What I can tell you is that the quantum of the discipline to be applied is determined by management. It's a delegated responsibility in collaboration with human resources, labour relations. When a harassment situation has been investigated, and it is well founded,
the delegated manager will have to meet with the people from human resources to discuss disciplinary action. I am honestly not qualified to explain what the degree of sexual harassment or harassment has to be for dismissal. I don't know.
But I can tell you that, if it is a case of sexual harassment,
we will inform the employee, if she or he comes forward about sexual harassment, that this is also a criminal offence. She or he could bring charges criminally. We inform people of that. If somebody comes forward with a formal complaint about sexual harassment, we would also inform our security folks. However, I can't tell you about discipline measures.