the rules regarding skirts, high heels, and makeup) and subsidies provided by Eva Airways for leather shoes constitute gender discrimination, and that the 2023 performance evaluation criteria set by Eva Airways adversely affect cabin crew who apply for menstrual leave, maternity leave, parental leave, or family care leave. At the 6th committee meeting of 2023 on August 31, the Taoyuan City Government Gender Equality in Employment Committee ruled that “the subject of complaint is found not in violation of Article 7 and Paragraph 2, Article 21 of the Gender Equality in Employment Act.”7 Dissatisfied with the outcome, the Grievant applied for a review with the Ministry of Labor Gender Equality in Employment Committee on October 2. On May 6, 2024, the Ministry of Labor Gender Equality in Employment Committee rejected the application and concluded that “the original decision shall be maintained.” 8 As for the reasons why the Taoyuan City Government and the Ministry of Labor believe that Eva Airways did not violate the Gender Equality in Employment Act, see Chapter IV, Section 5. (See Table 3 for a comparison of the content of the complaint handled by the Commission, Taoyuan City Government, and Ministry of Labor.) 2) A flag carrier company describes events leading up to the complaint This section provides a summary of the processes by which airline companies revise their dress code, performance appraisal, reward and disciplinary action, among other management measures before and after the complaint. For specific rules and contents, see Chapter IV, Section 5. 7 Final Decision Report of Taoyuan City Government Gender Equality in Employment Committee, September 26, 2023 (Fu-Lao-Tiao-Zi No. 1120262814). 8 Final Decision Report of Ministry of Labor Gender Equality in Employment Committee, May 6, 2024 (Lao-Dong-Tiao-Zi No. 1130148098). 17