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“Some employees appear to misunderstand the legal elements of workplace bullying. They seem to believe that as long as they feel uncomfortable, even ordinary interpersonal friction at work can become a workplace bullying complaint. This has consumed significant company resources in complaint handling and investigation. What should we do?” This was the concern shared by the person responsible for workplace bullying complaint handling at a company with more than one thousand employees. “Have...

「員工似乎誤解職場霸凌成立要件，以為只要他感受到不舒服，就算只是單純的職場人際關係摩擦，也動輒提出職場霸凌申訴，耗費不少公司調查程序資源，該怎麼辦？」 一位員工人數上千人的企業職場霸凌專責單位負責人員苦惱地跟我吐苦水。 「要不要考慮用員工協助方案（Employee Assistance Programs，簡稱 EAP）作為員工宣洩心裡不安全感、緩解職場人際關係摩擦的管道？」 我提醒他在勞動法規中其實有提供處理類似情況的另一種選擇。 EAP是企業為了照顧員工身心健康而提供的一套全面、保密且免費的諮詢與協助服務。 依據 《職業安全衛生法》第 6 條第 2 項、 勞動部訂定的「執行職務遭受不法侵害預防指引」（第四版）明確指出雇主可以透過「推動員工協助方案（EAP）」來提供勞工社交活動、心理關懷與遭受不法侵害後的諮商協助。 「異常工作負荷促發疾病預防計畫」（第二版）也要求企業對高風險員工進行工作調整、健康管理與心理疏導。《勞工健康保護規則》也規定勞工人數達 50 人以上的企業，必須依規模定期聘請勞工健康服務醫護人員（俗稱廠醫、廠護）或心理師辦理臨場服務。...

“Should pedestrians be allowed to record traffic violations?” That is a question. A similar dilemma may arise during workplace bullying complaint investigations. One of the most common and difficult situations occurs when an interviewee enters the interview room, places a mobile phone or recording device on the table, and announces that they intend to record the interview for evidence. Is this allowed? Conversely, may the investigators record the interview? Under Article 16 of the Workplace...