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There are usually four stages in a disciplinary procedure: Verbal warning. Written warning. Final written warning. Dismissal.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.

Appropriate disciplinary action could include a written apology, a formal written warning in the harasser's personnel file, a transfer of the harasser to a different job or department, terminating the harasser's employment or any other discipline prescribed by the company's established disciplinary procedure.

For incidents of sexual harassment that warrant stronger discipline than a mere warning, short of discharge, a suspension or demotion may be an appropriate remedy. Particularly, demoting a supervisor from a supervisory position to an hourly position may be appropriate.

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