罪模式，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，禁止其接近特定場所或對象。
八、轉介適當機構或團體。（常見：機構鑑定等）
九、其他必要處遇。
觀護人對於實施前項第四款、第五款之受保護管束加害人，得報請檢察官、軍事檢察官許可後，輔以科技設備監控。
第一項之執行期間為三年以下。但經評估認無繼續執行之必要者，直轄市、縣 (市) 主管機關得免其處分之執行。
第一項之評估，除徒刑之受刑人由監獄或軍事監獄辦理外，由直轄市、縣(市) 主管機關辦理。
第一項評估之內容、基準、程序與身心治療或輔導教育及登記之內容、程序、成效評估等事項之辦法，由中央主管機關會同法務部、國防部及行政院衛生署定之。
第二項第三款採驗尿液之執行方式、程序、期間次數、檢驗機構及項目等，由法務部會商相關機關定之。
第二項第六款測謊之機關 (構) 、人員、執行程序、方式等及第三項科技設備之監控方法、執行程序、機關 (構) 、人員等，由法務部會商相關機關定之。
其他依據：
1. 性侵害犯罪付保護管束加害人科技設備監控實施辦法
2. 性侵害犯罪付保護管束加害人採驗尿液實施辦法
3. 性侵害犯罪付保護管束加害人測謊實施辦法
4. 性侵害犯罪加害人身心治療及輔導教育辦法
5. 性侵害犯罪加害人登記報到及查閱辦法
參、測謊
依性侵害犯罪防治法第二十條第八項規定，法務部訂定並自中華民國94年8月5日開始施行『性侵害犯罪付保護管束加害人測謊實施辦法』。依該規定，觀護人經綜合保護管束執行情形、矯正機關、性侵害防治中心評估、治療等相關資料，認有對受保護管束之加害人實施測謊之必要者，得報請檢察官、軍事檢察官許可，在一定期間內施以定期或不定期測謊，經由具備測謊專業知識技能與相當經驗之人員利用測謊儀器，將受測人之生理反應情形加以記錄，判讀分析受測人之供述是否真實。而地方法院檢察署基於犯罪預防、執行或矯正等目的，得將測謊報告書提供評估、治療人員或警察機關作為評估、治療或監管之參考。
其他:
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG
2010.4.14
2010年2月5日 星期五
性侵害防治
性侵害防治
1.偵查階段相關問題:
(1) 性侵害防治的漏洞? 2
(2) 性侵害防治的漏洞? 1
2.審判階段
3.案件執行階段
4.保護管束階段:
5.行政資源:
(1)縣市社會處:
http://social.tncg.gov.tw/injury_t.jsp?id=1203590448987
臺南市性侵害犯罪被害人補助辦法 (第五條 本辦法之補助項目分為下列五種：一 醫療費用。二 心理復健費用。三 訴訟及律師費用。四 緊急生活費用：指因遭性侵害而喪失謀生能力或生活陷入困境者之暫時生活費用。五 其他經主管機關專案核准之費用。)
臺南市性侵害犯罪被害人補助辦法
性侵害被害人補助申請表
性侵害被害人補助領據
(2)警察局:
(3)衛生局:
(4)南市各大醫院社工室: 成大醫院社工室.台南醫院.台南市立醫院社工室.郭綜合醫院社工室.新樓醫院社工室
(5)相關社會團體:
Social Services Department 社會資源 (3)
A.張老師基金會
B. 勵馨社會福利事業基金會台南服務中心
C.法律扶助基金會台南分會
D.被害人保護協會台南分會
6.相關法規:
(1) 妨害性自主相關法令
(2) 性騷擾防治有關法令
(3) Sexual Assault Crime Prevention Act 性侵害犯罪防治法
7.相關性侵害研究論文(英文網站)
(
(1)0)http://wwwlib.umi.com/dissertations
(2) the criminal justice system and child sexual abuse: a survey of decision-makers' attitudes
........../fullcite/8617165
j
其他:
性侵害犯罪加害人之各項處遇措施 1http://wanliyang.blogspot.com/2010/04/blog-post.html
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG 2010.02.06
2012.4.1 rewrite
1.偵查階段相關問題:
(1) 性侵害防治的漏洞? 2
(2) 性侵害防治的漏洞? 1
2.審判階段
3.案件執行階段
4.保護管束階段:
5.行政資源:
(1)縣市社會處:
http://social.tncg.gov.tw/injury_t.jsp?id=1203590448987
臺南市性侵害犯罪被害人補助辦法 (第五條 本辦法之補助項目分為下列五種：一 醫療費用。二 心理復健費用。三 訴訟及律師費用。四 緊急生活費用：指因遭性侵害而喪失謀生能力或生活陷入困境者之暫時生活費用。五 其他經主管機關專案核准之費用。)
臺南市性侵害犯罪被害人補助辦法
性侵害被害人補助申請表
性侵害被害人補助領據
(2)警察局:
(3)衛生局:
(4)南市各大醫院社工室: 成大醫院社工室.台南醫院.台南市立醫院社工室.郭綜合醫院社工室.新樓醫院社工室
(5)相關社會團體:
Social Services Department 社會資源 (3)
A.張老師基金會
B. 勵馨社會福利事業基金會台南服務中心
C.法律扶助基金會台南分會
D.被害人保護協會台南分會
6.相關法規:
(1) 妨害性自主相關法令
(2) 性騷擾防治有關法令
(3) Sexual Assault Crime Prevention Act 性侵害犯罪防治法
7.相關性侵害研究論文(英文網站)
(
(1)0)http://wwwlib.umi.com/dissertations
(2) the criminal justice system and child sexual abuse: a survey of decision-makers' attitudes
........../fullcite/8617165
j
其他:
性侵害犯罪加害人之各項處遇措施 1http://wanliyang.blogspot.com/2010/04/blog-post.html
性侵害犯罪加害人之各項處遇措施 2 。
性侵害犯罪加害人之各項處遇措施 3 。
性侵害犯罪加害人之各項處遇措施5:
http://wanliyang.blogspot.com/2011/05/5.html
WANLI YANG 2010.02.06
2012.4.1 rewrite
2009年12月21日 星期一
Sexual Assault Crime Prevention Act 性侵害犯罪防治法
Sexual Assault Crime Prevention Act ( 2005.02.05 Amended )
性侵害犯罪防治法 (民國 94 年 02 月 05 日 修正)
Article 1
This law is formulated in order to prevent sexual assault and to protect the rights of victims.
第 1 條 為防治性侵害犯罪及保護被害人權益，特制定本法。
Article 2
The Definition of sexual assault crime, refers to the situation where a person breaks Act 221 to 227, Act 228, Act 229, Act 332.2.2, Act 334.2, Act 248.2.1 and its special laws under the Criminal Code.
An offender, referred to under the Law, is a person who is sentenced as guilty for violating the above Acts.
第 2 條
本法所稱性侵害犯罪，係指觸犯刑法第221條至第227條、第228條、第229條、第332條第2項第2款、第334條第2款、第348條第2項第1款及其特別法之罪。
本法所稱加害人，係指觸犯前項各罪經判決有罪確定之人。 Article 3
The authorities concerned under the Law are the Ministry of Interior in Central Government, the City Government in a special municipality or the County (City) Government in a county (city).
第 3 條 : 本法所稱主管機關：在中央為內政部；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
Article 4
The Ministry of Interior should set up a Committee of Sexual Assault Prevention to undertake the following items:
A. Investigate and draft polices and regulations about sexual assault prevention.
B. Co-ordinate and supervise the implementation of sexual assault prevention.
C. Supervise all levels of government arranging the handling procedures and a prevention and medical treatment network for sexual assault incidents.
D. Direct and promote sexual assault prevention education.
E. Make proposals and arrangements, gather statistics and manage sexual assault incidents.
F. Discuss the problems of sexual assault prevention.
G. Other issues about sexual assault prevention.
第 4 條
內政部應設性侵害防治委員會，掌理下列事項：
一、研擬性侵害防治政策及法規。
二、協調及監督有關性侵害防治事項之執行。
三、監督各級政府建立性侵害事件處理程序、防治及醫療網絡。
四、督導及推展性侵害防治教育。
五、性侵害事件各項資料之建立、彙整、統計及管理。
六、性侵害防治有關問題之研議。
七、其他性侵害防治有關事項。
Article 5
The head of the Ministry of Interior acts as the director general of its Committee of Sexual Assault Prevention; representatives of private institutions, scholars and experts should occupy at least half of the committee seats.
The Committee of Sexual Assault Prevention should allocate special people and departments to deal with relevant business affairs, and the corresponding regulations are formulated by the relevant central authorities.
第 5 條
內政部性侵害防治委員會，以內政部部長為主任委員，民間團體代表、學者及專家之比例不得少於委員總數二分之一。
性侵害防治委員會應配置專人分科處理有關業務；其組織規程，由中央主管機關定之。
Article 6
Special municipalities and county (city) governments should set up a Sexual Assault Prevention Center, which undertakes the following items:
A. Provide a 24-hour hotline service.
B. Provide victims with a 24-hour emergency rescue.
C. Assist victims by obtaining medical attentions, check ups and evidence.
D. Assist the victim with psychological treatment, counselling, emergency help and legal services. E. Set up special medical teams for dealing with sexual assault incidents with the co-operation of hospitals.
F. The offender's tracking counselling and physical and psychological treatment.
G. Promote sexual assault prevention education, training and advertising.
H. Other relevant issues about sexual assault prevention and protection.
The Sexual Assault Prevention Center should be equipped with social workers, police, medical teams and people from other relevant areas. Its organization is arranged by the relevant authorities of the special municipality or of the county (city).
Local governments should take the first two items into budgetary consideration and the central government will meet the difference with a special subsidy.
第 6 條
直轄市、縣 (市) 主管機關應設性侵害防治中心，辦理下列事項：
一、提供二十四小時電話專線服務。
二、提供被害人二十四小時緊急救援。
三、協助被害人就醫診療、驗傷及取得證據。
四、協助被害人心理治療、輔導、緊急安置及提供法律服務。
五、協調醫院成立專門處理性侵害事件之醫療小組。
六、加害人之追蹤輔導及身心治療。
七、推廣性侵害防治教育、訓練及宣導。
八、其他有關性侵害防治及保護事項。
前項中心應配置社工、警察、醫療及其他相關專業人員；其組織由直轄市、縣 (市) 主管機關定之。
地方政府應編列預算辦理前二項事宜，不足由中央主管機關編列專款補助。
Article 7
In each academic year, students at all levels of middle and primary schools should have four hours or more of courses on sexual assault prevention.
The sexual assault prevention courses should contain:A. The structure and function of the reproductive organs of both sexes.B. Safe sexual behavior and knowledge of self-protection.C. Education in equality of the sexes.D. Building a correct sexual psychology.E. Respect for others' sexual freedom.F. Realization that sexual offences are crimes.G. Dealing with dangers of sexual offensesH. Techniques of sexual offense prevention.I. Other relevant education about sexual offenses.
7 條
各級中小學每學年應至少有四小時以上之性侵害防治教育課程。
前項所稱性侵害防治教育課程應包括：
一、兩性性器官構造與功能。
二、安全性行為與自我保護性知識。
三、兩性平等之教育。
四、正確性心理之建立。
五、對他人性自由之尊重。
六、性侵害犯罪之認識。
七、性侵害危機之處理。
八、性侵害防範之技巧。
九、其他與性侵害有關之教育。
Article 8
During the turn of duty, should medical workers, social workers, education workers, nursery workers, police or administrative workers learn of suspicious sexual assault incidents, they must report to the relevant authorities of special municipalities or County (City) within 24 hours. The manner and content of the report is as formulated by the relevant central authorities.
The content of the report, the name and address of the reporter and any information that is sufficient to identify him/her are confidential unless it is specified otherwise in the Law.
第 8 條
醫事人員、社工人員、教育人員、保育人員、警察人員、勞政人員，於執行職務知有疑似性侵害犯罪情事者，應立即向當地直轄市、縣 (市) 主管機關通報，至遲不得超過二十四小時。通報之方式及內容，由中央主管機關定之。
前項通報內容、通報人之姓名、住居所及其他足資識別其身分之資訊，除法律另有規定外，應予保密。 [note]
醫事人員:涵括"臨床心理人員".
事後發現網絡沒有通報之原因(理由)為:(1)不知道(2)被害人要求不要通報.(3)害怕通報之後,會增加麻煩.
Article 9
The central authorities should set up a national database of sexual offenders, and it should contain fingerprints and DNA.
The content of the database is confidential and should not be changed unless specified by the Law. The management and usage of the database is formulated by the relevant central authorities.
第 9 條
中央主管機關應建立全國性侵害加害人之檔案資料；其內容，應包含指紋、去氧核醣核酸紀錄。
前項檔案資料應予保密，非依法律規定，不得提供；其管理及使用等事項之辦法，由中央主管機關定之。
Article 10
Hospitals and clinics should not refuse giving medical attentions for no reason and should produce a Medical Certificate of Diagnosis. During the examination, the victim should be accompanied by nursing staff. The privacy of the victim should be protected and the victim should be offered a safe and appropriate environment for the examination.
The format of the Medical Certificate of Diagnosis is decided by the discussion between the central competent Health Authority and relevant authorities.Those who violate this regulation should pay a fine of between ten thousand and fifty thousand NT dollars to relevant health authorities.
第 10 條
醫院、診所對於被害人，不得無故拒絕診療及開立驗傷診斷書。
醫院、診所對被害人診療時，應有護理人員陪同，並應保護被害人之隱私，提供安全及合適之就醫環境。
第一項驗傷診斷書之格式，由中央衛生主管機關會商有關機關定之。
違反第一項規定者，由衛生主管機關處新臺幣一萬元以上五萬元以下罰鍰。 Article 11
The victim should agree to be examined while collecting evidence, unless it is specified in the Criminal Law, Military Justice Law or the victim is unconscious or otherwise unable to express him or herself.
In the case of the victim being incompetent (to manage his or her own property) or younger than twelve years old, permission should be obtained from his or her guardian or legal representative. However if the guardian or legal representative is unclear, difficult to contact, or is suspected of conducting the sexual assault, examination should be carried out to collect evidence.
After collecting evidence, the exhibit should be kept in the exhibit bag. The judiciary and military police should immediately send the exhibit to the National Police Agency at the Ministry of Interior for examination. The result of the exhibit's examination should be filed according to the Law.
If a case of sexual assault crime is only considered for prosecution as an offense instituted only in response to complaint (a legal complaint or a private prosecution has not been proposed yet), the National Police Agency of the Ministry of Interior should send the exhibit to the relevant local authorities of the special municipality or County (City) for safe keeping. In the case of it being impossible to identify a suspect, the exhibit will be destroyed after six months.
第 11 條
對於被害人之驗傷及取證，除依刑事訴訟法、軍事審判法之規定或被害人無意識或無法表意者外，應經被害人之同意。被害人為禁治產或未滿十二歲之人時，應經其監護人或法定代理人之同意。但監護人或法定代理人之有無不明、通知顯有困難或為該性侵害犯罪之嫌疑人時，得逕行驗傷及取證。
取得證據後，應保全證物於證物袋內，司法、軍法警察並應即送請內政部警政署鑑驗，證物鑑驗報告並應依法保存。
性侵害犯罪案件屬告訴乃論者，尚未提出告訴或自訴時，內政部警政署應將證物移送犯罪發生地之直轄市、縣 (市) 主管機關保管，除未能知悉犯罪嫌疑人外，證物保管六個月後得逕行銷毀。
Article 12
Due to work reasons, those who know or have the victim's name, date of birth, address and any other information that is sufficient to identify his or her identity, should keep these details confidential unless specified by the Law.
The published legal documents, produced by the executive, judicial and military authorities, should not reveal the victim's name, date of birth, address or any other information that is sufficient to identify him/her.
第 12 條
因職務或業務知悉或持有性侵害被害人姓名、出生年月日、住居所及其他足資識別其身分之資料者，除法律另有規定外，應予保密。
行政機關、司法機關及軍法機關所製作必須公示之文書，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。
Article 13
Advertisements, publications, broadcasting, television, electronic messages, the Internet or any other kinds of media should neither report nor record the victim's name nor any other information which might be sufficient to reveal his or her identity. This regulation does not apply in the case where a victim having behavioral capability gives permission or where the crime investigation authorities consider it to be necessary according to the law.
Those who violate this regulation should be fined by the relevant authorities between six thousand and sixty thousand NT dollars; and objects involved should be confiscated or dealt with accordingly. If behavior is not corrected within the period specified by the formal notice, fines will be imposed for each further violation. In the case where the victim is dead, the fine could be voided after the social benefits are assessed by the relevant authorities.
第 13 條
廣告物、出版品、廣播、電視、電子訊號、電腦網路或其他媒體，不得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。但經有行為能 力之被害人同意或犯罪偵查機關依法認為有必要者，不在此限。
違反前項規定者，由各該目的事業主管機關處新臺幣六萬元以上六十萬元以下罰鍰，並得沒入前項物品或採行其他必要之處置；其經通知限期改正 ，屆期不改正者，得按次連續處罰。但被害人死亡，經目的事業主管機關權衡社會公益，認有報導必要者，不罰。
Article 14
The High Court, the Supreme Prosecutors' Office, the Military Court, the Military Court Prosecutors' Office, the Judiciary, the Military Police Authority and medical institutions should allocate specially trained people to deal with sexual assault incidents.
The medical organizations mentioned above refer to those medical units that are appointed by the central competent Health Authority to deal with sexual assault incidents.
第 14 條
法院、檢察署、軍事法院、軍事法院檢察署、司法、軍法警察機關及醫療機構，應由經專業訓練之專人處理性侵害事件。
前項醫療機構，係指由中央衛生主管機關指定設置處理性侵害事件醫療小組之醫療機構。
Article 15
The victim's legal representative, spouse, a direct relative or within the third-degree relatives, parents, family members, doctor, psychiatrist, consolation workers or social workers may accompany the victim during the investigation or trial and state their opinions.
The above item does not apply when the person who is responsible for accompanying the victim, is the offender or the suspect in the sexual assault.In the case of the victim being a child or teenager, unless it is obviously unnecessary, the relevant authorities of the special municipality or County (City) should appoint a social worker to keep the victim accompanied and provide opinions.
第 15 條
被害人之法定代理人、配偶、直系或三親等內旁系血親、家長、家屬、醫師、心理師、輔導人員或社工人員得於偵查或審判中，陪同被害人在場，並得陳述意見。
前項規定，於得陪同在場之人為性侵害犯罪嫌疑人或被告時，不適用之。
被害人為兒童或少年時，除顯無必要者外，直轄市、縣 (市) 主管機關應指派社工人員於偵查或審判中陪同在場，並得陳述意見。
Article 16
According to his or her application or rights, the inquiries or questioning of the victim may be carried out outside the court via technology equipment such as audio, video conference or any other suitable means so that the victim is isolated from the defendant or judge.
The judge or court martial chairman should undertake the above isolating-for-questioning approach, when the victim is called to the court to give statement and is unable to speak freely or completely during the face-to-face questioning due to mental disability or physical and psychological injury.The chief judge should also inquire if the defendant or defence barrister is forbidden from questioning the victim inappropriately.
The defendant in a sexual assault crime and his or her defence barrister should not question or raise the sexual experience that victim had other than with the defendant, unless the judge or Military Judge considers it to be necessary.
第 16 條
對被害人之訊問或詰問，得依聲請或依職權在法庭外為之，或利用聲音、 影像傳送之科技設備或其他適當隔離措施，將被害人與被告或法官隔離。
被害人經傳喚到庭作證時，如因心智障礙或身心創傷，認當庭詰問有致其不能自由陳述或完全陳述之虞者，法官、軍事審判官應採取前項隔離詰問之措施。
審判長因當事人或辯護人詰問被害人不當而禁止其詰問者，得以訊問代之。
性侵害犯罪之被告或其辯護人不得詰問或提出有關被害人與被告以外之人之性經驗證據。但法官、軍事審判官認有必要者，不在此限。
Article 17
Should the victim fall into one of the following categories, the statement which he or she made to the prosecuting officer, judicial police officer or judicial policeman's investigation can be used as evidence if it is proved to be true and if it essential to decide the committal of the crime:
A. The victim is unable to make a statement due to physical or psychological injury resulting from the sexual assault incident.
B. The victim is present at the trial but is unable to or refuses to make a statement due to physical or psychological pressure.
(note: B款 刪除: "caused by the inquiries or cross-examination."會較清楚 )
第 17 條
被害人於審判中有下列情形之一，其於檢察事務官、司法警察官或司法警察調查中所為之陳述，經證明具有可信之特別情況，且為證明犯罪事實之存否所必要者，得為證據：
一、因性侵害致身心創傷無法陳述者。
二、到庭後因身心壓力於訊問或詰問時無法為完全之陳述或拒絕陳述者。
Article 18
Trials of sexual assault crimes are not open to public, unless they fall into one of the following categories and are considered suitable by the judge or military judge:
A. Agreement of the victim.
B. In the case of the victim having no or limited behaviour capability, agreement should be made with both the victim and his or her legal representative.
第 18 條
性侵害犯罪之案件，審判不得公開。但有下列情形之一，經法官或軍事審判官認有必要者，不在此限：
一、被害人同意。
二、被害人為無行為能力或限制行為能力者，經本人及其法定代理人同意 。
Article 19
According to his or her application, the special municipality or county (city) government should provide the victim the following allowance:A. Medical costs that are outside the scope of National Health Insurance and fees for psychological recovery.B. Legal cost and lawyer's fees.C. Other fees.
Aspects such as the allowance's eligibility, condition and amount are decided by the authorities of the special municipality or county (city) government.
第 19 條
直轄市、縣 (市) 主管機關得依被害人之申請，核發下列補助：
一、非屬全民健康保險給付範圍之醫療費用及心理復健費用。
二、訴訟費用及律師費用。
三、其他費用。
前項補助對象、條件及金額等事項之規定，由直轄市、縣 (市) 主管機關定之。
Article 20
Should the offender fall into any one of the following categories, and it is considered to be necessary, the relevant authorities of the special municipalities or county (city) government should order the offender to receive physical and psychological treatment or counseling education.A. Completed imprisonment term or similar measure of safety. B. Parole.C. Postponement of the execution.D. Exemption from the penalty.E. Pardoned F. Suspension of prosecution punishment
The guardian, who is responsible for protected controls of the offender falling into the above category two and three, should deal with him or her with the following one or several approaches:
A. Arrange appointments, visits, and involve group activities or conduct surveys to assist the offenders in preventive controls.B. Arrange frequent appointments and visits, for the offender who is already in protective control, and where it has been proved there is enough evidence that he or she conducted the same crime. If necessary, the victim should be allowed to meet an appointed person from the police department regularly or irregularly.C. Order the offender who is already under preventive controls and is suspected of taking drugs to take a urinary test.D. For the offender who is under preventive control and has no permanent accommodation or accommodation that is not good for the conductor of the preventive control, the guardian should appeal to the Prosecutor and Military Judge to obtain permission so that the offender stays at an appointed accommodation.E. For the offender, who is under preventive control, has habit of conducting crime at night or is proved to have conducted the same crime with sufficient evidence, the guardian should institute a curfew with the permission from the Prosecutor and Military Judge.F. For the offender, who is under preventive control, that has already received physical and psychological treatment or counselling education, the guardian should carry out a lie detector test with the permission from the Prosecutor and Military Judge.G. The guardian should constrain the offender, who is under preventive control, and has an identifiable crime pattern or is proved to have conducted crime again with sufficient evidence, to stay close to certain locations or people with the permission from the Prosecutor and Military Judge.H. Introduce the offender to the appropriate organization or section.I. Other necessary approaches.
With the permission from the Prosecutor and Military Judge, the guardian could supervise and control the offender, who falls into the above item 4 and 5, with technological equipment.
The period of carrying out the first item is less than three years. However the special municipalities or county (city) government should stop carrying out the approach when the regulation is assessed and considered to be unnecessary.
The assessment of the first item should be carried out by the relevant authorities of the special municipalities or county (city). In the case where the offender is in jail, the assessment should be carried out by the prison or military prison.
Aspects such as the assessment's content, preparation and procedure, the physical and psychological treatment or counselling education, the registration's content and procedure and result evaluation in term 1, should be formulated by the central authorities, Ministry of Justice, Ministry of National Defence and the Department of Health, Executive Yuan.
As far as the urinary test concerned in item 2.3, its execution, procedure, period and frequency, examining organization and other aspects are decided by the Ministry of Justice and other relevant organizations.
The lie detector test concerned in item 2.6, its executing authorities (organization), people, conducting procedure and manner, and the technology equipment concerned in item 3, its supervising and control manner, conducting procedure, authorities (organization) and people, are decided by the Ministry of Justice and other relevant organizations.
第 20 條
加害人有下列情形之一，經評估認有施以治療輔導之必要者，直轄市、縣 (市) 主管機關應命其接受身心治療或輔導教育： 一、有期徒刑或保安處分執行完畢。
二、假釋。
三、緩刑。
四、免刑。
五、赦免。
六、緩起訴處分。 觀護人對於前項第二款、第三款付保護管束之加害人，得採取下列一款或數款之處遇方式： 一、對於受保護管束之加害人實施約談、訪視，並得進行團體活動或問卷等輔助行為。
二、對於有事實足認其有再犯罪之虞或需加強輔導及管束之受保護管束加害人，得密集實施約談、訪視；必要時，並得請警察機關派員定期或不定期查訪之。
三、對於受保護管束之加害人有事實可疑為施用毒品時，得命其接受採驗尿液。 四、受保護管束之加害人無一定之居住處所，或其居住處所不利保護管束之執行者，觀護人得報請檢察官、軍事檢察官許可，命其居住於指定之處所。
五、受保護管束之加害人有於夜間犯罪之習性，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，施以宵禁。
六、受保護管束之加害人經評估應接受身心治療或輔導教育者，觀護人得報經檢察官、軍事檢察官之許可，對其實施測謊。
七、受保護管束之加害人有固定犯罪模式，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，禁止其接近特定場所或對象。
八、轉介適當機構或團體。
九、其他必要處遇。
觀護人對於實施前項第四款、第五款之受保護管束加害人，得報請檢察官、軍事檢察官許可後，輔以科技設備監控。[即俗稱之"電子腳鐐"]
第一項之執行期間為三年以下。但經評估認無繼續執行之必要者，直轄市 、縣 (市) 主管機關得免其處分之執行。
第一項之評估，除徒刑之受刑人由監獄或軍事監獄辦理外，由直轄市、縣(市) 主管機關辦理。
第一項評估之內容、基準、程序與身心治療或輔導教育及登記之內容、程序、成效評估等事項之辦法，由中央主管機關會同法務部、國防部及行政 院衛生署定之。
第二項第三款採驗尿液之執行方式、程序、期間次數、檢驗機構及項目等，由法務部會商相關機關定之。
第二項第六款測謊之機關 (構) 、人員、執行程序、方式等及第三項科技設備之監控方法、執行程序、機關 (構) 、人員等，由法務部會商相關機關定之。
[note]
Q:受保護管束之加害人.是否包括未成年人而付保護者? 少年法庭有無相關之專業輔導資源?
Q:實務上仍會發生受保護管束之人破壞監控設備之情形,如何強化現行防治網絡社區監控機制之不足?
Article 21
Should the offender, mentioned in Act 20, fall into any one of the categories, he/she is liable to pay a fine between ten thousand and fifty thousand new NT dollars and carry out the procedures within the specified period:A. After receiving the notice from the relevant authorities of the special municipalities or county (city), the offender is absent or refuses to receive assessment, physical and psychological treatment or counselling education without any appropriate reasons.B. After receiving the notice from the relevant authorities of the special municipalities or county (city), the offender arrives late at the assessment, physical and psychological treatment or counselling education or is present for fewer hours.C. Those who do not register or report regularly according to Act 23.1.The offender mentioned above who does not carry out the procedures, is liable for imprisonment term for up to one year, labor service under detention, a fine, or all together up to a fine of fifty thousand NT dollars.
After conducting the punishment the offender on parole, postponing the execution or postponing the prosecution punishment listed in item 1, the relevant authorities of the special municipality or county (city) should inform the local court prosecutors' office or the court martial prosecutor's office that is in charge.
On receiving the notice, the court prosecutors office or military court prosecutors' office, should inform the prison director, Ministry of Justice, and Ministry of National Defence to withdraw the parole, postpone the execution or suspend the prosecution punishment.
第 21 條
前條加害人有下列情形之一者，得處新臺幣一萬元以上五萬元以下罰鍰，並限期命其履行：
一、經直轄市、縣 (市) 主管機關通知，無正當理由不到場或拒絕接受評估、身心治療或輔導教育者。
二、經直轄市、縣 (市) 主管機關通知，無正當理由不按時到場接受身心治療或輔導教育或接受之時數不足者。
三、未依第二十三條第一項規定定期辦理登記或報到。
前項加害人屆期仍不履行者，處一年以下有期徒刑、拘役或科或併科新臺 幣五萬元以下罰金。
直轄市、縣 (市) 主管機關對於假釋、緩刑或受緩起訴處分之加害人為第 一項之處分後，應即通知該管地方法院檢察署檢察官或軍事法院檢察署檢察官。
地方法院檢察署檢察官、軍事法院檢察署檢察官接獲前項通知後，得通知原執行監獄典獄長報請法務部、國防部撤銷假釋或向法院、軍事法院聲請撤銷緩刑或依職權撤銷緩起訴處分。
Article 22
Should the offender conduct the same deed, after receiving physical and psychological treatment or counselling education as instructed by Act 21 item 1 (examination, assessment, his or her self-control and prevention) the special municipalities or county (city) government should hand in relevant assessment report to the local court prosecutors office's prosecuting officer and the military court prosecutor office's prosecuting officer and force the offender into treatment according to the Law.
第 22 條 : 加害人依第20條第1項規定接受身心治療或輔導教育，經鑑定、評估其自我控制再犯預防仍無成效者，直轄市、縣 (市) 主管機關得檢具相關評估報告，送請該管地方法院檢察署檢察官、軍事檢察署檢察官依法聲請強制治療。
Article 23
The offender who violates Act 221 to 227, Act 228, Act 229, Act 332.2.2, Act 334.2, Act 248.2.1 and its special regulations of the Criminal Law and violates any regulations of Act 21 should regularly report to the police bureau and register information such as their identity, enrolment, employment, driver's licence and details of movements. The period for the reporting and registering is seven years.
The above regulation does not apply if the offender is younger than 18 years old when the crime was committed.
The periodical registration aims to protect social benefit and the safety of the society and should be examined by an appointed person.
The registration and reporting process and the examination process's scope, content, executing organization, qualification and condition of the appointed person, the procedure of the examination and other procedures to be followed are decided by the relevant central authorities.
第 23 條
犯刑法第二百二十一條、第二百二十二條、第二百二十四條之一、第二百二十五條第一項、第二百二十六條、第二百二十六條之一、第三百三十二 條第二項第二款、第三百三十四條第二款、第三百四十八條第二項第一款 或其特別法之罪之加害人，有第二十條第一項各款情形之一者，應定期向 警察機關辦理身分、就學、工作、車籍及其異動等資料之登記及報到。其登記、報到之期間為七年。
前項規定於犯罪時未滿十八歲者，不適用之。
第一項登記期間之事項，為維護公共利益及社會安全之目的，於登記期間 得供特定人員查閱。
第一項登記、報到之程序及前項供查閱事項之範圍、內容、執行機關、查閱人員之資格、條件、查閱程序及其他應遵行事項之辦法，由中央主管機關定之。
Article 24
Detailed arrangements for implementing the Law are formulated by the central authorities concerned.
第 24 條 本法施行細則，由中央主管機關定之。
Article 25
The Law will be implemented six months after it is announced.
第 25 條 本法自公布後六個月施行。
Others:
妨害性自主相關法令
性騷擾防治有關法令
性侵害防治的漏洞? 2
性侵害防治的漏洞? 1
Sexual Assault Crime Prevention Act 性侵害犯罪防治法
WANLI YANG整理 2009.12.22
性侵害犯罪防治法 (民國 94 年 02 月 05 日 修正)
Article 1
This law is formulated in order to prevent sexual assault and to protect the rights of victims.
第 1 條 為防治性侵害犯罪及保護被害人權益，特制定本法。
Article 2
The Definition of sexual assault crime, refers to the situation where a person breaks Act 221 to 227, Act 228, Act 229, Act 332.2.2, Act 334.2, Act 248.2.1 and its special laws under the Criminal Code.
An offender, referred to under the Law, is a person who is sentenced as guilty for violating the above Acts.
第 2 條
本法所稱性侵害犯罪，係指觸犯刑法第221條至第227條、第228條、第229條、第332條第2項第2款、第334條第2款、第348條第2項第1款及其特別法之罪。
本法所稱加害人，係指觸犯前項各罪經判決有罪確定之人。 Article 3
The authorities concerned under the Law are the Ministry of Interior in Central Government, the City Government in a special municipality or the County (City) Government in a county (city).
第 3 條 : 本法所稱主管機關：在中央為內政部；在直轄市為直轄市政府；在縣 (市) 為縣 (市) 政府。
Article 4
The Ministry of Interior should set up a Committee of Sexual Assault Prevention to undertake the following items:
A. Investigate and draft polices and regulations about sexual assault prevention.
B. Co-ordinate and supervise the implementation of sexual assault prevention.
C. Supervise all levels of government arranging the handling procedures and a prevention and medical treatment network for sexual assault incidents.
D. Direct and promote sexual assault prevention education.
E. Make proposals and arrangements, gather statistics and manage sexual assault incidents.
F. Discuss the problems of sexual assault prevention.
G. Other issues about sexual assault prevention.
第 4 條
內政部應設性侵害防治委員會，掌理下列事項：
一、研擬性侵害防治政策及法規。
二、協調及監督有關性侵害防治事項之執行。
三、監督各級政府建立性侵害事件處理程序、防治及醫療網絡。
四、督導及推展性侵害防治教育。
五、性侵害事件各項資料之建立、彙整、統計及管理。
六、性侵害防治有關問題之研議。
七、其他性侵害防治有關事項。
Article 5
The head of the Ministry of Interior acts as the director general of its Committee of Sexual Assault Prevention; representatives of private institutions, scholars and experts should occupy at least half of the committee seats.
The Committee of Sexual Assault Prevention should allocate special people and departments to deal with relevant business affairs, and the corresponding regulations are formulated by the relevant central authorities.
第 5 條
內政部性侵害防治委員會，以內政部部長為主任委員，民間團體代表、學者及專家之比例不得少於委員總數二分之一。
性侵害防治委員會應配置專人分科處理有關業務；其組織規程，由中央主管機關定之。
Article 6
Special municipalities and county (city) governments should set up a Sexual Assault Prevention Center, which undertakes the following items:
A. Provide a 24-hour hotline service.
B. Provide victims with a 24-hour emergency rescue.
C. Assist victims by obtaining medical attentions, check ups and evidence.
D. Assist the victim with psychological treatment, counselling, emergency help and legal services. E. Set up special medical teams for dealing with sexual assault incidents with the co-operation of hospitals.
F. The offender's tracking counselling and physical and psychological treatment.
G. Promote sexual assault prevention education, training and advertising.
H. Other relevant issues about sexual assault prevention and protection.
The Sexual Assault Prevention Center should be equipped with social workers, police, medical teams and people from other relevant areas. Its organization is arranged by the relevant authorities of the special municipality or of the county (city).
Local governments should take the first two items into budgetary consideration and the central government will meet the difference with a special subsidy.
第 6 條
直轄市、縣 (市) 主管機關應設性侵害防治中心，辦理下列事項：
一、提供二十四小時電話專線服務。
二、提供被害人二十四小時緊急救援。
三、協助被害人就醫診療、驗傷及取得證據。
四、協助被害人心理治療、輔導、緊急安置及提供法律服務。
五、協調醫院成立專門處理性侵害事件之醫療小組。
六、加害人之追蹤輔導及身心治療。
七、推廣性侵害防治教育、訓練及宣導。
八、其他有關性侵害防治及保護事項。
前項中心應配置社工、警察、醫療及其他相關專業人員；其組織由直轄市、縣 (市) 主管機關定之。
地方政府應編列預算辦理前二項事宜，不足由中央主管機關編列專款補助。
Article 7
In each academic year, students at all levels of middle and primary schools should have four hours or more of courses on sexual assault prevention.
The sexual assault prevention courses should contain:A. The structure and function of the reproductive organs of both sexes.B. Safe sexual behavior and knowledge of self-protection.C. Education in equality of the sexes.D. Building a correct sexual psychology.E. Respect for others' sexual freedom.F. Realization that sexual offences are crimes.G. Dealing with dangers of sexual offensesH. Techniques of sexual offense prevention.I. Other relevant education about sexual offenses.
7 條
各級中小學每學年應至少有四小時以上之性侵害防治教育課程。
前項所稱性侵害防治教育課程應包括：
一、兩性性器官構造與功能。
二、安全性行為與自我保護性知識。
三、兩性平等之教育。
四、正確性心理之建立。
五、對他人性自由之尊重。
六、性侵害犯罪之認識。
七、性侵害危機之處理。
八、性侵害防範之技巧。
九、其他與性侵害有關之教育。
Article 8
During the turn of duty, should medical workers, social workers, education workers, nursery workers, police or administrative workers learn of suspicious sexual assault incidents, they must report to the relevant authorities of special municipalities or County (City) within 24 hours. The manner and content of the report is as formulated by the relevant central authorities.
The content of the report, the name and address of the reporter and any information that is sufficient to identify him/her are confidential unless it is specified otherwise in the Law.
第 8 條
醫事人員、社工人員、教育人員、保育人員、警察人員、勞政人員，於執行職務知有疑似性侵害犯罪情事者，應立即向當地直轄市、縣 (市) 主管機關通報，至遲不得超過二十四小時。通報之方式及內容，由中央主管機關定之。
前項通報內容、通報人之姓名、住居所及其他足資識別其身分之資訊，除法律另有規定外，應予保密。 [note]
醫事人員:涵括"臨床心理人員".
事後發現網絡沒有通報之原因(理由)為:(1)不知道(2)被害人要求不要通報.(3)害怕通報之後,會增加麻煩.
Article 9
The central authorities should set up a national database of sexual offenders, and it should contain fingerprints and DNA.
The content of the database is confidential and should not be changed unless specified by the Law. The management and usage of the database is formulated by the relevant central authorities.
第 9 條
中央主管機關應建立全國性侵害加害人之檔案資料；其內容，應包含指紋、去氧核醣核酸紀錄。
前項檔案資料應予保密，非依法律規定，不得提供；其管理及使用等事項之辦法，由中央主管機關定之。
Article 10
Hospitals and clinics should not refuse giving medical attentions for no reason and should produce a Medical Certificate of Diagnosis. During the examination, the victim should be accompanied by nursing staff. The privacy of the victim should be protected and the victim should be offered a safe and appropriate environment for the examination.
The format of the Medical Certificate of Diagnosis is decided by the discussion between the central competent Health Authority and relevant authorities.Those who violate this regulation should pay a fine of between ten thousand and fifty thousand NT dollars to relevant health authorities.
第 10 條
醫院、診所對於被害人，不得無故拒絕診療及開立驗傷診斷書。
醫院、診所對被害人診療時，應有護理人員陪同，並應保護被害人之隱私，提供安全及合適之就醫環境。
第一項驗傷診斷書之格式，由中央衛生主管機關會商有關機關定之。
違反第一項規定者，由衛生主管機關處新臺幣一萬元以上五萬元以下罰鍰。 Article 11
The victim should agree to be examined while collecting evidence, unless it is specified in the Criminal Law, Military Justice Law or the victim is unconscious or otherwise unable to express him or herself.
In the case of the victim being incompetent (to manage his or her own property) or younger than twelve years old, permission should be obtained from his or her guardian or legal representative. However if the guardian or legal representative is unclear, difficult to contact, or is suspected of conducting the sexual assault, examination should be carried out to collect evidence.
After collecting evidence, the exhibit should be kept in the exhibit bag. The judiciary and military police should immediately send the exhibit to the National Police Agency at the Ministry of Interior for examination. The result of the exhibit's examination should be filed according to the Law.
If a case of sexual assault crime is only considered for prosecution as an offense instituted only in response to complaint (a legal complaint or a private prosecution has not been proposed yet), the National Police Agency of the Ministry of Interior should send the exhibit to the relevant local authorities of the special municipality or County (City) for safe keeping. In the case of it being impossible to identify a suspect, the exhibit will be destroyed after six months.
第 11 條
對於被害人之驗傷及取證，除依刑事訴訟法、軍事審判法之規定或被害人無意識或無法表意者外，應經被害人之同意。被害人為禁治產或未滿十二歲之人時，應經其監護人或法定代理人之同意。但監護人或法定代理人之有無不明、通知顯有困難或為該性侵害犯罪之嫌疑人時，得逕行驗傷及取證。
取得證據後，應保全證物於證物袋內，司法、軍法警察並應即送請內政部警政署鑑驗，證物鑑驗報告並應依法保存。
性侵害犯罪案件屬告訴乃論者，尚未提出告訴或自訴時，內政部警政署應將證物移送犯罪發生地之直轄市、縣 (市) 主管機關保管，除未能知悉犯罪嫌疑人外，證物保管六個月後得逕行銷毀。
Article 12
Due to work reasons, those who know or have the victim's name, date of birth, address and any other information that is sufficient to identify his or her identity, should keep these details confidential unless specified by the Law.
The published legal documents, produced by the executive, judicial and military authorities, should not reveal the victim's name, date of birth, address or any other information that is sufficient to identify him/her.
第 12 條
因職務或業務知悉或持有性侵害被害人姓名、出生年月日、住居所及其他足資識別其身分之資料者，除法律另有規定外，應予保密。
行政機關、司法機關及軍法機關所製作必須公示之文書，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。
Article 13
Advertisements, publications, broadcasting, television, electronic messages, the Internet or any other kinds of media should neither report nor record the victim's name nor any other information which might be sufficient to reveal his or her identity. This regulation does not apply in the case where a victim having behavioral capability gives permission or where the crime investigation authorities consider it to be necessary according to the law.
Those who violate this regulation should be fined by the relevant authorities between six thousand and sixty thousand NT dollars; and objects involved should be confiscated or dealt with accordingly. If behavior is not corrected within the period specified by the formal notice, fines will be imposed for each further violation. In the case where the victim is dead, the fine could be voided after the social benefits are assessed by the relevant authorities.
第 13 條
廣告物、出版品、廣播、電視、電子訊號、電腦網路或其他媒體，不得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。但經有行為能 力之被害人同意或犯罪偵查機關依法認為有必要者，不在此限。
違反前項規定者，由各該目的事業主管機關處新臺幣六萬元以上六十萬元以下罰鍰，並得沒入前項物品或採行其他必要之處置；其經通知限期改正 ，屆期不改正者，得按次連續處罰。但被害人死亡，經目的事業主管機關權衡社會公益，認有報導必要者，不罰。
Article 14
The High Court, the Supreme Prosecutors' Office, the Military Court, the Military Court Prosecutors' Office, the Judiciary, the Military Police Authority and medical institutions should allocate specially trained people to deal with sexual assault incidents.
The medical organizations mentioned above refer to those medical units that are appointed by the central competent Health Authority to deal with sexual assault incidents.
第 14 條
法院、檢察署、軍事法院、軍事法院檢察署、司法、軍法警察機關及醫療機構，應由經專業訓練之專人處理性侵害事件。
前項醫療機構，係指由中央衛生主管機關指定設置處理性侵害事件醫療小組之醫療機構。
Article 15
The victim's legal representative, spouse, a direct relative or within the third-degree relatives, parents, family members, doctor, psychiatrist, consolation workers or social workers may accompany the victim during the investigation or trial and state their opinions.
The above item does not apply when the person who is responsible for accompanying the victim, is the offender or the suspect in the sexual assault.In the case of the victim being a child or teenager, unless it is obviously unnecessary, the relevant authorities of the special municipality or County (City) should appoint a social worker to keep the victim accompanied and provide opinions.
第 15 條
被害人之法定代理人、配偶、直系或三親等內旁系血親、家長、家屬、醫師、心理師、輔導人員或社工人員得於偵查或審判中，陪同被害人在場，並得陳述意見。
前項規定，於得陪同在場之人為性侵害犯罪嫌疑人或被告時，不適用之。
被害人為兒童或少年時，除顯無必要者外，直轄市、縣 (市) 主管機關應指派社工人員於偵查或審判中陪同在場，並得陳述意見。
Article 16
According to his or her application or rights, the inquiries or questioning of the victim may be carried out outside the court via technology equipment such as audio, video conference or any other suitable means so that the victim is isolated from the defendant or judge.
The judge or court martial chairman should undertake the above isolating-for-questioning approach, when the victim is called to the court to give statement and is unable to speak freely or completely during the face-to-face questioning due to mental disability or physical and psychological injury.The chief judge should also inquire if the defendant or defence barrister is forbidden from questioning the victim inappropriately.
The defendant in a sexual assault crime and his or her defence barrister should not question or raise the sexual experience that victim had other than with the defendant, unless the judge or Military Judge considers it to be necessary.
第 16 條
對被害人之訊問或詰問，得依聲請或依職權在法庭外為之，或利用聲音、 影像傳送之科技設備或其他適當隔離措施，將被害人與被告或法官隔離。
被害人經傳喚到庭作證時，如因心智障礙或身心創傷，認當庭詰問有致其不能自由陳述或完全陳述之虞者，法官、軍事審判官應採取前項隔離詰問之措施。
審判長因當事人或辯護人詰問被害人不當而禁止其詰問者，得以訊問代之。
性侵害犯罪之被告或其辯護人不得詰問或提出有關被害人與被告以外之人之性經驗證據。但法官、軍事審判官認有必要者，不在此限。
Article 17
Should the victim fall into one of the following categories, the statement which he or she made to the prosecuting officer, judicial police officer or judicial policeman's investigation can be used as evidence if it is proved to be true and if it essential to decide the committal of the crime:
A. The victim is unable to make a statement due to physical or psychological injury resulting from the sexual assault incident.
B. The victim is present at the trial but is unable to or refuses to make a statement due to physical or psychological pressure.
(note: B款 刪除: "caused by the inquiries or cross-examination."會較清楚 )
第 17 條
被害人於審判中有下列情形之一，其於檢察事務官、司法警察官或司法警察調查中所為之陳述，經證明具有可信之特別情況，且為證明犯罪事實之存否所必要者，得為證據：
一、因性侵害致身心創傷無法陳述者。
二、到庭後因身心壓力於訊問或詰問時無法為完全之陳述或拒絕陳述者。
Article 18
Trials of sexual assault crimes are not open to public, unless they fall into one of the following categories and are considered suitable by the judge or military judge:
A. Agreement of the victim.
B. In the case of the victim having no or limited behaviour capability, agreement should be made with both the victim and his or her legal representative.
第 18 條
性侵害犯罪之案件，審判不得公開。但有下列情形之一，經法官或軍事審判官認有必要者，不在此限：
一、被害人同意。
二、被害人為無行為能力或限制行為能力者，經本人及其法定代理人同意 。
Article 19
According to his or her application, the special municipality or county (city) government should provide the victim the following allowance:A. Medical costs that are outside the scope of National Health Insurance and fees for psychological recovery.B. Legal cost and lawyer's fees.C. Other fees.
Aspects such as the allowance's eligibility, condition and amount are decided by the authorities of the special municipality or county (city) government.
第 19 條
直轄市、縣 (市) 主管機關得依被害人之申請，核發下列補助：
一、非屬全民健康保險給付範圍之醫療費用及心理復健費用。
二、訴訟費用及律師費用。
三、其他費用。
前項補助對象、條件及金額等事項之規定，由直轄市、縣 (市) 主管機關定之。
Article 20
Should the offender fall into any one of the following categories, and it is considered to be necessary, the relevant authorities of the special municipalities or county (city) government should order the offender to receive physical and psychological treatment or counseling education.A. Completed imprisonment term or similar measure of safety. B. Parole.C. Postponement of the execution.D. Exemption from the penalty.E. Pardoned F. Suspension of prosecution punishment
The guardian, who is responsible for protected controls of the offender falling into the above category two and three, should deal with him or her with the following one or several approaches:
A. Arrange appointments, visits, and involve group activities or conduct surveys to assist the offenders in preventive controls.B. Arrange frequent appointments and visits, for the offender who is already in protective control, and where it has been proved there is enough evidence that he or she conducted the same crime. If necessary, the victim should be allowed to meet an appointed person from the police department regularly or irregularly.C. Order the offender who is already under preventive controls and is suspected of taking drugs to take a urinary test.D. For the offender who is under preventive control and has no permanent accommodation or accommodation that is not good for the conductor of the preventive control, the guardian should appeal to the Prosecutor and Military Judge to obtain permission so that the offender stays at an appointed accommodation.E. For the offender, who is under preventive control, has habit of conducting crime at night or is proved to have conducted the same crime with sufficient evidence, the guardian should institute a curfew with the permission from the Prosecutor and Military Judge.F. For the offender, who is under preventive control, that has already received physical and psychological treatment or counselling education, the guardian should carry out a lie detector test with the permission from the Prosecutor and Military Judge.G. The guardian should constrain the offender, who is under preventive control, and has an identifiable crime pattern or is proved to have conducted crime again with sufficient evidence, to stay close to certain locations or people with the permission from the Prosecutor and Military Judge.H. Introduce the offender to the appropriate organization or section.I. Other necessary approaches.
With the permission from the Prosecutor and Military Judge, the guardian could supervise and control the offender, who falls into the above item 4 and 5, with technological equipment.
The period of carrying out the first item is less than three years. However the special municipalities or county (city) government should stop carrying out the approach when the regulation is assessed and considered to be unnecessary.
The assessment of the first item should be carried out by the relevant authorities of the special municipalities or county (city). In the case where the offender is in jail, the assessment should be carried out by the prison or military prison.
Aspects such as the assessment's content, preparation and procedure, the physical and psychological treatment or counselling education, the registration's content and procedure and result evaluation in term 1, should be formulated by the central authorities, Ministry of Justice, Ministry of National Defence and the Department of Health, Executive Yuan.
As far as the urinary test concerned in item 2.3, its execution, procedure, period and frequency, examining organization and other aspects are decided by the Ministry of Justice and other relevant organizations.
The lie detector test concerned in item 2.6, its executing authorities (organization), people, conducting procedure and manner, and the technology equipment concerned in item 3, its supervising and control manner, conducting procedure, authorities (organization) and people, are decided by the Ministry of Justice and other relevant organizations.
第 20 條
加害人有下列情形之一，經評估認有施以治療輔導之必要者，直轄市、縣 (市) 主管機關應命其接受身心治療或輔導教育： 一、有期徒刑或保安處分執行完畢。
二、假釋。
三、緩刑。
四、免刑。
五、赦免。
六、緩起訴處分。 觀護人對於前項第二款、第三款付保護管束之加害人，得採取下列一款或數款之處遇方式： 一、對於受保護管束之加害人實施約談、訪視，並得進行團體活動或問卷等輔助行為。
二、對於有事實足認其有再犯罪之虞或需加強輔導及管束之受保護管束加害人，得密集實施約談、訪視；必要時，並得請警察機關派員定期或不定期查訪之。
三、對於受保護管束之加害人有事實可疑為施用毒品時，得命其接受採驗尿液。 四、受保護管束之加害人無一定之居住處所，或其居住處所不利保護管束之執行者，觀護人得報請檢察官、軍事檢察官許可，命其居住於指定之處所。
五、受保護管束之加害人有於夜間犯罪之習性，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，施以宵禁。
六、受保護管束之加害人經評估應接受身心治療或輔導教育者，觀護人得報經檢察官、軍事檢察官之許可，對其實施測謊。
七、受保護管束之加害人有固定犯罪模式，或有事實足認其有再犯罪之虞時，觀護人得報請檢察官、軍事檢察官許可，禁止其接近特定場所或對象。
八、轉介適當機構或團體。
九、其他必要處遇。
觀護人對於實施前項第四款、第五款之受保護管束加害人，得報請檢察官、軍事檢察官許可後，輔以科技設備監控。[即俗稱之"電子腳鐐"]
第一項之執行期間為三年以下。但經評估認無繼續執行之必要者，直轄市 、縣 (市) 主管機關得免其處分之執行。
第一項之評估，除徒刑之受刑人由監獄或軍事監獄辦理外，由直轄市、縣(市) 主管機關辦理。
第一項評估之內容、基準、程序與身心治療或輔導教育及登記之內容、程序、成效評估等事項之辦法，由中央主管機關會同法務部、國防部及行政 院衛生署定之。
第二項第三款採驗尿液之執行方式、程序、期間次數、檢驗機構及項目等，由法務部會商相關機關定之。
第二項第六款測謊之機關 (構) 、人員、執行程序、方式等及第三項科技設備之監控方法、執行程序、機關 (構) 、人員等，由法務部會商相關機關定之。
[note]
Q:受保護管束之加害人.是否包括未成年人而付保護者? 少年法庭有無相關之專業輔導資源?
Q:實務上仍會發生受保護管束之人破壞監控設備之情形,如何強化現行防治網絡社區監控機制之不足?
Article 21
Should the offender, mentioned in Act 20, fall into any one of the categories, he/she is liable to pay a fine between ten thousand and fifty thousand new NT dollars and carry out the procedures within the specified period:A. After receiving the notice from the relevant authorities of the special municipalities or county (city), the offender is absent or refuses to receive assessment, physical and psychological treatment or counselling education without any appropriate reasons.B. After receiving the notice from the relevant authorities of the special municipalities or county (city), the offender arrives late at the assessment, physical and psychological treatment or counselling education or is present for fewer hours.C. Those who do not register or report regularly according to Act 23.1.The offender mentioned above who does not carry out the procedures, is liable for imprisonment term for up to one year, labor service under detention, a fine, or all together up to a fine of fifty thousand NT dollars.
After conducting the punishment the offender on parole, postponing the execution or postponing the prosecution punishment listed in item 1, the relevant authorities of the special municipality or county (city) should inform the local court prosecutors' office or the court martial prosecutor's office that is in charge.
On receiving the notice, the court prosecutors office or military court prosecutors' office, should inform the prison director, Ministry of Justice, and Ministry of National Defence to withdraw the parole, postpone the execution or suspend the prosecution punishment.
第 21 條
前條加害人有下列情形之一者，得處新臺幣一萬元以上五萬元以下罰鍰，並限期命其履行：
一、經直轄市、縣 (市) 主管機關通知，無正當理由不到場或拒絕接受評估、身心治療或輔導教育者。
二、經直轄市、縣 (市) 主管機關通知，無正當理由不按時到場接受身心治療或輔導教育或接受之時數不足者。
三、未依第二十三條第一項規定定期辦理登記或報到。
前項加害人屆期仍不履行者，處一年以下有期徒刑、拘役或科或併科新臺 幣五萬元以下罰金。
直轄市、縣 (市) 主管機關對於假釋、緩刑或受緩起訴處分之加害人為第 一項之處分後，應即通知該管地方法院檢察署檢察官或軍事法院檢察署檢察官。
地方法院檢察署檢察官、軍事法院檢察署檢察官接獲前項通知後，得通知原執行監獄典獄長報請法務部、國防部撤銷假釋或向法院、軍事法院聲請撤銷緩刑或依職權撤銷緩起訴處分。
Article 22
Should the offender conduct the same deed, after receiving physical and psychological treatment or counselling education as instructed by Act 21 item 1 (examination, assessment, his or her self-control and prevention) the special municipalities or county (city) government should hand in relevant assessment report to the local court prosecutors office's prosecuting officer and the military court prosecutor office's prosecuting officer and force the offender into treatment according to the Law.
第 22 條 : 加害人依第20條第1項規定接受身心治療或輔導教育，經鑑定、評估其自我控制再犯預防仍無成效者，直轄市、縣 (市) 主管機關得檢具相關評估報告，送請該管地方法院檢察署檢察官、軍事檢察署檢察官依法聲請強制治療。
Article 23
The offender who violates Act 221 to 227, Act 228, Act 229, Act 332.2.2, Act 334.2, Act 248.2.1 and its special regulations of the Criminal Law and violates any regulations of Act 21 should regularly report to the police bureau and register information such as their identity, enrolment, employment, driver's licence and details of movements. The period for the reporting and registering is seven years.
The above regulation does not apply if the offender is younger than 18 years old when the crime was committed.
The periodical registration aims to protect social benefit and the safety of the society and should be examined by an appointed person.
The registration and reporting process and the examination process's scope, content, executing organization, qualification and condition of the appointed person, the procedure of the examination and other procedures to be followed are decided by the relevant central authorities.
第 23 條
犯刑法第二百二十一條、第二百二十二條、第二百二十四條之一、第二百二十五條第一項、第二百二十六條、第二百二十六條之一、第三百三十二 條第二項第二款、第三百三十四條第二款、第三百四十八條第二項第一款 或其特別法之罪之加害人，有第二十條第一項各款情形之一者，應定期向 警察機關辦理身分、就學、工作、車籍及其異動等資料之登記及報到。其登記、報到之期間為七年。
前項規定於犯罪時未滿十八歲者，不適用之。
第一項登記期間之事項，為維護公共利益及社會安全之目的，於登記期間 得供特定人員查閱。
第一項登記、報到之程序及前項供查閱事項之範圍、內容、執行機關、查閱人員之資格、條件、查閱程序及其他應遵行事項之辦法，由中央主管機關定之。
Article 24
Detailed arrangements for implementing the Law are formulated by the central authorities concerned.
第 24 條 本法施行細則，由中央主管機關定之。
Article 25
The Law will be implemented six months after it is announced.
第 25 條 本法自公布後六個月施行。
Others:
妨害性自主相關法令
性騷擾防治有關法令
性侵害防治的漏洞? 2
性侵害防治的漏洞? 1
Sexual Assault Crime Prevention Act 性侵害犯罪防治法
WANLI YANG整理 2009.12.22
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