Sexual Harassment Prevention Announcement – Measures, Complaint Channels, and Handling Guidelines

1. Purpose：

DeHunt Management Consulting Co., Ltd. (hereinafter referred to as “the Company”) has established this guideline in accordance with the Sexual Harassment Prevention Act, its Enforcement Rules, and the Sexual Harassment Prevention Guidelines.

The purpose is to prevent sexual harassment, establish complaint channels for related incidents, and ensure the protection of all parties’ rights.

2. Definition of Sexual Harassment：

Sexual harassment, as used in this guideline, refers to conduct of a sexual or gender-related nature—other than sexual assault crimes—that is against a person’s will and falls under any of the following circumstances:

1. Verbal or non-verbal conduct—explicitly or implicitly expressed, or discriminatory, insulting language or behavior—that harms a person’s dignity, creates fear, hostility, or offense, or improperly affects their work, education, training, services, programs, activities, or daily life.

2. Conditioned behavior—where submission to or rejection of such conduct is used as a condition for granting, losing, or diminishing a person’s rights or interests related to learning, work, training, services, programs, or activities.

   
   

“Power-based sexual harassment” refers to sexual harassment committed by a person who, due to educational, training, medical, administrative, business, job-seeking, or other similar relationships, exercises supervisory, caregiving, or instructional authority over another person and abuses such power or opportunity.

This guideline applies to sexual harassment incidents occurring in the Company’s public or accessible areas. Where other laws, such as the Gender Equality in Employment Act or the Gender Equity Education Act, apply based on the location or the identity of the parties involved, those laws shall take precedence.

3. Types of Sexual Harassment:

Sexual harassment may include, but is not limited to, the following behaviors:

1. Humiliating, demeaning, hostile, or harassing words or actions.

2. Stalking, surveillance, or unwelcome pursuit.

3. Voyeurism or unauthorized photographing/recording.

4. Indecent exposure of private body parts.

5. Using phone, fax, email, the internet, or other devices to display, transmit, or circulate obscene texts, sounds, images, photos, or videos.

6. Unwanted kissing, hugging, or touching of private body parts such as the buttocks or chest when the victim cannot resist.

7. Other conduct similar in nature to the above.

4. Preventive and Corrective Measures

The Company shall take appropriate preventive, corrective, disciplinary, and other measures to prevent sexual harassment and to protect the privacy of all parties involved.

5. Company Measures:

For effective prevention and active handling of sexual harassment in the Company’s public and accessible areas, the Company will:

1. Regularly review the spatial layout and facilities of its public and accessible areas to reduce the risk of sexual harassment.

2. Upon learning of a sexual harassment incident in such areas, immediately adopt the following corrective and remedial actions:：

   1. Ensure the victim’s safety, respect their wishes, and minimize interaction between the victim and the alleged offender to prevent further harassment or retaliation.

   2. Safeguard the victim’s privacy.

   3. Assist the victim in filing a complaint and preserving relevant evidence.

   4. Notify the police if necessary.

   5. Review and enhance workplace safety.

   6. Take other measures deemed necessary.

3. Even if the incident is discovered after it has occurred, the Company shall still take effective remedial measures and review workplace safety.

6. Complaint Channels

In cases covered by the Sexual Harassment Prevention Act, the victim may file a complaint depending on the status of the alleged offender.

The Company’s complaint channels are as follows:

 【Responsible Officer】

CEO Esther Chang

【Complaint Hotline】

02-7707-0749 ext. 666

【Complaint Email】

ama@dehunt.pro

7. The Company regularly organizes sexual harassment prevention training sessions for its personnel.

8. The Company shall not subject any person who files a complaint, makes an accusation, provides testimony, assists in an investigation, or otherwise participates in the complaint, investigation, or litigation process in a sexual harassment case to any unfair or discriminatory treatment.

9. The Company and all individuals involved shall keep the victim’s name and any other identifying information confidential. Disclosure to the media or any public channel is prohibited unless otherwise required by law.

10. If a Company employee or executive commits sexual harassment while performing their duties and is required by law to take appropriate measures to restore the victim’s reputation, the Company shall provide necessary assistance.

11. These guidelines shall also apply mutatis mutandis to crimes defined under Subparagraph 1, Article 2 of the Sexual Assault Crime Prevention Act.

12. These guidelines shall take effect upon announcement by the Company and shall be amended in the same manner.