reply to discussion post One example of an offense that should result in immediate discharge or termination rather than following all the steps of progressive discipline is sexual harassment of co$-$workers. I selected this offense because many organizations have a zero policy: "Sexual harassment is one of the most serious forms of workplace misconduct $($Bungay$)."$ For instance, if an employee engages in sexual remarks or other forms of harassment towards another employee, it constitutes sexual harassment. That employee should file a complaint with Human Resources against the employee that's harassing them. If the employee gets terminated, they might sue the organization for unfair termination. I believe that the organization would need stronger evidence to defend its actions. According to Bungay, the trail judge will look at the harasser's history if they see that it's their first offense or they had a clean disciplinary record prior to the incident. The case might get rejected; however, if the harasser has a dirty history, I believe they will not stand a chance in court.