That's correct. So the point Ms. Jennings raises is completely irrelevant, because your organization could not, as she suggested, be vested with those powers.
Now, on the matter of harassment, I've spoken to whistle-blowers who say that the principal form of reprisal is actually not job loss or pay cuts or smaller offices, or any issues that deal with the terms of their employment; it's actually harassment.
As I've been briefed, is it not correct that your organization cannot intervene in alleged harassment unless it actually affects the terms of employment?