One of the things we certainly attempt to do is to engage the employees with each other, but to your point about where it can be very difficult to do so, we do use mediation. Where we have willing participants and the situation suits mediation, we will use it.
I mentioned earlier that the impartiality of our human rights representatives is crucial: their credibility of being able to go in, speak to both parties, and be seen as an impartial but also a knowledgeable individual who has had experience as it relates not only to understanding the subject matter, which is harassment or sexual harassment, but also to understanding the policy framework in which we work, and also, certainly, to understanding the workplace and being able to really deal with those situations in a way that's credible to both sides.