• Last updated:2021-10-18

   In 2011, the Council of Labor Affairs replaced the Best Familyfriendly Workplace Competition with the Taiwan Workplace Equality Best Practice（T-WEB）program. This program aims to promote regular communication and advice-seeking between companies, as well as assist to enterprises establish a familyfriendly workplace system. Also, the program will act as a channel for communication, study and promotion of familyfriendly workplaces between enterprises.
   In 2012, the Council of Labor Affairs continues to promote the Taiwan Workplace Equality Best Practice program for assisting enterprises to implement family-friendly systems. Such matters
include:
1. Measures for work-family balance（e.g. non-pay parental leaves, family leaves, paternity leaves, and family days）
2. Flexible work hours and varied work schedules
3. Career development, training and employment for women
4. The child care facilities or measures
5. The establishment of measures for the prevention and correction of sexual harassment in the workplace
   In 2012, the Council of Labor Affairs continues to promote the Taiwan Workplace Equality Best Practice Promotion Plan. Work includes:
1. Compiling reference books
   2,000 copies of a reference book for the implementation of family-friendly workplace measures were delivered to enterprises, providing these enterprises with the information necessary for putting these measures into practice.
2. Conducting workshops
   Conducted 3 "Special Workshops for Enterprises Working Towards a Family-friendly Workplace" aimed at company employers, business executives, and contractors in the northern, central and southern regions of Taiwan. These workshops offer courses related to "The concepts, scope, and kinds of
family-friendly workplace", "Practical methods for achieving a work-family balance", and "Career development, training and employment for women". Apart from sharing practical methods to achieve a work-family balance, we also arranged demonstrations in the most outstanding family-friendly workplaces, using this as a way to encourage exchange between enterprises.
3.Guidance from on-site specialists service
   Our guidance from on-site specialists service is aimed at companies that intended to create a family-friendly workplace. We arrange on-site counseling in the workplace, each time arranging for one consultant to visit a workplace for two hours. Each business can use this service up to 4 times（8 hours）. The first guidance service will be based around a company analysis. Using face-to-face interviews and discussion as a means to understand the present circumstances of a company, the specialist will provide suggestions and guidance. This year （ 2012,） on-site advisers have visited workplaces for 40 times, and assisted 10 enterprises work towards achieving a familyfriendly workplace at least.
   The on-site guidance service provides 5 general categories of service:
(1) Measures for work-family balance: Including guidance on providing the best treatment for female employees during pregnancy（e.g. parking spaces and storage for pregnant women, only）, arranging replacement staff during employee maternity leave or unpaid parental leave. Guidance and training for employees returning to a post following a period of parental leave. Family days, and family activities are also provided.
(2) Flexible work hours and varied work schedules: Including guidance on providing flexible work schedules for employees, allowing them to set their own working hours, and reduce or adjust their work schedule.
(3) Career development, training and employ-ment: Including guidanceons topping gender restrictions in employment, broadening the field that employees can wo r k i n （ e .g. stopping gender restrictions on job transfer, encouraging women to take up industrial technology positions, and providing related training）.
(4) Childcare measures and facilities: Including setting up and improving nurseries, providing childcare facilities（e.g. signing special agreements with neighboring nurseries to provide discounts on childcare）, or other family-friendly measures for employees（e.g. services for taking children to and from nursery）.
(5) Establishing measures for the prevention and correction of sexual harassment in the workplace: Including guidance on installing measures for preventing and sexual harassment correction in the workplace, methods of appeal and disciplinary action, as well as conducting training on sexual harassment preventing and correcting.

• Source:Department of General Planning
• Publication Date:2013-02-19
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