Written Statement on the Prohibition of Workplace Violence


In order to protect all employees from physical or mental abuse in the course of performing their duties, the Company hereby declares in writing that it will not tolerate any acts of workplace bullying by any of the Company's management supervisors, nor will it tolerate any acts of workplace violence against the Company's employees by fellow employees or by customers, clients, care recipients or strangers.


  1. Definition of workplace violence: An incident in which a worker is abused, threatened or assaulted in a work-related environment, including commuting, in a way that poses an obvious or implicit challenge to his or her safety, well-being or health.
  2. Patterns of workplace violence
    1. Physical violence (e.g., assault, scratching, punching, kicking, etc.)
    2. Psychological violence (e.g., threats, bullying, harassment, verbal abuse, etc.)
    3. Verbal violence (e.g., bullying, intimidation, interference, discrimination, etc.)
    4. Sexual harassment (e.g., inappropriate sexual innuendo and behavior, etc.)
  3. When employees encounter workplace violence:
    1. Seek advice and support from colleagues.
    2. Rational communication with the perpetrator, express their feelings.
    3. Think about their own shortcomings, ask colleagues to honestly assess your conduct as a person and work to find out the problem.
    4. Record the victim's behavior by audio or any other means as possible as evidence.
    5. File a complaint with the Company.
  4. All employees of the Company are responsible for helping to ensure a work environment free from workplace violence. Anyone who witnesses or hears of an incident of workplace violence should immediately notify the Company's Human Resources Department or call the employee complaint hotline. The Company will investigate the complaint in a confidential manner upon receiving the complaint, and if the investigation is substantiated, penalties will be imposed.
  5. The Company absolutely prohibits any retaliation against the complainant, the informant or the person who assists in the investigation, if any, will be punished.

    6. The Company encourages employees to use the internal complaint handling mechanism established to handle such disputes, but if employees need additional assistance, the Company will do its best to help provide it.

    Workplace violence consultation and grievance channels:

    1. Contact Person: Sabrina Yen #5156; Jerry Wang #5182
    2. Complaint E-Mail: #asmedia885@asmedia.com.tw