What Chuck could do to solve the case is listen to Sally's cause of complaint. The best solution is to try to understand Sally's feelings and not ignore her when presenting sexual harassment in the hostile environment. When Sally shares sensitive information like Al, a crew member, grabbed Sally and tried to kiss her, Chuck shouldn't appear shocked. This is to prevent strong reactions that could affect Sally's comfort level. When talking to Sally about a possible sexual harassment situation, Chuck should refrain from asking ambiguous questions. Instead, let's let Sally tell her story without seeking information that she isn't willing to provide. He should take note of crucial facts during accommodation sessions (Susan, 1996). Next, Chuck must develop the investigation steps of the case. The phase involves gathering evidence, seeking out potential witnesses to sexual harassment, and interviewing the accused employee. The first phase of the investigation is the collection of evidence. At this stage, Chuck must arrange an interview session with Sally, a victim of sexual harassment. During the interview session, you should not force Sally to provide evidence that sexual harassment occurred as this will put more pressure on her. Instead, you should calmly ask her if she has any information on the matter that could be evidence of sexual harassment. For example, if you have a history of or accidentally record verbal harassment using your phone. As reported in Kementerian Sumber Manusia (1999), verbal harassment is one of the five forms of sexual harassment. Verbal harassment includes catcalls, dirty looks, comments about her figure (especially her breasts), her sex life, sexual advances, and jokes. Another form of sexual harassment is… middle of paper… recommended actions. Then followed by writing a report. The report is important to analyze the case and as a future reference which helps to refine the thoughts over and over again. Finally, Chuck should follow the process and make sure something happens to fix this problem. Chuck must inform the authorities that the investigation is complete. You should schedule a meeting with the authorized person to discuss the sexual harassment complaint. But you must forward a confidential copy of the report for them to read before the meeting. Works Cited Kementerian Sumber Manusia. (1999). Code of Conduct on the Prevention and Elimination of Sexual Harassment in the Workplace. Retrieved from http://www.mylabourlaw.net/quick-guides/36-sexual-harassment.phpSusan, L.W. (1996). Sexual Harassment: The Investigators' Handbook. Retrieved from https://www.ms u.edu/~wrc/sh/swinvestigate.htm