Breeze Group Sexual Harassment Prevention Measures, Complaint and Investigation Handling Guidelines

Effective from 2024.12.01

I. Purpose:

Breeze Group (hereinafter referred to as 'the Company') establishes channels for reporting sexual harassment incidents and ensures the protection of parties' rights to prevent sexual harassment, in accordance with the 'Sexual Harassment Prevention Act', 'Enforcement Rules of the Sexual Harassment Prevention Act', and 'Sexual Harassment Prevention Guidelines'.

II. Sexual harassment as defined in these guidelines refers to behavior other than sexual assault crimes that violates others' will and is related to sex or gender, with one of the following circumstances:

(1) Through explicit or implicit means, discriminatory or insulting words or actions, or other methods that damage others' human dignity, or create situations that cause fear, hostility, or offense, or inappropriately affect their work, education, training, service, plans, activities, or normal life.

(2) Using the other person's compliance or refusal of such behavior as a condition for oneself or others to gain, lose, or reduce their learning, work, training, service, plans, or activity-related rights.

Power harassment refers to sexual harassment committed by those who, due to educational, training, medical, official, business, job-seeking, or other similar relationships, are under one's supervision, care, or guidance, using power or opportunity.

For sexual harassment incidents occurring in different venues and involving different identity relationships, if the Gender Equity Education Act and Gender Equity in Employment Act have separate provisions for handling and prevention matters, those laws shall apply.

III. Forms of sexual harassment include the following behaviors:

• Humiliating, belittling, hostile, or harassing words or actions.
• Stalking, observing, or unwelcome pursuit.
• Peeping or secret photography.
• Exposing private body parts.
• Using phones, fax, electronic communications, internet, or other devices to display, transmit, or circulate obscene text, sound, pictures, photos, or video materials.
• Kissing, hugging, or touching buttocks, chest, or other private body parts when the person is unable to resist.
• Other behaviors similar to the above six items.

IV. The Company shall take appropriate preventive, corrective, punitive, and other measures to prevent sexual harassment and ensure the privacy of parties involved.

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V. In public places and publicly accessible venues under the Company's jurisdiction, for effective prevention and active handling of sexual harassment incidents, the Company shall act as follows:

(1) Regularly review the space and facilities of public places and publicly accessible venues under the Company's jurisdiction to prevent sexual harassment.

(2) When sexual harassment incidents occur in public places and publicly accessible venues under the Company's jurisdiction and are known at the time, the following effective corrective and remedial measures shall be taken:

1. Ensure victim safety. Respect victim's wishes, reduce interaction opportunities between parties, prevent and reduce the possibility of repeat harassment by perpetrators. Avoid retaliation.
2. Maintain victim privacy.
3. Assist victims in filing complaints and preserving relevant evidence.
4. Assist in notifying police authorities when necessary.
5. Review venue security.
6. Other necessary measures.

(3) For incidents discovered after occurrence, effective corrective and remedial measures should still be taken and venue security should be reviewed again.

VI. For cases applicable under the Sexual Harassment Prevention Act, victims may file sexual harassment complaints based on the perpetrator's identity:

(1) When the perpetrator belongs to a government agency, military unit, or school: file with the affiliated unit.

(2) When the perpetrator is a government agency head, military unit commander above colonel rank, school principal, institution's highest responsible person, or employer: file with the unit or the local municipality or county (city) competent authority where the employer is located.

(3) When the perpetrator is unknown or not covered by the above two items: file with the police authority where the sexual harassment incident occurred.

VII. The Company regularly organizes or encourages staff to participate in sexual harassment prevention education and training with the following content:

(1) For institutional staff, the education and training content includes:

1. Gender equity knowledge.
2. Basic concepts, laws, and prevention of sexual harassment.
3. Sexual harassment complaint procedures and methods.
4. Other education related to sexual harassment prevention.

(2) For staff handling sexual harassment incidents or those with management responsibilities, the education and training content includes:

1. Understanding of Gender Equity Education Act, Gender Equity in Employment Act, and this Act, and incident handling.
2. Awareness and identification of power differential relationships.
3. Effective corrective and remedial measures for sexual harassment incidents.
4. Victim assistance and rights protection matters.
5. Other education related to sexual harassment prevention.

Staff participating in education and training shall be granted official leave and receive funding support from the company.

VIII. The Company shall not engage in inappropriate differential treatment of persons who file complaints, report, sue, testify, provide assistance, or otherwise participate in sexual harassment incident complaint, investigation, prosecution, or trial procedures.

Inappropriate differential treatment refers to dismissal, demotion, salary reduction, or damage to legally entitled rights.

IX. The Company and any person shall keep confidential the victim's name and other information sufficient to identify the victim, except as otherwise provided by law, and shall not disclose such information through media or other methods.

Other information sufficient to identify the victim includes victim photos, images, drawings, voice, address, relative names or relationships, school, class, workplace and name, or other data that can directly or indirectly identify the victim.

X. When the Company's employees or responsible persons use their position to sexually harass others and are legally required to provide appropriate remedies for reputation restoration to victims, the Company shall provide appropriate assistance.

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XI. Sexual harassment complaint channels are as follows:

Dedicated processing unit: Breeze Group Human Resources Department

Hotline: (02) 6626-8888 ext. 3324 or 3316

Fax: (02) 6631-4218

Email: [email protected]

Email: [email protected]

When the Company becomes aware of sexual harassment incidents, it shall immediately dispatch personnel to take effective corrective and remedial measures and assist victims with complaints. After receiving sexual harassment complaints, the Company will designate dedicated personnel to coordinate handling.

XII. These guidelines apply to crimes specified in Article 2, Paragraph 1 of the Sexual Assault Crime Prevention Act.

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XIII. These guidelines shall take effect upon announcement by the Executive Vice Chairman and shall apply to amendments as well.

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