Final answer:
Mediation between all parties or making an employee follow through with their complaint are not part of the anti-harassment guidelines, which instead focus on respectful communication and problem-solving.
Step-by-step explanation:
The options given that are NOT part of the anti-harassment guidelines are bringing all parties together for mediation and ensuring that the employee follows through with their complaint. Instead, the focus should be on actions like choosing words carefully to not inflame the situation, staying calm, and listening to the other person's perspective. It's important to remain open, respectful, and to ask open-ended questions that can lead to a better understanding of the issue at hand. One should restate what the other person said to affirm that you are listening and to avoid misunderstandings, and concentrate on solving the problem rather than assigning blame. If a resolution is not possible, the guideline suggests speaking with a supervisor or the HR department. Furthermore, it should be noted that harassment can be based on various protected classes and not just sexual nature, as regulated by the EEOC such as race, religion or age.