Do not attempt resolving the matter by putting the victim and alleged harasser in the same room together. Not only is this intimidating, it could be construed as retaliation. Consider the severity of the alleged conduct and respond appropriately. You are not required to fire an alleged harasser. Finally, conduct follow up interviews with the victim and the alleged harasser to tell them what is happening and why.
Pregnancy is considered a temporary disability under the law.
Whatever your policy or practice may be regarding temporary disabilities, that is the same practice you must apply to pregnant employees. The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. Treatment of pregnant employees is one of the most misunderstood concepts by employers. The Division has handouts regarding the Pregnancy Discrimination Act to provide to employers for guidance on this issue.