First, the person who has been offended or the person who is most affected by the offense should approach the offender personally.
Second, if the offender and the accuser are not able to resolve the situation, then others - preferably officers of the organization - should accompany the accuser when they approach the offender for the second time.
If that action does not succeed, the offender should be brought to the leadership for action.
May I stress that the desired end product with discipline is full restoration. It is not intended to be a way for anyone to rid the team of a member who oppose their program.
If we had to label offenses that merit discipline - these would be key, understanding that termination always follows an unrepentant heart. However, looking at key acts - openly and flagrantly practicing a sexual sin in the workplace, and conducting work in a disorderly and disturbing fashion even to the point of recognizing that someone who has nailed down the "busybody" profile.
Whatever are your key issues - make sure your team is well aware of what they are - I am sure they will refrain from engaging in them.
