The preferred method for any complainant is to approach the supervisor and at that point hopefully engage in informal resolution.
The formal process is always available, and we certainly don't try to steer them away from it. If a member does not feel comfortable approaching their supervisor for whatever reason, we have workplace relations advisers in some units, and harassment advisers. As well, they can approach a dispute resolution centre and discuss the issue with somebody.
The dispute resolution centre will always try to turn it back, to make sure that they engage their unit personnel and the chain of command, depending on the sensitivity and the confidentiality. At some point it will have to be rendered onto paper so that we know exactly the details of who is involved, what the facts of the incident are, etc. The hope is that they'll go to the supervisor and try informal resolution. Early, local, and informal is the way we hope to resolve them.