"Molestation/harassment" are broadly defined as indicated by Leymann (1993). By this definition, "molestation/harassment is a conflict-burdened communication in the working environment among colleagues or between superiors and subordinates, where the aggressed individual is inferior and is being attacked directly or indirectly by one or several individuals in a systematic manner, frequently and over an extended period of time with the objective and/or effect of pushing him/her out of the employment and which he/she resents as being discriminatory." The causes for molestation/harassment are based in employees' contrasting and competing interests, differing attitudes and views on subjects, moods and feelings, perceived injuries, invasions of privacy, and expectations not clearly understood. Forms of molestation/harassment include attacks against self-expression, social well-being, self-esteem, health, and the quality of professional and private life. The process of molestation/harassment involves psychological terrorism designed to make the workplace intolerable for the victim. Consequences for the victim and the workplace include absenteeism, health deterioration, and loss of job and income. Offenders tend to be controlling, sensitive to criticism, and intolerant of persons with opinions and characteristics different from their own. Persons who are vulnerable to harassment/molestation are employees with poor work performance, offensive personality characteristics, difficulties with social integration, sickness, and extreme features in outer appearance. Sexual harassment is a form of molestation/harassment when it takes on the features described in Leymann's definition. In a recent study of sexual harassment among police of Germany's North Rhine Westphalia, 25 percent of a representative sample of women officers and 5 percent of a representative sample of male officers reported experiences of sexual harassment. For women, the harassment was most often by superiors, and for men the harassment was most often by subordinates or members of the public. Advice for countering harassment is directed to the individual victim and involves suggestions for an amicable discussion and resolution of the issues involved between victim and offender. Should this fail to resolve the conflict, legal action is recommended. Appended questionnaire designed for the victims of molestation/harassment