The Toronto Police Service has policies as well as procedures that animate the policies. Policies are declarations of principles that we want the service members to follow. Procedures lay out the actual steps that will be taken to achieve the policy goal.
In the case of having a harassment-free workplace, the procedures will establish how a complaint can be filed. Again, I make reference to the fact that one of the ways is the complainant can anonymously report the complaint. The procedure then directs the service on how that will be investigated. As in many investigations, the first step is to gather all the facts, then focus on the behaviours involved and determine whether the behaviours reflect incompetence or ignorance, which might benefit from training or education. If they constituted acts of inadvertence or oversight, then they're mistakes, and mistakes can be corrected through a combination perhaps of discipline or training. If they're outright wilful, they will result in a disciplinary sanction.
Policing in Ontario is governed by provincial legislation, which has a scheme of internal discipline that police services must follow. That discipline can result in the actual termination or dismissal of a police officer from the service if the offence is proven and the offence is egregious enough.
One of the overriding goals of responding to a complaint, though, is to seek a resolution. It isn't always inevitable that the complaint will result in some discipline. There may be an attempt to accommodate or reconcile the parties if it's appropriate. The complainant in a case does have a measure of choice and a role of decision to help guide the investigation. We're always trying to be sensitive that the complainant has a stake in the outcome as does the offender.
I hope that answers the question.