長庚大學各项服务

提醒您，办理人才公开甄选应注意:

It is reminded that you should pay attention to the following principles when organizing an open recruitment.

一、避免职场就业歧视
依就业服务法第5条规定，雇主对求职人或所僱用员工，不得以种族、阶级、语言、思想、宗教、党派、籍贯、出生地、性别、性倾向、年龄、婚姻、容貌、五官、身心障碍或以往工会会员身分為由，予以歧视。為避免职场就业歧视，各单位应确实遵守就业服务法及性别工作平等法之相关规定，於对外徵才时，应注意不得有上开违反就业歧视之情形（如：限年龄、性别或限役毕等），并应尊重个人私领域，不宜询问应徵者与业务无关问题（如婚姻或生育状况等, 面试狈骋题）。

一、Avoid discrimination

According to Article 5 of the Employment Service Act, employer is prohibited from discriminating against any job applicant or employee on the basis of race, class, language, thought, religion, political party, place of origin, place of birth, gender, gender orientation, age, marital status, appearance, facial features, disability, or past membership in any labor union. All units should adhere to the Employment Service Act and the Act of Gender Equality in Employment that no discrimination against applicants is allowed in the course of recruitment (for example, restricted by age, gender or completion of military service. ). Moreover, the privacy of applicants should be respected. Questions that are not related to the business, such as marital status or reproductive status should be avoided.

二、招募刊登作业，建议至少公告一週以上。

二、The recruitment announcement should be publicly posted for at least a week.

叁、招募部门刊登职员工职缺讯息时，须加註以下内容:
1.「个人资料造假不实本校将取消录取资格或予以免职」。(需请应徵者填写「应徵人员个人资料蒐集告知条款及同意书」（可至人事室網站下载专区→人事表单中下載）。)
2.告知薪资範圍(正式編制職員得參考人事室網頁薪资管理要點、约聘人员得参考相关职缺之聘任管理要点之「薪级表」或洽人事室分机3471确认)。僱主提供的經常性薪资若低於4萬元，招募時僱主應公開揭示或告知求職者薪资範圍，不得僅寫「面议或公司规定」，违者可处6万到30万元罚鍰。為配合政府法令，建議填寫明確薪资之有效級距。
3.若為定期契约之工作，则应载明契约起讫。
4.请提供本职缺所需学歷证书或相关証明影本。
5.初审资格符合者，择优通知考试；资格条件不符合或初审、考试未获录取者，恕不另行通知及退件。(未加註此点者，请於徵选结束进行未录取者之通知作业)

三、The recruiting department should pay attention to the following points when announcing job vacancies:
1. The job offer will be withdrawn, and no position will be given to those who are involved in forgery. (Applicants should complete the ‘Agreement of Personal Data Protection Act’, which is available on the website of the Personnel Office (‘Download’->‘Agreement of Personal Data Protection Act’)
2.Applicants employees should be informed of the salary range (Formal established staff can refer to the relevant document [Regulations for Salary Administration] available on the website of the Personnel Office; contracted staff can refer to the salary scale in the employment details or contact the Personnel Office via 3471).

3. The beginning date and the ending date of the fixed-term contract should be clearly stated.

4. Please provide a copy of the required academic certificates or related proofs required for the job vacancy.

5. Applicants who pass the preliminary review will be notified of examinations on the basis of merit. Those who fail to pass the preliminary review, or who are not admitted after the examination, will not be notified. All documents submitted for the purpose of selection will not be returned to the applicants. (If this point is not listed, please notify the applicants who are not admitted at the end of the selection process. )

四、本校遵循原住民工作权保障法及身心障碍者权益保障法，职缺相关讯息应同步刊登於原住民人力资源网。

四、Our 91猫先生 abides by the Indigenous Peoples Employment Rights Protection Act and People with Disabilities Rights Protection Act. Job vacancies and the related information should be published simultaneously on (原住民人力资源网).

91猫先生

招募注意须知