• Bellavita Co., Ltd. Sexual Harassment Prevention Measures, Complaint and Investigation Guidelines

1. Purpose: Bellavita Co., Ltd. (hereinafter referred to as “the Company”) establishes these Guidelines to prevent sexual harassment, provide channels for filing complaints, and protect the rights and interests of involved parties, in accordance with the Sexual Harassment Prevention Act, the Enforcement Rules of the Sexual Harassment Prevention Act, and the Sexual Harassment Prevention Guidelines.

2. The term “sexual harassment” in these Guidelines refers to acts related to sex or gender that violate another person’s will, excluding sexual assault crimes, and meet any of the following conditions: (1) Explicitly or implicitly expressing, discriminating, insulting, or using other means that damage personal dignity, cause fear, hostility, or offense, or improperly affect the individual’s work, education, training, service, project, activity, or normal life. (2) Making the acceptance or rejection of such behavior a condition for obtaining, losing, or impairing rights or interests related to learning, work, training, service, projects, or activities. “Power-based sexual harassment” refers to sexual harassment conducted by utilizing authority or opportunities over individuals who are supervised, cared for, or instructed due to education, training, medical services, public affairs, employment, job seeking, or similar relationships. When a sexual harassment incident occurs in contexts covered by the Gender Equity Education Act or the Gender Equality in Employment Act, such cases shall be handled in accordance with the corresponding applicable laws.

3. Types of sexual harassment include any of the following acts: (1) Words or actions that humiliate, demean, show hostility, or harass. (2) Stalking, monitoring, or unwanted pursuit. (3) Peeping or secret filming. (4) Exposure of private body parts. (5) Using phone, fax, electronic communication, internet, or other devices to display, transmit, or circulate obscene text, audio, images, photos, or videos. (6) Kissing, hugging, or touching buttocks, chest, or other private body parts without the person's ability to resist. (7) Other behaviors similar to the above.

4. To prevent sexual harassment, the Company shall take proper preventive, corrective, disciplinary, and other necessary measures, and ensure the protection of privacy of the involved party.

5. In public or publicly accessible areas under the Company, to effectively prevent and actively handle sexual harassment incidents, the Company shall: (1) Regularly inspect the space and facility design of such areas to prevent sexual harassment. (2) If aware of a sexual harassment incident occurring on-site, take the following corrective and remedial measures: 1. Ensure the safety of the victim. Respect the victim's wishes, reduce interaction with the perpetrator, and prevent retaliation. 2. Maintain the privacy of the victim. 3. Assist the victim in filing complaints and preserving evidence. 4. Notify the police if necessary. 5. Review the safety of the location. 6. Take other necessary actions. (3) If the incident is known after occurrence, corrective and remedial actions must still be taken and the safety of the location reviewed again.

6. For cases applicable to the Sexual Harassment Prevention Act, the victim may file a complaint depending on the perpetrator’s identity: (1) If the perpetrator belongs to a government agency, military unit, or school: file a complaint with that organization. (2) If the perpetrator is the head of a government agency, military unit officer (rank of colonel or above), school principal, institution head, or employer: file a complaint with the competent authority where the institution or employer is located. (3) If the perpetrator is unknown or does not belong to the above categories: file a complaint with the police authority where the harassment occurred.

7. The Company shall regularly hold or encourage employees to attend sexual harassment prevention training, including: (1) For general employees: 1. Gender equality awareness. 2. Basic concepts, laws, and prevention of sexual harassment. 3. Complaint procedures and methods for sexual harassment cases. 4. Other relevant education on sexual harassment prevention. (2) For personnel handling sexual harassment incidents or having managerial responsibility: 1. Understanding relevant laws (Gender Equity Education Act, Gender Equality in Employment Act, and Sexual Harassment Prevention Act) and incident handling. 2. Awareness and identification of power differences. 3. Effective corrective and remedial measures for sexual harassment. 4. Assistance and protection of victims’ rights and interests. 5. Other relevant education on sexual harassment prevention. Employees participating in such trainings shall be granted official leave and may receive subsidies.

8. The Company shall not impose unfair treatment on any person who files a complaint, reports, testifies, assists, or participates in the handling of a sexual harassment incident during the complaint, investigation, or legal process. Unfair treatment includes dismissal, demotion, salary reduction, or infringement of rights protected by law.

9. The Company and any individual shall keep confidential the name and identity-related information of the victim unless otherwise required by law, and shall not disclose or reveal such information through media or any other means. Identity-related information includes photos, videos, illustrations, audio recordings, address, family member name or relationship, school, class, workplace, or any data that may directly or indirectly identify the person.

10. If employees or responsible persons of the Company commit sexual harassment by taking advantage of their position, the Company shall provide necessary assistance when appropriate actions are required to restore the victim’s reputation.

11. Sexual harassment complaint channels:
Designated unit / Contact person / Title: Administration Department / Chou, Chih-Hung / Deputy Manager　　　　　
Direct line: (02)8729-2834
Fax: (02)2722-0776
Email: hr.cy@bellavita.com.tw
Once aware of a sexual harassment incident, the Company shall immediately assign personnel to take corrective and remedial actions and assist the victim in filing the complaint. Upon receiving the complaint, a designated person will be assigned to handle coordination.

12. These Guidelines apply mutatis mutandis to offenses defined in Article 2, Subparagraph 1 of the Sexual Assault Crime Prevention Act. 13. These Guidelines shall be implemented after approval by the labor-management meeting. Amendments shall follow the same procedure.