Sexual Harassment Prevention Policy
Nature Concept Group – Sexual Harassment Prevention & Disciplinary Measures
To uphold gender equality and personal dignity in the workplace, Nature Concept Group (NC / NCO / LPC / EVM / EDDEN) strictly prohibits any form of sexual harassment. The following prevention measures and disciplinary regulations have been established:
1. Definition of Sexual Harassment
Sexual harassment refers to any of the following situations:
Explicitly or implicitly making sexual demands or engaging in verbal/physical conduct of a sexual nature as a condition for the establishment, continuation, or modification of an employment contract, or for assignments, promotions, demotions, remuneration, performance evaluations, or rewards/penalties.
Engaging in unwelcome sexual demands or conduct of a sexual nature that causes displeasure or resentment, thereby violating or interfering with an individual’s freedom, dignity, or work performance.
2. Management Responsibilities
Supervisors or individuals with managerial authority must not exploit their power or position to harass employees or job applicants, nor shall they tolerate harassment by others against employees, applicants, or customers.
Employees must not harass colleagues or customers within the workplace, nor harass colleagues while they are performing their duties.
In the event of such conduct, supervisors must intervene or take appropriate action. Failure to do so will be considered condoning the behavior and may result in disciplinary action against the supervisor.
3. Complaint Procedures
Employees or job applicants who encounter sexual harassment in the workplace may file a complaint with the Management Department or Senior Executives.
4. Investigation Process
Upon receiving a complaint, the investigator may request the complainant to provide facts and conduct an investigation based on the statement, requiring relevant departments or personnel to provide information.
If the respondent denies the allegations, they bear the burden of proof to demonstrate that the alleged facts do not exist.
5. Confidentiality
To protect the rights of the complainant, all cases will be handled with strict confidentiality. The complainant’s name and identifying information will not be disclosed.
6. Anti-Retaliation Policy
The company will not dismiss, transfer, or take any adverse action against an employee for filing a sexual harassment complaint.
7. Disciplinary Action & Legal Recourse
If the allegations are substantiated, the company will issue a warning or terminate the respondent’s employment depending on the severity of the case. If the incident involves criminal liability, the company may refer the case to the judicial authorities.