Drag the items below to place them in the correct order 1 2 3 4 5 6 7 8 9 10 11 Rachel should document all instances of the allegations she has experienced and advise her direct manager in confidence. She should also lodge a written complaint. Complaints can be made internally to a supervisor, harassment contact officer, Equal Employment Opportunity (EEO) off Rachel should not engage with peers openly about the circumstance and should respect the sensitivity of the matters being investigated. The delegated person will conduct an interview to understand the situation further. Witnesses may be required to partake in the investigation through interviews. If there is a dispute over facts, statements from any witnesses and other relevant evidence are gathered. The perpetrator is advised and provided the opportunity to respond to the allegations. If Rachel was dissatisfied with the outcome she could refer the complaint onto relevant governing bodies to review her circumstance A finding can then be determined if there is sufficient evidence gathered. A report documenting the investigation process, the evidence, the finding and recommended outcome(s) is submitted to the appropriate decision-maker The decision-maker implements the recommended outcome/s or decides on an alternative course of action