There are training programs to help managers and employees decide when immediate action is required. These training sessions include role plays, so that company members have a feeling for what sexual harassment encompasses. Person C said that videos are not used in their training sessions because they inject policy issues into the discussion that are not the policies of the company. Company C has their own policy, and does not want the videos to influence the employees away from it. Information about this policy is spread through employee orientation and training, as well as advertised on bulletin board within the company.
Training occurs semi-annually for all employees.
The usual channel for voicing sexual harassment grievances is through the harassee's supervisor. If the supervisor is doing the harassing, then the female employee could speak to a manager a few levels above her supervisor, or talk to a Human Relations representative. Cases are usually resolved at the lower levels of her department. She pointed out that a case that reaches her is probably extremely serious or one that could not be resolved. Possible solutions to a sexual harassment case include moving an employee, a warning voiced by the harassee's manager, or dismissal.