Friendly Workplace

• Human Rights Protection

As a public medical center, NCKU Hospital adheres to the principle of administration according to law, fully complying with international human rights protection regulations such as the International Covenant on Civil and Political Rights, the International Covenant on Economic, Social and Cultural Rights, the Convention on the Elimination of All Forms of Discrimination Against Women, the Convention on the Rights of Persons with Disabilities, and their enforcement acts. In accordance with relevant government laws and regulations, the Hospital has formulated various internal policies and measures to protect the rights and safety of patients, visitors, and all employees.

Regarding medical infection control, the Infection Control Center has established the "Infection Control Measures for Companions and Visitors" and the "Infection Control Measures for Employee Health Protection," aiming to strengthen infection management, enhance employee health protection, and ensure patient safety. These measures are announced via the attendance system and are actively promoted by medical units or nursing stations to the public. Hospital staff may also stay updated on professional knowledge through ongoing education courses.

NCKU Hospital Personnel System – Announcement of Relevant Measures

To safeguard the occupational health and employment rights of hospital personnel, the Hospital has formulated the “Employee Rights Policy,” which covers various aspects including the prohibition of employment discrimination, workplace safety and hygiene, reasonable working hours, gender equality, employment protection for indigenous peoples and persons with disabilities, collective bargaining, and grievance mechanisms. The aforementioned policies are communicated through multiple channels, including the Knowledge Management System, announcements on the Personnel System bulletin board, and the official webpage of the Personnel Office, enabling employees to clearly understand their applicable rights and the content of related systems.

In terms of occupational safety and health, the Hospital has established the “Labor Safety and Health Office” in accordance with the Occupational Safety and Health Act to conduct risk assessments, work monitoring, health services, and training. The Occupational Safety and Health Committee is convened regularly to review the effectiveness of policy implementation. In response to potential violence or inappropriate behavior in the medical environment, NCKU Hospital adopts a “zero tolerance” approach and has formulated the “Prevention Plan for Unlawful Infringement During Duty Execution,” which includes complaint and investigation mechanisms and provides psychological and legal support to ensure protection for employees. An implementation plan is formulated annually for this policy, and the work code is revised every three years to strengthen employees’ awareness and response capabilities.

• 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 Hospital’s management team centers its strategic objectives around five major dimensions: Customer, Internal Processes, Learning and Growth, Financial, and Social Responsibility. Through the Balanced Scorecard framework, the Hospital formulates short-, mid-, and long-term development plans, which are jointly revised in alignment with National Cheng Kung University’s medium-term institutional goals.In addition to enhancing medical quality and efficiency, the development plan also incorporates elements such as human rights, environmental sustainability, and social engagement. Related policies and their scope of application are communicated through various internal and external channels, including official announcements, employee ID cards, posters, new employee training, supervisor workshops, as well as the Hospital’s official website and social media platforms.

In addition, the Hospital has issued a “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.

• Zero Tolerance for Medical Violence

In response to potential incidents of physical, psychological, or verbal violence, sexual harassment, and other forms of misconduct within medical settings, NCKU Hospital adopts a zero-tolerance policy. The Hospital has established a “Prevention Plan for Unlawful Infringement During Duty Execution,” along with clear complaint channels and handling procedures. Through advocacy and training, the implementation of a reporting system, and the formation of investigative teams, the Hospital actively addresses incidents of unlawful infringement involving employees, while providing psychological counseling and legal assistance to safeguard the rights and psychological support of both complainants and respondents. Additionally, the Hospital enhances staff capacity in responding to violent incidents by regularly conducting conflict communication and self-protection training, and by organizing anti-violence drills and strengthening equipment in high-risk units.

• Unlawful Infringement Drills

In accordance with Article 324-3 of the Regulations for Occupational Safety and Health Facilities, NCKU Hospital has established the “Prevention Plan for Unlawful Infringement During Duty Execution.” The Hospital conducts at least one training session and risk assessment annually, and employees are required to complete various checklists to ensure workplace safety. In the event of an unlawful infringement, employees may report through a dedicated hotline or email. The Occupational Safety Office will carry out a confidential investigation and provide necessary health counseling and work-related assistance.

The Hospital requires supervisors of all departments to publicly declare the “Prohibition of Workplace Unlawful Infringement” on a regular basis and to post the statement in a prominent location within their units. All related meeting minutes, training content, reporting records, and handling outcomes must be properly documented and preserved as a basis for risk assessment and improvement.

For complaints filed, the Hospital has established an Investigation Committee to conduct confidential investigations and provide protective measures for complainants, including safeguarding their personal information and prohibiting the disclosure of any data that could identify them. Meanwhile, whistleblowers shall not be subjected to any form of disadvantage due to their reporting behavior, such as dismissal, removal from duty, demotion, salary reduction, or infringement of their legal rights. During the investigation, any form of unlawful harm is strictly prohibited. The Hospital also offers, when necessary, compensatory support measures such as health guidance, job adjustment or reassignment, and mental health follow-ups. In 2024, no incidents of discrimination occurred at the Hospital, demonstrating its strong commitment to fair employment and equal treatment.