-Fostering Workplace Harmony-

In a highly professional and fast-paced medical field, safeguarding employees' working conditions and fundamental rights is an important foundation for ensuring organizational stability and service quality. Upholding the spirit of administration in accordance with the law, the Hospital abides by relevant regulations and international human rights standards to refine working systems and protective measures. We implement equal treatment, respect for personality, and workplace safety, while simultaneously constructing mechanisms for diverse participation and dialogue. This strengthens mutual trust and a sense of responsibility, enabling labor-management relations to operate robustly under a clear institutional framework.

• Protection of Work Environment

Human Rights Policy

As a public medical center, the Hospital upholds the principle of administration in accordance with the law, fully complies with relevant government laws and regulations, and formulates various internal policies and measures to safeguard the rights and safety of patients, visitors, and all employees, thereby realizing an equitable and dignified medical environment.

To safeguard colleagues' workplace health and employment rights, NCKU Hospital has formulated the "Employee Rights Policy." Its content encompasses dimensions such as the prohibition of employment discrimination, workplace safety and health, reasonable working hours, gender equality, employment protection for indigenous peoples and individuals with disabilities, collective bargaining, and grievance mechanisms. Through multiple channels including the knowledge management system, personnel announcements, and public webpages, the Hospital assists employees in understanding and implementing relevant rights. Furthermore, a complete and transparent system is established to periodically review and amend working regulations, and grassroots employee representatives are included in the regulation amendment process to ensure diverse opinions are incorporated into decision-making. Personnel at all ranks possess a clear awareness of their responsibilities and authorizations and execute them accordingly; the human resources unit also periodically reviews reasons for separation, salary structures, and leave implementation status, enhancing employee well-being and organizational stability through continuous improvement.

The National Cheng Kung University Hospital Enterprise Union was officially registered in April 2024, and has not yet signed a collective agreement in accordance with the Collective Agreement Act. Relevant issues are discussed by convening consultation meetings, and the operational guidelines for consultation meetings have been established, with a total of 5 consultation meetings convened in 2025. In addition, relevant labor-management issues can also be communicated, exchanged, and discussed through proposals by labor representatives at labor-management meetings. The Hospital has established diverse channels such as the hospital Facebook page, "Success Gateway," "Happiness Hotline," and a dedicated communication platform for nursing personnel—"I Have Something to Say," ensuring that employees' relevant opinions and voices can be fully conveyed.

As a medical institution, the Hospital operates 24 hours a day without interruption to meet healthcare service demands. In accordance with Article 32, Paragraph 4 of the Labor Standards Act, when employees are required to work overtime due to natural disasters, incidents, or emergencies, the Hospital notifies the enterprise union within 24 hours of the commencement of extended work and subsequently provides appropriate rest. For civil servants, the Hospital complies with Article 4 of the “Regulations on Civil Servants' Work Attendance for the Executive Yuan and Its Subordinate Central and Local Agencies,” which stipulates that, except in cases involving the rescue of major disasters, handling of emergencies or major incidents, or the implementation of major projects, the daily working hours shall not exceed 14 hours, and the total extended working hours in a month shall not exceed 80 hours. In the event of overtime beyond these limits, the Hospital reports the situation to the Ministry of Education within one month from the date of occurrence. Furthermore, the Hospital strictly adheres to Article 45 of the Labor Standards Act and does not employ child labor under the age of 15,and has required suppliers not to employ child laborers.

Fulfilling the Mission of Equality

NCKU Hospital has long been committed to constructing a social environment filled with understanding and respect. We not only actively participate in international humanitarian care, but also implement this compassion in every corner of medical equality and workplace friendliness. Upholding the mission to safeguard health and human rights, the Hospital collaborated with World Vision Taiwan during the "30 Hours Famine Caring Week." In response to World Population Day, we spoke out for refugees in conflict areas, emphasizing that every child has the right to grow up in safety and receive fundamental medical and educational protection, delivering warmth to suffering families worldwide through practical actions.

In terms of medical and daily life equality, NCKU Hospital, as a designated HIV care hospital, has long promoted "U=U" (Undetectable = Untransmittable), the international medical consensus that an undetectable viral load means non-transmittability. Through the U Café medical staff support event, we gathered people with warm coffee, hoping to eliminate social discrimination against infected individuals, and invited the public to jointly make commitments in paintings to construct friendly medical and long-term care environments. This respect for life also extends to the protection of the workplace environment. On World Diabetes Day, the Hospital launched the "Five-Finger Promise" declaration, advocating for public attention to the misunderstandings and challenges face by diabetic colleagues in the workplace, and promoting that workplace understanding and acceptance are the key sustaining forces for diabetic individuals to maintain stable medical conditions and psychological health.

• Labor-Management Interaction

Gender Equality

Regarding gender equality, the Hospital has formulated the “Guidelines for the Prevention, Complaint, and Investigation of Workplace Sexual Harassment” and relevant operating procedures. The Hospital actively promotes gender equality policies and establishes a clear complaint and review mechanism for the prevention of sexual harassment, ensuring that employees can work in a friendly and respectful environment. The policy content and procedures are made publicly available. To strengthen advocacy and prevention, the Hospital has set up a "Sexual Harassment Prevention" section on its official website, providing complaint channels, relevant regulations, measures, and form templates. A smooth and confidential complaint mechanism has also been established, enabling employees to report inappropriate behavior with peace of mind. All reports are investigated and handled with due care.

In addition, the Hospital regularly holds special lectures and workshops on sexual harassment prevention.These include topics such as gender awareness, analysis of the 2024 amendments to the three Gender Equality Acts, and case studies, with the goal of continually improving employees’ awareness and sensitivity toward sexual harassment prevention and jointly fostering a safe and equitable work environment. the “Written Statement on the Prohibition of Unlawful Infringement in the Workplace,” signed by the Superintendent, clearly declaring a zero-tolerance stance against workplace violence, sexual harassment, and bullying. This statement applies to management, general employees, and visitors alike, ensuring the physical and mental safety and dignity of all staff while performing their duties.

Prevention of Workplace Unlawful Infringement

In the face of potential workplace unlawful infringements within the medical field—including physical, psychological, or verbal violence, sexual harassment, workplace bullying, and other forms of inappropriate treatment—the Hospital adopts a "zero tolerance" principle. In accordance with Article 324-3 of the Occupational Safety and Health Facilities Regulations, the Hospital has formulated the "Prevention Plan for Unlawful Infringement Actions Occurring During the Performance of Duties." The Hospital features explicit grievance channels and processing procedures. Through awareness campaigns, educational training, reporting systems, joint investigation teams, and risk assessment mechanisms, the Hospital actively prevents and addresses incidents where employees experience unlawful infringements, workplace bullying, or gender equality issues. Furthermore, based on individual case requirements, support measures such as psychological counseling, legal assistance, health guidance, job adjustments, or physical and mental health monitoring are provided to safeguard the rights and interests of both the complainant and the respondent.

To realize workplace safety, the Hospital conducts educational training and risk assessments related to the prevention of unlawful infringement at least once a year. Employees are required to complete relevant checklists and friendly workplace self-assessment sheets, reminding unit supervisors and all hospital colleagues to pay attention to workplace interactions, communication methods, and their own behavior. Supervisors of all units must also periodically and publicly announce the "Written Statement on the Prohibition of Workplace Violence" and post it in a conspicuous place within the unit, strengthening everyone's awareness of zero tolerance toward workplace violence and inappropriate treatment. In addition, the Hospital periodically organizes lectures related to gender equality and human rights, and conducts training sessions on conflict communication, self-protection, and anti-violence drills for high-risk units, thereby enhancing first-line colleagues' emergency response capabilities when facing unexpected incidents.

Regarding grievance cases, the "Joint Investigation Team" of the Hospital conducts investigations in a confidential manner. The identity data of the complainant shall not be disclosed arbitrarily, and information sufficient to identify them is strictly prohibited from being leaked. For internal whistleblowers, the Hospital explicitly stipulates that they shall not be dismissed, terminated, demoted, subject to pay cuts, or given any other adverse dispositions due to their reporting actions. Measures are also taken during the investigation process to prevent the complainant from suffering further unlawful infringement. Relevant meeting minutes, educational training materials, reporting contents, investigation data, and disposition results are properly preserved to serve as a basis for subsequent risk assessments, institutional reviews, and improvement tracking.

In 2025, a total of 5 cases of workplace unlawful infringement grievances were accepted. Among them, 2 cases were withdrawn by the complainants after acceptance, another 2 cases were ruled unsubstantiated upon investigation, and the final case is currently ongoing. The causes of these incidents can be broadly classified into two categories: first, the management styles of supervisors, and second, issues regarding job division and communication among colleagues.

Follow-up Improvement Measures:

• Publicize and encourage colleagues to make good use of the employee care resources and assistance established by the Hospital.
• Construct codes of conduct at both organizational and individual levels. For the individual level, specific types of "inappropriate speech and behavior" should be itemized and incorporated into educational training content. For the organizational level, awareness of managerial responsibilities and management skills among supervisors at all ranks throughout the Hospital will be strengthened, with a particular emphasis on fulfilling managerial authorities and duties.