They run the gamut. Frequently some of the most effective are graduated sanctions, depending on how severe the first incident is, of course. There are suspensions, suspensions without pay, up to and including dismissal from their job. Certainly that should be on the table as a potential consequence if they choose to engage in a pattern of harassment, again, depending on how severe it is. If sexual assault has occurred as part of the harassment, then I don't think you say they're suspended for one day and they can come back the next day. The sanctions need to be set up in such a way that they are graduated at the same time that allowance is made for the severity of the incident we're talking about.
