Privacy Policy
Taipei G7 Hotel (https://www.hotelg7.com.tw, hereinafter referred to as “this Website”) is operated by Taipei G7 Hotel Co., Ltd. (hereinafter referred to as “the Company”). The Company places great importance on the protection of your privacy. Your personal data will be collected, processed, and used in accordance with the Personal Data Protection Act and this Privacy Policy, and you are provided with the rights to exercise and protect your personal data.
Scope of This Policy
Before using the services provided by this Website, please ensure that you are able to comply with all the terms set forth in this Policy. If you do not agree to all or any part of the terms, please do not use the services of this Website.
This Policy applies solely to this Website. If you click on links or advertisements leading to third-party websites and visit those websites or webpages, your activities will be governed by the privacy policies of the respective operators of those websites or webpages and are not related to this Website.
About Cookies
For ease of identification in the future, this Website may set and access cookies on your computer when you use the services of this Website.
You may configure your personal computer or internet-enabled device to determine whether to allow the use of cookie technology. If you disable cookies, it may result in inconvenience when using the services of this Website or limitations on certain functions.
Confidentiality and Security
For employees who need to access user data in the course of their work, the Company grants only limited access rights to each employee to ensure that user data receives the highest level of protection.
Users are strongly advised not to disclose their personal account information to any third party. This Website will not contact you via telephone or email addresses that you have not provided. However, if you choose to provide your personal account information to a third party, you shall bear full responsibility for any data leakage. All related privacy matters shall be governed by the third party’s privacy policy. If you inadvertently disclose your account information, please immediately log in to this Website to change your account details.
This Website employs dedicated information security personnel to supervise and ensure that all activities under its management are lawful and that all user information is afforded the strictest protection. However, as no current technology can guarantee 100% security for information transmission or online transactions, this Website cannot ensure the absolute security of information transmitted or transactions conducted on the Website. Therefore, all users must bear the risks associated with information transmission and online transactions when using internet products or services.
Amendments to the Privacy Policy
In the event of any significant changes to this Privacy Policy, the Company will make an announcement on the Website. If you do not agree with such changes or amendments, please discontinue use of this Website’s services and notify this Website, in accordance with this Privacy Policy, to cease the collection, processing, and use of your personal data.
Questions and Suggestions
If you have any questions, please feel free to contact us at:
service@hotelg7.com.tw
Sexual Harassment Prevention Measures, Complaint, and Disciplinary Procedures
Article 1
Taipei G7 Hotel Co., Ltd. (hereinafter referred to as “the Company”), in order to provide its personnel (including employees, dispatched workers, technical trainees, and interns), job applicants, and service recipients with a working and service environment free from sexual harassment, and to adopt appropriate preventive, corrective, disciplinary, and handling measures to safeguard the rights and privacy of the parties concerned, hereby establishes these Procedures in accordance with Article 13, Paragraph 1 of the Gender Equality in Employment Act, the Guidelines for the Establishment of Sexual Harassment Prevention Measures, Complaint, and Disciplinary Procedures in the Workplace issued by the Ministry of Labor, and Article 7, Paragraphs 1 and 2 of the Sexual Harassment Prevention Act.
Article 2
These Procedures apply to incidents of sexual harassment encountered by personnel, job applicants, or service recipients that fall under the Gender Equality in Employment Act or the Sexual Harassment Prevention Act. However, incidents that should be handled in accordance with the Gender Equity Education Act are not subject to these Procedures.
Article 3
For the purposes of these Procedures, “sexual harassment” refers to any of the following circumstances:
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Applicable under the Gender Equality in Employment Act:
(1) When any person (including employers, supervisors at all levels, employees, customers, etc.) engages in sexual demands, sexually suggestive or gender-discriminatory remarks or conduct toward Company personnel (including employees, dispatched workers, technical trainees, and interns) in the course of performing their duties, thereby creating a hostile, intimidating, or offensive working environment that infringes upon or interferes with their personal dignity, personal freedom, or work performance.
(2) When an employer makes explicit or implicit sexual demands, or engages in sexually suggestive or gender-discriminatory remarks or conduct toward Company personnel or job applicants, as a condition for the establishment, continuation, modification, or allocation of a labor contract, or for assignment, placement, remuneration, performance evaluation, promotion, demotion, rewards, or disciplinary actions. -
Applicable under the Sexual Harassment Prevention Act:
Excluding sexual assault crimes (for which the relevant provisions of these Procedures apply mutatis mutandis, except for the complaint procedure), any conduct related to sex or gender that violates another person’s will and involves any of the following circumstances:
(1) Making a person’s submission to or rejection of such conduct a condition for obtaining, losing, or diminishing rights or interests related to work, education, training, services, programs, or activities.
(2) By means of displaying or broadcasting text, images, sounds, videos, or other objects, or through discriminatory or insulting speech or conduct, or by other methods, harming another person’s dignity, creating a situation that causes fear, hostility, or offense, or improperly affecting their work, education, training, services, programs, activities, or normal daily life. -
Sexual harassment incidents that fall under Subparagraph 1 of this Article and are governed by the Gender Equality in Employment Act shall not be governed by Subparagraph 2 under the Sexual Harassment Prevention Act.
Article 4
The Company shall prevent the occurrence of sexual harassment and eliminate hostile factors based on sex or gender in the workplace or service environment, in order to protect personnel, job applicants, and service recipients from sexual harassment. If sexual harassment or suspected incidents occur, preventive measures shall be reviewed and improved immediately.
For personnel working in locations not under the employer’s control or management, the employer shall identify workplace sexual harassment risk types, provide necessary protective measures, and give prior notification.
Article 5
The Company shall conduct periodic education and training on the prevention of workplace sexual harassment, plan courses on gender equality and sexual harassment prevention, and strengthen publicity on preventive measures and complaint channels through printed materials and other communication methods. Relevant information shall be publicly disclosed on the Company’s official website or in conspicuous locations at workplaces and service sites (such as bulletin boards).
Article 6
The Company’s sexual harassment complaint channels are as follows:
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External (service site) complaint channels:
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Complaint hotline: 02-8281-3888
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Complaint fax: 02-8281-1333
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Complaint mailbox or email: lily.hotelg7@gmail.com.tw
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Designated officer/unit: Manager Hsu Hui-Ling
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Complaint mobile hotline: 0970-025-522
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Internal (workplace) complaint channel:
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Ms. Huang Chia-Li, Deputy General Manager: 0935-665-819
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Article 7
Upon becoming aware of any sexual assault or sexual harassment, regardless of whether a complaint has been filed, the Company shall immediately take effective corrective and remedial measures, with attention to the following:
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Protecting the rights and privacy of the victim.
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Maintaining or improving the safety of the relevant premises.
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Other preventive and improvement measures.
Article 8
Complaint handling procedures are as follows:
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Complaints may be filed verbally or in writing by the victim or their authorized agent. Verbal complaints shall be recorded by the receiving personnel or unit, read aloud or provided for review by the complainant, and signed or sealed after confirmation of accuracy. The complaint shall include:
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Name, gender, age, national ID number or passport number, service/work/study unit and position, address or residence, and contact telephone number of the complainant.
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If a legal or appointed agent exists, the agent’s name, gender, date of birth, ID or passport number, service unit, position, address, and contact telephone number, along with a letter of authorization if applicable.
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Facts of the complaint and available evidence.
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Date of the complaint.
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For complaints under the Sexual Harassment Prevention Act, if the complaint or record does not meet the above requirements but can be corrected, the complainant shall be notified to make corrections within 14 days.
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If the alleged offender is the Company’s highest responsible person, the complaint shall be filed with the competent authority of the municipality or county (city) where the Company is located, which shall conduct an investigation upon acceptance.
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Complaints under the Sexual Harassment Prevention Act shall be filed within one year from the date of the incident.
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The Company’s obligations to prevent, correct, and remedy workplace sexual harassment under the Gender Equality in Employment Act shall not be affected by a decision not to accept a complaint.
Article 9
A complaint shall not be accepted under any of the following circumstances:
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Failure to correct deficiencies within the specified period as required.
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Non-acceptance decisions shall be notified in writing to the parties within 20 days and copied to the competent local authority.
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The same incident has already been fully investigated (including appeals) under relevant laws and the results have been formally communicated.
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The complaint is filed after the statutory deadline.
Article 10
If the Company is not the employer of the alleged offender but receives a complaint under Article 3, Subparagraph 2, it shall still take appropriate emergency measures and transfer the complaint and relevant materials to the competent local authority within seven days.
Article 11
The Company shall establish a Sexual Harassment Complaint Handling Committee composed of representatives of labor and management. The Committee shall have one Chairperson and three to seven members. Female members shall account for no less than one-half of the Committee, and no single gender shall be less than one-third. Experts and scholars may be appointed as needed.
Article 12
For dispatched workers covered under the Gender Equality in Employment Act who experience sexual harassment while performing duties, the Company shall accept the complaint, conduct a joint investigation with the dispatching agency, and notify the agency and the parties of the results.
Article 13
Before a resolution is made, the complainant or their authorized agent may withdraw the complaint in writing. Once withdrawn, the same matter may not be complained of again, except as otherwise provided under the Sexual Harassment Prevention Act where mediation by the competent authority has been concluded.
Article 14
Meetings of the Committee require the attendance of a majority of members, and resolutions require the consent of a majority of attending members.
Article 15
All personnel involved in the handling, investigation, and resolution of sexual harassment cases shall maintain confidentiality. Violations may result in termination of participation, disciplinary action, and dismissal as appropriate.
Article 16 – Recusal Principles
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Personnel shall recuse themselves if they or related persons are parties to the case, share rights or obligations, have served as agents or witnesses, or have other conflicts of interest.
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Parties may request recusal with stated reasons and facts.
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Investigators subject to recusal requests may submit written opinions.
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Investigators shall suspend investigation pending a decision, except in urgent circumstances.
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The Committee may order recusal even without a request.
Article 17
Investigations shall follow these principles:
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Non-public proceedings and protection of privacy and dignity.
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Objectivity, fairness, and professionalism, with opportunities for statements and defense.
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Avoid repeated questioning when statements are clear.
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Notification of relevant parties and invitation of experts if necessary.
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Avoid confrontation where power imbalance exists.
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Preparation of written materials within confidentiality limits.
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Confidentiality of identifying information.
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Assistance with counseling or medical referrals if needed.
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No improper differential treatment toward participants in complaint or investigation processes.
Article 18
Investigations shall commence within seven days of receipt and be concluded within two months, extendable by one month if necessary, with notification to the parties.
Article 19
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Investigation results shall be issued in a reasoned written resolution, including disciplinary or other recommendations, and notified to the parties and the Company; cases under Article 3, Subparagraph 2 shall also be reported to the competent authority.
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The notice shall specify available remedies, including appeals under the Gender Equality in Employment Act and re-complaints under the Sexual Harassment Prevention Act.
The Company shall retain sealed records for three years.
Article 20
If sexual harassment is substantiated, the Company may impose transfers, demotions, pay reductions, disciplinary actions, or other measures. If criminal liability is involved, the Company shall assist the complainant in filing a report. False accusations, if proven, may result in disciplinary action against the complainant.
Article 21
The Company shall conduct follow-up, evaluation, and supervision to ensure effective enforcement and prevent recurrence or retaliation.
Article 22
The Company shall not dismiss, transfer, or otherwise disadvantage any person for filing or assisting with a complaint under these Procedures.
Article 23
These Procedures shall take effect upon approval by senior management, and the same shall apply to any amendments.