Flowcharts are only guides, not requirements. The law is very clear. Complaints about harassment are not constrained to only a specific set of actions. Quoting from http://www.eeoc.gov/policy/docs/retal.html :
A complaint or protest about alleged employment discrimination
to a manager, union official, co-worker, company EEO official,
attorney, newspaper reporter, Congressperson, or anyone else
constitutes opposition. ...
A complaint about an employment practice constitutes protected
opposition only if the individual explicitly or implicitly
communicates a belief that the practice constitutes unlawful
employment discrimination\13. Because individuals often may not
know the specific requirements of the anti-discrimination laws
enforced by the EEOC, they may make broad or ambiguous
complaints of unfair treatment. Such a protest is protected
opposition if the complaint would reasonably have been
interpreted as opposition to employment discrimination.
"Whine on Twitter" and "Blog about it" are examples of "a complaint or protest .. [to] anyone else", and so constitutes opposition. If "harassment" here was meant to imply discriminatory treatment on the basis of sex - which seems to be the general consensus of this thread - then it would easily fall under "broad or ambiguous complaints of unfair treatment."
You can make up whatever ideas you want on what someone should or shouldn't do, but if you read the actual court cases you'll find that your views would protect workplaces with illegal discriminatory practices, including workplaces which actively support sexual harassment.
You can make up whatever ideas you want on what someone should or shouldn't do, but if you read the actual court cases you'll find that your views would protect workplaces with illegal discriminatory practices, including workplaces which actively support sexual harassment.