內容：
▍Protecting against workplace and commuting dangers during a typhoon
After an announcement suspending work and classes:
Workers
•In accordance with regulations, employees are not required to go to work and their absence cannot be recorded as absenteeism or arriving late. In addition, employers cannot insist workers use personal leave or other types of leave on typhoon days.
•Employers cannot force workers to make up for lost work days, withhold attendance bonuses, fire or subject them to any other disciplinary action.
Employers : When workers are asked to work to meet the needs of business
•If employees agree to work, the employer should not leave workers to deal with such life-threatening dangers as strong winds and torrential rain on their own. If a worker takes a taxi for reasons of safety, the additional transportation cost should be covered by the employer.
•If an employee is injured traveling to or from work, the employer has workplace and commuting danger related legal responsibilities.
•Details on the assistance provided by the employer when employees agree to work during a typhoon, must be clearly detailed in the labor contract or related regulations.
If you have any related questions, call the 1955 Hotline for assistance