As have I.
"It's obvious if you've experienced both."
Agreed.
So my question remains, besides reviewing and discussing the sexual harassment policy twice a year with your supervisor, what else should be done, in your opinion?
When dealing with people who are more predetermined to doing stuff like this(as opposed to a white collar business), you MUST show examples of how such actions would be investigated and what the outcomes could be.
Simply saying "Doing this is bad", "doing that is bad" doesn't cut it. And having your manager sign off is meaningless other than taking attendance.