- Third Party
a. Direct Approach:
Write down thoughts before approaching the individual involved. Confront the harasser and tell him or her exactly what behavior is offensive and unwanted and that it must stop. Avoid verbal attacks. Instead, use common courtesy, staying focused on the behavior being addressed and its impact. In most cases, the alleged harasser will stop behaving in ways that offend others if he or she is informed about offensive behavior in private and in a respectful, nonthreatening way. Individuals should let the harasser know how they feel, and that their behavior will be reported to the chain of command if it continues. Keep in mind, however, that the direct approach may not be appropriate in certain circumstances. Because of this, commanders should not make direct confrontation a requirement.
Approach: Send a letter to the harasser stating the facts (objective description of theincident), specific behaviors that are offensive and unwelcome, personal feelingsabout the inappropriate behavior, expected resolution, and that his or her behaviorwill be reported to the chain of command if it continues. Subjects of sexual harassment should keep a copy of the letter for record in theevent an informal/formal complaint is subsequently required.
Approach: Request assistance from another person (intermediary). Ask someone else (acoworker, supervisor, or leader) to talk to the harasser on your behalf, or toaccompany you to resolve the conflict. A third party or intermediary does not speak for the subject. Instead, he or sherelates specifically what behavior the subject wants stopped, and makes clear that