Again, particularly in a highly charged atmosphere as this often gets to be here in a legislative environment, one of the things we are very careful about is that if someone has been upset and has raised concerns, first of all, we want to make sure that it is actually harassment that we're dealing with and not something else. In any event, we take it very seriously.
If there were an allegation of sexual harassment, then again the same basic steps would be taken. If it's somebody who isn't from the administration, I would contact the employer, and the whip of the party might have to be involved as well. I'd ask if it happened on the premises here in the work environment or was it something that happened outside in whatever context.
The other thing about this is that we realize once an allegation is made you can't unring the bell. Very often what happens is people are sufficiently upset and they may not know how to articulate what they're upset about. I think initially it requires listening very carefully to the complaint and the person who is upset.