Imagine what might have happened if the employer, instead of firing the female employee after her second complaint that the co-worker was still bothering her, had attempted to mediate the issue. True, the employer might still have a harasser on the job. But the employer might have learned precious preventive information if the parties had been given a chance to confront and listen to one another. Obviously, his perception of what is allowed in the workplace might subsequently become a risk factor for other workers and, ultimately, for the employer. If the alleged victim had solicited an apology from the alleged harasser through mediation, that workforce might have begun to learn that there would be zero tolerance of this type of behavior.
Fair treatment is the best shield against litigation of employment disputes.
Mediation should be an option in a workplace anti-harassment policy to ensure that prompt attention is paid to perceptions of what is acceptable workplace behavior, especially when a romance has existed and goes awry.