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
2010年7月10日 星期六
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
訂閱：
文章 (Atom)