What is NOT a form of disciplinary action for sexual harassment?

Promoting an employee who has been found guilty of sexual harassment is not an appropriate form of disciplinary action. In cases of sexual harassment, organizations typically aim to reinforce standards of conduct and ensure a safe work environment. Promotion could be perceived as rewarding negative behavior, thereby undermining the seriousness of the issue and potentially encouraging similar conduct among other employees.

The other options – demotion, suspension, and issuing oral or written warnings – are recognized disciplinary actions that can be taken to address violations of workplace policies regarding sexual harassment. These actions serve to hold individuals accountable for their behavior and promote a culture of respect and safety within the organization.